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.
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.
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:
- Reporting may require identity disclosure before someone is ready.
- Fear of outing, ridicule, or retaliation
- Fear of job loss, especially where financial stress, family rejection, visa status, or safety are at risk.
- Lack of trust in HR or leadership response
- 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:
- Incident reports & complaints
Review patterns in formal and informal reports involving homophobia, transphobia, and exclusion.
- Bullying & microaggressions
Identify trends in misgendering, deadnaming, harassment, or exclusionary behaviours.
- Turnover & retention rates
Examine LGBTIQA+ employee turnover, leadership representation, and access to promotion.
- Industry-specific risks
Acknowledge if your industry is known for higher levels of LGBTIQA+ discrimination (e.g. healthcare, hospitality, trades).
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
- Review workplace structure for power imbalances
Power dynamics can increase vulnerability for LGBTIQA+ staff.
Consider the following:
- Representation – Are LGBTIQA+ staff in leadership roles?
- Hierarchy & access – Do staff feel safe reporting concerns?
- Job security – Are LGBTIQA+ employees disproportionately in casual or contract roles?
- Pay & benefits – Are packages inclusive of gender-affirming care and LGBTIQA+ EAP options?
Warning signs:
- LGBTIQA+ staff fear retaliation if they report harm.
- LGBTIQA+ employees are only hired into lower-level or temporary positions.
- New staff are not inducted with inclusive language or policy info.
- New staff are not inducted with LGBTIQA+ inclusive language or policy info.
- Review workplace culture for exclusion or discrimination
Workplace culture directly affects LGBTIQA+ employee wellbeing.
Consider the following:
- Tolerance of homophobia/transphobia – Are slurs or jokes normalised?
- Social segregation – Are LGBTIQA+ employees excluded from informal networks?
- Parental leave equity – Are gender-diverse and non-birth parents supported?
- Management response – Are reports ignored, downplayed, or dismissed?
- Engagement in inclusion efforts – Do staff avoid training or LGBTIQA+ days of significance?
Warning signs:
- Pronoun sharing leads to transphobic debate.
- LGBTIQA+ employees avoid staff areas due to exclusion.
- LGBTIQA+ workers stop bringing partners to events or “tone down” visibility.
- Staff avoid LGBTIQA+ events or education days.
- LGBTIQA+ workers try to avoid having to work in person and opt to work at home where possible.
- LGBTIQA+ workers contribute less to discussions or informal work conversations and very rarely share any information about themselves with others.
- Review systems, practices, and policies
Organisational systems can unintentionally exclude LGBTIQA+ staff if not designed inclusively.
Consider the following:
- Dress codes – Are they gendered without inclusive options?
- Name & pronoun recognition – Are chosen names/pronouns respected in systems and communication?
- Name & pronoun updates – Are there clear, accessible and comfortable processes for staff to update or flag their chosen name and pronouns across workplace systems and communications?
- IT systems – Are there only binary gender options? Can updates be made easily?
- Privacy & protection – Is sensitive information kept confidential? Some LGBTIQA+ people won’t be out to friends or family and workplaces need to ensure that this information is kept safe.
- Workplace events & travel – Are venues safe? Are travel risks considered and equitably distributed? Can work-related travel place LGBTIQA+ staff in positions of risk due to local laws, social attitudes towards sexuality and/or gender identity?
- Employee Assistance Programs – Are services LGBTIQA+-affirming and culturally competent?
Warning signs:
- Staff must “prove” gender identity to update records.
- Uniform policies reinforce binary gender roles.
- LGBTIQA+ staff face risks at events or during work-related travel.
- Review the Online Working Environment
LGBTIQA+ employees face unique risks in digital spaces.
Consider the following:
- Anonymity risks – Are online platforms being used for bullying or harassment?
- Involuntary outing – Are personal details shared without consent?
- Online discrimination – Are LGBTIQA+ staff targeted in workplace chats or forums?
- Tokenism in Visibility – Are staff featured in LGBTIQA+ campaigns without consent or support?
- Vulnerable roles – Are LGBTIQA+ staff placed in high-risk, public-facing digital roles?
Warning signs:
- No digital harassment policy.
- LGBTIQA+ staff manage public-facing content without protection.
- LGBTIQA+ employees are featured in Pride campaigns without adequate preparation or consent.
- Review the physical working environment
The physical workplace must support comfort and safety for LGBTIQA+ employees.
Consider the following:
- Inclusive facilities – All-gender restrooms, private changing areas, etc.
- Affirming needs – Availability of menstrual products and safe disposal options.
- Safety measures – Lighting, entry/exit security, safety when leaving work.
Warning signs:
- LGBTIQA+ staff leave to use restrooms elsewhere.
- Workspaces create unwanted physical proximity.
- Workers report feeling unsafe leaving the building.
- Review patterns of absenteeism and leave
Unexplained leave may indicate workplace exclusion, stress, or discrimination.
Consider the following:
- Sick leave disparities – Are LGBTIQA+ employees using more personal leave?
- Social avoidance – Are staff opting out of team events or meetings?
- Parental leave access – Are diverse family structures supported?
Warning Signs:
- LGBTIQA+ staff avoid events or take frequent leave.
- Gender affirmation leave is not offered, leading to unpaid time off.
- Intersex workers exhaust personal leave for medical appointments.
- Same-gender partners or chosen families are not recognised for carers’ leave.
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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.