b'BACK TO NAVIGATIONChallenges and OpportunitiesThe work to deliver equality for LGBTIQ+ employees and other stakeholders of law firms is not complete and further commitment is required. While much of corporate Australia publicly supports the rights of their LGBTIQ+ members, some workplaces have chosen not to publicly or explicitly express or systematically support the rights of the LGBTIQ+ community. The Australian National postal survey provided those organisations already engaged in LGBTIQ+ inclusion the opportunity to walk the talk, and for those not yet involved, provided a catalyst for internal change. We were also still confronted by those including many of our political, business and community leaders who show that they were unable to completely accept and include LGBTIQ+ people as equal citizens. These attitudes and opinions illustrate the range of different attitudes and behaviours that impact LGBTIQ+ people in their workplaces.An undercurrent of prejudice creates high human and business cost in many workplaces. The 2018 Australian Workplace Equality Index (AWEI) survey conducted by Pride in Diversity found twenty-five percent of respondentshad personally witnessed or been made aware of negative commentary or jokes targeting LGBTIQ+ people within the last year. One in ten would not support their LGBTIQ+ colleagues talking about their life at work, having photos on their desk, or bringing family members to work events. Only half (49.85%) of the LGBTIQ+ respondents were completely out at work. Gay men (65.01%) and gay/lesbian women (63.51%) were most likely to be completely out at work, with significantly lower numbers for bisexual men (12.79%) and bisexual women (17.94%). Only two in five (38.86%) trans and gender diverse employees, and one in four (25%) intersex employees, were completely out at work.Awareness and understanding is a key stepping stone to inclusion. Comprehensive awareness training for teams and all levels of management is critical for a truly inclusive work environment and should cover:the unique challenges faced by LGBTIQ+ employeesthe use of terminology and languagehow to promptly and effectively respond to inappropriate comments in the workplace andrespecting confidentiality and understanding the sensitivities around disclosureThe first three years of AusLSA reporting on LGBTIQ+ inclusion has shown encouraging growth, commitment and activity, however there are still a significant number of reporting members who are yet to recognise this important issue with a formal and public response. While the progress of those members who do address LGBTIQ+ inclusion is encouraging, there is still work to be done.Australian Workplace Equality Index illustrates that many individuals and some parts of the LGBTIQ+ community are experiencing higher levels of acceptance in the workplace. This has enabled leading organisations to shift their focus to underrepresented members of the communityin particular bisexual, trans and gender diverse, and intersex employees. A number of organisations now offer more specific support to employees transitioning in the workplace, including the ability to provide employees who are undergoing any kind of gender affirmation appropriate and necessary time away from work.The focus of policy and practice in this area has also shifted from antidiscrimination and legal compliance, to strategic inclusion initiatives and sustainable culture change. Law firms need to broaden their approach by understanding the efficacy of a successful LGBTIQ+ inclusion strategy.Leading practice in this area of inclusion includes:targeted measures to combat the underreporting of LGBTIQ+ bullying and harassmentINITIATIVES the tracking and analysis of LGBTIQ+ bullying and harassment reportsensuring any internal or external counselling or Pride in Diversity Membership Employee Assistance Programs understand the LGBTIQ+ Awareness trainingchallenges faced by LGBTIQ+ people in the workplaceAustralian Workplace Equality Index(AWEI) reporting additional tailored support for transgender, genderIDAHOBIT Day Participation diverse, and intersex employeesWear it Purple collecting lifelong data for LGBTIQ+ employees World Aids Day comparingengagement, pay, retention, promotions, Out for Australia and exitsConvene internal networksand/or committees Other areas of focus should also include:Legal support the low visibility and engagement of same-sex Law Council D&I Charter attracted women in the workplaceHosting and/or leading externalprograms and/or forumsTraining - LGBTIQ+ awareness targeted measures to facilitate the reporting of unconscious bias and inclusion LGBTIQ+ bullying and harassment and 0% 20% 40% 60% 80% 100% the analysis of lifelong data for LGBTIQ+ employees Perecentage of firms on pay disparity, promotions, and tenureAverage number of initiatives per firm: 731'