Understanding and being familiar with language related to diverse sexualities and genders helps us talk about this part of identity and our community. It is also a great way to be an ally for others and foster psychologically safe and inclusive workplaces where people can bring their authentic selves to work.
This guide has key information and terms to build awareness and understanding of diverse sexualities and genders to help create inclusive and respectful workplaces.
What we mean when we talk about diverse sexualities and genders
Show moreDiverse sexualities and genders cover a broad spectrum of sex characteristics, sexual orientations, gender identities and personal expression.
Sexuality, sex and gender identity are personal, nuanced and complex. People explore and express their identities in different ways.
Research by the Australian Human Rights Commission indicates that around 11% of the Australian population may have a diverse gender identity, sex and/or sexual orientation.
In the Workforce Diversification and Inclusion Strategy for WA Public Sector Employment 2020-2025, ‘people of diverse sexualities and genders’ is an umbrella term used to describe people of diverse sex, sex characteristics, sexual orientation and gender identities.
LGBTQ+ is noted as short for lesbian, gay, bisexual, transgender and gender diverse, and queer, and others on the spectrum of diverse sex, sexualities and genders. This acronym is an umbrella term and people identify in lots of different ways.
Agencies may adopt and use the LGBTQ+ acronym or an alternative version. Seeking input from staff and specialist organisations helps ensure agencies and the sector are as inclusive as possible.
Understanding sex and sexual orientation
Show moreSex
A person's sex is based on their sex characteristics. This refers to a person’s physical sex features such as their chromosomes, hormones and reproductive organs.
While typically based on the sex characteristics observed and recorded at birth or infancy, a person's reported sex can change over their lifetime and may differ from their sex recorded at birth.
The terms sex and gender are often used interchangeably in the general community but it is important to understand that sex and gender are 2 distinct concepts. See Understanding gender identity for more information about gender.
Sexual orientation
Sexual orientation is how a person thinks of their own sexuality, the terms they identify with, and their romantic or sexual attraction to others. Sexual orientation or sexuality describes a person’s:
- sexual identity – how a person thinks of their sexuality and the terms they identify with
- attraction – romantic or sexual interest in another person
- behaviour – sexual behaviour.
A person’s sexuality can change over their lifetime and in different contexts. It can be defined a number of ways:
| Aromantic | A person who has little or no romantic attraction to others. |
|---|---|
| Asexual | A person who is not attracted to anyone and/or has no desire to act on attraction to anyone. |
| Bisexual | A person attracted to people of their own sex and people of the other sex. |
| Gay | A person attracted to people of the same sex or a man who is attracted to men. |
| Heterosexual | A person who is attracted to people of the other sex. |
| Lesbian | A woman who is attracted to women. |
| Pansexual | A person attracted to people regardless of sex or gender. |
| Questioning | A person who may be unsure of, reconsidering or choosing to hold off identifying their sexual identity or gender expression or identity. |
| Queer | An umbrella term for a wide range of non-conforming gender identities and sexual orientations. In the past, ‘queer’ has been used as a slur but has now been adopted by many people of diverse sexualities and genders. |
Variation of sex characteristics
Intersex is a term often used to describe a person who is born with variations of sex characteristics. This describes people with innate genetic, hormonal or physical sex characteristics that do not conform to medical norms for female or male bodies.
Many variations of sex characteristics are not evident at birth and people may not be aware they were born with a variation of sex characteristics until puberty or later in life. It is also possible that a person may never know they were born with a variation of sex characteristics.
There is no singular experience or identity for people born with variations of sex characteristics.
Understanding gender identity
Show moreGender is most often assumed based on sexual organs. The terms sex and gender are often used interchangeably in the general community but it is important to understand that sex and gender are 2 distinct concepts. See Understanding sex and sexual orientation for more information about sex.
When someone starts to think about who they are as a person, some question the gender assigned to them at birth as it may not match the internal experience of who they are and their sense of self.
Gender includes:
- gender identity – who a person feels themself to be
- gender expression – the way a person expresses their gender, typically through appearance, mannerisms and dress noting this may vary depending on the context (for instance expressing different genders at work and home)
- gender experience – a person’s alignment with the sex recorded for them at birth.
A person's gender may stay the same or can change over the course of their lifetime. A person’s gender identity and expression can be described in a number of ways:
| Affirmed gender | The gender a person identifies with which may or may not match their gender at birth. |
|---|---|
| Agender | A person who does not identify themself with any particular gender. |
| Androgyny | The mixing of masculine and feminine gender expression or the lack of gender identification. |
| Bigender | A non-binary gender identity where a person has 2 distinct gender identities. |
| Cisgender | A person whose gender identity matches their sex assigned at birth. |
| Demi-gender | An umbrella term including non-binary gender identities that uses the prefix ‘demi-’ to indicate the experience of having a partial identification or connection to a particular gender. This may include demi-girl, demi-boy and demi-trans. |
| Gender binary | The classification of gender into 2 distinct, opposite forms of masculine and feminine. |
| Gender diverse | A range of genders expressed in different ways. It is sometimes used in preference to the term transgender. |
| Gender fluid | A person who does not identify with a fixed gender and can vary over time. |
| Gender incongruence and gender dysphoria |
Gender incongruence is the marked and persistent difference between a person’s gender felt or experienced and their sex assigned at birth. Gender dysphoria is the distress or discomfort a person may experience because of misalignment between their sex assigned at birth and gender identity. |
| Gender queer | A person who does not identify as either male or female. They may identify as both or neither. |
| Non-binary | A person with a gender identity other than man or woman. There is a diverse range of non-binary gender identities. |
| Transgender | A person whose gender identity is different from that given to them at birth. |
Other commonly used terms
| Coming out | The process a person goes through acknowledging their sexual orientation and/or gender identity. It involves both exploring their orientation and/or identity and sharing it with others. |
|---|---|
| Heteronormative | The attitude that heterosexuality is the only normal and natural expression of sexuality. |
| Heterosexism | Discrimination or prejudice against non-heterosexual people based on the belief that heterosexuality is the only normal and natural expression of sexuality. |
Understanding pronouns
Show morePronouns are the words used to talk about a person when not using their name. They often have a gender implied such as ‘he’ to refer to a man or boy, and ‘she’ to refer to a woman or girl. These associations are not always accurate or helpful.
