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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.

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:

  1. Laws change – Legislation around LGBTIQA+ inclusion, discrimination, or workplace safety is updated.
  2. Workplace changes create new risks – Restructures, leadership changes, or new technology or systems may introduce new vulnerabilities.
  3. New risks emerge – Discrimination, harassment, or gendered violence incidents indicate current controls may not be sufficient.
  4. Employee consultation highlights concerns – LGBTIQA+ employees or workplace inclusion groups raise concerns about existing practices.
  5. 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:

  1. Identify patterns of harm or exclusion.
  2. Assess the impact of policies and procedures.
  3. Ensure LGBTIQA+ staff feel safe and supported.
  4. 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

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.

No results returned

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.

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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.