2.4 LGBTIQA+ employees

APS inclusion is achieved when a diversity of people, regardless of gender identity or sexual orientation, have equal access to opportunities and can contribute their unique perspectives, skills and capability to realise better outcomes for our nation.

In 2022, 7.9% of APS Employee Census respondents identifi as LGBTIQA+ (Figure 2.13). The proportion identifying as LGBTIQA+ has steadily increased since data first became available in 2017. This suggests that the APS is successfully attracting, recruiting and retaining greater numbers of people who identify as LGBTIQA+ and/or increasingly providing workplaces in which employees feel safe to disclose their LGBTQA+ identity – an important step toward a more diverse APS.

Figure 2.13: Proportion of employees identifying as LGBTIQA+ (2017 to 2022)

A chart showing there has been a steady upward trend in the proportion of APS employees who identify as LGBTIQA+ from 2017 (when 4.1% of employees identified as LGBTIQA+) to 2022 (when 7.9% of employees identified as LGBTIQA+).

Source: APS Employee Census

While recruiting and retaining LGBTIQA+ employees is important, so is providing inclusive environments. Employees who feel valued, safe and respected work where they can be satisfied with their jobs and perform at their best. LGBTIQA+ employees are no different. The APS Employee Census data suggests that most respondents who identified as LGBTIQA+ (83%) thought their immediate supervisor actively ensured that everyone can be included in workplace activities. A similar majority (85%) thought their immediate supervisor cared for their health and wellbeing (Figure 2.14).

Figure 2.14: LGBTIQA+ employee perceptions (2022)

A chart showing answers to Census questions on wellbeing from LGBTIQA+ employees. 85% those who identified as LGBTIQA+ believe their immediate supervisor cares about their health and wellbeing, compared with 86% of the APS overall.

Source: 2022 APS Employee Census

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