2019 & 2020 Practice Points

Turning survey insights into practical strategies for LGBTQ workplace inclusion

AWEI and Ongoing Data Analysis

The AWEI Employee Survey, which accompanies the Australian Workplace Equality Index every year, is Australia’s richest source of annual and local data that focuses on both LGBTQ inclusion initiatives and the impact of these initiatives on employees, regardless of how they identify. Participation in this optional employee survey has increased every year since its initial release.

To utilise this data, Pride in Diversity annually publishes a series of data materials, videos and blogs 

Click here to download a copy of the AWEI 2020 Survey Results

Click here to download a copy of the AWEI 2019 Survey Results

Click here to download a copy of the AWEI 2018 Survey Results
Click here to download a copy of the AWEI 2016 Survey Results

2020 Practice Points

30 AprilKey Findings: Sexual OrientationIn this first edition of Practice Points 2020, we look at some of the initial findings in regard to the lived experience of employees of diverse sexuality.The data includes surprising findings on being out at work, engagement, mental health & well-being data and the latest survey data on bullying & harassment.
3 JuneInclusion of Trans & Gender Diverse Employees Part 1: Views & Perceptions (All Respondents)

Inclusion of Trans & Gender Diverse Employees Part 2: Lived Experience (TGD Respondents)		This second edition of AWEI 2020 Practice Points focuses on aspects of the survey that shed light on the inclusion of employees with a diverse gender and/or trans experience.
Part 1 will look at general views and perceptions of all respondents in areas that are important or impact inclusion felt by trans and gender diverse employees.
Part 2 will focus on the lived experience of trans & gender diverse respondents and the impact of these initiatives on their wellbeing at work.
31 AugustAre our Leaders Our Most Active Allies: Being an Active Ally in the WorkplaceIn the third edition of AWEI 2020 Practice Points, we discuss the importance of active allies as they have made a visibly positive difference to the sense of LGBTQ inclusion in the workplace. We also note why they differ from those who are passive allies.The data also shows trends suggesting that the higher we move up traditional organisational hierarchies, the higher the likelihood of someone being an active ally. Likewise, this visibility decreases as we move down the same reporting lines.

2019 Practice Points

4 October 2019CALD EmployeesOne of our strategic initiatives is to take a deep look at intersectionality in the workplace, for the purpose of understanding the unique experiences and challenges faced by LGBTIQ people who come from a culturally and linguistically diverse (CALD) background.Click here to open this edition.
25 SeptemberLGBTIQ+ WomenIn this edition of AWEI Practice Points, we aim to understand the dual challenges for LGBTIQ+ women; of being both a woman in the workplace and of diverse sexuality, gender, or intersex variation. We investigate the data from Where are all the women? and compare findings from the 2019 AWEI Survey to determine any shifts or additional insights.Click here to open this edition.
12 SeptemberAllies in the WorkplaceIn this edition of AWEI Practice Points, we focus on allies in the workplace; how they identify as an ally, how active they are as an ally, and reasons why they may not identify as an ally. We also look at the difference allies make to LGBTIQ employees and their overall sense of inclusion.Click here to open this edition.
28 AugustBeing Out & Open: Engagement DataIn this edition of AWEI Practice Points, we look at the changing numbers of those who are out in the workplace. We also note why our focus on these numbers should be different for Trans & Gender Diverse People and how being out in the workplace impacts engagement data.Click here to open this edition.

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