Written by Paul Ross, Information Specialist & Research Associate
Everyone deserves to feel safe, supported and included at work. However, for many LGBTIQ+ people, workplace experiences often still include discrimination, exclusion and other forms of gendered violence.
In Australia, LGBTIQ+ workers are twice as likely to experience gendered violence as their cisgender and heterosexual peers; with transgender, gender-diverse, intersex, and regional workers facing even greater risks. [1] These experiences are a serious health and safety issue that can harm wellbeing, increase absenteeism, reduce job satisfaction and affect staff retention. [2]
Despite growing awareness of the importance of inclusion, there is still limited research on how workplace policies and practices influence the experiences of LGBTIQ+ workers in health and aged care settings. To help address this gap, ARIIA and LGBTIQ+ Health Australia (LHA) are exploring the psychological safety of LGBTIQ+ workers through a national online forum. Insights gathered from the forum will help identify key challenges and opportunities for creating safer, more supportive workplaces and inform a future philanthropic research funding bid.
What responsibilities do aged care employers have?
Under the Work Health and Safety Act, aged care employers must proactively manage psycho-social hazards to protect the mental health, safety and wellbeing of their workforce.
Such psycho-social hazards can relate to:
- How work is managed
- Workplace environment
- Equipment used to undertake the role
- Workplace interactions or behaviours that may cause psychological and physical harm. [3]
Some of the psychological hazards at work can include:
- Bullying and harassment, including sexual harassment
- Conflict, or poor workforce relationships and interactions
- Poor support and organisational management
- Violence and aggression. [3]
Workers also have a responsibility to support a safe and respectful workplace. This can be done by taking reasonable care of their own health and safety, not putting others at risk, and following policies and procedures.
So, what is psychological safety?
Feeling safe to speak up, share ideas and be yourself at work is fundamental to a positive workplace experience. Peoples sense of psychological safety is built on trust, respect, openness and supportive relationships, [2] without fear of damaging their reputation or career.
Additionally, for employees to be fully engaged at work, they also need to experience psychological meaningfulness and psychological availability. Together, these three elements help create a workplace where people feel valued, supported and able to perform at their best.
What does this like look in practice?
Psychological aspect
|
Definition |
Lived example |
Psychological meaningfulness “My work is important and valued” | Feeling that your work matters and that your skills, effort and identity are valued. | A care worker feels proud of helping residents, receives positive feedback and sees how their work makes a difference.
|
Psychological availability “I have the resources and capacity to do my job well.” | Having the energy, confidence and support needed to fully engage in your work. | An employee is well-trained, supported by their manager and able to focus on their job without feeling overwhelmed or exhausted.
|
Psychological safety "I can be myself and speak up without fear." | Feeling safe to be yourself, speak up and contribute without fear of embarrassment, discrimination or negative consequences. | An LGBTIQ+ employee feels comfortable discussing their partner at work and raising concerns without worrying about being judged or treated differently.
|
What are the stats are telling us about workplace disclosure?
Despite increasing awareness and inclusion efforts, findings from the Australian Workplace Equality Index (AWEI) 2022 survey suggest that psychological safety remains a challenge for many LGBTIQ+ workers. Reflecting a downward trend in employees disclosing their sexual orientation or gender identity at work, this survey has exposed that there are ongoing concerns about discrimination, exclusion and potential impacts on career opportunities. [4]
Have your say! Help ARIIA shape the future of psychological safety for LGBTIQ+ workers in aged care.
If you have experience creating, supporting or working in psychologically safe workplaces, we want to hear from you. Whether you are a LGBTIQ+ aged care worker, ally, employer, service provider, policymaker, union representative or community stakeholder, your insights will help create meaningful change throughout the sector.
Join our national online forum and contribute to foundational work exploring the psychological safety of LGBTIQ+ workers in Australia's aged care workforce. Your experience and perspectives will help inform future research and identify opportunities to create safer, more inclusive workplaces for all.
Improving Workplace Psychological Safety in Aged Care - National Online Forum for LGBTQI+ Workforce Stakeholders. [ONLINE] Wednesday, December 9, 11:30 AM - 1:30 PM (AEDT)
References
- WorkSafe Victoria. Being Valued Toolkit: Workplace gendered violence and LGBTIQA+ workers [Internet]. Melbourne: WorkSafe Victoria; 2025 [cited 2026 Oct 12]. Available from: https://content-v2.api.worksafe.vic.gov.au/sites/default/files/2025-05/Being%20Valued%20Toolkit-2025-05.pdf
- Grisdale KL, Geldenhuys M. Towards understanding workplace antecedents that affect mental health of LGBTQIA+ employees. Aust Community Psychol [Internet]. 2023 [cited 2026 Oct 12];33(1):1-31. Available from: https://psychology.org.au/getmedia/4655ff1f-34e3-4d33-87f7-963ae7efb6a8/grisdale.pdf
- Safe Work Australia. Model code of practice: Managing psychosocial hazards at work [Internet]. Canberra: Safe Work Australia; 2022 [cited 2026 Oct 12]. Available from: https://www.safeworkaustralia.gov.au/sites/default/files/2022-08/model_code_of_practice_-_managing_psychosocial_hazards_at_work_25082022_0.pdf
- Victorian Public Sector Gender Equality Commission. Chapter 5: Gender and LGBTIQ+ employees [Internet]. Melbourne: Victorian Public Sector Gender Equality Commission; [cited 2026 Oct 12]. Available from: https://www.genderequalitycommission.vic.gov.au/intersectionality-work/chapter-5-gender-and-LGBTIQ-employees