Commit today to LGBTQ+ Inclusive DFV policies

Today, May 28, is LGBTQ+ Domestic Violence Awareness Day - a day that has been set aside to acknowledge that intimate partner and family violence happens in #LGBTQ+ relationships and that LGBTQ+ survivors of abusive relationships also need DFV support. 

Here at Pride in Diversity we would like to encourage you to use the awareness of today's messaging to commit to reviewing your organisational Domestic and Family Violence (DFV) policies to ensure that they are inclusive of LGBTQ+ people.

In my previous blog, I outlined some of the stats around LGBTQ+ intimate partner and family violence and some of the unique forms of intimate and family violence that LGBTQ+ people are subject to, namely those relating to their sexual orientation, gender identity or HIV status.

Here, I would like to briefly outline some of the ways in which you can ensure that your DFV policy is inclusive of LGBTQ+ people (that is, beyond a statement that simply states inclusivity within the opening paragraphs of your policy).

In our publication on LGBTI Domestic & Family Violence, published in collaboration with @NortonRoseFulbright, we outlined LGBTQ+ considerations in policy development.  These in:

• A Clear Statement that DFV is as common in LGBTQ+ relationships as it is for women in the general population
• Using Gender neutral language that does not assume that perpetrators or survivors are of a particular gender or within heteronormative relationships
• Acknowledging LGBTQ+ specific types of DFV to assure LGBTQ+ people feel understood in order to safely seek assistance
• Having LGBTQ+ specific referral points and/or access to specialist support for LGBTQ+ people; including referral options for trans and gender diverse people seeking support
• Privacy and Disclosures: Ensuring those responsible for handling DFV disclosures are trained and able to handle disclosures around someone’s gender identity, gender history or sexuality.
• DFV leave entitlements that are not gender based – and equally acknowledge the diverse relationships and diverse roles of a carer.
• Guidance for managers around how to handle disclosures and how to recognise their own bias to avoid inadvertent discrimination, naivety and/or victim blaming.
• Utilising LGBTQ+ Partnerships / Key Stakeholders– to review DFV policies for feedback.

Organisational policies that are explicitly LGBTQ+ inclusive have a profound impact on LGBTQ+ staff.  Equally gender-neutral language is both powerful and symbolic.  Simple changes in grammar and vocabulary can impact the sense of inclusion.   For example ‘violence against women and their children” could be changed to ’preventing violence in intimate relationships; preventing domestic and family violence’.

Pride in Diversity members can contact their relationship manager for more information on how to ensure your policies are inclusive or to obtain access to the Pride in Diversity LGBTQ+ DFV publication.