Understanding Diverse Sexualities and Genders

Diverse sexualities and genders refer to the broad spectrum of sexual orientation, gender identity and sex characteristics, reflecting the varied and valid ways people understand and express themselves.

In the Workforce Diversification and Inclusion Strategy for WA Public Sector Employment 2020-2025 the term ‘people of diverse sexualities and genders’ is used as an umbrella term used to encompass all people of diverse sex, sex characteristics, sexual orientations and gender identities.

Another commonly used term is LGBTIQA+ (which stands for lesbian, gay, bisexual, transgender, intersex, queer, asexual and other people on the spectrum of diverse sex, sexualities and genders).

Importantly, individual people may describe or identify themselves in many different ways and terminology continues to evolve.

Agencies may choose to use LGBTQIA+ or another inclusive term. Seeking input from staff and specialist organisations on appropriate language helps ensure agencies and the sector are as inclusive as possible.

Sex

A person's sex is based on their sex characteristics. This refers to a person’s physical sex features such as their chromosomes, hormones and reproductive organs.

While typically based on the sex characteristics observed and recorded at birth or infancy, a person's reported sex can change over their lifetime and may differ from their sex recorded at birth.

The terms sex and gender are often used interchangeably in the general community but it is important to understand that sex and gender are 2 distinct concepts. See Understanding gender identity for more information about gender.

Variation of sex characteristics

Intersex is a term often used to describe a person who is born with variations of sex characteristics. This describes people with innate genetic, hormonal or physical sex characteristics that do not conform to medical norms for female or male bodies.

Many variations of sex characteristics are not evident at birth and people may not be aware they were born with a variation of sex characteristics until puberty or later in life. It is also possible that a person may never know they were born with a variation of sex characteristics.

There is no singular experience or identity for people born with variations of sex characteristics.

Sexual orientation

Sexual orientation is how a person thinks of their own sexuality, the terms they identify with, and their romantic or sexual attraction to others. Sexual orientation or sexuality describes a person’s:

• sexual identity – how a person thinks of their sexuality and the terms they identify with
• attraction – romantic or sexual interest in another person
• behaviour – sexual behaviour.

A person’s sexuality can change over their lifetime and in different contexts. It can be defined a number of ways:

Gender is most often assumed based on sexual organs. The terms sex and gender are often used interchangeably in the general community but it is important to understand that sex and gender are 2 distinct concepts. See Understanding sex and sexual orientation for more information about sex.

When someone starts to think about who they are as a person, some question the gender assigned to them at birth as it may not match the internal experience of who they are and their sense of self.

Gender includes:

• gender identity – who a person feels themself to be
• gender expression – the way a person expresses their gender, typically through appearance, mannerisms and dress noting this may vary depending on the context (for instance expressing different genders at work and home)
• gender experience – a person’s alignment with the sex recorded for them at birth.

A person's gender may stay the same or can change over the course of their lifetime. A person’s gender identity and expression can be described in a number of ways:

Other commonly used terms

Pronouns are the words used to talk about a person when not using their name. They often have a gender implied such as ‘he’ to refer to a man or boy, and ‘she’ to refer to a woman or girl. These associations are not always accurate or helpful.

Often, assumptions about a person’s gender are based on that person’s appearance or name. These assumptions are not always correct.

Assuming (even if correct) a person’s gender sends the potentially harmful message that people have to look a certain way to demonstrate the gender that they are or are not.

It is important to understand that you cannot always know a person’s gender by their appearance or name.

Asking and using someone’s pronouns correctly shows respect for that person and helps to create an inclusive environment.

Pronouns can be gender specific or gender neutral. Gender specific pronouns include:

• he/him/his
• she/her/hers.

Gender neutral pronouns include:

• they/them/theirs.

Some people prefer using neo-pronouns to avoid the singular ‘they’ being confused with plural ‘they’. Neo-pronouns include:

• xe/xem/xyr
• ze/hir/hirs
• ey/em/eir.

