Towards an Inclusive Workplace: Diversity and Inclusion Report

Executive Summary

Australian organizations must establish a diverse and inclusive workplace as a strategy and moral commitment. This study examines LGBTQIQA+ inclusion in allied healthcare, which is crucial to public health. The study examined scholarly works, government reports, and qualitative research with personnel and healthcare professionals. According to the study, the inclusion of this group of people improves healthcare professionals’ mental health and the quality of care they deliver to LGBTQIQA+ patients and their caregivers. Entrenched ideas, biases, and prejudices hinder such personnel’s inclusion and wellbeing in allied healthcare environments. Barriers include stereotypes, microaggressions, exclusion, harassment, discrimination, and other forms. A combination of strategies is needed to create inclusive allied health environments. Healthcare organizations should create comprehensive education and awareness programs, review and amend policies and procedures to ensure LGBTQIQA+ inclusivity and establish measurement and accountability mechanisms to address attitudinal barriers and promote cultural humility. These evidence-based approaches can promote LGBTQIQA+ workforce health and provide more compassionate, equitable healthcare to LGBTQIQA+ patients and caregivers. This shift could improve exposure, reduce discrimination, and encourage public acceptance outside the workplace, making Australia more diverse and inclusive. This could enhance the healthcare setting working environment for such groups of people who usually face discrimination.

Introduction

In Australia, as in many other nations, organizations succeeding in a diverse community must create an inclusive workplace. This research discusses LGBTIQA+ workplace inclusion and the unique challenges faced by people with varied sexual orientations and gender identities. This paper provides comprehensive LGBTIQA+ diversity management (DM) insights and evidence-based techniques for organizations to become more inclusive in allied healthcare workplaces. Defining key terms is crucial to advance towards a more inclusive workplace. All employees, regardless of sexual orientation or gender identity, should feel comfortable, appreciated, and able to contribute to a successful company. Diversity management (DM) involves deliberate tactics and policies to promote workplace diversity and fairness.

Diversity Management (DM) is becoming essential for enterprises in Australia. Australia’s workplaces reflect its cultural diversity, including sexual orientation and gender identity. Companies must recognize that a diverse workforce brings various experiences and perspectives that can boost innovation and problem-solving to stay competitive. Australia’s anti-discrimination laws and evolving social attitudes focus on providing equal chances for all employees, regardless of background. Perspectives on diversity management include various paradigms.

The discrimination-and-fairness paradigm protects all employees from discrimination through legal compliance and equal treatment, and the access-and-legitimacy paradigm values workplace diversity. The role I am holding is in helping organizations become LGBTIQA+ inclusion leaders as a Diversity Management Consultant. This report will delve into the state of LGBTIQA+ inclusion in the workplace, presenting evidence-based findings and proposing actionable strategies. It will examine the current state of LGBTIQA+ inclusivity, research and data findings, interpretations of these findings, and practical approaches to help organizations promote LGBTIQA+ inclusion.

Investigation

What Was Investigated?

LGBTIQA+ inclusivity in allied healthcare workplaces was fully assessed in the study. This examined LGBTIQA+ workplace regulations, employee experiences, and organizational practices.

How It Was Investigated

The investigation used official reports, academic literature, and empirical research:

• Government Reports: “Australia’s Health” (2019) and “Partnering with Pride” (ILGA Asia, 2023) were examined to understand LGBTIQA+ health and inclusion in Australian healthcare.
• Academic Literature: Bennett and Gates (2021), Hill et al. (2021), Diversity Council Australia (2023), Lucas et al. (2023) study, and Ussher et al. (2022) articles were reviewed to gain deeper insights into various topics.
• Qualitative Research: Healthcare professionals, including allied health practitioners, employees, and management, were surveyed, interviewed, and focus-grouped. These qualitative methods illuminated LGBTIQA+ workplace dynamics and experiences.

Interpretations

The evidence from “Private Lives 3” (Hill et al., 2021) shows that LGBTQIQA+ inclusion is essential to community health. Employers can increase mental health and workplace happiness by understanding and resolving LGBTQIQA+ employees’ specific issues. Additionally, these findings have non-workplace consequences. Inclusive workplaces help both the company and society. It spreads acceptance, respect, and diversity beyond the organization. This effect can improve LGBTQIQA+ public acceptability, minimize discrimination, and boost visibility. These perspectives emphasize that LGBTQIQA+ inclusion is moral and cultural, not just organizational.

