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With the percentage of people coming out at work at its highest since 2021, LGBTI workers who are not “out” still lag on workplace wellbeing metrics compared to those who are “out”, research has found.
The Australian Workplace Equality Index (AWEI) released its 2025 Employee Survey, taken from the responses of over 35,000 workers at Australian companies. As part of the report, Edition 2: “out” at Work, practice points delved into the experiences of the 26.3 per cent of respondents who identified as having a diverse sexuality.
Out v not out
Based on AWEI research, workers who were “out” reported more positive responses compared to workers “not out” on numerous metrics, including inclusion, support, and acceptance in the workplace.
For workers who are not “out”, not wanting to be labelled according to their sexuality was the top reason (59.1 per cent) for their non-disclosure. However, workers who were “not out” (82.4 per cent) felt less safe and included in their immediate team, compared to workers who were “out” (91.7 per cent).
Dowson Turco Lawyers partner Nicholas Stewart (pictured) said: “Respondents who are out are also more engaged in their workplace. Feeling comfortable to be who you are at work is a key factor in whether our communities are happy at work and productive.”
Supporting diverse sexualities
AWEI found that attitudes towards mandatory LGBTI inclusion training varied for respondent groups – with support from 73.6 per cent of heterosexual respondents, 87.8 per cent of “not out” respondents and 88.4 per cent of “out” respondents.
Stewart said: “Mandatory inclusion training is most important to those workers who are also members of the LGBTQ community.”
From this data, he said that some heterosexual respondents do not see mandatory inclusion training “as important to their own work”.
“Giving people a history of the LGBTQ’s treatment in society can help broaden people’s minds and strengthen attitudes of support and inclusion,” he added.
The impact of seniority
Based on AWEI’s findings, 20.1 per cent of respondents with a direct report were more likely to be “out” than those without; it also revealed that new workforce entrants are 36.4 per cent less likely to be “out” than those in executive-level or leadership positions.
“Representation in executive ranks and at the board level is very important. Policies that encourage recruitment and promotion of the LGBTQ community in senior positions show the broader workforce that the organisation recognises the capacity for LGBTQ workers to be leaders,” Stewart said.
“Recruiting and promoting leaders who identify as LGBTQ also shows the broader workforce that the organisation walks the talk and takes LGBTQ inclusion seriously.”
Tackling bullying
The report revealed that over half of “out” (55.4 per cent) and “not out” (55.6 per cent) participants reported being totally unsatisfied with the reporting process and resolution of serious bullying incidents they experienced.
“Organisations that go above and beyond to create inclusive workplaces (for all communities) will naturally create environments of safety and support,” Stewart said.
Stewart suggested that “a dedicated and targeted phone service for LGBTQ workers to call for counselling is also a way for an organisation to provide meaningful support to LGBTQ workers, while also having data about how many calls are made and whether the incidence of callers correlates with, say, incidents at work or in the workplace or society”.
“Empowering workers to feel safe being their authentic selves takes significant work, primarily in the form of policies that adopt (and enforce) zero tolerance for discrimination, harassment, bullying and other forms of workplace harm,” he said.
Carlos Tse
Carlos Tse is a graduate journalist writing for Accountants Daily, HR Leader, Lawyers Weekly.
