Step 3: Take action to reduce and eliminate harm occurring

This is the third step in the risk management approach and provides practical suggestions, tools and resources to support workplaces to take action to reduce the risk of harm occurring.

Key strategies to control risks

To control risks associated with gendered violence against LGBTIQA+ employees, employers should take the following steps:

  1. Improve organisational culture.
  2. Develop safer workplace infrastructure.
  3. Introduce effective LGBTIQA+ inclusion policies and support mechanisms.
  4. Organise regular LGBTIQA+ inclusion training.
  5. Ensure accessible reporting and response systems.
  6. Address safety in situations involving criminal offences.

These strategies are detailed below with practical actions and helpful template policies, plans, posters and more for download.

Improve oganisational culture

Workplace culture is shaped by leadership, values, behaviours, and communication. A safe and respectful culture must:

  • Set clear expectations for inclusive behaviour.
  • Encourage reporting without fear of retaliation.
  • Proactively address root causes of harm.
  • Hold staff accountable for discriminatory actions.
  • Recognise intersectionality, particularly for employees who are First Nations, disabled, neurodivergent, or culturally and linguistically diverse.

Practical actions:

  • Diverse leadership – ensure LGBTIQA+ staff are represented in leadership and decision-making roles.
  • Formal behavioural standards – embed inclusive conduct into all policies.
  • Transparent communication – create space for employees to speak up and feel heard.
  • LGBTIQA+ action plan – set goals and track progress on inclusion.
  • Regular inclusion audits – annually review policies and culture.
  • Celebrate days of significance – engage meaningfully in events such as Wear It Purple, IDAHOBIT, Bi+ Visibility Day, and more.
  • Avoid tokenism – only participate in visibility campaigns when backed by genuine inclusion initiatives.
  • Ongoing training – offer refresher sessions, leadership-specific training, and more than just onboarding.
  • Compensate emotional labour – resource and remunerate LGBTIQA+ employees for leading inclusion work.
  • Inclusive supply chains – partner only with organisations aligned with LGBTIQA+ inclusion values.

Develop safer workplace infrastructure

LGBTIQA+ employees should feel physically safe, respected, and included. Core infrastructure improvements include:

Case Study: Developing safer workplace infrastructure in hospitality

A restaurant hosted a booking for a queer performance art group but faced internal concerns about how to create a safe environment.

Key issues identified:

  • No LGBTQIA+ inclusion training
  • Gendered bathrooms only
  • Staff made inappropriate jokes about LGBTQIA+ people
  • Lack of inclusive signage or materials
  • General lack of understanding about trans identity and inclusive language

Action steps taken:

  1. Training & Policy
    • Hired a consultant for LGBTQIA+ inclusion training
    • Created and communicated a zero-tolerance discrimination policy
    • Trained staff on respectful greetings, language, and pronoun use
       
  2. Physical Infrastructure
    • Replaced signage with all-gender labels
    • Committed to long-term renovations (private cubicles, sanitary bins)
    • Offered pronoun badges to all staff
       
  3. Customer-Facing Improvements
    • Updated confirmation emails with inclusive language and accessibility details
    • Reviewed promotional content to ensure LGBTQIA+ representation
    • Trained staff on responding to discrimination from patrons

Outcome:

  • The LGBTQIA+ guests reported feeling safe and respected
  • Staff confidence increased
  • All-gender restrooms supported wider staff and customer comfort
  • Online feedback praised the venue’s inclusivity
  • Management committed to ongoing training and updates

Introduce effective LGBTIQA+ inclusion policies and support mechanisms

Workplace policies and supports should explicitly address LGBTIQA+ gendered violence and provide tangible, ongoing support for LGBTIQA+ employees.

Actions to improve workplace policies & support mechanisms:

Case study: Sonny’s story

Sonny, an intersex man, was asked by his employer to feature in an educational video for the workplace’s social media, explaining what it means to be intersex and outlining the organisation’s steps toward creating a safer environment for intersex employees.

While Sonny agreed in good faith, no safeguards were put in place to protect his safety online. He was tagged in the post without consent, and no training or preparation was provided to help him understand the potential risks or manage public exposure.

Once published, the video was shared widely, reaching hundreds of people — many of whom left violent, abusive, and discriminatory comments. Because Sonny was tagged, individuals were able to message him directly, resulting in sustained online harassment.

Over time, the video was downloaded onto private devices and reposted across multiple platforms, making it impossible for Sonny to have it fully removed. The harassment continued for years, deeply affecting his:

  • Emotional wellbeing
  • Mental health
  • Career progression
  • Sense of safety at work as well as his safety within his personal life

Despite the harm, Sonny received little support from his employer. The experience left him feeling betrayed and unsafe, ultimately leading to his resignation after losing trust in the organisation’s commitment to protecting him.

Organise LGBTIQA+ inclusion training

Education is a key tool in preventing LGBTIQA+ gendered violence. Inclusion training should be mandatory, ongoing, and tailored to the specific risks and dynamics of each workplace.

Effective training should ensure all employees

  • Understand LGBTIQA+ inclusive language and use respectful communication strategies.
  • Address unconscious bias and systemic discrimination.
  • Recognise workplace risks that contribute to LGBTIQA+ gendered violence.
  • Learn practical strategies to improve LGBTIQA+ safety, access, and inclusion.
  • Gain skills in bystander intervention and how to effectively respond to discrimination.

Best practices for LGBTIQA+ workplace training

Ensure inclusive reporting and response systems

To encourage reporting and prevent workplace violence, organisations must implement clear, confidential, and trauma-informed reporting pathways. These systems must protect LGBTIQA+ employees from retaliation and demonstrate that complaints are taken seriously and acted upon.

Key actions for effective reporting systems

Addressing criminal offences safely

Some forms of workplace violence, discrimination, and harassment are not just breaches of workplace policy — they may be criminal offences under Australian law. Employers have a legal and ethical responsibility to support impacted individuals and ensure all incidents are handled with confidentiality, care, and compliance.

The following behaviours may constitute criminal offences when committed in the workplace:

  • Physical and violent offences.
  • Harassment and stalking.
  • Hate crimes and online abuse.
  • Property damage and vandalism.

Failing to respond to workplace criminal behaviour may result in legal liability, financial penalties, and reputational harm.

Steps for addressing criminal offences in the workplace

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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.