Action card: All staff

Challenge inappropriate statements and actions by speaking up if you see or hear something that is not in line with an inclusive workplace

How: Challenge behaviours and statements and ask why this happened. Address the speaker directly using phrases like “That's pretty demeaning towards (person/group). Do you really feel that way?” or “Why did you do that? It’s not respectful at all.”

Indirect phrases can also be used to signify that the comment or behaviour is not in line with expectations, without questioning the individual. Examples include “I’m not sure if that’s suitable”, “Really?” or “Okay, I think it is best we move on”.

Why: Challenging inappropriate remarks or behaviour at the time they occur shows you do not support or tolerate them and they are not fit for the workplace. It also shows others that you are prepared to stand up for what is right.

If you accidentally offend someone, apologise.

How: Say “I'm sorry. It wasn't my intention to offend you.” If you are not sure what caused the offence, make an effort to understand how and why it happened. Ask in private.

Why: Apologising shows you understand that you made an error and are willing to improve. Asking for further information can help clarify and manage both parties’ expectations and improve understanding.

Introduce yourself to new team members and let them know your pronoun (he/she/they).

How: Say “Hi, my name is (name) and I use 'she'" or "Hi, my name is (name) and I use 'he'" or "Hi, my name is (name) and I use 'they'".

You can leave it open for your colleagues to choose to respond or not with their pronouns. Avoid asking someone for their ‘preferred’ pronoun as this can imply someone's gender is a preference. Let them share when they are ready.

Why: By opening the conversation, you show team members you are committed to addressing people as they would like to be addressed and including all gender identities in your workplace.

Become an ally or member of an agency network.

How: Do research and listen to team members' stories to learn about challenges and prejudices faced by people from under-represented groups.

While you are developing these skills, you may make mistakes. Learn from these, apologise where necessary and ask colleagues for help and input to get it correct.

Free online tools such as the Harvard Implicit Association Test may help you identify areas you could benefit learning more about.

Why: By researching, listening and learning about diverse identities, you help build a workplace of respect and support, and encourage open and safe communications. You may also be able to explore any unconscious biases you have.