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Self Re ection
SECTION 2: LGBTIQA+ AWARENESS AND UNDERSTANDING
Why is LGBTIQA+ inclusivity important?
LGBTIQA+ 101
SECTION 3: AGENCY WAYS OF WORKING
The Agency's approach to inclusion
Practising inclusivity
SECTION 4: WRAP-UP
In summary
Close and exit
SCREEN READER FRIENDLY
1. Introduction
2. Learning objectives
3. Self Re ection
4. Why is LGBTIQA+ inclusivity important?
5. LGBTIQA+ 101
6. The Agency's approach to inclusion
7. Practising inclusivity
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8. In summary
QUESTION BANKS
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Lesson 1 of 18
Before we begin
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Lesson 2 of 18
Introduction
First things first
Important information before you begin:
1
You'l need 30 40 minutes of time with limited distractions to complete this course.
2
The course has been designed as equal y engaging for al staff.
3
The videos in this course have sound so you wil need headphones.
4
To navigate through the course simply use the previous or next buttons at the bottom of
each screen.
Contact and acknowledgement information
Enquiries or suggestions about this learning material are welcome and should be directed to either
the Culture and Inclusion team or the Learning & Development team via the People and Culture
Service Desk.
People and Culture Service Desk
Use this button to contact the People and Culture Service Desk
CONTACT PEOPLE AN...
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Lesson 3 of 18
Learning objectives
Purpose and focus of this course
Some of these terms below (such as heteronormative) may be new to you, but that's OK. At the end of
the course, you wil be able to:
define the LGBTIQA+ abbreviation and a variety of other associated terminology
reflect on any personal y held heteronormative or homophobic prejudices, beliefs and biases
distinguish between sex, gender identity, gender expression, and sexuality
identify opportunities to enhance your LGBTIQA+ inclusivity practice at work.
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When you hear of someone being disadvantaged at work (such as being bullied,
teased or overlooked for promotion) because of their sexual orientation, do you
stay quiet and avoid any potential conflict?
Are you consciously aware of the group you are generalising about? For
example, when you say "people," do you really mean everyone? When you say
"women," do you really mean heterosexual and/or cisgender women? (If these
terms are new to you, heterosexual refers to opposite-sex attraction, and
cisgender refers to people whose gender identity corresponds with the sex
assigned at birth. These and other terms are explored later in this course.)
Do you assume that, because someone speaks in support of LGBTIQA+ issues,
that the person is homosexual?
Do you identify yourself as heterosexual (or let yourself be assumed so) when
homosexuality is a topic of discussion or when confronting people about
derogatory remarks?
Do you assume the person you are speaking to is heterosexual? For example, do
you say, "Do you have a girlfriend?" or "Do you have a boyfriend" rather than,
"Do you have a spouse or partner?"
Do you respect the need for confidentiality/privacy of persons you know who
identify as part of the LGBTIQA+ community?
When speaking to others about sexuality, do you present homosexuality and
heterosexuality as equally valid orientations? Do you press others to do the
same?
Video
The video below, from Vodafone, explores the prejudices that LGBTIQA+ people might face in the
workplace.
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