Australian Workplace Equality Index - COMPLETION GUIDE TO … · 2016-02-15 · AWEI 2016 COMPLETION GUIDE PRIDE IN DIVERSITY 1 PRELIMINARY INFORMATION Purpose: The Australian Workplace

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COMPLETION GUIDE TO ASSIST YOU WITH YOUR 2016 AWEI SUBMISSION

ALL EMPLOYERS

2016FOR WORK COMPLETED WITHIN THE 2015 CALENDAR YEAR

PRIDE IN DIVERSITY AWEI 2016 COMPLETION GUIDE

Date Version Editor Details

21/05/2015 0.1 SM Working Draft

29/05/2015 1.0 DH Completion - Final

02/09/2015 1.1 IS Grammatical corrections. Addition of explanation for 2.1.2(p)

15/02/2016 1.2 SM Formatting only

AWEI 2016 COMPLETION GUIDE PRIDE IN DIVERSITY 1

PRELIMINARY INFORMATION

Purpose: The Australian Workplace Equality Index (AWEI) is Australia’s definitive national benchmark on LGBTI workplace inclusion. The index drives, measures and acknowledges best practice amongst Australian employers.

The index is open to all employers, regardless of size. Small employers (those with less than 150 employees) will be assessed independently. While much of the index will not be relevant to small employers, the separate assessment will ensure equity and will provide a greater level of strategic guidance and feedback than the previous submission forms.

Period assessed: All questions in this submission refer to the period 1st January 2015 – 31st December 2015. Work outside of this period may be included if it was partially undertaken during the above stated period.

Submissions due: All submissions must be received by Pride in Diversity before 5pm on Thursday 24th March 2016 (Sydney AEST). This deadline is final. Pride in Diversity is unable to accept any submissions after this time. This deadline applies to all states.

Important Dates: Thursday 24th March, 2016 – 5pm Submissions close Sydney AEST time

Friday 20th May, 2016 AWEI 2016 Awards and Australia’s Top 20 employers for LGBTI Workplace Inclusion will be announced at the Pride in Diversity annual business luncheon and awards celebration to be held in Sydney.

July 2016 AWEI 2016 Index Publication (Australian benchmarking data and award winning practices) goes to print. This will be sent to all participating organisations shortly thereafter.

First week December 2016 AWEI Pride in Practice LGBTI Workplace Conference showcasing AWEI award winning employers, leading practice and inclusion initiatives, expert panels and leading LGBTI workplace research presentations.

For assistance: Please call Ross Wetherbee on (02) 9206.2139 or email [email protected]

2 PRIDE IN DIVERSITY AWEI 2016 COMPLETION GUIDE

PRELIMINARY INFORMATION

SECTION BREAKDOWN

The 2016 AWEI is broken down into the following sections. This remains unchanged from last year.

SECTION 1: POLICY AND PRACTICE (30 points) ...................................................................................................................................... 10SECTION 2: CULTURE AND VISIBILITY (60 points)................................................................................................................................... 12SECTION 3: STAFF TRAINING AND DEVELOPMENT (30 points) ......................................................................................................... 15SECTION 4: MONITORING (10 points) ......................................................................................................................................................... 16SECTION 5: SUPPLIER POLICIES (15 points) .............................................................................................................................................. 16SECTION 6: COMMUNITY ENGAGEMENT (30 points) ........................................................................................................................... 17SECTION 7: INCLUSION BEYOND: (10 points) ......................................................................................................................................... 18SECTION 8: ADDITIONAL WORK ON LGBTI INCLUSION OVER AND ABOVE WORK OF INDEX (10 points) ..........................19SECTION 9: OPTIONAL PARTICIPATION IN THE AWEI LGBTI EMPLOYEE SURVEY (5 points) ..................................................... 19

WHAT HAS CHANGED FOR THE 2016 AWEI?

• Wording has been changed in some of the questions for greater clarity. Please ensure you read all questions carefully.• Additional sections have been incorporated within this completion guide to assist with question clarification.• Requirement in 1.5(f ) has changed to ensure LGBTI contacts are identified within grievance documentation over and

above network member listings on a network page.• Section 2.1.2 (s) and (t) now separates inclusion activity for transgender and intersex employees.• Section 4.1(b) extends a one year period for employee surveys to two.• Section 6.2(h) incorporates organisational social media activity.

SMALL EMPLOYERS

• Small employers can now use this benchmarking instrument with independent small employer assessment/recognition or choose to use the Small Business Award submission document which has been greatly simplified. Differences being:

Completing this AWEI submission as a Small Employer

Completing the Small Business Award SubmissionSuitable for small business including branches, offices or franchises of larger organisations active in LGBTI workplace inclusion (for work independent of umbrella organisations).

• Comprehensive submission document for employers with less than 150 employees

• Simplified award submission for employers with less than 50 employees

• Small Employer Award discretional based on points obtained by highest ranking Small Employer (must meet a minimum of Bronze Employer Status)

• Small Business Award discretional based on the evidence provided within the submission document of those participating

• One only recognition – Small Employer Award • One only recognition – Small Business Award

CONFIDENTIALITY

As always, all submissions are treated with the strictest confidence and viewed only by markers within the Pride in Diversity team. Submissions will be returned to you o completion of all benchmarking work and independent feedback sessions. Pride in Diversity is happy to sign any non-disclosure or confidentiality agreements required.


AWEI HISTORY & ASSESSMENT

WHILE AWARDS ARE A NICE END-RESULT TO THE INDEX, THE REAL INTENT OF

THE INDEX IS TO GAUGE, MONITOR AND MOVE AUSTRALIAN PRACTICE CLOSER TO

INTERNATIONAL BEST PRACTICE.

HISTORY

The Australian Workplace Equality Index originally drew from the rich experience, expertise and methodology of the Diversity Champions Workplace Equality Index published by Stonewall in the UK. The Australian Index was officially launched in November 2010 at Australian Federal Police Headquarters in Canberra acknowledging the AFP’s early support of Pride in Diversity as a Foundation Member and their sponsorship support of the Index’s initial development. This initial support allowed Pride in Diversity to work closely with Stonewall UK to ensure a localised starting point targeting mid-level practice within the current Australian context. The scoring methodology for the completed instrument was academically scrutinised by Academic Advisor Dr. Raymond Trau resulting in high praise for its rigour and objectivity.

The AWEI now stands as the definitive national benchmark on LGBTI workplace inclusion and comprises the largest and only national employee survey designed to gauge the overall impact of inclusion initiatives on identifying and non-identifying employees as well as the overall inclusivity of the culture. The Index drives best practice in Australia and sets a comparative benchmark for Australian employers across all sectors. For this reason alone, the Index has to be comprehensive and rigorous. The work compiled annually by employers submitting for the Index is a testament to the importance of LGBTI inclusion within their current D&I initiatives.

