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Description

This guide explains how to use language respectfully and inclusively when working with and referring to lesbian, gay, bisexual, trans and gender diverse, intersex, and queer and questioning people.

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It's for Victorian public sector employees. By using inclusive language, we demonstrate respect in both our workplaces and in developing and delivering policies, programs and services for all Victorians.

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As public sector employees, we have a responsibility to make Victoria a safer and more inclusive place for people from diverse backgrounds. Our policies, programs and services should be relevant, inclusive and accessible for all Victorians. Our workplaces and behaviour should reflect the VPS values including respect and human rights. Inclusive language is a way of acknowledging and respecting the diversity of bodies, genders and relationships. People express their gender and sexuality in different ways.

People can have different biological sex characteristics. Inclusive language acknowledges the diversity of people we work with and serve.

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It also gives you practical guidance to making inclusive language part of your work in the public sector. For example, you might engage closely with particular communities where a deeper knowledge is needed e. If you want or need to understand more about LGBTIQ communities, we encourage you to seek further information and training on inclusive language and practice. For more resources, you can contact the Equality Branch in the Department of Premier and Cabinet at equality dpc.

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Gender is part of how you understand who you are and how you interact with other people. Many people understand their gender as being female or male. Some people understand their gender as a combination of these or neither. Gender can be expressed in different ways, such as through behaviour or physical appearance. This has historically been understood as either female or male.

However, we now know that some people are born with natural variations to sex characteristics. There will also be differences in how people individually use or define particular terms. You may also encounter outdated or even offensive terms in medical, psychological or legal contexts.

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No one will get the language right percent of the time for per cent of people. The important thing is to keep trying and if you make a mistake, quickly apologise and continue the conversation. We all have a right to privacy. We should only have to bring as much of our private selves to work as we want to and feel safe doing.

Allow yourself to be led by how someone talks about themselves, their family and their relationships. Ask or be guided by them about who to share this information with. If you need to, you can simply ask people what terms they use. Discrimination is not just wrong, it is against the law. In Victoria you must not discriminate against someone because of their sexual orientation, gender identity or lawful sexual activity.

The Equal Opportunity Act also has a 'positive duty' to make sure that organisations prevent discrimination happening in the first place, rather than responding after a complaint has been made.

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This term is often used to describe men who are attracted to other men, but some women and gender diverse people may describe themselves as gay. The term Multi-gender attraction MGA may also be used for those who experience attraction to more than one gender over a lifetime, regardless of self-identity or labels. An asexual person does not experience sexual attraction, but may experience romantic attraction towards others.

Queer is often used as an umbrella term for diverse genders or sexualities. People may not wish to have one of the other labels applied to them yet, for a variety of reasons, but may still wish to be clear, for example, that they are non-binary or non-heterosexual.

It is important these individuals feel welcome and included in the acronym and communities spaces. The use of queer can differ between different groups and generations. The term has been reclaimed in recent years and is increasingly used, particularly by younger LGBTIQ people, in an empowering way or to describe themselves. A trans short for transgender person is someone whose gender does not exclusively align with the one they were ased at birth.

Trans can be used as an umbrella term, but not everyone uses it to describe themselves. Gender diverse generally refers to a range of genders expressed in different ways. There are many terms used by gender diverse people to describe themselves. Language in this space is dynamic, particularly among young people, who are more likely to describe themselves as non-binary. Gender incongruence — is the preferred sexual health classification of transgender and gender diverse people by the World Health Organisation WHO.

The terms 'sistergirls' and 'brotherboys' are general terms used in Aboriginal and Torres Strait Islander communities to describe transgender people and their relationships as a way of validating and strengthening their gender identities and relationships. The terms sistergirls and brotherboys may also be used by non trans, but non-conforming Aboriginal and Torres Strait Islander peoples - for example, both lesbian and heterosexual Aboriginal and Torres Strait Islander women may refer to themselves as 'sistergirls', 'sisters' or 'tiddas', which is a shortened version in Aboriginal English of the word 'sisters'.

Gay Aboriginal men may also refer to themselves as sisters.

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A person who is non-binary is someone whose gender is not exclusively female or male; while a person who is agender has no gender. There is a wide range of ways this process differs between people. Some people may change how they interact with others, and others may change their appearance or seek medical assistance to better express their gender.

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An intersex person is born with atypical natural variations to physical or biological sex characteristics such as variations in chromosomes, hormones or anatomy. Intersex traits are a natural part of human bodily diversity.

Not all intersex people use the term intersex.

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Intersex people have a diversity of bodies, genders and sexualities. It has a growing level of recognition and understanding in Victoria. People may fit more than one of these terms. For example, there are straight trans and intersex people. While LGBTIQ communities often work together, for example to advocate for equal rights, they are different communities with their own distinct experiences, needs and priorities. You may encounter other abbreviations. Intersectionality is a way of seeing the whole person.

In the public sector, an understanding of intersectionality is key to deing and implementing effective policies, program and services. Some people may live together or separately. Some people may choose to recognise their relationships formally through marriage. Relationships can involve people of the same gender or different genders.

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If you need to write or talk about it, ask people how they describe their relationships and use their terminology. There are also many kinds of families. There are complexities in diverse rainbow family forms. This can include single parents, foster parents, blended families, shared parenting and a diverse range of carers.

This guide contains a lot of information, and you might not be sure how to translate that information into your workplace and your work. The key is to practice, ask for and be open to feedback and to keep trying.

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You can us at equality dpc. Pronouns are one way people refer to each other and themselves. Use a question like 'Can I ask what pronoun you use?. Instead, just ask what pronoun they use. For example, someone might not use their pronoun in a particular environment or around particular people because they do not feel safe or comfortable to do so.

People may worry that they will offend or be embarrassed if they use the wrong term, name or pronoun, particularly for trans and gender diverse people. If you make a mistake, apologise promptly and move on. Repeated mistakes indicate a lack of respect, and can be very distressing.

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If it continues or is deliberate, it could constitute bullying or discrimination which is unlawful. You can easily include everyone and every gender by saying things like 'Welcome, everyone' or 'Good morning, folks. In general, where possible, use the title that person uses. For example, copy the title they use in their correspondence.

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In some cases, you may be able to ask what title they use. It is fine to simply address them by their first and last names.

Gender neutral titles like Dr can always be used, but gendered titles such as Ms, Miss, Mrs or Mr may not apply to and may offend some people. Ask and call them by their name. In some settings, such as courts, or complaint-handling bodies, titles are used to indicate formality or to intervene when a situation escalates.

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In these situations, judges, for example, might refer to someone by traditionally gendered titles, such as 'Mr. Please take your seat!

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