Step 4: Check-in and keep improving
This is the fourth step in the risk management approach and supports workplaces to monitor and evaluate action taken to stop 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.
The importance of regular reviews
Scheduled reviews help to:
- Ensure control measures are effectively preventing harm and addressing unlawful behaviour.
- Identify gaps and weaknesses in current policies or procedures.
- Respond to shifts in workplace structure, laws, or employee needs.
- Strengthen protections and support for LGBTIQA+ staff.
Regular reviews demonstrate a genuine commitment to workplace safety, accountability, and inclusion.
Key triggers for reviewing risk control measures
In addition to scheduled reviews, workplaces should assess and revise policies when:
- Laws change – Legislation around LGBTIQA+ inclusion, discrimination, or workplace safety is updated.
- Workplace changes create new risks – Restructures, leadership changes, or new technology or systems may introduce new vulnerabilities.
- New risks emerge – Discrimination, harassment, or gendered violence incidents indicate current controls may not be sufficient.
- Employee consultation highlights concerns – LGBTIQA+ employees or workplace inclusion groups raise concerns about existing practices.
- HR or compliance officers request review – Internal oversight identifies areas requiring improvement or legal alignment.
Monitoring and evaluating your workplace
A strong monitoring and evaluation process enables workplaces to:
- Identify patterns of harm or exclusion.
- Assess the impact of policies and procedures.
- Ensure LGBTIQA+ staff feel safe and supported.
- Act on feedback and adapt to change.
This process must be proactive, inclusive, and informed by the lived experiences of LGBTIQA+ employees.
Actions to take
- Regular surveys and feedback mechanisms
- Anonymous surveys – Collect data on employee experiences, workplace safety, and inclusion.
- Privacy-first design – Avoid questions that might identify individuals, especially in regional teams or smaller organisations.
- Inclusive language – Ensure survey tools use LGBTIQA+ affirming and respectful terminology.
- Ongoing feedback loops – Use digital tools to allow continuous anonymous feedback and issue tracking.
- Continuous improvement plans
- Conduct regular reviews of workplace policies, training content, and complaint procedures.
- Publish progress reports that show how your organisation is improving LGBTIQA+ safety and inclusion.
- Integration and accountability
- Embed workplace safety policies into HR and leadership frameworks.
- Create LGBTIQA+ inclusion KPIs to track responsiveness and safety outcomes.
- Close the feedback loop – Respond to concerns, share outcomes with staff, and adjust practices accordingly.
- Use accessible digital tools for reporting, feedback, and learning modules.
- Enforcement and Consequences
- Apply disciplinary action for repeat offenders to reinforce zero-tolerance for gendered violence.
- Use internal communication, training, and onboarding to consistently reinforce these expectations.
- Periodic Evaluation and Adaptation
- Assess whether your monitoring systems remain effective and responsive to LGBTIQA+ employees needs.
- Adapt strategies based on new legal requirements, employee feedback, and sector best practice.
Download the ‘Monitoring and evaluating workplace survey’ to assess the safety for LGBTIQA+ employees at work. This is an example only and should be tailored and amended for your workplace.
Creating LGBTQIA+ inclusive workplaces can strengthen culture and safety - but it may also trigger resistance. Effective inclusion work means anticipating resistance or backlash and responding with care, while always centring LGBTIQA+ staff.
When discomfort or pushback arises, stay focused on the greater good and the long-term change this work enables. There are proven strategies to manage resistance and bring your team along. Here’s an example of a workplace that responded to resistance well.
Managing internal resistance in a tech company
A mid-sized tech company launched an internal LGBTQIA+ inclusion initiative following staff feedback about the lack of visibility and safety. An external LGBTQIA+ educator was invited to deliver a foundational training session.
Challenges identified
- Nearly 50% of employees called in sick or worked remotely the day of the training.
- Those who attended were already LGBTQIA+ or active allies — not the employees who most needed to learn.
- Informal feedback revealed some staff felt the training “wasn’t relevant” or that it was “being forced on them.”
- LGBTQIA+ employees expressed disappointment and increased hesitation about being out at work.
Actions taken
- Senior leadership publicly acknowledged the poor attendance and reaffirmed their commitment to inclusion.
- LGBTQIA+ training was made mandatory for all staff, with deadlines and follow-up sessions.
- Managers were trained to model inclusive behaviours and respond to resistant attitudes constructively.
- Additional modules were added, including unconscious bias, bystander intervention, and psychological safety.
- LGBTQIA+ employees were offered dedicated support throughout the process.
Outcomes
- Within six weeks, 100% of staff completed the training.
- Post-training surveys showed improved confidence using inclusive language and better understanding of LGBTQIA+ workplace experiences.
- LGBTQIA+ employees reported feeling more visible and supported.
- A staff-led LGBTQIA+ working group was launched to sustain momentum and drive cultural change.
- Inclusive practices were embedded into recruitment, policy reviews, and internal communications.
- The company received positive recognition — including new LGBTQIA+ clients and a nomination for an inclusion award.
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.