Equity Advisers Network

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Understanding Homosexuality
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Key Messages

• Meaning of equity and diversity
• Sexual orientation in relation to the Defence
  workplace
• Education
• Terminology
• Components of sexuality
• Stereotypes
• Barriers
• Working with homosexual and bisexual people
• Stages of Coming Out

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Equity is .

• about treating everyone fairly, not the same.

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What is Diversity ?

• Diversity means making the most of the
  differences people bring to achieving our aim.

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Unacceptable Behaviour

• All personnel have a basic right to work in an
  environment free from harassment and
  discrimination.
• All personnel also have an individual
  responsibility to treat others fairly.

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Why do we need to look at Sexual Orientation
issues?

• The world is rapidly changing
• Legal requirements
• Good business practices/operational effectiveness
• Fairness/equity - one of many diversity issues

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Education

• Why is it important?
• Where do we learn about sexuality?
• Awareness of our own attitudes

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Terminology

• Gay
• Lesbian
• Homosexual bisexual

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Introduction to the basic concepts of human
sexuality

• Components of sexuality
• Orientation
• Identity
• Behaviour

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Basic concepts of human sexuality (contd)

• Gender different to sexuality
• Gender identity
• Gender characteristics
• Gender roles
• Transgender people

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Stereotypes confronted !

• Unhealthy attraction to children and youth
• Sexually obsessed and predatory
• Not real men. Not real women
• Partners act in reverse roles

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People forced to be invisible by invisible
barriersUnderstanding The Closet

• Invisible people How many homo/bisexual people
  are there? - Orientation, identity or
  behaviour - what are we counting?
• Within military organisations?

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People forced to be invisible by invisible
barriersUnderstanding The ClosetWhat are
the invisible barriers?

• Homophobia and heterosexism defined
• How homophobia and heterosexism act as barriers
  to keep people invisible

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People forced to be invisible by invisible
barriersUnderstanding The Closet

• Invisibility is not equitable
• Invisibility is difficult to maintain
• Invisibility is learned very early
• Invisibility can be personally destructive

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Understanding The ClosetThe negative impact
on the military workplace of homophobia and
heterosexism and the accompanying fear of
disclosure

• Research indicates that people who worry about
  disclosure in the workplace often produce at a
  lower level
• Why are gay people worried about disclosure?
• Overt and covert discrimination

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Understanding The ClosetElimination of
homophobia and heterosexism can improve the
military workplace, enhance morale and our
mission.

• Providing important information
• Eliminating alienation
• Retention
• Removing uncertainty
• Improving recruitment

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Working with Homosexual and Bisexual Personnel

• The impact of disclosure on heterosexually
  identified personnel
• The impact of stereotypes on all personnel
• Stereotype 1 Gay males are really women and
  gay females are really men.
• Stereotype 2 Sexual predators and voyeurs
  issues related to living and working in close
  quarters with declared homo- or bisexual
  colleagues.
• The etiquette of disregard

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Implications for the workplace when a member is
going through the stages of Coming Out

• Stage 1 Identity Denial
• Stage 2 Identity Fear
• Stage 3 Identity Tolerance

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Implications for the workplace when a member is
going through the stages of Coming Out
(contd) Stage 4 Identity Acceptance

• Stage 5 Identity Pride
• Stage 6 Identity Synthesis

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Behaviour Tips

• Welcome new members to the team.
• Don't worry about other people being different
  from you.
• Concentrate on what people can do.
• Behave acceptably toward one another.
  
• Be careful not to offend others.
• Don't assume everyone in your workplace is
  heterosexual. .Use inclusive terminology.
• Avoid stereotyped comments.
• If a person comes out, get to know them as a
  person, not in terms of their sexual
  orientation.

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Management Tips
Value all of your staff Treat everyone fairly, on
merit and with respect and dignity Apply the
skills and contributions of all your personnel
Take action to prevent and eliminate
unacceptable behaviour Respond promptly,
seriously and with sensitivity to allegationsof
unacceptable behaviour Provide equity and
diversity education Set standards Model
appropriate behaviours
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Management Tips
State that homosexual/bisexual people are free
to come out. Ensure that anti-gay sentiment is
not acceptable in the workplace. Provide support
for staff who come out. Consider relocating the
person (with their agreement) if safety is an
issue. Provide workplace education. Ensure
integration.
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Conclusion

• Sexual orientation is a private matter, but has
  relevance to the military.
• The central issue is the creation of an inclusive
  environment.
• Understanding is the key.
• The power is in your hands.

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EQUITY and DIVERSITY Creating a climate
where people do their best for Defence capability
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DEFENCE EQUITY ADVICE LINES

• 1800 644 247
• 1800 803 831
• 1800 626 254
• ( ) 800 33336231

International Access Code
Available for all ADF, APS, Defence contractor
staff and their families
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QUESTIONS PLEASE
INTERNET www.defence.gov.au/equity or
DEFWEB defweb2.cbr.defence.gov.au/dpeequity FEEDB
ACK uhfeedback_at_defence.gov.au