Employer participation in the Index and the optional employee survey has grown annually since its launch in 2010 and in 2014 moved from celebrating Top 10 Employers for LGBTI employees to Australia’s Top 20 Employers alongside small employers and individual award winners.

HOW REFLECTIVE ARE TOP EMPLOYERS OF BEST PRACTICE WITHIN AUSTRALIA?

While many Awards nomination processes boast a much quicker and less cumbersome submission process, the AWEI is extremely comprehensive and evidence based and therefore does take some time to complete. Employers are asked a series of very specific questions in relation to areas that directly impact inclusion or the perception thereof and are required to provide evidence for responses.

As the Index is used for benchmarking purposes, its necessary rigour and submission process provides an accurate gauge as to the level of comparative inclusivity within the submitting employer organisation. Already, within the four years of its life, the Index has witnessed a significant shift in practice and as a result was re-aligned in 2014 to bring the index criteria closer to international best practice.


EMPLOYER TIER RECOGNITION

On assessing each employer submission, employers are provided with the following Employer Tier Recognitions (valid for one year only):

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AWEI Participating Employer Employer organisations that participated in the AWEI for the identified year. These organisations are currently working on LGBTI inclusion initiatives and have submitted evidence of work being implemented (or started) within the assessed year.

AWEI Bronze Tier Employer Organisations that have provided sufficient evidence of work in this space to be considered active in LGBTI workplace inclusion. To be awarded Bronze Tier recognition, employers must achieve a minimum score set by current practice for Bronze status and show a considerable amount of activity in this area. This recognition is significant and should not be underestimated in comparison.

AWEI Silver Tier Employer Organisations that have undertaken a significant amount of work in the area of LGBTI inclusion and currently very active in this space. To achieve Silver Tier recognition, employers must achieve a minimum score set by current practice for Silver status and achieve a comparative ranking of 11 through to 20 within the Index (Employers that meet one but not both criteria will be awarded Bronze Tier Status).

AWEI Gold Tier Employer Employers of choice for LGBTI employees. These employers have been highly active in LGBTI workplace inclusion within the identified year and have achieved significant results in LGBTI workplace inclusion. To achieve Gold Tier recognition, employers must achieve a minimum score set by current practice for Gold status and achieve a comparative ranking of 1 through to 10 within the Index (Employers that meet one but not both criteria will be awarded Silver Tier Status). Employer of the Year is also issued with an additional version of this logo indicating their Number 1 Employer Status.

Employers displaying the following employer tier recognition logos on external or internal communications reflect the status awarded for that year. Logos are issued for each year of Index participation. Last year the following logos were issued:

There is a section at the front of the submission document that will allow you to determine at what point you want to be identified as participating within the index (if at all). Please ensure that you complete this. Pride in Diversity will utilise this information prior to any announcements being made or going to print with any results.


NOTE TO SMALL EMPLOYERS

A small employer (for AWEI purposes) is any employer with less than 150 employees.

We encourage all employers with 50 or more employees to complete the full AWEI. This not only provides small employers with strategic support but also a greater level of feedback and comparative benchmarking once the number of submissions increase.

Until we receive sufficient submissions for a Small Employer Leader Board, announcements will only be made for Small Employer of the Year. As these numbers increase, the AWEI will move towards creating a Top 5 list.

We encourage small employers to participate understanding that for small employers, much of this document will remain blank.

Important Note: Section 2.1 Employee Network Groups. It is unlikely that small employers will have LGBTI employee network groups. We encourage small employers to utilise this section to report on what the organisation has achieved as opposed to an employee network. Please call Pride in Diversity for clarification on (02) 9206 2139 as required.

HOW ARE THE AWEI SUBMISSIONS ASSESSED?

HOW ARE AWEI SUBMISSIONS ASSESSED?

The assessment process is rigorous. For the benchmarking submissions the following applies:

• Each submission is marked in isolation on separate score sheets by two members of the Pride in Diversity team using a comprehensive rubric identifying the evidence required for every question to warrant a point.

• Once the submission has gone through the two individual marking processes, a “score comparison” sheet is completed identifying any questions for which the two markers disagree a point value based on the evidence supplied.

• Once this sheet has been completed, the two scorers meet to walk through each of the questions identified, searching for any additional supporting evidence before agreeing a score. This process is repeated until all score values have been investigated and agreed. Where clarification is needed, the employer is contacted for further details. Highest ranking employers within the Top 10 will often undergo three individual markings, comparisons and an agreement meeting.

• Once all submissions have undergone the two individual markings, score comparisons and meetings to agree the final outcome for each question, the scores for each question within the submission are entered into a spreadsheet. The spreadsheet tallies section scores and finally produces a leader table.

• From the leader table a benchmark for good practice is gauged and the minimum score criteria are set for Bronze, Silver and Gold Status Employers.

• Data is then collected for industry, sector and overall benchmarking.

In regard to individual awards:

• Each submission gets an initial assessment against point criteria by four members of the Pride in Diversity team, in isolation.

• Each marker will then compile a summary sheet for their marking along with recommendations and reasons for their support of that nomination (listing unique contributions and impact).

• The four individually marked sheets for each nomination are then tallied into an overall count sheet that averages the individual marks given for each assessment and identifies the Top 2-3 contenders for the award by both point value and individual marker nominations.

• The four markers then meet to discuss and argue the overall winner for each submission based on evidence and impact provided within the submission.

• All four markers must agree the final winner for the award to be given.

• Receipt of a nomination does not guarantee that an award will be given that year. Minimum criteria need to be met.

For more information on the AWEI, please contact Pride in Diversity on (02) 9206 2139.


Pride in Diversity recognises that organisations may be at different stages of their inclusion work (specific to LGBTI) however we do not believe that any organisation would yet be in a position to remove LGBTI from their people or inclusion agenda. There is still much work to do in this space and the AWEI employee survey is a testament to that.

The AWEI benchmarking instrument has been carefully designed to cover all aspects of the LGBTI inclusion lifecycle and as a result, it is only natural that different organisations will focus on different areas of the index.

Organisations that have for some years been sitting at the peak of LGBTI focus (see above) will now find that they are completing more of the leading edge areas of the index and less of the high activity/visibility work. Whereas other organisations just starting in this space will be focusing more on their policy work, terminology, setting up a network and awareness training. As points even themselves out across the life of the index, and no one organisation is ever expected to be active in all areas of the index, the scoring of the instrument remains equitable and current regardless of where you are in the lifecycle.