Language can have a significant impact on making people of diverse sexualities and genders feel included, respected and valued in the workplace.

It is also important to know that the terminology around sexuality and gender is dynamic and evolving, and the language individuals use to describe themselves can differ.

For example, consider the language used in every day interactions. Some people’s use of terms such as ‘partner’ and ‘parents’ is more meaningful and inclusive than commonly used terms such as ‘wife’, ‘husband’, ‘mother’, ‘mum’, ‘father’ or ‘dad’. If it is appropriate to ask a colleague about their relationships, use the words ‘partner’ or ‘parent’.

Here are some other words and phrases where respectful and inclusive substitutions can be made:

Asking and using someone’s pronouns correctly is one of the easiest ways to show respect.

Using language to refer to a person that is not aligned with how that person identifies their gender or body is an obstacle to inclusion.

If unsure of someone’s pronoun, politely and privately ask that person what personal pronoun they use.

Avoid using the phrase ‘preferred pronouns’ as this gives the impression that other pronouns are also acceptable to use.

Some ways to encourage the use of pronouns include:

• including pronouns in email signatures
• adding pronouns to social media profiles
• introducing yourself with your pronouns.

About allyship

In the workplace, LGBTIQA+ allyship means actively supporting inclusive practices, calling out inappropriate behaviour, and helping create a culture where everyone feels safe, respected and able to be themselves.

Ally training builds the confidence and capability of people and teams by deepening their understanding of bias and equipping them with practical tools to foster belonging and drive lasting cultural change.

Ally training and resources

• The Pride in Diversity Endorsed LGBTIQA+ Trainer Program equips people and organisations to deliver face-to-face facilitated LGBTQ+ education experiences.
• Living Proud offers Rainbow Training for organisations to learn how to make their workplaces more inclusive for their staff and customers.
• Allyship resources are available from Minus18 , a national organisation driving social inclusion and systemic change for LGBTQIA+ young people through education, advocacy and community engagement.
• The Freedom Centre offers allyship resources, workshops and training.
• Diversity Council Australia is a member based organisation that offers a range of resources on allyship and D&I champions for marginalised people.
• The Safe Zone Project offers free resources for LGBTIQA+ awareness and ally training including self guided courses and various training materials to support inclusive workplace initiatives.

Specialised member based organisations

• Pride in Diversity is a not for profit employer support program for LGBTQ+ workplace inclusion.
• Diversity Council of Australia is a not for profit peak body leading diversity and inclusion in the workplace.

Benchmarking

• Australian Workplace Equality Index is the national benchmark of LGBTQ workplace inclusion.
• The Rainbow Tick is a national accreditation program achieved by meeting standards in the Rainbow Tick Standards. These standards are designed for health and community organisations that are committed to safe, inclusive practice and service delivery for people of diverse sexualities and genders.
• The Inclusive Employers Index enables organisations to map, track and benchmark the state of diversity and inclusion in their workforces.

WA based support organisations

• Freedom Centre supports people aged 26 years and younger and their communities to be informed, happy and healthy about their sexuality, sex and gender.
• Living Proud is a charitable organisation dedicated to serving the community in WA. Services include a peer support counselling phone line, health and wellbeing initiatives, and community capacity building.
• Transfolk of WA is a peer support service for transgender people and their loved ones.
• PFLAG Perth (Parents, Families and Friends of Lesbians and Gays) is a volunteer run, not for profit organisation providing a support system for families and friends of people who are lesbian, gay, bisexual, transgender or intersex along with education and advocacy in the community.
• GRAI is a voluntary group that works to enhance the quality of life for gay, lesbian, bisexual, transgender and intersex elders, focusing on social inclusion and improving awareness in aged care services (both residential and community care).

Western Australia’s LGBTIQA+ Inclusion Strategy

The WA Government is developing its first whole of government LGBTIQA+ Inclusion Strategy to improve inclusion, wellbeing and participation of LGBTIQA+ people across the state.