23 BACK TO NAVIGATION increased from sixty-three percent in 2016 to eighty-seven percent this year, and the involvement of workplace-based committees also increased from sixty-four percent in 2016 to eighty-six percent. Twenty-five firms participated in a range of different work-based activities and initiatives. Seventeen (up from 15 in 2017) ran activities for IDAHOBIT and 11 for Wear it Purple (up from eight). Firms who reported being members of Pride in Diversity increased from 16 to 18, and of these, 15 reported participating in the Australian Workplace Equality Index (AWEI). Nineteen firms provided LGBTI awareness training (up from 17 in 2017 and 13 in 2016). Challenges and Opportunities The first two years of AusLSA reporting on LGBTI inclusion has shown encouraging growth, commitment and activity, however there are still a significant number of reporting members who are yet to recognise this important issue with a formal and public response. While the progress of those members who do address LGBTI inclusion is encouraging, there is still work to be done. Australian Workplace Equality Index illustrates that many individuals and some parts of the LGBTI community are experiencing higher levels of acceptance in the workplace. This has enabled leading organisations to shift their focus to underrepresented members of the community—in particular bisexual, trans and gender diverse, and intersex employees. A number of organisations now offer more specific support to employees transitioning in the workplace, including the ability to provide employees who are undergoing any kind of gender affirmation appropriate and necessary time away from work. The focus of policy and practice in this area has also shifted from antidiscrimination and legal compliance, to strategic inclusion initiatives and sustainable culture change. Law firms need to broaden their approach by understanding the efficacy of a successful LGBTI inclusion strategy. Leading practice in this area of inclusion includes: • Targeted measures to combat the underreporting of LGBTI bullying and harassment • The tracking and analysis of LGBTI bullying and harassment reports • Ensuring any internal or external counselling or Employee Assistance Programs understand the challenges faced by LGBTI people in the workplace • Additional tailored support for transgender, gender diverse, and intersex employees • Collecting lifelong data for LGBTI employees comparing engagement, pay, retention, promotions, and exits Other areas of focus should also include: • The low visibility and engagement of same‑sex attracted women in the workplace • Targeted measures to facilitate the reporting of LGBTI bullying and harassment • The analysis of lifelong data for LGBTI employees on pay disparity, promotions, and tenure Awareness and understanding is a key stepping stone to inclusion. Comprehensive awareness training for teams and all levels of management is critical for a truly inclusive work environment and should cover: • The unique challenges faced by LGBTI employees • The use of terminology and language • How to promptly and effectively respond to inappropriate comments in the workplace • Respecting confidentiality and understanding the sensitivities around disclosure INITIATIVES Number of firms 0 2 4 6 8 10 12 14 16 18 20 IDAHOT Week Participation Australian Workplace Equality Index (AWEI) reporting LGBTI Awareness training Pride in Diversity Membership Wear it Purple Internal Networks or Committees External programs & commitments