Pride in Diversity will continue to benchmark LGBTI Workplace Inclusion nationally via the AWEI and it will continue to provide Australian employers with the largest annual LGBTI workplace inclusion survey nationally. By participating year-on-year in the index, you will not only receive independent feedback on your inclusion work but will be able to continually benchmark your organisation against your sector, in some cases your peers and of course top employers in this space. This will ensure that you remain on track and competitive in what has to become one of the fastest growing areas of diversity and inclusion in Australia today.

THE LGBTI INCLUSION LIFECYCLE

At Pride in Diversity, we see the LGBTI inclusion lifecycle something like this:

LGBTI is not on the agenda

LGBTI inclusion initiatives take place with some initial resistance (typically)

High energy/high visibility LGBTI initiatives

LGBTI Focus reaches its peak & is maintained for a period of time

Overtime, LGBTI awareness & inclusion is intentionally built into the fabric of

the organisation. Heightened focus & visibility gives way to “normal

workplace practice”

Full inclusion/equity. Focus is not as evident but inclusion is.


IMPORTANT PLEASE READ:

• You may choose to complete your submission by answering the questions within the submission document or you may create a document of your own design. Should you create your own document, please ensure that you clearly indicate the question number/letter that you are responding to for each question. Information for any given question that appears elsewhere (i.e. as part of another response) but is not appropriately numbered will likely be missed. Pride in Diversity takes no responsibility for missing content or not allocating points to questions that are not clearly numbered or that are out of sequence. Please note: you do not receive any additional marks for presentation.

• More is not better. The more content that is provided, the easier it is to miss the specific piece of information that we are looking for. In many cases a couple of sentences or a short paragraph is all that is required. Succinct, direct answers that get straight to the point will ensure that your response is not lost. It will also make your submission far less costly to produce and take less time to complete.

• Pride in Diversity is not responsible for cross checking table selections against question responses or vice versa. The tables are for your quick and easy reference and assist in the compilation of appropriate evidence. Pride in Diversity will move straight to the evidence provided for each question. It is not the responsibility of Pride in Diversity to follow up with submitting organisations if a table entry is crossed but the evidence component is left blank. Where evidence is requested and not provided, points will not be allocated.

• If you are sending your submission in soft copy, you may choose to embed files within the document or send as separate attachments. We have access to DROPBOX for large documents. If you are sending separate files for attachments, please ensure that the question number/letter that you are responding to is documented within the filename.

• If you are sending your submission in hard copy, you may like to bind your submission independently to your attachments. If you are sending loose attachments, please ensure that the question number/letter is clearly marked at the top of each page and that the attachments appear in sequential order.

• You do not need to repeatedly include the same screen capture or supporting documentation as evidence for multiple questions. For screen captures, include the image once and then throughout the document you can reference the image under question x(x).

• For attached documents that will be referenced for more than one question, you only need to submit the document once, but you do need to clearly mark the document with question numbers/letters. Pride in Diversity will not take responsibility for missing content if entire documents are included as supporting evidence but sections are not clearly marked with the question number/letter throughout.

• Please do not send superfluous extraneous information. The more information that you send that is not directly and succinctly linked to the question that you are answering, the more likely the information that we are looking for will be lost.

QUICK TIPS: COMPLETING THE SUBMISSION DOCUMENT


1. Review the table at the beginning of each numbered section

2. Place an ‘x’ in the table against all entries that reflect your work, or to which you can answer positively in regard to the 2015 calendar year. Responses requiring further information or evidence have been shaded within the table.

Example:

3.

For each ‘x’ in the table, refer to the evidence questions below. Please respond to the question as succinctly as you can. Often a couple of sentence or short paragraph is all that is needed.

If you are not copying/pasting directly into the document, please ensure that the question number and letter appears in any soft-copy filenames or is clearly marked on any hard copy documentation.

Pride in Diversity takes no responsibility for missing evidence that:

• Is hidden within the response to another question

• Is not clearly marked with the right question number/letter

• Is out of sequence

• Is hidden within a large amount of extraneous, superfluous information

• Is missing even if the table entry has been selected.

QUICK GUIDE FOR INDEX COMPLETION

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SECTION BY SECTION GUIDE TO ANSWERING THE AWEI 2016 QUESTIONS


SECTION 1.1 STRATEGIC APPROACH TO LGBTI DIVERSITY

The purpose of this section is to understand whether or not LGBTI inclusion is strategically embedded into the fabric of the organisation. Diversity strategies and initiatives have changed over the years and will often continue to do so over the D&I lifecycle of an organisation.

Pride in Diversity also recognises that organisations take different approaches to diversity and inclusion.

• Some have a philosophical statement or document articulating the organisations overall intent

• Some adopt a pillared approach (i.e. Gender, LGBTI, Cultural)

• Others develop a blended approached where all diversity & inclusion initiatives feed into and contribute to key deliverables;

In some organisations, LGBTI inclusion is not incorporated at all but there is an LGBTI employee network that has its own set of outcomes and deliverables against which it is held accountable. For this reason, we ask in Section 1.1 whether or not LGBTI inclusion has a strategic focus and if so, what objectives are set; then later in Section 2 we ask if the network itself has a strategy.

In some cases the two are linked as per the example below, in which case we ask you to identify in section 2 which of the strategic outcomes the network is responsible for.

Question 1.1.(c) We have a formal diversity strategy which clearly identifies different streams of diversity of which LGBTI is one or we have taken a blended approach to our diversity strategy into which LGBTI inclusion feeds determines whether or not LGBTI inclusion is formally set at a strategic level as opposed to at a network only level. If this is so, a simple visual image of your diversity focus areas clearly identifying LGBTI inclusion or a slide/table indicating the same is sufficient evidence for this question.

Question 1.1.1(d) We have documented targets in relation to LGBTI workplace inclusion as part of that formal strategy looks beyond a visual of your focus areas to see if you have any documented targets or deliverables for the LGBTI component of your diversity strategy. If this is evident in the documentation that you provided for Question 1.1.1(c), simply refer back to that documentation (no need to supply twice). If your evidence for Question 1.1.1(c) was more of a visual overview of your focus

areas, please include any documented targets or deliverables that accompany the strategy in regard to LGBTI.

Question 1.1.1(e) In addition to documented targets, we have detailed action plans which identify milestones, accountabilities, deliverables, timelines (or similar) to assist with progress tracking and reporting. This is what we consider a push point. This moves beyond having objectives to detailed plans that assist with the tracking of progress against targets, clearly identifying milestones, deliverables. If you have such documents, a snapshot is sufficient evidence for its existence. You do not need to include the document in its entirety.

