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Step 1: Identify the source of harm

This is the first step in the risk management approach and supports workplaces to identify from who, where and how harm might occur for LGBTIQA+ people.

A quick reminder: What is gendered violence and who does it affect?

Workplace gendered violence describes any behaviour that is directed to or affects a person based on their sex, gender, or sexual orientation, and creates a risk to health and safety. Gendered violence can also be directed at people who do not adhere to socially prescribed gender roles.

While anyone can experience gendered violence, it disproportionately impacts women, transgender, and gender diverse people, as well as LGBTIQA+ individuals. In Australia, LGBTIQA+ people are twice as likely to experience gendered violence compared to their cisgender and heterosexual counterparts. This violence occurs across various settings, including public spaces, educational institutions, intimate relationships, and workplaces.

What does gendered violence look like for LGBTIQA+ people in the workplace?

LGBTIQA+ employees often face unique forms of gendered violence in the workplace, ranging from overt harassment to systemic exclusion. These harmful behaviours create unsafe and hostile environments, significantly impacting individuals’ mental health, job security, and career progression.

Gendered violence in the workplace can manifest in many ways, including verbal abuse, outing, stereotyping, bullying, exclusion, threats, physical assault, sexual violence, and institutional discrimination and more. Recognising these behaviours is crucial for fostering a workplace culture where all employees feel valued, respected, and safe.

Case study: Rose’s story

Rose, a non-binary hospitality worker, was required to wear a gendered uniform that did not reflect their identity. When Rose asked for an alternative option, management refused, saying:

“Company policy requires you to choose either the men’s or women’s uniform.”

Rose also faced challenges accessing a safe bathroom. The workplace only had gendered facilities, and when they raised concerns, a manager responded:

“Just use the one that matches what you look like.”

Without support or accommodations, Rose experienced growing stress and anxiety, leading to physical and mental health impacts. They began avoiding staff meetings and social events, fearing further exclusion.

Eventually, the lack of affirming policies, safe facilities, and workplace support led Rose to resign in search of a more inclusive environment.

How to identify when gendered violence is occurring for LGBTIQA+ people

Too often, workplaces wait for complaints to identify the cause of harm. A lack of formal complaints however does not mean the absence of gendered violence, especially for LGBTIQA+ people who are already more at risk of harm.

There are many reasons why people do not report. These could include:

  1. Reporting may require identity disclosure before someone is ready.
  2. Fear of outing, ridicule, or retaliation
  3. Fear of job loss, especially where financial stress, family rejection, visa status, or safety are at risk.
  4. Lack of trust in HR or leadership response
  5. Normalisation of discrimination – Reporting may feel pointless if harmful behaviours are embedded in workplace culture.

Instead, employers can proactively review internal workplace data, systems and practises as well as broader industry trends to identify and address risks affecting LGBTIQA+ employees. This approach helps create a more inclusive, equitable, and safer work environment.

Key focus areas include:

Capturing LGBTIQA+-specific data helps identify hidden patterns, highlight support gaps, and ensure that prevention strategies are targeted and effective. This may include reviewing complaints, engagement surveys, or exit interviews to uncover systemic issues.

For leaders, this data isn’t just numbers — it’s a tool to track progress, inform evidence-based action, and improve safety and inclusion for all employees.

Below is a list of systems, practises and environments to consider when identifying the source of gendered-violence for LGBTIQA+ people.

Identifying the source

Next page of the Toolkit

Disclaimer: This information is intended for general use only and may not be applicable in all circumstances. You should always check any applicable legislation and make your own judgements about what action you may need to take to ensure you have complied with the law. Accordingly WorkSafe cannot be held responsible and extend no warranties as to the suitability of the information for any purpose; or actions of a third party taken as a result of information contained in this page.