Relevant Data, Statistics and Research

“Australia’s Health (2019) LGBTQI data is helpful, and this minority group spans age and background. 3.2% of Australian adults are homosexual or bisexual, with 2.4% uncertain or having another sexual orientation, according to the 2016 National Drug Strategy Household Survey. Another study of rural Australian 12–17-year-olds found 11% interested in both sexes, including 3% in the same. According to the 2016 Census, 0.9% of Australian couple families are same-sex. These couples are 49% female, and 25% have children, compared to 4.5% of male same-sex couples. These couples are younger, more educated, employed, earn more, and live in capital cities more than opposite-sex couples. Hence, LGBTQI healthcare inclusion, diversity, and equitable access are highlighted by these numbers.

Barriers to Inclusive Workplaces

Attitudinal barriers, deep-rooted assumptions, biases, and prejudices prevent inclusive workplaces that accept diversity, including LGBTQIQA+ people. Barriers in many ways hinder LGBTQIQA+ employees’ inclusion and well-being. Many employers discriminate, harass, and exclude LGBTQIQA+ people owing to homophobia, biphobia, and transphobia; hence, prejudice fosters hostility and exclusion (Ussher et al., 2022). Workplace attitudinal barriers include stereotyping. LGBTQIQA+ workers are often accused of not fitting particular roles or gender standards. Stereotypes can hinder their career advancement.

Microaggressions subtle biases, are widespread attitudinal barriers. LGBTQIQA+ employees often face microaggressions such as identity denial and social isolation. Microaggressions, frequently inadvertent, create a hostile workplace that can harm mental health (Hill et al., 2021). Another major attitudinal hurdle is LGBTQIQA+ ignorance. LGBT+ people encounter particular obstacles that many employees and bosses may not understand. This ignorance might result from insensitivity, inadvertent exclusion, and a failure to develop an inclusive workplace (Bennett & Gates, 2021). These people may feel obligated to hide their identities, avoid reporting their sexual orientation or gender identity, or fear repercussions for being themselves at work due to such restrictions.

Strategies

Allied Health Care Professions must apply LGBTQIQA+ inclusion methods to provide equitable and compassionate healthcare to the LGBTQIQA+ community. Inclusion in healthcare, primarily allied health professions, is crucial for LGBTQIQA+ people’s well-being (Ussher et al., 2022). Healthcare organizations should start with LGBTQIQA+ cultural competence training for personnel. Understanding LGBTQIQA+ patients’ health inequities and challenges requires specialized training. Cultural humility, diversity, and non-discrimination should be stressed in this training. These organizations can also create LGBTQIQA+ support networks in allied health teams. Such networks improve workplace inclusivity and enable healthcare workers to understand LGBTQIQA+ patients’ concerns (Lucas et al., 2023). Healthcare institutions should adopt inclusive policies. LGBTQIQA+ inclusion and anti-discrimination should be stated in these policies. They should also provide methods for patients to self-identify their sexual orientation and gender identity to ensure respectful and sensitive care.

Findings

 Action 1: Education and Awareness

Organizations working to increase LGBTQIQA+ inclusiveness prioritize education and awareness activities. From senior management to front-line workers, these activities should target everyone, and education can dispel stereotypes. It might also highlight their specific job and social challenges. LGBTQIQA+ sensitivity training must be ongoing. These workshops can teach about sexual orientations and gender identities, microaggressions, empathy, and allyship. Organizations can partner with LGBTQIQA+ advocacy groups or use Bennett and Gates (2021) to create culturally humble education programs that address LGBTQIQA+ problems, including identity intersectionality.

Action 2: Review Policies and Procedures

A thorough evaluation of organizational policies and processes is the second critical task. Organizational policy must defend LGBTQIQA+ rights and be inclusive. Non-discrimination regulations that specifically protect sexual orientation and gender identity are included. To accommodate transgender and non-binary workers, companies should explore gender-inclusive facilities and clothing rules.

Action 3: Measurement and Accountability

Organizations must track LGBTQIQA+ inclusion progress and hold themselves accountable for significant change. Appointing LGBTQIQA+ inclusion champions or Diversity and Inclusion Officers to oversee inclusive policies and practices is successful. These persons can collaborate with LGBTQIQA+ ERGs to obtain feedback and effect change. Monitoring LGBTQIQA+ inclusion progress through surveys and assessments is essential. Diversity Council Australia (2023) helps analyze how LGBTQIQA+ inclusion affects employee satisfaction, retention, and mental health. Organizations can tailor surveys to measure their programs’ success. Organizations should publish annual LGBTQIQA+ inclusion progress reports for transparency and accountability.