Question 1.1.1(f) We formally report on progress against documented targets. This question determines the degree of accountability and frequency of reporting against targets.

SECTION 1.2 LGBTI ACCOUNTABILITY & RESOURCING

This section is used to determine whether or not there is a dedicated or shared role that looks after diversity and inclusion within the organisation and whether or not LGBTI has been formally documented as part of that person’s role or deliverables. It also seeks to determine the level of accountability for those deliverables.

The embedding of LGBTI inclusion at a strategic level and an appointed resource with formal accountabilities in this area are an indicator of how important this is to the organisation. It also helps to ensure that new employees walking into this role are fully aware that LGBTI is deliverable. It is not unusual for LGBTI to be taken off the agenda when an incoming person does not support the initiative. Formally documenting this within the role will address this at the point of recruitment.

Question 1.2.2(b) We are not a member of Pride in Diversity but we do have external support or expertise we can draw from for our LGBTI inclusion initiatives. This questions also seeks to determine whether you have engaged with a recognised external Australian body who specialises in LGBT or I inclusion.

Question 1.2.2(d) We are an active member of Pride in Diversity. This question seeks to determine how active your organisation is in engaging with Pride in Diversity e.g. attending member roundtables, utilising our services such as training/consulting/support.

SECTION 1.3 LGBTI INCLUSIVE POLICIES AND BENEFITS

This section seeks to determine three things:

• Whether or not you have conducted an audit of your HR policies / staff benefits documentation to ensure that they are inclusive an in line with recent legislative changes (changes to LGBTI protections under Australian Federal Law).

• Whether or not an LGBTI employee reading your

SECTION 1: POLICY & PRACTICE


HR policy / staff benefit documentation will read themselves “into” or “out of” your policies. Much of this is determined by the wording that you use. We do know that gender neutral documentation does not necessarily mean that LGBTI people will read themselves into your policies unless there is sufficient supporting commentary surrounding the terminology utilised. A copy of the terminology used (and supporting commentary should gender neutral terminology be used) within your policy document is required to determine this. Once again, please do not include entire policies, just the terminology you use for partner, parent, and family along with any supporting policy statements that relate to inclusivity of these terms.

• Organisational support for transgender employees. Here we are looking for two things: (a) where you articulate support for transgender employees, and (b) what support you have in place – be it a formalised process to assist someone transition, a policy, manager/employee guides or a combination of the above. If you are providing evidence of a global policy/process or one that has been written overseas, please indicate that degree to which these have been implemented, communicated or utilised within Australia.

SECTION 1.4 DISCRIMINATION OR HUMAN RIGHTS COMPLAINTS

This section asks if the organisation has had any formal complaint made against it within the last 18 months in relation to LGBTI discrimination, bullying, harassment. This does not include internal complaints (we look at tracking later in the submission), but does include any complaints made by employees to external bodies such as the Fair Work Ombudsman, Human Rights Commission etc.

While we do not need to know the confidential details of the complaint made, please indicate within the submission where the complaint is up to and any action taken as a result.

SECTION 1.5 BULLYING / HARASSMENT OR GRIEVANCE PROCEDURES

We do know that LGBTI employees are less likely to go through formal grievance and/or reporting procedures due to the nature of “outing” oneself alongside the risk of not knowing how receptive the person they would be reporting to would be to such a grievance/report. We also know that clear articulation of zero tolerance when it comes to homophobia/transphobia allows managers to not only call behaviour but also provides employees with a sense that should this behaviour occur, there are formal processes in place to address it and that they would be supported in doing so.

Organisations handle bullying/harassment/grievances in a number of ways. Pride in Diversity only seeks to determine the degree to which LGBTI employees are clearly supported throughout this process and how likely an employee would be

to report bullying/harassment should they need to. To that end, this section seeks evidence of:

• A comprehensive discrimination clause.

• The degree to which you provide homophobic/transphobic examples in what constitutes bullying/harassment within your bullying/harassment/grievance documentation

• Any LGBTI friendly points of contact you may have communicated for employees who wish to report grievances (other than LGBTI employee lists on network intranet pages) – this needs to be contained with your grievance procedures or documentation

• Training of your first point of contact for grievances (i.e. HR / Contact Officers )

• Tracking/monitoring of any LGBTI related complaints

• Discussions with EAP providers re: dedicated points of contact or communication of inclusivity

When you are compiling evidence for this section, please only include snippets of the relevant information, not entire policy documentation. The more information you include the more likely the specific information that we are looking for will be lost. Submissions can be simplified enormously by keeping your responses short and succinct and will make copying information over from one year’s submission to another significantly easier. If you have additional information that would support LGBTI employees in this instance, please make reference to it within one of your responses.

Question 1.5(d) We include homophobic and/or transphobic examples in our list of what constitutes bullying/harassment. Please note that a simple statement claiming that homophobic or transphobic behaviour will not be tolerated will not suffice here. To obtain a point here, we need to see actual examples of homophobic or transphobic behaviour incorporated into your bullying/harassment documented to clearly articulate the kinds of behaviour that will not be tolerated. It is common practice to incorporate examples of what constitutes bullying or harassment. Homophobic/transphobic examples can be incorporated into such a list.

Question 1.5(f) Our grievance procedures or documentation clearly identifies and articulates LGBTI friendly people to formally assist with LGBTI related grievances (over and above LGBTI contacts listed on an employee network page) This is not the same as having a confidential point of contact listed on your Network page. This specifically relates to the communication of LGBTI friendly contact points within the bullying/grievance documentation that somebody would go to if they are being bullied or harassed. LGBTI grievance contacts must be contained within the grievance document for a point to be awarded here.

NOTE RE: SECTION 1 : Much of this information will remain the same year-on-year and can be copied from one year’s submission to another. If you are doing this, please always double-check the question text and the question numbering to protect yourself against any changes.

SECTION 1: POLICY & PRACTICE


We know that effective employee networks are key to driving cultural change within an organisation and that they contribute significantly to a sense of inclusion. This section focuses on the work and effectiveness of the network alongside executive leadership and support, which are equally important.

SECTION 2.1 LGBTI EMPLOYEE NETWORK (OR RESOURCE GROUP)

NOTE TO SMALL EMPLOYERS (<150 EMPLOYEES)

Section 2.1 refers to an LGBTI Employee Network Group’s activities. As a small employer, please utilise this section to report on your activity as an employer within each of these areas (understanding that small employers would not have LGBTI employee networks).

The first part of this section focuses on the structure of the employee network. The second part, on the networks activity.

We often receive comments in regard to the “targets/strategy” questions of this section, suggesting that they are repetition of the questions in Section 1: Strategic Diversity. We see these as quite different.

