Publications
Cracking the Rainbow Glass Ceiling
Applying an intersectional lens: LGBTQ+ and gender workplace inclusion
2023 Pride in Diversity – Sapphire Initiative
Sapphire is an initiative of Pride in Diversity that was developed to generate greater awareness of the unique challenges faced by LGBTQ+ people who identify or may be perceived as women in the workplace. This includes cisgender women, transgender women, and non-binary people who may be perceived as female or feminine (regardless of their gender identities) in the workplace and therefore may face many of the same challenges.
In 2018, Pride in Diversity and GLEE@PwC partnered and co-authored ‘Where are all the women’ (“WAATW”), the first report of its kind, designed to understand “the lack of same-sex attracted women across LGBTI networks within Australia” and “how organisations might start to address this imbalance”.
Pride in Diversity’s Sapphire initiative has continued to build upon the initial research through analysis of the AWEI employee survey data received each year. Through this data we are able to drill down into the experiences of different populations within the LGBTQ+ umbrella. As a result, we have broadened the scope of the initiative.
To collect data for this research, PID looked at quantitative and qualitative data inputs from the AWEI employee survey, alongside a series of focus groups conducted with PID member organisations. Additionally, PID has partnered with University of Queensland to develop a series of academic case studies based on key themes affecting this cohort.
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Cracking the Rainbow Glass Ceiling
Companion Publication: Insights from Social Science
Sapphire Cohort – Academic Case Studies
Pride in Diversity’s Sapphire initiative has completed research and produced the “Cracking the Rainbow Glass Ceiling’ publication in an ongoing effort to assist organisations further understand the experiences of LGBTQ+ women (and those perceived and treated as women in their workplaces), identify specific barriers they may face, and learn from the experiences of organisations that have made positive strides in improving the experiences of this cohort. As part of this research, Pride in Diversity commissioned this series of academic case studies to study particular key areas of barriers to inclusion for this cohort.
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Trans and Gender Diverse Recruitment Fact Sheet #3
Identity denied: Navigating name/document changes 
with gender information collection and privacy in applications
When gender identity and documentation collide
This is the third in the series of fact sheets around recruitment and employment for people who have a trans and/or a gender diverse experience, which focusses on the barriers they face. This series has been made possible by generous support from BHP. While much work has been done to support trans and gender diverse people within the workplace over the last years, there is still much to do. Organisations have the opportunity to address some difficult challenges which trans and/or gender diverse people face securing meaningful work aligned with their skills and experience. This is predominately due to the significant challenges faced during the initial stages of the application and recruitment process.
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Trans and Gender Diverse Recruitment Fact Sheet #2
Non-Inclusive Interviews: When processes and language prevent trans and gender diverse applicants seeing themselves in your business.
On International Day Against Homophobia, Biphobia and Transphobia (IDAHOBIT – 17th May 2023) we were thrilled to produce the second in a series of factsheets regarding Trans and Gender Diverse Recruitment in Australia. Generously sponsored by BHP and in conjunction with Curtin University, this fact sheet looks at some of the difficult challenges faced by trans and gender diverse people in securing meaningful work aligned with their skills and experience. These challenges are predominantly faced during the initial stages of the application and recruitment process. The fact sheet also provides useful action points for employers to take in order to help trans and gender diverse people overcome these specific challenges.
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Trans and Gender Diverse Recruitment Fact Sheet #1
Silent Discrimination: How employers who cease contact with trans and gender diverse applicants fail in diversity and inclusion.
On Transgender Day of Visibility (31st March 2023) we were thrilled to produce the first in a series of factsheets regarding Trans and Gender Diverse Recruitment in Australia. Generously sponsored by BHP and in conjunction with Curtin University, this fact sheet looks at some of the difficult challenges faced by trans and gender diverse people in securing meaningful work aligned with their skills and experience. These challenges are predominantly faced during the initial stages of the application and recruitment process. The fact sheet also provides useful action points for employers to take in order to help trans and gender diverse people overcome these specific challenges.
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Being Seen: A Spotlight on Bi+ Inclusion in the Workplace
2022 Pride in Diversity, sponsored by EY
Bi+ people represent the largest group within the LGBTQ community yet remain largely underrepresented in Australian workplaces and do not experience belonging to the same extent as other diverse sexualities. Despite substantial improvements and overall workforce support in workplace inclusion practices for people of diverse sexualities and genders, Bi+ people are still under supported, underrepresented and therefore, made invisible.
Sponsored by EY, this guide is the first of its kind to represent the experience of Bi+ employees in Australia and aims to highlight key disparities between Bi+ and gay/lesbian employees, equip employers with knowledge of specific challenges faced by the Bi+ community, and provide key recommendations and suggestions to make work environments more inclusive of Bi+ people.
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You, Me, and Them: Understanding Employees’ Use of Trans-Affirming Language within the Workplace
Francisco Perales · Christine Ablaza · Wojtek Tomaszewski · Dawn Emsen‑Hough
Journal: Sexuality Research and Social Policy
DOI: 10.1007/s13178-021-00592-9
Publication Date: 2021-05-31
Pride in Diversity 10 Year Anniversary Publication
“While many will remember 2020 as a year of upheaval and change, we hope to remember it also as a time to honour Pride in Diversity’s extraordinary achievements over the past ten years.
Pride in Diversity was launched in 2010 as an ACON program to support employers in making their workplaces more inclusive and safer for LGBTQ employees. Ten years on, it has achieved that and so much more” – Justin Koonin, ACON President.
We are very pleased to present this publication reflecting on the journey and achievements of Pride in Diversity over the past 10 years.
