Key terms and definitions
Understanding evolving language and LGBTIQA+ terminology.
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Your Community Health and Transgender Victoria co-designed the ‘Being Valued Toolkit’ with LGBTIQA+ Victorians with lived experience of gendered violence. The Being Valued Toolkit aims to represent the experiences, insights and voices of the LGBTIQA+ community. The contents here on the WorkWell Toolkit represents a condensed version of the complete Being Valued Toolkit, highlighting the risk management approach.
Together, we are working to create safer, more inclusive workplaces for everyone.
The evolving language of sexuality, sex and gender identity
LGBTIQA+ terminology is constantly evolving, and it varies across cultures and personal experience. A term that feels affirming for one person may not resonate with another. When in doubt, it’s best to ask rather than assume. Actively listening to how people describe themselves is also a powerful way to show respect and deepen understanding.
LGBTIQA+ language and definitions
LGBTIQA+ stands for Lesbian, Gay, Bisexual, Transgender, Intersex, Queer (or Questioning), and Asexual with the plus sign (+) representing other diverse gender and sexual identities.
The term queer has been reclaimed by many as a powerful, political and affirming identity marker, but for others, it remains a painful slur due to its historical use in discrimination and violence. For this reason, it’s best practice to use LGBTIQA+ in formal settings, as it is widely recognised and considered neutral. If someone identifies as queer, you can use the term when talking about them.
Key concepts: sex, sexuality, gender and variations of sexual characteristics
When discussing LGBTIQA+ people, it’s important to understand that sex, sexuality, sexual characteristics and gender identity are four distinct aspects of a person — and they should not be conflated.
A person can embody any combination of these. For example, someone might be:
- Gay and cisgender
- Trans and heterosexual
- Intersex and non-binary
Understanding these distinctions helps prevent confusion in everyday conversations, workplace interactions, and policy development.
Everyone has a sex, a sexuality, sexual characteristics and a gender identity — and none of these can be assumed based on appearance.
- Sex
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.
Term Definition Intersex An umbrella term for natural variations in a person’s reproductive or sex characteristics. These variations may appear in a person’s chromosomes, hormones, genitals, or internal reproductive organs (such as ovaries or testes). Some intersex traits are visible at birth, while others may not be identified until puberty or later in life — or may never be identified at all. Endosex A term for people whose sex characteristics align with societal expectations of male or female and who are not intersex. Some individuals prefer to use the term intersex to describe their body, while others may not, and instead prefer to use the specific medical term for their variation.
Some prefer to use both terms or alternative terms to describe their bodies. Language choices are personal, and it's important to respect each person's choice in how they describe themselves and their innate variation of sex characteristics.
Intersex people have varied identities - much like the general population - including heterosexual. Never use the word queer to describe an intersex person as it may not apply.
- Sexuality
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:
Term Definition Alloromantic A person who experiences romantic attraction to others. Allosexual A person who experiences sexual attraction to others Aromantic A person who experiences little or no romantic attraction to others. Asexual A person who experiences little or no sexual attraction. Bisexual Attraction to two or more genders. The “+” acknowledges the diversity of experiences within this identity. Gay Typically refers to a man (trans or cis) who is attracted to other men but can also describe anyone who is same gender attracted. Heterosexual / Straight Attraction to a different (usually binary) gender than one’s own. Lesbian A woman (trans or cis) or non-binary person who is romantically and/or sexually attracted to women. Pansexual Attraction to people regardless of gender - Gender, trans identity and pronouns
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.
Term Definition Cisgender A person whose gender identity matches their sex assigned at birth. Transgender A person whose gender identity differs from their sex assigned at birth. Non-binary A person whose gender does not fit within the binary of man or woman. Agender A person who does not identify with any gender. 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
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:
Term Definition Neurodiversity Differences in cognitive functioning, such as autism, ADHD, or dyslexia, which can shape how individuals interact with workplace structures, communication styles, and expectations. Disability Physical, sensory, cognitive, or mental health conditions that may require workplace accommodations and influence access to opportunities, support, and inclusion. Mental health LGBTQIA+ people experience higher rates of anxiety, depression, and trauma than their cis gender and heterosexual counterparts. This can be due to systemic discrimination, family rejection and experiences of violence - all of which can impact a LGBTQIA+ persons well-being, workplace engagement, and access to support. Homelessness & housing instability LGBTQIA+ individuals, particularly youth, are at higher risk of homelessness due to family rejection, financial instability, rental agency rejection or lack of safe housing options, which can affect employment stability. Race & ethnicity Experiencing racism, cultural biases, or lack of representation in the workplace can affect career progression, workplace culture, and access to leadership roles. Socioeconomic background Financial barriers, educational opportunities, and access to professional networks can impact career progression and job stability. Religion & faith LGBTQIA+ employees from religious backgrounds may navigate additional complexities related to workplace policies, personal beliefs, and cultural expectations. Age Younger workers may face challenges in being taken seriously, while older workers may experience ageism, particularly in LGBTQIA+ spaces where youth might feel more celebrated. Migration & citizenship status Visa restrictions, language barriers, and systemic biases can impact job security, workplace rights, and access to support networks. Family & caregiving responsibilities LGBTQIA+ employees with children, elder care responsibilities, or chosen family commitments may face workplace inflexibility and lack of recognition for diverse family structures. 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
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.
- Allyship and inclusive practices
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.
- LGBTIQA+ People of Colour
Many LGBTIQA+ people experience intersecting forms of discrimination. For LGBTIQA+ people of colour, these challenges can be compounded by both anti-LGBTIQA+ bias and racism. In workplace settings, this may lead to additional barriers to inclusion, safety, and career progression.
Recognising these intersections is essential for building truly inclusive workplaces and communities that address the unique lived experiences of LGBTIQA+ people of colour.
The following terms are commonly used to describe communities of colour in affirming ways. These terms are often preferred over words like marginalised or minority, which can feel dehumanising or overly broad.
Term
Definition
QTIPoC
Queer, Trans, and Intersex People of Colour. Acknowledges the intersection of gender, sexuality, intersex status, and racial or cultural identity.
BIPoC
Black and Indigenous People of Colour.
PoC
A broad, collective term used to describe individuals and communities who are not white and are likely to have shared or differing experiences of being racialised.
Taking the time to use affirming and inclusive language fosters trust, belonging, and safety for LGBTIQA+ individuals.
Inclusive language is an evolving and ongoing commitment. The best way to show respect is to listen, learn, and adapt to the needs and preferences of LGBTIQA+ communities. Small but intentional changes in language and behaviour can have a lasting impact in creating truly inclusive spaces.
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