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Understand the role of the workplace

Learn about gendered violence and the important role of leaders to support LGBTIQA+ people.

Defining gendered violence

Work-related gendered violence describes any behaviour that is directed to or affects a person based on their gender, sexual orientation and sex including sexual characteristics that creates a risk to health and safety. Gendered violence can also be directed at people who do not adhere to socially prescribed gender roles.

While anyone can experience gendered violence, it disproportionately impacts women, transgender and gender diverse people, as well as LGBTIQA+ individuals. In Australia, LGBTIQA+ people are twice as likely to experience gendered violence compared to their cisgender and heterosexual counterparts. This violence occurs across various settings, including public spaces, educational institutions, intimate relationships and workplaces.

Gendered violence for LGBTIQA+ people

LGBTIQA+ employees often face unique forms of gendered violence in the workplace — from overt harassment to subtle and systemic exclusion. These harmful behaviours can take many forms, including:

  • Verbal abuse
  • Outing without consent
  • Stereotyping and assumptions
  • Threats or physical intimidation
  • Sexual harassment or assault
  • Bullying and exclusion
  • Institutional discrimination

Workplace scenarios include:

  • A non-binary employee is persistently referred to by the wrong pronouns, despite repeatedly correcting their colleagues.
  • A transgender worker is told they need to “prove” their gender identity in order to access gender-affirming leave.
  • A bisexual employee is subjected to invasive and inappropriate questions about their personal relationships.
  • A worker tells a colleague that raising a child in a same-gender family is ‘wrong’ and will cause the child to have ‘mental health issues’. 

Case study: Rose’s story

Rose, a non-binary hospitality worker, was required to wear a gendered uniform that did not reflect their identity. When Rose asked for an alternative option, management refused, saying:

“Company policy requires you to choose either the men’s or women’s uniform.”

Rose also faced challenges accessing a safe bathroom. The workplace only had gendered facilities, and when they raised concerns, a manager responded:

“Just use the one that matches what you look like.”

Without support or accommodations, Rose experienced growing stress and anxiety, leading to physical and mental health impacts. They began avoiding staff meetings and social events, fearing further exclusion.

Eventually, the lack of affirming policies, safe facilities, and workplace support led Rose to resign in search of a more inclusive environment.

Lateral violence in LGBTIQA+ communities

Lateral violence refers to harmful behaviours - such as bullying, exclusion, or sabotage - perpetrated by members of a marginalised group against each other, often as a response to systemic oppression. Instead of challenging broader structural inequities, individuals may direct harm toward fellow LGBTIQA+ colleagues, leading to division, distrust, and the erosion of community solidarity.

In workplaces and community spaces, lateral violence can stem from:

  • Competition over limited resources, opportunities, or visibility.
  • Jealousy or resentment toward others’ success or recognition
  • Internalised oppression where systemic discrimination leads individuals to police or undermine each other
  • Moral perfectionism where the expectation that individuals must represent the community flawlessly, with punitive measures taken if they fall short.

Lateral violence in the workplace can look like:

  • Gatekeeping: Policing who is ‘LGBTIQA+ enough’ to belong in LGBTIQA+ spaces or discussions.
  • Undermining: Dismissing, questioning, or belittling someone’s gender identity, sexuality, or lived experience.
  • Exclusion: Silencing, ostracising, or sidelining LGBTIQA+ voices - especially those of trans, non-binary, or people of colour.
  • Public Shaming: Using social media or workplace settings to call out, humiliate, tear down or isolate individuals in harmful ways.
  • Bullying & Harassment: Spreading rumours, gossiping, or targeting an LGBTIQA+ colleague with repeated hostility.

Case study: Lee's story

Lee, a QTIPoC employee, co-facilitated their workplace’s Pride Group — a space for LGBTQIA+ advocacy and inclusion. They dedicated significant time and energy, often beyond their official role, to support the group’s success.

Over time, Lee began experiencing lateral violence from within the group. Some members questioned his right to lead, gossiping about his motives and suggesting he was using the role for personal gain. Others scrutinised his behaviour in meetings, undermining their ideas and contributions. Online, vague posts criticised the group’s leadership for “not doing enough.”

The backlash escalated, and Lee — feeling increasingly isolated and disheartened — stepped down. With no one willing to take on the leadership role for fear of becoming the next target, the Pride Group dissolved.

What was once a safe space, educational resource, and vital support system for LGBTQIA+ employees was lost to unchecked lateral violence.

