LGBTIQ+ inclusion in practice at Windermere

"You can’t go wrong when your intent is from a place of genuine curiosity, kindness and compassion."

As a not for profit community services organisation delivering a range of vital services to vulnerable individuals and families, Windermere is committed to ensuring staff and consumers from diverse backgrounds and experiences feel welcomed.

LGBTIQ+ is one of the four focus areas in our Welcoming & Inclusion Strategy that contributes to an inclusive workplace. Mel Rigby, Workplace & Inclusion Project Manager, shares her views on the importance of LGBTIQ+ inclusive practices and why they are needed.

Expanding our capability

Under the Welcoming & Inclusion Strategy that has been running since 2021, Inclusion is among key organisational capabilities being implemented across the organisation. As the Welcoming & Inclusion Project Manager, Mel ensures the strategy is implemented with guidance and advice to ensure diverse lived experiences are recognised in the decision making at Windermere.

“To me that means changing the way we work, our structure, so that it is encompassing of every individual who works here. It goes beyond customary gestures that only say we are including a group of people,” explains Mel.

Currently, Windermere is working toward it’s Rainbow Tick accreditation. Among the requirements for accreditation is building staff awareness to ensure that LGBTIQ+ communities have a voice and feel represented when accessing services.

“We must make sure we understand the significance of consumer safety when it comes to the LGBTIQ+ community. For instance, how we respond if someone discloses their gender identity or sexual orientation,” says Mel.

The accreditation would allow those in the LGBOTIQ+ community to understand that their needs will be met and they can access vital services without fear of judgement.
While the accreditation is a requirement for select services such as Victims Assistance and Family Services, Windermere is committed to gaining accreditation organisation wide.

“These changes we are implementing is about being transformational instead of transactional. While data and statistics are useful, they don’t change our culture. Inclusion is about people and their stories and lived experiences. That’s true for all our priority areas,” says Mel.

Meaningful changes

Beyond symbolic gestures and words that convey inclusion, the aim of Workplace Inclusion at Windermere is a gradual cultural shift with inclusive practices embedded within its structure.
“We need to have a workplace that is representative of anyone that walks through our doors,” says Mel Rigby, Workplace & Inclusion Project Manager at Windermere.

When it comes to the LGBTIQ+ inclusive practices, seemingly small shifts can be transformative for individuals who are uncertain of their acceptance in a workplace.

“It can be something as simple as having gender neutral bathrooms we now have at Windermere. It might not seem like much, but it means the world to someone who is non-binary or gender diverse. It takes away the stress and worry over an everyday function most others take for granted. It’s an example of making meaningful changes to suit every individual in the workplace,” explains Mel.

It’s often simple steps that bring about impactful change. The act of displaying or conveying one’s pronouns is a way in which to communicate at any given time that gender diverse individuals are welcomed in the workplace.

“We tend to build up in our minds about how inclusivity is put into practice, but it really it can be as simple as sharing your pronouns that let others know that we are a safe workplace and you are safe person,” says Mel.

At Windermere, pronoun badges are available for both consumers and staff members to wear if they so choose. Furthermore, including one’s pronouns in the work email signature, displaying pronouns while on video calls are other opportunities to participate in inclusive practices at Windermere.

Culture of acceptance

A culture that normalises a diverse workforce promotes acceptance allowing individuals who worry about simply being who they are, to feel safe.

“There have been staff members who have felt apprehensive about revealing who they are or that they have a same sex partner. They worry over when to disclose it and how others will react and how to manage that. It’s a mental load and additional decision making,” explains Mel adding that “knowing that they are part of an accepting culture is what takes away that unnecessary stress.”

Encouraging staff to use gender neutral language or phasing out language with gender bias and running Working Groups to facilitate open discussions collectively help to promote a culture of acceptance. A culture of acceptance leads to positive lived experiences and stories.

“I had feedback from a staff member who shared that this is the most inclusive workplace they’ve ever worked in. It’s stories like that, that can influence others and embed inclusion in our day to day,” says Mel.

To further establish a culture of acceptance, Windermere recently updated its Dress Code Policy, following a review by the Welcoming and Inclusion Steering Group, allowing staff to be their authentic selves.

 

Becoming allies

Windermere’s Welcoming & Inclusion Strategy runs four Working Groups for its priority areas namely Aboriginal & Torres Strait Islander Peoples, those from Culturally & Linguistically Diverse backgrounds, LGBTIQ+ Communities and those living with disability.

Through open dialogue, the LGTBIQ+ Working Group has opened opportunities for allyship – an important driver for LGBTIQ+ diversity and its acceptance.

“I love being part of those working groups, as they are made up of passionate allies and community members who have become advocates within their own teams. If anyone comes to confides in me, I can also refer them to one of those allies, knowing that they can really benefit from talking to someone who understands their experiences,” says Mel.

Working Groups further contribute to forming networks of allyship across the workplace so that staff members can all support each other.

 

Nurturing awareness

Another essential practice that’s being implemented across Windermere is staff training. Windermere has partnered with community organisation ACON to deliver face to face LGBTIQ+ inclusion training.

Training also includes an online module by SBS Inclusion featuring people from LGBTIQ+ communities. A series of videos share their lived experience, explain terminology and provide insights on what supports are needed and what behaviours and attitudes make everyone feel accepted.

“If there’s someone who has never encountered the LGBTIQ+ community we want them to come away from that training feeling knowledgeable about terms, understand the vernacular and feel empowered to interact with the LGBTIQ+ community with confidence, empathy and understanding,” explains Mel.

The training can help understand how best to respond and react in key moments such as when a person discloses their sexuality.

“When someone confides in you, you have that awareness to value the trust they've put in you and understand that it’s a big moment for them,” says Mel.

The training is also aimed at dispelling any myths, fears and feelings of apprehension and to encourage open and honest questioning to help understand and acknowledge that diverse communities exist.

“Some feel very apprehensive about asking questions. It doesn’t have to be that way. You can’t go wrong when your intent is from a place of genuine curiosity, kindness and compassion. When we can get to the bottom of someone’s fear we can all learn something,” adds Mel.