Step 3: Take action to reduce and eliminate harm occurring

• Provide clean, accessible, clearly signed all-gender bathrooms.
• Avoid requiring staff to have to request access to all gender bathrooms or only have access to distant facilities.
• Include sanitary bins in all restrooms.
• Label bathrooms by features (e.g. "stalls only", "urinals and stalls").
• Ensure accessible bathrooms are available in addition to all-gender options.

Check out this Safer Bathrooms Poster to promote respectful bathrooms, or this All Gender bathrooms Signage for clear, inclusive signage for bathrooms and changing areas.

• Clearly document and communicate reporting processes.
• Protect employees from retaliation.
• Use trauma-informed practices and ensure timely responses.
• Provide wellbeing support for all parties involved.
• Regularly review the reporting process and act on feedback.

• Offer pronoun badges or name tags.
• Use inclusive language in all materials.
• Display LGBTIQA+ affirming signage, art, or representation in recruitment campaigns.

Check out free posters and designs for your workplace.

Offer private cubicles to ensure comfort and privacy for all genders.

Check out this All Gender bathrooms Signage for clear, inclusive signage for bathrooms and changing areas.

• Remove gendered clothing expectations.
• Allow all staff to choose the uniform option they are most comfortable in.
• Use non-gendered language (e.g. “closed-toe shoes” instead of “men must wear...”).

• Avoid placing LGBTIQA+ staff in unsafe environments alone (e.g. late nights).
• Offer safe transport options for after-hours work or travel to high-risk areas.

• Acknowledge risks of travel for LGBTIQA+ employees (e.g. queerphobic regions).
• Offer opt-out options without professional penalty.
• Provide access to safety resources like Smartraveller’s LGBTIQA+ travel advice.

Design communal spaces to be inclusive and non-gendered where possible.

• Involve LGBTIQA+ employees in the development of safety policies.
• Establish an internal advisory group for continuous feedback and acknowledge the labour this would involve by reducing hours elsewhere or paying staff for the additional work.

A strong LGBTIQA+ Workplace Inclusion Policy must go beyond a basic anti-discrimination statement. It should actively work to create safe, equitable, and affirming workplaces for LGBTIQA+ staff, clients, and stakeholders.

Include the following:

• A clear zero-tolerance statement on discrimination, harassment, and gendered violence.
• A reaffirmation of your organisation’s legal responsibilities under the Equal Opportunity Act, stating that discrimination based on protected personal attributes is unlawful and will not be tolerated.
• Background on key terms and concepts, including LGBTIQA+ identities, gendered violence, and relevant case studies tailored to your sector.
• A definition of inclusive workplace behaviours and set clear expectations for all employees.
• Transparency about how the policy was developed - including who contributed, whether LGBTIQA+ staff or communities were consulted, and how intersectionality was considered.
• Clear explanation of staff rights and responsibilities, including how to raise concerns or lodge complaints if issues arise.
• Manager responsibilities — including modelling inclusive behaviour and responding to incidents of gendered violence promptly and effectively.
• Strategies and protections your organisation has in place to keep LGBTIQA+ workers, clients, and customers safe.
• Transparent reporting and response mechanisms - clarify how complaints are handled, the process involved, and potential consequences for policy breaches.
• Acknowledgement of intersectionality and ensure the policy addresses the unique needs of LGBTIQA+ employees who are First Nations, disabled, neurodivergent, migrants, or people of colour.
• Gender-neutral and inclusive language throughout all policy documents.
• An attached LGBTIQA+ Action Plan with specific steps, timelines, and measurable goals to improve safety, wellbeing, and inclusion across your organisation.

Use our Being Valued template to build a strong, actionable foundation: LGBTIQA+ Inclusion Policy Template.

This policy should be reviewed annually, upon an incident, or when there is a significant change. This should include seeking anonymous feedback and completing climate surveys to inform improvements, as well as offering refresher training

• Ensure policies consider First Nations LGBTIQA+ people, people of colour, migrants, disabled and neurodivergent staff.
• Recognise overlapping systems of oppression and address multiple marginalisations in policy design and implementation.

LGBTIQA+ employees benefit from peer connection, advocacy, and community. To create a Pride group or working group:

1. Define the group’s purpose — peer support, culture change, events, or all of the above.
2. Identify initial organisers and survey interest.
3. Secure visible leadership support.
4. Choose a structure that suits your organisation (e.g. working group, mentorship program).
5. Create a safe, accessible, and inclusive environment.
6. Promote the group sensitively and widely.
7. Start with low-pressure activities (e.g. morning teas, drop-ins).
8. Collect feedback and continuously improve.