Who is most at risk?

LGBTIQA+ individuals face a higher risk of workplace gendered violence compared to their cisgender and heterosexual colleagues. However, within the LGBTIQA+ community, some groups experience disproportionately higher rates of discrimination, harassment, and violence. Alarming trends in workplace research reveal:

  1. Transgender and gender-diverse employees face higher rates of workplace violence compared to their cisgender and gay/lesbian colleagues
  2. Bisexual, pansexual, and asexual workers report higher levels of workplace bullying compared to their gay and lesbian colleagues
  3. Intersex workers experience high rates of workplace sexual harassment, with 70% reporting harassment in Australia
  4. LGBTIQA+ workers in regional areas are more vulnerable to public homophobia, workplace discrimination, and social isolation, increasing their risk of mental health distress and career instability.

Case study: Jess' story

As one of the few visible LGBTQIA+ and trans advocates in her regional town, Jess frequently faces hostility from far-right activists and community members who oppose LGBTQIA+ inclusion.

While organising a Pride Month event, Jess is targeted online by far-right groups labelling the celebration a “child grooming event.” Overnight, she receives a flood of online threats, queerphobic slurs, and hate-fuelled abuse. She becomes increasingly concerned that these online threats could escalate into physical violence — particularly during the public event.

At a recent youth social gathering she facilitated, a group of men shouted queerphobic slurs at the young attendees. When Jess raised safety concerns with her workplace leaders, she was told she was “overreacting.” Later, those same senior staff refused to be photographed with the Pride Flag at the celebration event Jess organised, saying, “Because you know what that looks like.”

Daily microaggressions, transphobia, and a lack of visible support make Jess’s workplace an increasingly hostile environment. The cumulative impact of online abuse, workplace dismissal, and public hostility begins to weigh heavily on her mental health. Despite being responsible for protecting and uplifting LGBTQIA+ youth in her community, Jess feels she’s receiving little to no protection herself.

When she gets home at the end of the day, Jess feels exhausted, demoralised, and increasingly unsure how much longer she can continue doing this important — but isolating — work.

Common workplace factors contributing to gendered violence

Several workplace factors create environments where gendered violence against LGBTIQA+ employees is more likely to occur. These include:

  • Lack of education and awareness about LGBTIQA+ identities among managers, colleagues, clients, and customers
  • Discrimination, biases, and stigma embedded in workplace cultures, reinforcing exclusion and harm
  • Inadequate safety structures and support mechanisms, leaving LGBTIQA+ employees vulnerable to workplace violence.
  • Weak reporting processes that fail to protect LGBTIQA+ employees from retaliation, discouraging them from seeking help

When these factors go unaddressed, they create unsafe environments that can significantly impact the wellbeing, confidence, and career development of LGBTIQA+ staff.

Case study: Hunter’s story

Hunter, a transgender nurse, changed their name and pronouns and began taking testosterone while working at a hospital in Melbourne. Despite wearing a pronoun badge and a name tag with their correct name, they are routinely misgendered and deadnamed by both patients and colleagues.

Over time, Hunter begins to feel isolated and excluded at work. Co-workers avoid conversations, create distance in shared spaces like the lunchroom, and stop involving Hunter in social interactions.

Patients subject Hunter to verbal abuse, transphobic slurs, and even inappropriate physical contact. When Hunter reports these incidents, management responds dismissively, suggesting that by socially transitioning, Hunter should “expect this kind of reaction” and “deal with the implications.”

This lack of institutional support and understanding takes a serious toll on Hunter’s mental health, professional confidence, and sense of safety. With no clear protections, intervention strategies, or leadership accountability in place, Hunter is left to navigate a hostile and invalidating work environment alone.

The leader’s role in lowering the risk of gendered violence 

Leaders - whether in small businesses, large corporations, or community organisations - play a critical role in shaping workplace culture, policies, and practices that directly impact the safety and inclusion of LGBTIQA+ employees. 

Addressing gendered violence in the workplace requires more than compliance with legal obligations; it demands proactive leadership, visible commitment, and a willingness to challenge systemic inequities. Creating an equitable workplace requires leaders to take deliberate and consistent action to protect those most at risk of harm.

As a leader, your role includes:

By taking these steps, leaders can actively reduce the risk of gendered violence, build trust with LGBTIQA+ employees, and create a workplace where everyone feels valued, respected, and safe.

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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.