In May, DWF marked International Day Against Homophobia Biphobia and Transphobia (IDAHOBIT) with an internal workshop exploring the language we use when discussing sexual orientation and gender identities.
It was designed to gather observations from members of our LGBTQ+ Employee Network, Out Front, in regards to collective terms that should and shouldn't be use and create a guide on the most appropriate terminology to use at DWF. Recommendations were drafted and shared with the wider Out Front membership group who were asked to provide their feedback.
As a result of the initiative, DWF has agreed to use the term LGBTQ+ to acknowledge and incorporate the wide spectrum of sexual orientation and gender identities.
DWF has also committed to reviewing terminology with members of the Out Front Network on an regular basis to ensure that best practice and colleague views are considered as language on this topic evolves.
One observation from the review was that whilst LGBTQ+ may be a well understood umbrella term, people are not always clear what each letter of the acronym represents. As an action from the review, the Out Front Network created a series of blogs from members of the network providing explanations and personal stories related to each of the letters included.
These blogs, designed to help build awareness and show the importance of individual identities, were shared throughout Pride Month in a special feature within the DWF all staff bulletin.
DWF Regional Managing Partner for Australasia and Executive Sponsor to the Out Front Network, Damien van Brunschot said, "Employee voice is incredibly important in creating and maintaining DWF's inclusive culture. We encourage our colleagues to share their experiences and contribute to diversity of thought within our organisation. It helps us to build awareness of the importance of diversity and inclusion, to innovate and to continually improve."