Key terms and definitions

The sex recorded on a person’s birth certificate is typically based on visible biological characteristics such as genitals, chromosomes, and hormone levels. At birth, people are usually assigned male or female based on these traits.

However, around 1.7% of the population is intersex — meaning they are born with sex characteristics that don’t fit typical medical definitions of male or female.

Being intersex is not a third sex or biological category. Instead, it reflects the natural diversity that exists within what is medically classified as male or female.

Some individuals embrace the term intersex, while others may not, and instead prefer to use the specific medical term for their variation. Language and identity are personal, and it’s important to respect each person’s choice in how they describe themselves.

Sexuality describes who someone is romantically, emotionally, and/or sexually attracted to — or not attracted to. It exists on a spectrum and can change over time.

Some key terms include:

Gender is distinct from sex and refers to a person's internal sense of self. A person's gender might align with the sex they were assigned at birth or may be different. Gender is often shaped by culture, society, and personal identity.

Using someone’s correct pronouns (e.g. she/her, he/him, they/them, ze/zir) demonstrates respect, inclusion, and recognition of their identity. It’s also a way to to affirm a person’s gender identity. Deadnaming (referring to a transgender or non-binary person by their former name) and misgendering (using incorrect pronouns) are not just mistakes — they are forms of exclusion that can deeply invalidate a person’s identity, cause distress, and create an unsafe environment.

Intersectionality is a framework that explores how overlapping aspects of a person’s identity shape their experiences of discrimination, privilege, and access to opportunities.

Some other aspects of a person’s identity that may intersect and impact their experience at work include:

Recognising intersectionality is key to creating workplace policies and support systems that are truly inclusive and responsive to the diverse realities of LGBTQIA+ people.

First Nations Aboriginal and Torres Strait Islander peoples have long held diverse understandings of gender and sexuality that predate colonisation.

Across different Nations, there are many words, roles, and cultural practices that reflect rich and complex expressions of identity. In some communities, terms like sistagirl and brothaboy are used to describe trans and gender diverse identities.

However, these words do not represent all experiences or Nations. Language around LGBTQIA+ identity may also vary - or may not be publicly shared - depending on cultural protocols and community context.

In your inclusion work, consider how you can:

• Create space for Aboriginal and Torres Strait Islander LGBTIQA+ people to self-identify in ways that feel culturally safe and affirming.
• Honour the strength, diversity, and sovereignty of First Nations LGBTIQA+ identities.
• Listen deeply, amplify Indigenous voices, and resist generalisation or extraction.

Where appropriate, seek guidance from Aboriginal and Torres Strait Islander Elders, community leaders, or organisations about culturally appropriate language use in your region.

Being an active ally means taking intentional steps to support and advocate for LGBTQIA+ people. True allyship goes beyond passive acceptance - it requires action, accountability, and a commitment to fostering safe and inclusive spaces. Ways to practice allyship include:

• Using inclusive language and avoiding assumptions about gender, sexuality, or relationships.
• Advocating for LGBTQIA+ protections in workplace policies, culture, and leadership decisions.
• Listening to LGBTQIA+ voices and respecting each person’s identity, pronouns, and lived experience.