• Strategic LGBTI Strategy. An organisation may have a strategic D&I strategy but no LGBTI employee network (or a network that does not have its own strategy)

• LGBTI Employee Network Strategy. Equally an organisation may not have a strategic diversity strategy, or may not incorporate LGBTI into one but the network does have a strategy – one that it has created on its own.

• One feeding into the other. Best practice would suggest that the organisation not only incorporates LGBTI within its strategic D&I deliverables but that the network equally has its own strategy/deliverables that feed into and contribute to the overall outcomes of the broader strategy. Or it may be that the network is in itself responsible for the delivery of the entire LGBTI component.

Questions 2.1.2(a) The network is held accountable for deliverables against an LGBTI related action plan or strategy, and 2.1.2(b) The network meets regularly to track progress against targets only refer to the strategy that the network is responsible for delivering against (if it has one). If your network is responsible for ALL LGBTI strategic outcomes already provided in Section 1, please just reference back to that in your response. If the network has its own strategy or is responsible for portions of the overarching diversity strategy, please include a copy of what your network is responsible for as evidence.

Question 2.1.2(g) The network has confidential points of contact on its intranet page for those who wish to talk to someone in regard to LGBTI issues (outside of formal grievance reporting). This is different to the LGBTI friendly points of contact asked for in section 1.5(f ). Question 1.5(f ) refers to LGBTI points of contact for formal grievance reporting. Question 2.1.2(g) refers to LGBTI points of contact for people who may have questions about working for your organisation as an LGBTI employee, or who may simply want to ask an LGBTI person about a non-HR related issue (i.e. joining the network, whether there any other transgender people active in the network etc.). Persons nominated for this role need to understand where their role stops and HR starts. If the people nominated here are also from HR this needs to be indicated. There are many ways you can highlight or promote LGBTI points of contact for other employees. If you do not use the intranet page but have other ways of pinpointing LGBTI contacts that people can go to, please outline this in your response to Question 2.1.2(g).

Question 2.1.2(k) The network has been involved in volunteering or supporting non-LGBTI charities aligned to the organisation. Most large employers now have charity or volunteering days that their employees can utilise. Please note that points will not be allocated for generic statements that volunteering days are utilised by network staff for both LGBTI and non-LGBTI related charities. Points will only be given here if a network has, as a group, under the banner of the network or the organisation, worked together to support a non-LGBTI related charity. This does a lot to build the presence and support of networks, particularly when they are seen to be supporting non-LGBTI charities.

Question 2.1.2(p). The network has actively promoted out role models within the organisation. Please note that points are given elsewhere for the names of Ally leadership or LGBTI network members on intranet pages. What we are looking for here is evidence of OUT role models actively being promoted across the organisation outside of network membership lists. Examples of this may be out employees speaking of their experiences on a panel at an internal events; out employees telling their story in a newsletter or internal publication; out leaders sharing how their identity has shaped their leadership; out employees speaking about their experience of being out at induction (not just introducing diversity or their network) or posters of out employees showing their support of the network as an out person within the organisation.

Question 2.1.2(q) –The network has plans in place to ensure sustainability of network leadership, activity and/or membership. Please note that points will not be allocated for responses aligned to new people joining all the time, keeping it

SECTION 2: CULTURE & VISIBILITY


fresh etc. Points will only be allocated if there are formal plans in place to ensure its sustainability and accountability across the organisation.

Question 2.1.2(r) Please identify what you believe is the network’s most significant achievement over the 2015 calendar year. There is a potential 1-2 point allocation if the network can clearly articulate its most significant achievement over the 2015 year along with its impact (if relevant). This is a new question that will also assist us in determining the LGBTI Employee Network of the Year where more than one network has achieved full points in this section.

Question 2.1.2(s) and (t) Our network has actively sought to support (or show support of) transgender and/or intersex employees over the 2015 calendar year. This was a question based on the analysis / results of the AWEI Employee Survey 2014. Many transgender employees fully supported LGBTI inclusion initiatives and the networks but did not feel that there was adequate transgender support or visibility within network activities. Any work that the network has done over the 2015 calendar year to show support of transgender and/or intersex employees would be a differentiator here.

Question 2.1.2(u) Other. Please ensure that if there is any work that the network has been involved in, or any significant achievements that have not been mentioned previously, that they are documented here. A differentiator for networks.

SECTION 2.2 EXECUTIVE SPONSORSHIP / LEADERSHIP & SUPPORT

An executive sponsor or champion for the employee network is key. Whether you have one sponsor or several, it is important that they are not just a figure-head but an active advocate for LGBTI inclusion within the organisation, not only to the employee base as a whole, but amongst other senior leaders. If your executive sponsor has been instrumental in 2015 initiatives, we would highly recommend you nominating him/her for an executive leadership award (separate nomination form on www.prideindiversity.com.au/awei). This section looks at the role and activities of your sponsor/s.Please note, the same piece of evidence cannot be used for multiple responses in this section. Please be discerning as to where you choose to include your evidence.In particular, please note:

Section 2.2.2 (b) and (f). These questions are not asking for the same information. See below.

Question 2.2.2(b) Sponsor has communicated to all staff a strong leadership message on the importance of LGBTI workplace inclusion within the 2015 calendar year determines whether or not your sponsor is actively engaged in promoting LGBTI inclusion throughout the organisation. The support of leadership is critical and an active sponsor would hopefully send at least one message across the organisation throughout the year acknowledging the importance of LGBTI inclusion or supporting the network in some capacity. The delivery medium does not have to be an all staff email. It could be a video, at an “all staff town hall meeting”, via social media communications, etc.

Questions 2.2.2(f) Sponsor has engaged with managers / people leaders around the importance of LGBTI inclusion within the 2015 calendar year is very specific to people managers/leaders. This is about informing, educating or encouraging people leaders to be very active in this space, or it may just be addressing the “why” question or the importance of their role. This specifically addresses the role of the people manager/leader.



Questions 2.2.2(g). Sponsor has met with identifying employees specifically to hear their voice in relation to the organisations culture and any challenges faced over the 2015 calendar year. Please note, this is not just about whether your executive sponsor attends a networking event or not. This is about your executive sponsor very deliberately seeking to hear the views, experiences and concerns of LGBTI employees within the organisation in an effort to understand the lived experience of your LGBTI employees within your organisation.

Section 2.2.3 CEO EngagementThis section recognises the visible support of your CEO (or equivalent). Please note that the same piece of evidence cannot be provided for responses to multiple questions. If your CEO has been an active supporter of your LGBTI inclusion initiatives over the calendar year, we highly recommend you nominating him/her for the CEO of the Year award (separate nomination form on www.prideindiversity.com.au/awei). NB: If your CEO is your Executive Sponsor, please provide additional evidence beyond section 2.2.2.

