b'PEOPLE| LEGAL SECTOR| 2022SUSTAINABILITY INSIGHTLGBTIQ+ INCLUSION2022 AusLSA Member PerformanceAusLSA members commitments and activities have remained generally stable in 2022 compared with the previous years.Seventy-eight per cent of firms reported having an LGBTIQ+ inclusion policy (up from 62 per cent in 2016) but down six per cent from its all-time high in 2020. These variations are most likely due to the fact that AusLSA has a large number of new members reporting for the first time this year and are at the preliminary stages of their LGBTIQ+ programs.Of those with policies, only 58 per cent of firms have decided to make their commitments public this year by publishing their commitment on their external website. This has not changed significantly in the last 5 years.Eighty-five per cent of firms created specific accountabilities for the implementation of their programs, which is also similar to 2021 but has improved from 63 per cent since 2016. Well-governed committees are a key factor in the way that firms engage with their people to create cultural change and 94 per cent convened workplace-based committees which is an increase from 84 per cent last year and 64 per cent in 2016.Eighty-eight per cent of AusLSA members participated in a range of different work-based activities and initiatives to support LGBTIQ+ support and inclusion. The average number of activities or initiatives that were undertaken at each firm increased again this year to 8.3 activities increasing from 7.8 per cent in 2021 and a massive increase of 52 per cent in 2020.The most popular activity for law firms again in 2022 was Wear it Purple with 89 per cent of members (or 32 participants - up from eight participants in 2017). Twenty-six firms (up from 15 in 2017) ran activities for IDAHOBIT. Twenty-one firms (58 per cent) reported being members of Pride in Diversity, an extensive program supporting employees to implement LGBTIQ+ inclusion programs. Of these, 16 reported participating in the Pride in Diversities Australian Workplace Equality Index (AWEI) which is a comprehensive evaluation and benchmarking process. Twenty-eight firms provided LGBTIQ+ awareness training (up from 26 last year and 13 in 2016).Challenges and Opportunities The work to deliver equality for LGBTIQ+ employees and other stakeholders of law firms is not complete and continuing commitment and investment is required.As a society we still experience people who show that they were unable to completely accept and include LGBTIQ+ people. This includes some of our political, business and community leaders. These attitudes and opinions demonstrate the types of unacceptable attitudes and behaviours that impact LGBTIQ+ people in their workplaces. Workplace language and behaviours continue to be an issue despite many people working remotely. It is important for all of us to express our support the rights of their LGBTIQ+ members publicly and explicitly in both our personal and professional lives. This is needed to send a clear signal to all who would resist these basic rights.The most recent AWEI benchmarking points to some encouraging progress in LGBTI inclusion but with some disparity in certain areas. Acceptance of the transsexual community is lagging behind the progress made by the gay lesbian and bi groups with signs of anti-trans sentiment emerging in some parts of the community. Stronger progress in many LGBTI indicators measured in the most recent AWEI suggest differences with stronger performance in Sydney and Melbourne and poorer results in regional and country areas. Gay women now are more likely to be out than gay men. Law firms need to monitor how these discrepancies might apply to their organisations and clients and respond to any disparity they find.The early years of AusLSA reporting on LGBTIQ+ inclusion showed encouraging growth in commitments and activity, however, the most recent AWEI survey highlighted an increasing trend of LGBTIQ+ law firms employees being uncomfortable being out at work. Of course,being out is a personal matter and while we need to respect everyones choices about if they reveal their sexuality, we also need to ensure that our attitudes and behaviours only contribute to this choice in a positive way.Law firms need to provide a safe and welcoming environment to all staff, clients, and stakeholders. A gap may still exist with respect to LGBTIQ+ inclusion, perhaps evidenced by the fact that only 58 per cent of AusLSA Members firms are members of Pride in Diversity. This years AWEI found inappropriate language visible by allies but behind the back of LGBTIQ+ employees was a continuing issue. Addressing LGBTIQ+ inclusion should be approached in a deliberate, systematic, and purposeful way which is a feature of the Pride in Diversitys program.Awareness and understanding are key stepping stones to inclusion. Comprehensive awareness training provided by experienced trainers 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 disclosure34'