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.
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.
Key strategies to control risks
To control risks associated with gendered violence against LGBTIQA+ employees, employers should take the following steps:
- Improve organisational culture.
- Develop safer workplace infrastructure.
- Introduce effective LGBTIQA+ inclusion policies and support mechanisms.
- Organise regular LGBTIQA+ inclusion training.
- Ensure accessible reporting and response systems.
- 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:
- All-gender bathrooms
- 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.
- Confidential and accessible reporting mechanisms
- 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.
- Visible signs of inclusion
- 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.
- Private & inclusive changing facilities
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.
- Gender-neutral dress codes
- 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...”).
- Safe shift scheduling
- 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.
- Inclusive travel policies
- 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.
- Inclusive communal spaces
Design communal spaces to be inclusive and non-gendered where possible.
- LGBTIQA+ employee input on safety measures
- 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.
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:
- 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
- Physical Infrastructure
- Replaced signage with all-gender labels
- Committed to long-term renovations (private cubicles, sanitary bins)
- Offered pronoun badges to all staff
- 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:
- Develop a comprehensive LGBTIQA+ workplace inclusion policy
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
- Embed intersectionality across workplace policies
- 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.
- Establish LGBTIQA+ peer support networks
LGBTIQA+ employees benefit from peer connection, advocacy, and community. To create a Pride group or working group:
- Define the group’s purpose — peer support, culture change, events, or all of the above.
- Identify initial organisers and survey interest.
- Secure visible leadership support.
- Choose a structure that suits your organisation (e.g. working group, mentorship program).
- Create a safe, accessible, and inclusive environment.
- Promote the group sensitively and widely.
- Start with low-pressure activities (e.g. morning teas, drop-ins).
- Collect feedback and continuously improve.
- Implement online safety measures
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.
- LGBTIQA+ affirming Employee Assistance Programs (EAPs)
- 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.
- Require the use of inclusive language
- 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)
- Strengthen leadership accountability & enforcement
- Train all managers in LGBTIQA+ inclusion.
- Ensure policies are enforced, not just written.
- Include inclusion metrics in performance reviews.
- Develop LGBTIQA+ inclusive recruitment & career progression
- Use inclusive job ads and avoid binary gender expectations.
- Encourage LGBTIQA+ applicants, especially in leadership roles.
- Value lived experience and offer mentorship programs.
- Create gender affirmation support plans
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:
- Create intersex 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.
- Compensate inclusion work
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.
- Implement all gender parental leave policies
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.
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
- Make training mandatory
All staff — including senior management — could complete LGBTIQA+ inclusion training during on-boarding and at regular intervals.
- Employ external trainers
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.
- Support LGBTIQA+ staff throughout training
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.
- Address intersectionality
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.
- Conduct annual refreshers
Regular refresher training ensures employees stay up to date with evolving language, workplace practices, and legal protections.
- Tailor training to Industry-specific risks
LGBTIQA+ workplace challenges vary across industries (e.g. healthcare, hospitality, education, construction). Customised content ensures training feels relevant and actionable.
- Embed training in workplace culture
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.
- Measure impact
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.
- Provide lateral violence and vicarious trauma training
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.
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
- Anonymous reporting options
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.
- Promotion of reporting mechanisms
Ensure all staff are aware of how to report. Promote reporting pathways during onboarding, through regular training, internal newsletters, posters, and staff meetings.
- LGBTIQA+ trained contact officers
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.
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
- Support the affected employee
- 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.
- Reporting the offence (with consent)
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.
- Maintain Privacy and Confidentiality
- 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.
- Recognise organisational capacity
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.
- Support for impacted individuals
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.
- Clear disciplinary actions
Clearly define consequences for behaviour such as discrimination, harassment, or gendered violence. Apply policies consistently across all levels to demonstrate accountability and integrity.
- Regular updates on investigations
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.
- Reflect and learn
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.
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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.