SECTION 2.3 ALLY ENGAGEMENT

For the purpose of this submission, an ally is defined as a non-LGBTI identifying person who fully supports LGBTI inclusion initiatives within your organisation and wants to get actively involved. Allies are often family members of LGBTI employees or those who just believe passionately in diversity and inclusion.

This section looks at the engagement of allies in your LGBTI inclusion initiatives.

Please pay particular attention to the following questions:

2.3(c) We actively promote network allies within our organisation. This question asks about the active promotion of allies within the organisation. This is not about opening your network up to allies (which we highly recommend) or about advertising that your network is open to allies. This question allocates points to the active promotion of individuals as an LGBTI ally. When employees see other allies becoming actively engaged, it gives them permission to do the same. It also makes general staff aware that not all people involved in the network are “LGBTI” helping to reduce the stigma for non-LGBTI people who may want to get involved. Promoting individuals as active allies, letting them talk about why they are an ally, why they became involved and how they benefit from participation can go a long way to building and strengthening support across the organisation.

2.3(d) We have senior allies (outside of executive sponsors) actively involved in the network. Executive / senior allies are particularly important. You don’t necessarily have to promote executive allies (although that certainly would be beneficial), but senior executives that are seen to attend LGBTI related events send a strong message of inclusion. These questions seek to determine the visibility of executive allies across your organisation over and above your executive sponsor(s) (as being visible is built into that role).

2.3(e) Please outline what information you provide to allies in terms of “how to be an effective ally”. While Allies may attend general training, which is allocated points in Section 3; what we are specifically seeking here is dedicated training for your allies. Training that will not only provide a level of awareness but also provide them with information about what it means to be an Ally, how they can contribute to organisational change and things they should know/be aware of. Ideally allies should fully understand the sensitivities and challenges faced by LGBTI people in the workplace and be able to educate people around common misconceptions and destructive myths. This is different training to general awareness training and is very specific to the role of an ally in the workplace context.

SECTION 2.4 VISIBILITY OF INTERNAL INCLUSION

This section seeks to identify how visible LGBTI inclusion is throughout the organisation. This ranges from homophobia free zone postcards on office noticeboards, to rainbow walkways, flags, posters, banners, mugs, network pins, mugs, lanyards, diversity displays, videos, network postcards . You may choose to list these items or create a visual log (photographs etc.) in response to questions within this section.



This section seeks to determine the LGBTI training delivered across the organisation. Training may be standalone training or a component of a broader training program (i.e. diversity, management, team leader skills etc.).

There is also an opportunity to identify any other educational resources that you have available outside of formal training that covers LGBTI content. This may include publications, fact sheets, FAQ’s, glossaries, URL’s, LGBTI people talking to teams, apps etc.

Please pay particular attention to:

SECTION 3.1 LGBTI INCLUSION TRAINING / RESOURCES

3.1(c). We have LGBTI training/awareness components built into other programs within our current offerings. This refers to any training programs with an LGBTI component. Please do not refer to any compulsory management programs here as these will be covered in question 3.2(c). Please do not refer to any ally training that you have covered in Section 2.3 here.

SECTION 3.2 MANAGER/LEADER COMPETENCY & ACCOUNTABILITIES

Section 3.2 specifically looks at training given to executives, managers or people leaders. Generic training is covered in section 3.1 and should not be referenced here regardless of whether managers or not decided to attend generic awareness session.

3.2(b) We have specifically briefed / trained executive and/or senior leaders on LGBTI inclusion/awareness over the 2015 calendar year (independent of any all-staff training identified in section 3.1). This may refer to board presentations, executive briefings, diversity council briefings or training organised specifically for senior leaders.

3.2(c) Managers/people leaders are required to undergo compulsory training on diversity/inclusion, a component of which specifically addresses LGBTI inclusion. This refers to compulsory management/people leader training. This may be part of an internal management training program that all people leaders are required to attend or people leader briefings, conferences etc. If you have identified any compulsory management training programs with LGBTI components in 3.1(c), please remove them and place in this section. This may enable you to gain points for both non-management and management programs with LGBTI components.

3.2(d) We have online resources or publications available for manager/people leaders (LGBTI) etc. Consider here any additional resources available to managers / people leaders that will provide them with information on LGBTI inclusion and / or their role as a manager. This may be online publications, fact sheets, booklets, presentations, management briefings etc. For Pride in Diversity members, you may reference the Managers Guide to LGBTI inclusion here but will need to show that all managers have access to this (online or hard copy) or that it has been distributed internally to claim a point.

3.2(e) All senior managers are held accountable and assessed on diversity & inclusion outcomes (LGBTI is clearly incorporated within accountabilities). Stating that all managers are expected to uphold diversity and inclusion values / code of conduct will not suffice here for a point. This question refers to any accountability built into performance incentives or objectives that clearly incorporate or make mention of LGBTI or diversity demographics. If LGBTI is not specifically called out, please make a case as to why this would be assumed in this context.

SECTION 3.3 CAREER DEVELOPMENT

This section refers to any LGBTI specific career development opportunities. Career development opportunities are often tracked against diversity demographics. This section looks specifically at LGBTI career development.


Question 3.3(b) We offer opportunities for LGBTI staff to be trained in providing LGBTI awareness sessions back to the organisation. This refers to LGBTI employees being trained in the provision of LGBTI awareness or coaching sessions so that they may be utilised in the provision of training/coaching back to the organisation.

Question 3.3(c) We encourage LGBTI employees to develop their skills via network involvement and recognise their contribution via formal performance reviews. This refers to LGBTI employees developing skills through their involvement in the network that can be tied directly back into learning contracts or part of their development within their performance agreement or similar document. To pick up points here, performance agreements (or similar) would need to formally acknowledge the employee’s role within the network.

Question 3.3(d) We have a formal mentoring scheme with a specific LGBTI element, or mentoring opportunities coordinated by our LGBTI employee network. This refers to reverse mentoring (where LGBTI employees will reverse mentor executive) or to any LGBTI matching with mentors or mentees. A formal program may or may not be coordinated by the employee network. Less formal mentor/mentee relationships set up within the employee network may also be included here.

Question 3.3(e) We have opportunities for staff to attend LGBTI specific leadership/professional development programs (outside of the training programs already identified within this submission). This is referring to professional development specifically geared towards LGBTI employees. It may be training that has been offered by other organisations (guest international speakers) or training around LGBTI authenticity/leadership etc. attended locally or overseas.

