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LGBTQI stands for Lesbian, Gay, Bisexual, Transgender, Queer or Questioning, and Intersex.

The initialism LGBTTQQIAAP (lesbian, gay, bisexual, transgender, transsexual, queer, questioning, intersex, asexual, ally, pansexual) has also resulted, although such initialisms are sometimes criticised for being confusing and leaving some people out, as well as issues of placement of the letters within the new title.

Sexual orientation, gender identity, and gender expression—not to be confused with sexual activity or behaviour – are personal characteristics that everyone has. Including LGBTQI employees is a vital component of a comprehensive diversity and inclusion strategy. Successfully recruiting, retaining, developing, and advancing LGBTQI employees helps organisations compete effectively for talent, minimise attrition costs, and better access LGBTQI consumer markets.

What is queer culture?

It is sometimes referred to as queer culture (indicating people who are queer), while the term gay culture may be used to mean “LGBTQI culture,” or to refer specifically to homosexual male culture.

LGBT culture varies widely by geography and the identity of the participants.

Why did they add queer to LGBT?

The “Q” can stand for Questioning and/or Queer: Questioning refers to individuals who are unsure of their sexual orientation and/or gender identity. Queer is an umbrella term encompassing a variety of sexual orientations and gender identities excluding heterosexuality.

Increasing your organisation’s inclusivity and recognition of diversity will benefit employees, clients, stakeholders and your organisational culture as a whole.


Module 1:

Gender Stereotypes & Unconscious Bias

This module encourages participants to reflect on stereotypes and unconscious bias with a particular focus on gender. Participants will start to become aware of the impact bias and stereotypes have on their lives and others around them.

Module 2:

Diverse Genders, Sexes & Sexualities

In a non-confrontational way the group will explore the difference between gender, sex and sexuality and the way this impacts a persons lived experience. Participants will leave feeling empowered to be proactively inclusive of LGBTIQA+.

Module 3:

LGBTIQA+ inclusion in the workplace (with an intersectional lens)

This module will explore practical things participants can do to create inclusion in their organisation. The content be tailored to the organisation but may incl. policy, leadership, representation, ally networks and language.

Learning Outcomes

At the completion of this training participants will be able to:

  1. Recognise gender stereotypes and the negative impact they have on people of all genders and sexualities.
  2. Be empowered to proactively create inclusion for people who identify as LGBTQA+, also taking into account the impact other aspects of their identity have on their wellbeing, work performance and experience in the community.
  3. Use more inclusive language and identify biases in systems, policies and practices.

Program Lengths & Costings

  • Session Length: 30 & 45 Minutes
    Low – Medium Interactive Group Session
    FEE:  $3,150 plus GST per session
  • Session Length: 60 & 90 Minutes
    Low – Medium Interactive Group Session
    FEE:  $3,350 plus GST per session
  • Session Length: 2.0 Hours
    Medium Interactive Group Session
    FEE:  $3,450 plus GST per session
  • Session Length: 3.0 Hours
    Medium – High Interactive Group Session
    FEE:  $3,950 plus GST per session
  • Session Length:  4.0 Hours
    High Interactive Group Session
    FEE:  $4,450 plus GST per session

Do You Need Some Help?

The most successful organizations realise that DE&I maturity is the shared responsibility of all internal stakeholders.

Key corporate functions must take responsibility for each dimension, but all functions must be on board for the DE&I journey.

For information on Services or Programs contact us below!

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