Often, assumptions about a person’s gender are based on that person’s appearance or name. These assumptions are not always correct.
Assuming (even if correct) a person’s gender sends the potentially harmful message that people have to look a certain way to demonstrate the gender that they are or are not.
It is important to understand that you cannot always know a person’s gender by their appearance or name.
Asking and using someone’s pronouns correctly shows respect for that person and helps to create an inclusive environment.
Pronouns can be gender specific or gender neutral. Gender specific pronouns include:
- he/him/his
- she/her/hers.
Gender neutral pronouns include:
- they/them/theirs.
Some people prefer using neo-pronouns to avoid the singular ‘they’ being confused with plural ‘they’. Neo-pronouns include:
- xe/xem/xyr
- ze/hir/hirs
- ey/em/eir.
Building inclusive workplaces for people of diverse sexualities and genders
Show moreResearch shows that:
- people of diverse sex, sexualities and genders are 3 times more likely to experience depression
- almost half of all people of diverse sexualities and genders hide their sexual orientation or gender identity in public for fear of violence or discrimination
- 39% of people of diverse sexualities and genders hide their sexuality or gender identity in the workplace.
The People of Diverse Sexualities and Genders: Action Plan to Improve WA Public Sector Employment Outcomes 2020-2025 includes actions for public sector agencies to create respectful, inclusive and safe workplaces for people of diverse sexualities and genders.
Language matters for people of diverse sexualities and genders
Show moreLanguage can have a significant impact on making people of diverse sexualities and genders feel included, respected and valued in the workplace.
It is also important to know that the terminology around sexuality and gender is dynamic and evolving, and the language individuals use to describe themselves can differ.
For example, consider the language used in every day interactions. Some people’s use of terms such as ‘partner’ and ‘parents’ is more meaningful and inclusive than commonly used terms such as ‘wife’, ‘husband’, ‘mother’, ‘mum’, ‘father’ or ‘dad’. If it is appropriate to ask a colleague about their relationships, use the words ‘partner’ or ‘parent’.
Here are some other words and phrases where respectful and inclusive substitutions can be made:
| Replace … | With … |
|---|---|
| Born female or male, or biologically female or male | Assigned female or male at birth |
| Hermaphrodite | Intersex |
| Homosexual | Gay, lesbian |
| Gay marriage | Marriage for same sex couples |
| Sexual preference or preferences | Sexual orientation |
| A transgender | A trans or gender diverse person |
| Transgender people and normal people | Transgender people and cisgender people |
| Sex change | Gender transition or gender affirmation |
Using pronouns to improve inclusion
Show moreAsking and using someone’s pronouns correctly is one of the easiest ways to show respect.
Using language to refer to a person that is not aligned with how that person identifies their gender or body is an obstacle to inclusion.
If unsure of someone’s pronoun, politely and privately ask that person what personal pronoun they use.
Avoid using the phrase ‘preferred pronouns’ as this gives the impression that other pronouns are also acceptable to use.
Some ways to encourage the use of pronouns include:
- including pronouns in email signatures
- adding pronouns to social media profiles
- introducing yourself with your pronouns.
Where can I learn more?
Show moreSpecialised member based organisations
- Pride in Diversity is a not for profit employer support program for LGBTQ+ workplace inclusion.
- Diversity Council of Australia is a not for profit peak body leading diversity and inclusion in the workplace.
- The Public Sector Commission is a member of Pride in Diversity and the Diversity Council of Australia.
Benchmarking
- Australian Workplace Equality Index is the national benchmark of LGBTQ workplace inclusion.
- The Rainbow Tick is a national accreditation program achieved by meeting standards in the Rainbow Tick Standards. These standards are designed for health and community organisations that are committed to safe, inclusive practice and service delivery for people of diverse sexualities and genders.
- The Inclusive Employers Index enables organisations to map, track and benchmark the state of diversity and inclusion in their workforces.
WA based support organisations
- Freedom Centre supports people aged 26 years and younger and their communities to be informed, happy and healthy about their sexuality, sex and gender.
- Living Proud is a charitable organisation dedicated to serving the community in WA. Services include a peer support counselling phone line, health and wellbeing initiatives, and community capacity building.
- Transfolk of WA is a peer support service for transgender people and their loved ones.
- PFLAG Perth (Parents, Families and Friends of Lesbians and Gays) is a volunteer run, not for profit organisation providing a support system for families and friends of people who are lesbian, gay, bisexual, transgender or intersex along with education and advocacy in the community.
- GRAI is a voluntary group that works to enhance the quality of life for gay, lesbian, bisexual, transgender and intersex elders, focusing on social inclusion and improving awareness in aged care services (both residential and community care).