Question 3.3(f) We have provided staff with opportunities to attend professional LGBTI conferences. This refers to providing employees with an opportunity to attend LGBTI related conferences. Please note that 6.2(e) asks about employees speaking at conferences in relation to your LGBTI inclusivity. You cannot use the same piece of evidence for both questions if the same person is attending/speaking. If you have spoken at conferences in regard to your inclusivity within the 2015 calendar year, document those details under 6.2(e) and leave this question 3.3(f ) for additional employees who have had the opportunity to attend conferences (not speak at them).

SECTION 3: STAFF TRAINING & DEVELOPMENT


Many organisations collect diversity demographic data and analyse it in terms of employee engagement, equity in recruitment, selection, promotion, talent and exit trends. This section looks at whether or not LGBTI employee data is collected, how it is collected, where it is collected (at one point) and the wording utilised to collect the data.

This section does not allocate points for participation in the AWEI Employee Survey, which is recognised in section 9 of the index. In this section, we do ask you to provide a copy of the questions utilised or those within a self-select system (if applicable). This enables us to cross-check the language used and provides visibility as to whether or not transgender and/or intersex employees are included.


Question 4.1(c) We have an HR/Employee self-select system where employees can self-identity on diversity demographics. The ability to self-select a diversity demographic within an HR or employee accessed system provides a level of permanency for analysis and does not require employees to continually be present, or respond to employee surveys. If you do not have a self-select system but a means by which employees can identify on a diversity demographic that incorporates LGBTI, with a level of permanency, please provide details.

Question 4.1(e) We include LGBTI employees as a separate diversity demographic that we track in talent programs and/or career progression. Indicating that talent and career progression is available to all employees will not be allocated a point here. Diversity demographics are often tracked in talent programs or for career progression. A point will be allocated here if you track LGBTI employees for these programs or for career movements. Please provide the information requested for this section if that is the case.

SECTION 4: MONITORING


If you are providing global documentation as evidence for either Sections 5.1 or 5.2 (any documentation written somewhere other than Australia), please indicate to what degree this documentation is utilised within Australia. Global documentation without evidence of local utilisation will not be allocated any points.

This is a section that has caused a lot of confusion in the past so we have reworked this significantly to try and articulate a little better what we are looking for. Throughout this section, we use the collective term supplier however this may refer to any organisation, contractor, individual or firm that works with you (including those that respond to a request for tender).

The first part of this section (5.1) refers to your expectations of suppliers in regard to their lack of discrimination, diversity and/or inclusion. Many supplier or trade agreements have a discrimination clause, some go further to include diversity/inclusion clauses. One or two that we know of extend diversity and inclusion training to suppliers. This first section does not refer to your use of diverse suppliers but rather your expectations of any supplier that you use in regard to diversity and non-discriminatory behaviour.

The second part (5.2) refers to your efforts to create opportunities for diverse businesses/suppliers who would like to work with you. Some organisations actively seek out diverse suppliers and track diversity demographics on contracts allocated. This section allows organisations that do this to provide evidence of any LGBTI supplier engagement, but this must be Australian. If you are providing evidence of any overseas documents or processes, you must provide evidence of its application / utilisation here in Australia to be awarded points.

This does not include engagement with Pride in Diversity, which is recognised under section 1.2.2.


Question 5.1(d) We request that suppliers /partners undergo diversity & inclusion training incorporating LGBTI inclusion (typically in conjunction with other areas of diversity & inclusion). Points are allocated here if somewhere within your supplier documentation you state that under some circumstances, suppliers may be requested to undergo diversity training. This may be a remedial action or proactive action to ensure adherence to internal codes of conduct or expected norms around inclusive behaviour. Please indicate whether or not this training incorporates a section on LGBTI inclusion.

Question 5.1(e) We invite suppliers/partners to participate in our internal diversity & inclusion training. This refers to any internal diversity/inclusion training that suppliers have attended over the 2015 calendar year. Please approximate the number of suppliers that attended this training and whether or not it incorporated a section on LGBTI inclusion.

SECTION 5: SUPPLIER POLICIES


This section is broken down into three parts:

• Your support of LGBTI community groups, charities and/or events

• Your external promotion of your LGBTI inclusivity

• Any tailored offerings specifically targeting the LGBTI population (separate sections for Commercial, Government (public) and Higher Education offerings)

SECTION 6.1 SUPPORT OF LGBTI COMMUNITY GROUPS, CHARITIES, EVENTS

Please note that you cannot use the same piece of evidence for multiple questions in this section (we call this double-dipping), so please give ample thought to where your evidence best belongs.

In some cases, a case may be made for one multi-faceted event being listed as evidence under several questions provided that you clearly focus on the specific area being asked about within the question.

For example: Assume you invest in sponsoring a significant LGBTI event (eg. a Pride Parade). You could argue that:

• We have provided financial support/sponsorship for this event

• Employees have formally under the banner of the organisation volunteered their time at this event

• Our employees have participated in this community event under the banner of the organisation (over and above volunteer time).

To claim points for all three, you would need to differentiate between the financial support offered, volunteering time (over and above parade participation) and organisational participation (over and above volunteer time). You cannot count volunteering time as organisational participation if the same group of people are volunteering/participating. However if you have volunteers giving their time over and above your sponsorship, and in addition you have employees attending the event under the banner of the organisation who are not volunteering, then you can make a case for this. Please call the office to clarify if you have any questions or if this is not clear. This is the most equitable way that we can allocate points in the index. While you cannot use one event as evidence for every question in this section, there are some cases where the one event is multi-faceted; but you will need to argue the case for this and be very clear about what you are claiming points for.

SECTION 6.2 EXTERNAL PROMOTION OF LGBTI INCLUSIVITY

Please pay particular attention to the following questions.

6.2(c) – We have advertised in, appeared in, or promoted our LGBTI inclusivity within LGBTI media (online or print). This refers to formal advertising that you have purchased within LGBTI media or articles that have been written about your inclusivity within LGBTI magazines or websites. Points will not be allocated for Pride in Diversity newsletters, publications or website here; this specifically refers to commercial LGBTI media/publications.

6.2(d) – We promoted our LGBTI inclusivity in mainstream media (online or print) This refers to formal advertising that you have purchased within commercial media (non-LGBTI) promoting your LGBTI inclusivity, support or event or articles that have been written about your inclusivity within non-LGBTI magazines, publications or media. Points will not be allocated for Pride in Diversity newsletters, publications or website here; this specifically refers to commercial non-LGBTI media/publications.