Conclusion

This paper successfully examined LGBTQIQA+ inclusion in Allied Health Care Professions, giving thorough insights, evidence-based conclusions, and concrete ideas for inclusive workplaces. These findings could make healthcare institutions safe, courteous, and compassionate for LGBTQIQA+ people. It could help in eliminating health inequalities and promoting wellbeing. The research shows that inclusive approaches benefit LGBTQIQA+ people, healthcare organizations, and society. Inclusive environments improve mental health, job happiness, and engagement in healthcare employees. They promote acceptance, respect, and diversity beyond corporate borders, affecting society. The evidence-based tactics in this report, education and awareness, policy reviews, and measurement and accountability, all help organizations prioritize LGBTQIQA+ inclusion. These measures can help healthcare organizations make everyone feel appreciated, respected, and supported, regardless of sexual orientation or gender identity. Thus, LGBTQIQA+ inclusion is a moral and cultural necessity to create more equal, diverse, and supportive workplaces and significantly impact communities.

Recommendations

Strategies 1: Comprehensive Education and Awareness

Healthcare organizations should run continual education and awareness programs to overcome attitudes and encourage cultural humility. From senior management to front-line workers, these programs should target all staff. Include LGBTQIQA+ sensitivity training to refute preconceptions, identify challenges, and promote empathy and allyship.

Measurement and Monitoring: Pre- and post-training assessments can quantify these programs’ success by assessing attitudes and knowledge. Anonymous surveys could also assess employees’ views on LGBTQIQA+ inclusion and education and awareness campaigns.

Sustainability: Making these initiatives part of the company’s culture and onboarding can ensure sustainability. Training and updates are necessary to keep workers educated and culturally competent.

Strategy 2: Update Organizational Policies

To be LGBTQIQA+ inclusive, healthcare organizations should review policies and processes. No-discrimination laws should cover sexual orientation and gender identity. Transgender and non-binary workers need gender-inclusive facilities and attire.

Measurement and Monitoring: The effectiveness of policy improvements can be measured by tracking LGBTQIQA+ discrimination cases and employee views of inclusion through regular surveys.

Sustainability: To be sustainable, the organization’s fundamental beliefs and culture must include LGBTQIQA+ people. Policies must be reviewed and updated to reflect LGBTQIQA+ rights and best practices.

Strategy 3: Measurement and Accountability

Healthcare organizations should select LGBTQIQA+ inclusion champions or Diversity and Inclusion Officers to oversee inclusive policies and practices for progress and accountability. These persons can collaborate with LGBTQIQA+ ERGs to obtain feedback and effect change. Measure LGBTQIQA+ inclusion’s influence on employee happiness, retention, and mental health using regular surveys and assessments.

Measurement and Monitoring: The “Inclusion at Work Index 2021-2022” (Diversity Council Australia, 2023) can measure progress. Regular LGBTQIQA+ inclusion progress reports show dedication and transparency.

Sustainability: LGBTQIQA+ inclusiveness in the organization’s structure ensures sustainability. Assessment and accountability will help maintain development and adjust to changing demands.

References

Australia’s Health. Australian Government: Lesbian, gay, bisexual, transgender, and intersex people. (2019). https://www.aihw.gov.au/getmedia/61521da0-9892-44a5-85af-857b3eef25c1/aihw-aus-221-chapter-5-5.pdf.aspx

Bennett, B., & Gates, T. G. (2021). Teaching cultural humility for social workers serving LGBTQI Aboriginal communities in Australia. In Social Work with Minority Groups (pp. 47–60). Routledge.

Hill, A., Bourne, A., McNair, R., Carman, M., & Lyons, A. (2021). Private Lives 3: The health and wellbeing of LGBTIQ people in Australia.

ILGA Asia. (2023, February 25). Partnering with pride: The case for Australian action on equality in our region. ILGA Asia. https://www.ilgaasia.org/publications/2023/2/23/partnering-with-pride-the-case-for-australian-action-on-equality-in-our-region

Inclusion at Work Index 2021-2022 | Diversity Council Australia. (2023). https://www.dca.org.au/research/project/inclusionwork-index-2021-2022

Lucas, J. J., Afrouz, R., Brown, A. D., Epstein, S., Ryan, J., Hayward, J., & Brennan-Olsen, S. L. (2023). When primary healthcare meets queerstory: community-based system dynamics influencing regional/rural LGBTQ+ people’s access to quality primary healthcare in Australia. BMC Public Health, 23(1), 387.

Ussher, J. M., Perz, J., Allison, K., Power, R., Hawkey, A., Dowsett, G. W., … & Anazodo, A. (2022). Attitudes, knowledge and practice behaviors of oncology health care professionals towards lesbian, gay, bisexual, transgender, queer and intersex (LGBTQI) patients and their carers: A mixed-methods study. Patient Education and Counseling, 105(7), 2512–2523.