2024 AWEI Employee Survey Data Analysis
In 2024 169 organisations and 42,219 individuals took part in the survey. Of these, 41,497 respondents are Australian-based, and 722 work in overseas locations for Australian employers.
All organisations taking part in the survey are working to increase and support LGBTQ+-inclusive practices within their organisations.
Exciting Changes for the 2024 AWEI Practice Point Sessions
We’re thrilled to announce that the 2024 AWEI Practice Point sessions are just around the corner!
This year, we’re shaking things up! Register now for our seminars and gain early access to the relevant data reports. Each session will delve into key insights from the report, featuring discussions between our Pride Inclusion Programs data analyst and a member of our Consulting team. This format creates a unique opportunity to explore what these numbers mean in the real world.
Additionally, each session will include dedicated time for participant questions, ensuring you can engage with the discussion, relate the information to your organisation’s results, and implement actionable strategies to enhance inclusion efforts and influence within your organisation.
Join us in making a difference! – register for sessions now.
2024 Practice Points
Edition 1: Key Insights – 18 April 2024
Presented By Nicki Elkin (Associate Director, Quality, Training & Research)
The first topic in our series, Key Insights, highlights some of the key findings from the 2024 AWEI Survey and provides a valuable summary of results across major areas. (updated 27/6/24)
Edition 2: Being Out at Work – Thursday 3 October 2024
Presented with Chris Keely Pride, Inclusion Programs Deputy Director
This edition highlights findings relating to people of diverse sexualities being out at work. We focus on perceptions, engagement, safety, mental health and wellbeing, bullying and harassment, and respondents’ feelings about being comfortable enough to be out at work.
The recording of this session is available in the member portal.
Edition 3: Trans and Gender Diverse Inclusion – Thursday, 10 October 2024
Presented with Nicki Elkin – Associate Director, Quality, Training & Research
This edition explores data relating to trans and gender-diverse respondents, the differences between the experiences between cisgender and transgender, and those open or not open in the workplace.
As discussed during the session, please find our pronoun guide here
The recording of this session is available in the member portal.
Edition 4: Allies in the Workplace – Tuesday, 15 October 2024
Presented with Chris Nelson, Associate Director (People) Pride In Diversity
This edition focuses on what makes an ally, who are more likely to be active allies, and how important they are in supporting LGBTQ people in the workplace.
Edition 5: Impacts of Leadership Support – Tuesday, 22 October 2024.
Presented with Chris Keely Pride, Inclusion Programs Deputy Director
This edition looks at the importance of visible executive allies and/or sponsors within organisations and the significant impacts they can have on culture, inclusion, and safety for all employees, particularly LGBTQ+ employees.
Edition 6: Bullying & Harassment Experiences – Tuesday, 29 October 2024
Presented with Chris Nelson, Associate Director (People) Pride In Diversity
This Practice Point examines the demographics of those who witness bullying and harassment and, for those who have seen, what actions are taking place. We are also looking at the bullying and harassment experiences of LGBTQ+ respondents and the reporting actions that are taking place.
Edition 7: Impacts of Visible role models – Wednesday, 6 November 2024
Presented with Dawn Emsen-Hough – Director of ACON’s Pride Inclusion Programs
This Practice Point examines the impact that visible role models in the workplace can have on LGBTQ+ employees.
Edition 8: Applying an Intersectional Lens
Presented with Nicki Elkin – Associate Director, Quality, Training
Thursday, 14 November 2024
This practice point focuses on the respondents who have an additional aspect of their background or identity that may affect their workplace experiences along with being LGBTQ+.