Diversity and Inclusion Framework Diversity and Inclusion Framework | Page 14

FOCUS AREA
Recruitment
Working
arrangements
Workplace
culture
ACTION PLAN
Lesbian, Gay, Bisexual, Trans, Intersex and Queer or
Questioning (LGBTIQ)
Leadership
Even though there is an increasing acceptance of LGBTIQ people in society and greater
visibility in the media and public life, many LGBTIQ people still experience discrimination,
harassment and violence at work, school and in social situations. Interrelate is committed
to providing safe, accessible, inclusive, respectful and meaningful services to enhance
the wellbeing of LGBTIQ persons. Interrelate will address the discriminatory, attitudinal
and social barriers affecting LGBTIQ individuals, families and communities. Interrelate
acknowledges the historical and current human rights abuses against LGBTIQ peoples.
As relationship experts we will stand alongside our LGBTIQ communities to address
discrimination and promote respect and equity for ALL families.
Communication
Customer
service
ACTIONS
Recruitment advertising is explicit
around Interrelate’s diversity and
inclusion policy.
MEASURE OF SUCCESS
Advertising shows evidence of
Interrelate’s diversity policy.
WHO
PC&P
Contribute to the development of
Strategies around LGBTIQ
strategies to achieve, maintain and
inclusion are documented
monitor LGBTIQ inclusion at Interrelate. PC&P
Work to understand the barriers for
the LGBTIQ community in accessing
services/workforce and ensure that our
services/workplaces are welcoming. Organisational cultural survey
reports satisfaction with
inclusiveness by 95% of staff. ALL
Undertake an organisation-wide
review of how inclusive our day to day
practices are.
Develop opportunities to increase
understanding of LGBTIQ peoples or
LGBTIQ service delivery. Review is conducted, and report
circulated, and remedial action
plan developed.
Reports of initiatives and progress
by Managers will demonstrate
increased awareness of inclusive
practice. Internal training program
for staff in regard to inclusive
practice.
Complete the annual AWEI submission
and work to increase level of
accreditation.
Submission completed, and a level
of accreditation proves a baseline
for further work. Attendance rates
in the reference group.
BDMS
PLs
RI
LGBTIQ Working Group is supported
and inspired by a strong and
committed workplan of action. Progress on work-plan
implementation and tracking
against KPIs. Actively plan, promote and
participate in community events
and communications that celebrate,
advocate for and promote LGBTIQ
inclusion. All sites have evidence of
acknowledgement of and/or
participation in LGBTIQ diversity
days. BDM’s
PL’s
Strengthen relationships and promote
Interrelate services to LGBTIQ
organisations.
Review and improve our intake
processes to ensure they collect and
record information in a way that is
appropriate and respectful of LGBTIQ
clients. Data records referrals from and to
LGBTIQ organisations. BDM’s
PL’s
Intake processes reflect
appropriate language and
understanding. SRG
PL’s
Develop a list of LGBTIQ services
including informal networks for
referrals. List is available on CRM. OS’s
SRG
Review services to ensure inclusion of
LGBTIQ community. Services reflect inclusivity
Client satisfaction reflects
responsiveness. RI
ALL