To promote inclusion of persons identifying as transgender, the Queensland Government developed the Queensland Public Sector LGBTIQ Inclusion Strategy. The policy was designed to promote inclusion and diversity of the LGBTIQ community in the largest Queensland workplace, the public sector (Queensland Government, 2017). The policy shows promising attributes when stating it will work towards providing sector wide membership to Pride in Diversity to allow access to resources, professional training and support. A survey by PWC Australia (2017) found networks to be important, however are underutilised with less than half of the employees actively involved. Furthermore, the policy aims to ensure the rights of LGBTIQ persons are considered in human
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This is an important element to transgender peoples experience with inclusion as interpersonal communication with colleagues has been found to affect perceptions of inclusiveness (Cunningham, 2015).Therefor, by enforcing antidiscrimination in the workplace, transgender people will be more likely to experience positive interactions which will benefit their feeling of inclusion. The absence of leadership specific goals can be identified as a gap in the strategy. Lowered workplace homophobic behaviours have been reported when the employees believe the manager genuinely cares for the LGBTIQ diversity and inclusion (PWC Australia, 2017). Workplace leaders have the potential to set the norms of behaviour and interactions in regards to LGBTIQ people, as it has been found that virtually all behaviours are a result of observing others (Cunningham, 2015). Therefore, providing comprehensive training in the importance of inclusion to all team leaders will provide the skills to demonstrate proper inclusive practice of transgender people in the workplace. Providing organisation membership and ensuring appropriate human resource policies and procedures promotes inclusion, however, adding leadership training will allow the Queensland Public Sector Inclusion Strategy to provide a more comprehensive inclusive
This is an important element to transgender peoples experience with inclusion as interpersonal communication with colleagues has been found to affect perceptions of inclusiveness (Cunningham, 2015).Therefor, by enforcing antidiscrimination in the workplace, transgender people will be more likely to experience positive interactions which will benefit their feeling of inclusion. The absence of leadership specific goals can be identified as a gap in the strategy. Lowered workplace homophobic behaviours have been reported when the employees believe the manager genuinely cares for the LGBTIQ diversity and inclusion (PWC Australia, 2017). Workplace leaders have the potential to set the norms of behaviour and interactions in regards to LGBTIQ people, as it has been found that virtually all behaviours are a result of observing others (Cunningham, 2015). Therefore, providing comprehensive training in the importance of inclusion to all team leaders will provide the skills to demonstrate proper inclusive practice of transgender people in the workplace. Providing organisation membership and ensuring appropriate human resource policies and procedures promotes inclusion, however, adding leadership training will allow the Queensland Public Sector Inclusion Strategy to provide a more comprehensive inclusive