A new era for LGBTQ+ Inclusion Data

The Australian Workplace Equality Index (AWEI) Survey Dataset is recognised internationally and locally as the “go to” dataset for the impact of LGBTQ+ Inclusion Initiatives on Australian workplaces.  It’s annual and it’s significant.  You don’t need to rely on data from overseas, or data that is several years old.  This is up-to-date, current and provides participating organisations, for the first time this year, with not only data relating to their specific organisation but with industry comparisons and their own year on year trends.

This annual dataset has long informed national publications and research papers and is now, via academic partnerships with University of Queensland been published in numerous international academic journals.

So what does the latest 2024 dataset say? 

Here’s a high-level overview that was presented this morning at the launch of the 2024 survey results.

This year over 41,000 employees in almost 200 organisations responded to the survey sharing their insights on the impact of LGBTQ+ inclusion initiatives in their workplaces.  Of the 40+ thousand, a staggering 25% (over 10,400 people) identified as LGBTQ+.

First to the overall results.

The vast majority (86%) of those who participated in the survey thought that it was important the organisations be active in LGBTQ+ inclusion.  86% said that this work had a positive influence on their workplace culture and over two thirds (69%) of all respondents (not just those who identify) said that a positive track record in LGBTQ+ inclusion would positively influence them to join an organisation.

However, the news is not all good.

Only 42% of respondents described themselves as an active ally for LGBTQ+ people in the workplace.  The emphasis here must be on the word “active”.  While there is significant support for LGBTQ+ inclusion and the initiatives at work, we find year on year that people who are not active in their support (i.e. calling out toxic behaviours, demeaning commentary, attending inclusion events etc.) struggle with how to be an active ally and of course … time. 

With so many within the workforce still working way from the office and the rise of zoom meetings to connect, there is also less visibility of active allyship, and this no doubt has its own impact.

Year on year we are finding that the number of LGBTQ+ employees who are “out at work” to all or the majority of people in their organisation is decreasing.  This year we hit a staggering low of 37% of people of diverse sexuality and only 32% of people of diverse gender.  However, of those who are out to all or most, they rate between 17% (diverse sexuality) and 19% (diverse gender) better on questions relating to health and wellbeing at work than those who are not.

Furthermore, 9% of employees with a diverse sexuality reported being the target of workplace incivility behaviours (bullying) over this last year and 16% of employees with a diverse gender reported the same.

Where data becomes significant

The data becomes even more meaningful when it relates to the workplace experiences of employees in your organisation.  This national benchmark not only gives employers a gauge of overall experiences across Australian workplaces, but year on year comparisons within your workplace and additional tables by which you can benchmark yourselves against those within your industry.

Why Current Data is so critical

We are finding year-on-year changes to key LGBTQ+ inclusion data as we continue here in Australia to navigate societal changes, social media impacts and debates related to LGBTQ+ inclusion or more disappointingly growing anti LGBTQ+ rhetoric.  What we see this year is different from what we saw last year, and what we see in society is reflected in our workplaces, so this is critical information to be on top of.

We encourage all who are interested in data to support or inform their LGBTQ+ inclusion work to tap into the regular updates from the frequently published datasheets.

To read more about the 2024 AWEI key survey findings, click here. 

To view regular data insights pertaining to LGBTQ+ workplace inclusion:  click here.

Dawn Emsen-Hough is Director of ACON's Pride Inclusion Programs. For more information about Pride Inclusion Programs, please visit https://www.prideinclusionprograms.com.au/