UWA Lesbian, Gay, Bisexual, Transgender and Intersex
(LGBTI) Inclusion Plan, 2013-2014
Prepared by Equity and Diversity, The University of Western Australia, 2013
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UWA Lesbian, Gay, Bisexual, Transgender and Intersex (LGBTI) Inclusion Plan, 2013-2014
Background and Context
UWA aspires to be included among the world’s top 50 Universities in the next 50 years and a demonstrable commitment to diversity and
inclusion is a critical ingredient in this aspiration.
The University has demonstrated a significant commitment around LGBTI inclusivity for more than a decade. There were three key aims
around our efforts in this area: the recruitment and retention of high quality staff that were able to reach their full potential; the establishment
of a safe and inclusive campus culture for both staff and a predominantly younger student cohort, many of whom are still negotiating their
sexual and gender identity; and to demonstrate values-driven human rights leadership through courageous and bold institutional decisions
e.g. flying the Rainbow Flag.
UWA is the only Australian university that has consistently been ranked in the TOP 10 employers for LGBTI inclusion as a result of their
Australian Workplace Equality Index (AWEI) submission. The University’s achievements in this space include:
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Highly visible and sustained senior leadership
The ground-breaking ALLY Network which aims to promote greater visibility and awareness of LGBTI staff and students and
their issues. Since its inception in 2002, more than 250 staff and students have been publicly identified as ALLYs.
The ALLY initiative has now been emulated across 22 Universities in the sector due largely to visible leadership on the part
of UWA
A comprehensive LGBTI inclusive policy environment
Targeted initiatives supporting Transgender and Intersex staff e.g. transitioning support for both the Transgender staff
member and their manager/supervisor
LGBTI ‘consciousness’ raising across the UWA community through both the curriculum and staff development (both generic
and diversity-specific)
It is important that the University now takes ‘stock’ of its achievements and extends its efforts in this area. The UWA LGBTI Inclusion Plan,
2013-2014, builds on the above foundation by aiming to achieve international best practice in the key areas of Culture and Visibility,
Education and Training and Community Engagement.
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UWA Lesbian, Gay, Bisexual, Transgender and Intersex (LGBTI) Inclusion Plan, 2013-2014
The three broad key areas for “Action” are Inclusive Culture & Visibility (Promote), Education, Training and Development (Create) and
Community Engagement and Inclusion Beyond (Progress).
Key Result Areas (KRAs)
1. Inclusive Culture &
Visibility
(Promote visibility and
sensitivity to foster a sense of
cultural safety and acceptance;
Build attraction, recruitment,
retention, engagement and
productivity)
Strategy/Practice/Policy
Responsibility
Time
1. Implement project to capture and meaningfully analyse
qualitative and quantitative data around LGBTI employment
and workforce participation
Equity & Diversity
June 2014
2. Review local area and organisational Induction/Orientation
processes for LGBTI inclusivity (e.g. ALLY information in
Letter of Offer pack)
Equity & Diversity,
Human Resources
October
2013
3. Ensure all staff are made aware of LGBTI initiatives/
practices/policies
4. Develop initiative for University-wide celebration, and
Executive endorsement e.g. IDAHO Day, Wear it Purple and
WA Pride Month
Senior Deputy Vice
Chancellor
Equity & Diversity, LGBTI
Staff Network
Ongoing
5. Implement a Reverse Staff Mentoring Scheme to enhance
LGBTI awareness
6. Three LGBTI Staff/ALLY network events each year, to
create active involvement and ownership around Policy
development, Strategies, LGBTI issues
Equity & Diversity
June 2014
Equity & Diversity, LGBTI
Staff Network
2013/2014
7. Support LGBTI/ALLY staff to attend professional LGBTI
events/conferences/professional development programs
Equity & Diversity
2013/2014
Ongoing
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Key Result Areas (KRAs)
Strategy/Practice/Policy
Responsibility
Time
2. Education, Training and
Development
1. Refresh ALLY Training Program to ensure language is
updated and ‘unconscious bias’ component is included
Equity & Diversity
October
2013
(Create the LGBTI-inclusive
climate through education and
training)
2. Deliver two ALLY workshops (including key HR staff) for
UWA staff annually
Equity & Diversity,
Organisational and Staff
Development Services
(OSDS)
2013/2014
3. Ensure LGBTI perspectives are ‘embedded’ within generic
diversity and inclusion workshops delivered across UWA
Equity & Diversity, OSDS,
Centre for Advancement
of Teaching and Learning
(CATL)
Ongoing
4. Conduct ALLY staff ‘audit’ to ensure even coverage
across the University
Equity & Diversity,
ALLY Network,
Equity & Diversity
Advisers
Equity & Diversity
October
2013
5. Conduct one Gender and Sexual Diversity ‘conversation’
with senior managers e.g. UWA’s Senior Managers Group
(SMG).
June 2014
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Key Result Areas (KRAs)
3. Inclusion Beyond &
Community Engagement
(Progress LGBTI inclusivity
through research, inquiry,
'practice' sharing and
community partnership)
Strategy/Practice/Policy
Responsibility
Time
1. Promotion of UWA LGBTI ‘story’ within LGBTI media
(online or print), at conferences (Diversity-specific and
mainstream HR), industry events with WA, nationally and
internationally
2. Extent of contribution to academic research/knowledge on
LGBTI issues
3. Consult with LGBTI Students, UWA Guild and UWA
Student Services in relation to their campus experience and
areas of potential ‘collaboration’ – LGBTI student experience
‘snapshot’ conducted
Equity & Diversity,
UWA Public Affairs
Ongoing
Equity & Diversity,
LGBTI Staff Network
Equity & Diversity,
UWA Guild,
Student Services
Ongoing
4. Mentoring/provision of up to four organisations interested
in LGBTI inclusion and/or initiatives
Equity & Diversity
2013/2014
September
2014