Intersections at work

28 aPPenDiX B: DCA and Pride in Diversity are committed to language that is respectful, accurate and relevant as a powerful tool for inclusion. A Powerful Tool. Language is a powerful tool for building inclusion (or exclusion) at work. The way we speak to each other creates a culture in which everyone can feel valued, respected, and one of the team (included), rather than under-valued, disrespected, and out of place (excluded). Constantly Evolving. It’s important to acknowledge that language is constantly evolving. We recognise that one label or description may not be able to capture the breadth of the LGBTQ community. Our intention has always been to be as succinct as we can, but inclusive of everyone. and apologise for any unintended offence. Lived Experience. The terminology we have used in this report is based on advice from peak groups representing people with lived experience of being LGBTQ, as well as the generous advice of people from the LGBTQ community. Willing to Change. We acknowledge that we may not always get it right, but commit ourselves to being open to change and willing to continue learning from the people we are hoping to represent. LGBTQ People. For this report we use the acronym LGBTQ (lesbian, gay, bisexual, transgender/ gender diverse, and queer). Where we use different acronyms in this report, including LGBT, LGBTI, and LGBTIQ+, we are quoting from participants, or other studies and using the acronyms the authors used. People with Intersex Variations. While the survey was open to respondents with an intersex variation, there were insufficient responses to reflect their experiences. Therefore this report does not include findings related to the experiences of people with an intersex variation. Furthermore, in line with ACON’s commitment to the Darlington Statement, which advocates for working with intersex-led organisations for work pertaining to the intersex community, rather than taking a lead in resource development for intersex people, the focus of our work is to work alongside experts in the lived experience of intersex people, such as Intersex Human Rights Australia (IHRA) Intersex Peer Support Australia (IPSA),and other intersex-led organisations. Culturally Diverse: We define ‘culturally diverse’ as anyone with non-Anglo cultural origins, that is, anyone from a non-Main English Speaking Country cultural background (according to the Australian Bureau of Statistics these are countries other than Canada, Ireland, New Zealand, South Africa, United Kingdom, and the United States of America). This definition recognises Australia’s history of British colonisation, so culturally diverse includes people with European, Asian, African, Middle Eastern, Latin American, and Pacific Islander cultural backgrounds. BAME / POC / CALD: We recognise that there is no single term that is used by culturally diverse people, and there are certain terms that different groups or individuals prefer. Where quoting respondents, or other existing research, we have used the language used by those individuals or reports. We recognise and respect individuals to identify with terms that they feel most comfortable with. a note on Language.