LGBTIQA+ staff featured in public-facing materials may be at risk of online abuse.

• Use moderation tools on social media to remove anti-LGBTIQA+ content.
• Provide opt-out options for public-facing campaigns.
• Offer digital safety training and direct support to impacted staff.
• Protect staff managing public platforms from burnout and vicarious trauma.
• Ensure LGBTQIA+ staff are informed about the potential risks of being publicly featured in Pride campaigns or LGBTQIA+ workplace advertising. Provide clear information about the safety, wellbeing, and support mechanisms available to them in case of backlash or harm.

• Partner with providers trained in LGBTIQA+ mental health.
• Allow employees to choose affirming external counsellors, with reimbursement where possible.
• Do not require staff to disclose their identity to HR to access support.

WorkSafe Victoria has established the ‘Worker Mental health Support Helpline’ for free and confidential EAP support service for Victorian workers. This service is available 24/7 and includes access to counsellors and practitioners specially trained in LGBTIQA+ safe and inclusive practices. Call 1800 318 421 or visit the website to learn more.

• Use gender-neutral, LGBTIQA+-affirming language across all documents.
• Train staff in respectful and accurate language use.
• Review data collection practices — only ask what is necessary, and allow people to self-describe or opt out.

LGBTIQA+ language and definitions guide (PDF)

Scenario guide: How to create safer workplaces for LGBTQIA+ people (PDF)

• Train all managers in LGBTIQA+ inclusion.
• Ensure policies are enforced, not just written.
• Include inclusion metrics in performance reviews.

• Use inclusive job ads and avoid binary gender expectations.
• Encourage LGBTIQA+ applicants, especially in leadership roles.
• Value lived experience and offer mentorship programs.

Workplaces should establish clear, proactive processes that support trans, non-binary, and gender-diverse employees to work safely, confidently, and with dignity. A Gender Affirmation Support Plan is a practical and affirming tool that helps employees navigate workplace changes related to gender affirmation.

These changes may include:

• Updating pronouns and names.
• Using different bathrooms or change rooms.
• Accessing gender affirmation leave.
• Adjusting uniforms, rosters, or communication preferences.

A well-implemented plan reduces the emotional and administrative burden on the employee and ensures transitions at work are handled with care, respect, and confidentiality. A best-practise plan includes:

• Administrative updates: Confidential processes to update names, pronouns, and gender markers. Records should be simultaneously updated to avoid deadnaming, misgendering, or outing an employee..
• Affirmed name use: Employees should be able to use their affirmed name in all internal communications and systems.
• Gender affirmation leave: LGBTIQA+ employees may use gender affirmation to attend medical appointments, social transitioning, mental health support, and legal processes.
• Practical workplace support, including flexible arrangements.
• Confidentiality and information sharing should be agreed upon by the employee and employer to prevent unnecessary disclosure.

Access our ready-to-use plan to guide respectful, supportive processes for trans and gender-diverse staff:

• Gender Affirmation Support Plan Template
• Gender Affirmation Workplace Support Plans

Intersex employees may have specific needs relating to medical care, privacy, and workplace accommodations. To support intersex staff:

• Provide intersex-specific leave to attend medical appointments.
• Develop individualised support plans that may include flexible scheduling, neurodiversity accommodations, or adjustments for privacy and comfort.
• Prevent unnecessary disclosure — workplace culture and policy should never require employees to share personal or medical history.

Gendered-violence is a complicated issue, and addressing gendered-violence is complex. It requires a multi-pronged sector-wide approach that responds to gendered-violence wherever it occurs – at work, home and in the community.

Which is why, although employee benefits such as financial compensation, is not an occupational health and safety issue, it is an important strategy for achieving equitable workplaces, and improved health outcomes.

Importantly, WorkSafe Victoria is not the authority for issues related to pay and the below information is a suggestion only.

• Pay LGBTIQA+ employees who speak at events, lead working groups, or share lived experience.
• Prevent unpaid emotional labour by formalising inclusion contributions in role descriptions and KPIs.
• Pay external LGBTIQA+ trainers appropriately for professional services.

Gendered-violence is a complicated issue, and addressing gendered-violence is complex. It requires a multi-pronged sector-wide approach that responds to gendered-violence wherever it occurs – at work, home and in the community.

Which is why, although employee benefits such as leave policies, is not an occupational health and safety issue, it is an important strategy for achieving equitable workplaces, and improved health outcomes.

Importantly, WorkSafe Victoria is not the authority for issues related to pay and the below information is a suggestion only.

Parental leave policies should reflect diverse families and parenting roles.