6.2(e) – We have had representatives speak at conferences and industry events in regard to our LGBTI initiatives. Please do not include any conferences or industry events previously mentioned within this submission (under 3.3(f ) unless you can verify that different staff have attended/spoken in which case use 3.3(f ) for attending employees and this question for employees who have spoken at the conference)

6.2(f) – We have spoken at other organisations or bodies in relation to our LGBTI initiatives. Please do not include any PID events here such as roundtables. Points are allocated for active membership under 1.2.2(d). Please do not include mentoring other organisations in this question. Mentoring other organisations is covered in 7(a). However if you have spoken at organisations (as opposed to been involved in mentoring them), you can include this here. If both, include speaking here and mentoring in 7(a); providing you can provide evidence for two separate organisations otherwise your response will be considered under one of these only.

6.2(g) – We have promoted our LGBTI inclusivity externally on campus as part of our graduate recruitment campaigns. Please provide evidence of any physical on-campus activity that actively promotes LGBTI inclusion. In addition, if you promote your LGBTI inclusivity via any graduate recruitment websites or the ANRG, you may include this here also.

6.2(h) – Organisational Social media channels –must be organisational social media channels (ie facebook, twitter, or an organisationally endorsed facebook page) to promote LGBTI inclusion or inclusion activity. Individuals, no matter how senior, posting as individuals will not receive points here. Must be speaking for the organisation. Promoting attendance at other organisations’ events will not be given points unless you can make a very clear case as to why this is promoting your organisational inclusivity.

SECTION 6: COMMUNITY ENGAGEMENT


SECTION 6.3 COMMERCIAL/PUBLIC OR SERVICE OFFERINGS.

This section has been designed to focus on any specific LGBTI related offerings that you have developed. There are three sections, please only complete the relevant section.

Section 6.3.1. is only for Government, Public Sector or other service providers.

Section 6.3.2 is only for Commercial or Private Organisations

Section 6.3.3. is for Universities, Higher Ed

Each section is allocated the same points, but only one of these sections will be referenced within any one submission. If you have more evidence to submit for areas not covered within your section, please include that within (e) – Other.

Evidence that is referred to elsewhere in the submission will not be allocated points here.

SECTION 6: COMMUNITY ENGAGEMENT


This section provides employers with the ability to provide evidence for work that has promoted inclusion or made a difference outside of the immediate local employee base.

Please pay particular attention to the following questions.

7(a) We have mentored other organisations interested in LGBTI inclusion and/or initiatives within the 2015 calendar year. Please note that question 6.2(f ) asks about speaking at other organisations or bodies in relation to your LGBTI inclusion initiatives. You cannot use the same piece of evidence for both questions. If you have spoken at other organisations (but not been involved in formal mentoring), please include that evidence in response to question 6.2(f ). If you have been involved in formal mentoring; i.e. sharing of practices to a larger degree, helping organisations set up networks etc.; you can include that here. If you are including responses to both questions, please ensure that you are identifying different organisations that you are presenting to/mentoring. If you are mentioning only one organisation across the two questions, only one set of points will be allocated.

7(b) Other organisations have adopted our inclusion practices. Please note that “setting up a network group” would not be seen as an adoption of practices between Pride in Diversity member organisations. Or similar examples. Pride in Diversity works with member organisations in all of these areas and quite often organisations meet with other oganisations to learn from their experiences. However, the decision to set up a network group would not be counted as an adoption of your practice as this is a fundamental component of LGBTI workplace inclusion. This question looks more to any practices/processes that are quite unique to your organisation (not part of general practice) that have been adopted by others. If it is along similar lines to a general practice initiative, please state in your response the component of your practice that would differentiate it.

7(d) We have made a contribution to academic knowledge/research on LGBTI issues. This refers to organisational participation in formal academic research or the support of research by some other means (not already mentioned within this submission). This does not refer to the AWEI Employee Survey or participation in the AWEI benchmarking instruction or publications.

7(e) We have made public organisational stand in support of issues impacting the LGBTI community. As this is the “inclusion beyond” section, you may include any public stands made by senior representatives of your organisation globally. However additional points will be allocated if this stand comes from local representation.

7(f) We have provided LGBTI inclusion education/awareness to external organisations / individuals within the calendar year. Please note, you cannot use any evidence here that you have already used for: 5.1(e) – we invite suppliers/partners to participate in our diversity & inclusion training 6.2(f ) – speaking at other organisations 7(a) – mentoring other organisations

Any evidence provided in 7(f ) needs to be over and above any already identified within this submission. Please decide the most appropriate placement for your evidence.

SECTION 7: INCLUSION BEYOND


This section allows you to make a case for additional points for any work or initiatives within the 2015 calendar year that have not been covered elsewhere within this submission. Please do not include any overseas initiatives here (they can be included in 7(h)).

You can also make a case for additional points here if you have completed extensive work in any one area, work that you believe would be over and above the expectations of the index (i.e. significant amount of training across entire executive).

Participation in the optional employee survey is worth 5 points. This is highly recommended.

While this submission document looks at what you are doing at an organisational level, the optional employee survey will give you feedback not only on what your non-LGBTI identifying employees think about your inclusivity and your inclusion initiatives, but it will also provide you with valuable feedback on the lived experience of your LGBTI employees over the 2015 calendar year.

You will also be able to benchmark your response averages against Top 20 and non-Top 20 organisations.

The employee survey will be online and available to be accessed by mid-January. This is the only activity that does not fall within the 2015 calendar year and is allocated points in the index. The release of the survey is purposefully timed to capture responses from staff that reflect the impact of initiatives over the entire 2015 calendar year. You will require an authorisation code to participate. Sample invitations will be available that can be customized, or utilised as they are to invite your employees to participate. A full set of survey questions will also be available to you prior to you sending it out.

You will be asked if you are sending this out to a target group or the entire organisation. Additional points are given if the survey goes out to the entire organisation and evidence is provided re: active encouragement to participate (not just putting a link on a website for people to find).

AWEI MAILING LIST

Please ensure that you are on the AWEI Mailing List. This will provide you with reminders and keep you up to date with important information in the lead up to the AWEI close. You can sign up for the mailing list via: http://www.prideindiversity.com.au/signup/

SECTION 8: ADDITIONAL INFORMATION

SECTION 9: EMPLOYEE SURVEY

Contact DetailsPride in Diversity

PO Box 350 Darlinghurst 1300

Tel: (02) 9206 2139 | Fax: (02) 9206 2002 | Hearing Impaired: (02) 9283 2088

Email: [email protected] | www.prideindiversity.com.au

Documents

Australian Workplace Equality Index - COMPLETION GUIDE TO … · 2016-02-15 · AWEI 2016 COMPLETION GUIDE PRIDE IN DIVERSITY 1 PRELIMINARY INFORMATION Purpose: The Australian Workplace