Pride in Diversity Pronoun Guide
Pronouns are the words we often use to talk about a person when we’re not using their name. These might be he/him, she/her, they/them or other pronouns. Some people use one set of pronouns (eg. Pablo uses he/him pronouns) and some people use more than one (eg. Samira uses she/her and they/them interchangeably). Some people change the pronouns they use at different points in their life, and making sure we use their new ones is an important part of respecting them. Download this guide to understand more about pronouns, why it’s important to use the right ones, how to use pronouns when affirming someone’s gender, and how to be a good ally to trans and gender diverse people.
Click here to download the Pronoun Guide
You can also find more information about Pronouns on ACON’s Transhub
Intersections at Work
Understanding the experiences of culturally diverse LGBTQ talent
2020 Diversity Council Australia and Pride in Diversity
Diversity Council Australia (DCA) and Pride in Diversity joined forces on this project as our respective research on LGBTQ workplace inclusion had revealed that culturally diverse LGBTQ workers had unique workplace experiences that warranted investigation.
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Regional Inclusion – A How To Guide
Furthering LGBTQ Inclusion in Regional Australian Workplaces
2019 Pride in Diversity
Over the last decade, employers in Australia have made enormous progress in LGBTQ workplace inclusion, particularly in capital city locations. This progress is across both private and public sectors, irrespective of organisations size.
One of the challenges that remains is how to progress LGBTQ inclusion in workplaces that are not based in metropolitan CBD locations. Leaders with workforces scattered across regional Australia understand that all their LGBTQ employees need to feel that they can bring their whole selves to work, regardless of where that location is.
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LGBTI Domestic & Family Violence – A guide to best practice for workplace policy.
November 2018 – PID & IBM.
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Where Are All The Women?
Research into the low visibility and engagement of same-sex attracted women in the workplace – A joint project between Pride in Diversity & Price Waterhouse Coopers – August 2018
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Anti-Discrimination Law and Practice
2016 Publication
This publication on anti-discrimination Law and Practice, with a specific focus on LGTBI workplace inclusion, will be an excellent guide for HR Practitioners, Diversity Leaders and Executive alike. Click image to purchase a hard copy of this publication. Pride in Diversity members may download a soft copy version from the members only section.
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Let’s Talk Gender
This publication has been developed for LGBTI inclusive workplaces seeking to better understand the complexities of gender. It has been designed to challenge us on our definition of gender diversity and pose questions that will make us question the way we design our forms, our processes and our
diversity practice.
This publication will be particularly useful for HR Managers, Diversity Leaders and LGBTI employee networks.
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Count Me In Mini Ally Guide
To support your LGBTI inclusion initiatives. These Count Me In mini Ally Guides provide useful tips on how to be an effective LGBTI workplace Ally. This 14 page mini guide includes the following topics along with useful links and a space for your workplace contacts.
- Why people become allies
- Why allies are so important
- What LGBT workplace allies do
- Being Informed
- Being Mindful
- Being Visible
- Being Heard
- Being Involved
- Being part of the solution
This publication is not available in PDF format, but hard copies can be purchased from our online shop.
Members: $2.20 per guide. Non-members: $3.30 per guide.
All prices Inc. GST.
Employers’ Guide to Intersex Inclusion
2014 Publication
Pride in Diversity Australia is proud and delighted to partner with OII Australia to publish the Employers’ guide to intersex inclusion. Written by Morgan Carpenter (OII) and Dawn Hough (Pride in Diversity), kindly sponsored by IBM.
A world-first, the guide presents information about intersex for employers, including:
- An introduction to intersex.
- Intersex bodies, identities, and inclusive language.
- Disclosure, medical issues in the workplace, and travel.
- Protections related to “intersex status” in Commonwealth law.
- Information for diversity and inclusion professionals.
- Top 10 ways to be an intersex ally.
- Information for parents of intersex children.
- Additional information and a glossary of terms.
OII Australia is a national Public Benevolent Institution by and for intersex people. The organisation’s goals are to support people with intersex variations, to help create a society where sex differences are not stigmatised and where intersex people’s rights as people are recognised.
Citation and catalogue information
Carpenter, M., Hough, D. (2014) Employers’ Guide to Intersex Inclusion. Sydney: Pride in Diversity and Organisation Intersex International Australia.
ISBN 978-0-646-92905-7.
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A Manager’s Guide to LGBTI Workplace Inclusion
2013 Publication
This publication has been designed to assist Managers understand and support LGBTI workplace inclusion initiatives.
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Engaging Allies for Change
2012 Publication
This publication has been designed to assist LGBTI employee network groups, Diversity Managers and HR with LGBTI inclusion initiatives through the engagement of LGBTI allies. The text talks about why allies are so important, what allies need to know, engaging allies in addition to providing resources for allies and references.
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Establishing and Maintaining Successful LGBT Networks in Australian Workplaces
2011 Publication
This publication has been designed to assist LGBT Network Leaders, Diversity Managers and Executive Sponsors with the successful implementation and/or maintenance of effective LGBT employee networks. An ideal resource for those starting new networks and also for those wishing to refresh or reinvigorate an existing network. This comprehensive guide will provide you with detailed examples of how you can gain greater levels of executive buy-in, ensure the group has a strategic focus, a sustainable structure and contribution back to the organisation. This publication will be particularly relevant for those organisations participating in the Australian Workplace Equality Index.
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Sexual Orientation and Gender Diversity in the Workplace
© 2010 ACON HEALTH LTD.
The material in this book was sourced from Stonewall’s “Sexual Orientation Employer Handbook”, and was adapted for the Australian context. Stonewall is the United Kingdom’s leading lesbian, gay and bisexual charity, and Pride in Diversity acknowledges and appreciates their support in the production of this publication.
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