• Use gender-neutral language (e.g. “parental leave” instead of “maternity” or “paternity”).
• Ensure equal access for adoptive, non-birth, and gender-diverse parents.
• Include leave for surrogacy, adoption, and IVF processes.
• Provide inclusive lactation/chestfeeding supports for trans and non-binary parents.

All Gender Parental Leave - find information on how to develop your own today.

This policy should be reviewed annually, upon an incident, or when there is a significant change. This should include seeking anonymous feedback and completing climate surveys to inform improvements, as well as offering refresher training.

All staff — including senior management — could complete LGBTIQA+ inclusion training during on-boarding and at regular intervals.

Engage experienced trainers from reputable organisations that are led by LGBTIQA+ people. Content should be grounded in current research and community-informed practice.

Important: LGBTIQA+ inclusion training must be delivered by LGBTIQA+ external training providers. Do not assume existing LGBTIQA+ staff should take on this role - especially unpaid or in addition to their regular duties - as this can contribute to burnout and reinforce structural inequities.

Let LGBTIQA+ staff know they are welcome to step out of training if content becomes distressing or triggering, or if participant discussion creates discomfort. Prioritising psychological safety ensures inclusion efforts do not cause unintended harm.

Training should explore how other forms of oppression, such as racism, ableism, and classism, compound gendered violence. Ensure inclusion strategies reflect the experiences of First Nations people, disabled, neurodivergent, migrant, and racially diverse LGBTIQA+ individuals.

Regular refresher training ensures employees stay up to date with evolving language, workplace practices, and legal protections.

LGBTIQA+ workplace challenges vary across industries (e.g. healthcare, hospitality, education, construction). Customised content ensures training feels relevant and actionable.

Training should be part of broader professional development, not a one-off event. Encourage continuous learning and discussion through leadership workshops, team debriefs, and learning resources.

Track participation rates, collect anonymous feedback, and assess workplace changes (e.g. reduction in complaints, increased inclusion in surveys). This helps identify what's working and what needs improvement.

LGBTIQA+ communities are not immune to intra-community harm. Training should:

• Address lateral violence, unconscious bias, internalised discrimination, and vicarious trauma.
• Acknowledge intersectionality within LGBTIQA+ spaces.
• Offer constructive conflict resolution pathways.

Provide confidential and anonymous mechanisms such as secure online forms, internal reporting tools, or third-party services. This enables employees to raise concerns without fear of retaliation or negative repercussions.

Ensure all staff are aware of how to report. Promote reporting pathways during onboarding, through regular training, internal newsletters, posters, and staff meetings.

Appoint designated contact officers who are trained in LGBTIQA+ inclusion, gendered violence prevention, and anti-discrimination practices. These officers must provide affirming, confidential, and culturally safe support.

• Ensure immediate safety. Remove the person from risk and call emergency services if needed.
• Provide trauma-informed care such as counselling, peer support, or leave options.
• Respect their autonomy. Do not pressure them to report to the police. Instead, help them understand their rights and options.

If the employee wants to report the offence, they may:

• Call 000 in an emergency.
• Contact the Police Assistance Line (131 444) or visit a local police station.
• Seek support from an LGBTIQA+ Liaison Officer (LLO) trained to support LGBTIQA+ people.

If they do not consent to reporting:

• Internally document the incident to monitor patterns.
• Offer other reporting pathways (e.g. WorkSafe Victoria, Fair Work Commission, Q+Law).
• Take internal disciplinary action if appropriate.

• Handle complaints discreetly, sharing details only on a need-to-know basis.
• Allow the complainant to withdraw if they no longer feel safe proceeding.
• If legal escalation is required, inform the employee before taking action.

If an LGBTIQA+ employee does not wish to involve police, they can seek support from regulators, commissions, advocacy services and more. To see the full list of support services, visit Accessing support.

If your organisation lacks the expertise to manage complaints internally, acknowledge this. Partner with external professionals or services to ensure complaints are managed independently, appropriately, and safely.

Offer access to counselling, peer support, debriefing, or referrals to LGBTIQA+-affirming, trauma-informed professionals. Support must be offered to anyone impacted — including complainants, respondents, or witnesses.

Clearly define consequences for behaviour such as discrimination, harassment, or gendered violence. Apply policies consistently across all levels to demonstrate accountability and integrity.

Keep complainants informed throughout the process. Provide timely updates on the status, next steps, and outcomes of investigations. Transparency builds trust in the reporting system.

Treat every report as a learning opportunity. After resolution, conduct a review to identify systemic issues and improve workplace policies, training, and culture to reduce future harm. Commit to continuous improvement.