The Australian Workplace Equality Index (AWEI) is a list of activities that organisations complete in pursuit of creating an inclusive workplace. There are a total of 200 points available. How are those points distributed across focus areas?
There are 10 sections in the AWEI, with section 1 being divided into 4 sub-sections.
Section 1 concerns organisational changes and points can be carried over for up to 3 years. The highest-scoring subsection is Trans and Gender Diverse Inclusion (27 points).
Sections 9-10 are activities that must be completed annually. The highest-scoring section covers the creation, composition, activities and responsibilities of the Pride Network (34 points). The AWEI tool is designed to encourage engagement and participation. The Pride in Diversity scheme is run by a large team of relationship managers who have experience establishing a Pride Network. The Pride Network is ACON’s voice inside the organisation.
| Section 1: Standing Submission: HR Policies & Practice Notes | 20 |
| Section 1: Standing Submission: LGBTQ Bullying / Harassment & Support Notes | 14 |
| Section 1: Standing Submission: Strategic Focus Notes | 18 |
| Section 1: Standing Submission: Trans / Gender Diverse Inclusion Notes | 27 |
| Section 2: Strategy & Accountability Notes | 22 |
| Section 3: LGBTQ Employee Networks / Resource Groups Notes | 34 |
| Section 4: Visibility of Inclusion Notes | 16 |
| Section 5: Training, Awareness & Professional Development Notes | 12 |
| Section 6: Executive Leadership & Engagement Notes | 8 |
| Section 7: Data Collection & Reporting Notes | 6 |
| Section 8: Community Engagement Notes | 6 |
| Section 9: Optional Survey Notes | 2 |
| Section 10: Additional Work Notes | 15 |
Trans and Gender Diverse Inclusion (27 points)
These are the topics covered:
- Gender affirmation policy
- Dress code and uniform policy – remove gendered language and gendered requirements
- Gender affirmation leave
- Gender Neutral Bathrooms and Facilities
- (Forms) Non-Binary Gender Options
- (IT Systems) Non-Binary Gender Options
- Special recruitment pathways for Trans and Gender Diverse applicants
Pride Network (34 points)
- A LGBTQ Employee Network (Pride Network) is present with it’s own charter
- Network Leadership Structure – including HR representatives in leadership roles
- Pride network has a strategy document and work plan
- Pride network involved in employee Orientation / On-boarding
- Strategy and Goals – documented goals and performance evaluations
- Sustainability Plan – including growth and succession planning
- Allies of Trans and gender Diverse People – promoting trans and gender individuals; and distributing materials/training on how to be a good ally. Note that this is not “allies of LGBTQ”, it is trans only.
- Visibility of LGBTQ Women (note this would include ‘transgender women’ who are male)
- LGBTQ Intersectionality – raising the profile of individuals who have both LGBTQ and another diversity factor such as mature age
- Intersex Allies
- Broader Inclusion – includes regional, and “women, parents, cross-cultural”
- Network Reporting – producing a network specific report on progress against the Pride Network’s targets
What diverse groups are under-represented?
Other diverse interest groups are only represented briefly and only in relation to LGBTIQ interests.
Gays, Lesbians and Bisexuals are not mentioned singularly. They are only rolled up onto the ‘LGBTQ’. There are no points for lesbian inclusion, no special recruitment pathways for lesbians, no promoting lesbians or provisions for lesbians to take special leave.
Women are mentioned under:
- Q2 – Document LGBTQ Strategy (mentioned as an example: “women etc”)
- Q16 – Visibility of LGBTQ Women
- Q19 – Broader inclusion
CALD, Indigenous, mature age, disability and ‘person of faith’ are only mentioned as passing examples under Q17 – LGBTQ Intersectionality.
See Also
- Pride in Diversity
