LGBTIQ

INCLUSIVE
LANGUAGE
GUIDE

LGBTIQ stands for

Lesbian, Gay, Bisexual,
Trans and gender diverse,
Intersex, Queer and
questioning.
INTRODUCTION: LGBTIQ INCLUSIVE
LANGUAGE IN THE VPS

WHO IS THIS GUIDE FOR? When we use LGBTIQ inclusive HOW CAN I FIND OUT
The LGBTIQ inclusive language language, we demonstrate MORE DETAILED
guide is for Victorian Public that we respect LGBTIQ INFORMATION ABOUT
people, we build trust between INCLUSIVE LANGUAGE?
Sector (VPS) employees. It
explains how to use language the public sector and LGBTIQ While this guide provides an
respectfully and inclusively communities, and we start overview of LGBTIQ inclusive
when working with and to address the prejudice and language, there are some
referring to LGBTIQ people. discrimination LGBTIQ people VPS workplaces and services
By using inclusive language, face. where a deeper understanding
we demonstrate respect in is required. For example, you
WHAT IS LGBTIQ might engage closely with
both our workplaces and in INCLUSIVE LANGUAGE?
developing and delivering particular communities where
Inclusive language is a way of a deeper knowledge is needed
policies, programs and
acknowledging and respecting (e.g. young trans and gender
services for all Victorians.
the diversity of bodies, diverse people).
WHY IS LGBTIQ genders and relationships.
If you want or need to
INCLUSIVE LANGUAGE People express their gender
IMPORTANT FOR VPS understand more about
and sexuality in different ways.
EMPLOYEES? LGBTIQ communities, we
People can have different
encourage you to seek further
LGBTIQ people have always biological sex characteristics.
information and training
been part of Victoria and the
Inclusive language ensures on inclusive language and
VPS, although they have not
we don’t leave people out of practice. For more resources,
always been acknowledged
our conversations or our work. you can contact the Equality
or treated with respect. Every
This includes both when we Branch in the Department
government policy affects
are communicating directly of Premier and Cabinet at
LGBTIQ Victorians, and
with someone, and when [email protected].
every government service
describing someone who isn’t
has LGBTIQ clients. As public
present. Inclusive language
sector employees, we have a
acknowledges the diversity of
responsibility to make Victoria
people we work with and serve.
a safer and more inclusive
place for people from diverse HOW WILL THIS GUIDE
backgrounds. Our policies, HELP ME TO USE LGBTIQ
programs and services should INCLUSIVE LANGUAGE?
be relevant, inclusive and This guide seeks to give you
accessible for all Victorians. an understanding of some of
Our workplaces and behaviour the key concepts and common
should reflect the VPS values terms for LGBTIQ people.
including respect and human It also gives you practical
rights. guidance to making inclusive
language part of your work in
the public sector.

Page 2 LGBTIQ Inclusive Language Guide

WHAT ARE THE BASICS?

DON’T ASSUME Sex refers to a person’s For example, from June 2018
A PERSON IS biological sex characteristics. the World Health Organization
HETEROSEXUAL. This has historically been (WHO) declassified being
Don’t assume that everyone understood as either female or transgender as a mental
is heterosexual (straight), male. However, we now know illness. The term ‘gender
or that this is the norm. that some people are born dysphoria’ has been replaced
Avoid using language such with natural variations to sex with ‘gender incongruence’
as ‘wife’ or ‘husband’ that characteristics. and has been placed under
assumes all relationships are the broader platform of sexual
Sexuality or sexual orientation
heterosexual, as this excludes health.
describes a person’s romantic
non-heterosexual people and and/or sexual attraction to This guide gives general
devalues their relationships. others. advice based on current
Words and phrases such thinking, however, it’s always
as ‘partner’, ‘parents’, A person’s gender does not
best to ask someone how they
‘relationship’, ‘in a relationship’ necessarily mean they have
describe themselves, and use
are examples of LGBTIQ particular sex characteristics
these terms.
inclusive language. or a particular sexuality, or
vice versa. PRACTICE MAKES
GENDER, SEX AND PERFECT, SO KEEP
SEXUALITY ARE ALL LGBTIQ TERMINOLOGY TRYING.
SEPARATE CONCEPTS. IS DIVERSE AND
CONSTANTLY EVOLVING. No one will get the language
Gender is part of how you right 100 percent of the time
understand who you are Language used to describe
for 100 per cent of people.
and how you interact with different LGBTIQ people and
The important thing is to
other people. Many people by different parts of LGBTIQ
keep trying and if you make a
understand their gender as communities changes over
mistake, quickly apologise and
being female or male. Some time and can differ across
continue the conversation.
people understand their cultures and generations.
gender as a combination of There will also be differences
these or neither. Gender can in how people individually use
be expressed in different ways, or define particular terms. You
such as through behaviour or may also encounter outdated
physical appearance. or even offensive terms in
medical, psychological or legal
contexts.

Page 3 LGBTIQ Inclusive Language Guide

 Avoid asking people what terms they ‘prefer’.
Having a ‘preference’ can sound as if it’s
a choice and most people do not feel as if
they have a choice in these matters. If you
need to, you can simply ask people what
terms they use.

DON’T ASK IF YOU DON’T WHAT DOES THE LAW BEING LGBTIQ ISN’T
HAVE TO. SAY? A PREFERENCE OR A
We all have a right to privacy. Discrimination is not just LIFESTYLE CHOICE.
We should only have to bring wrong, it is against the law. When we talk about gender,
as much of our private selves In Victoria you must not sex characteristics or
to work as we want to and feel discriminate against someone sexuality, we’re not talking
safe doing. Allow yourself to because of their sexual about preferences or choices.
be led by how someone talks orientation, gender identity We’re just talking about how
about themselves, their family or lawful sexual activity. people are.
and their relationships. Ask or The Equal Opportunity Act
be guided by them about who also has a ‘positive duty’ to
to share this information with. make sure that organisations
prevent discrimination
Often LGBTIQ people from
happening in the first place,
different cultures or faith
rather than responding after a
traditions have different family
complaint has been made. The
or workplace traditions around
Victorian Charter of Human
disclosure or ‘coming out’. Do
Rights and Responsibilities
not assume every person who
also says that public
may be comfortable being
authorities (e.g. state and local
‘out’ in the workplace is ‘out’ in
government funded services)
other settings – people have
must act in ways that are
the right to disclose about
compatible with human rights,
their sexuality or gender
such as taking relevant human
identity in their own time and
rights into account when they
on their own terms.
are making decisions.

Recognise that LGBTIQ people have

suffered and continue to experience
discrimination.

Page 4 LGBTIQ Inclusive Language Guide

WHAT TERMS ARE COMMONLY USED?

SEXUALITY An ally is a person who The use of queer can differ

A lesbian woman is considers themselves a friend between different groups
romantically and/or sexually and active supporter of the and generations. For some
attracted to other women. LGBTIQ community. This term people, especially older
can be used for non-LGBTIQ LGBTIQ people, ‘queer’
A gay person is romantically allies as well as those within has negative connotations
and/or sexually attracted to the LGBTIQ community who because of its historical
people of the same sex and/ support each other, e.g. a use as a derogatory
or gender as themselves. This gay man who is an ally to term. The term has been
term is often used to describe the trans and gender diverse reclaimed in recent years
men who are attracted to community. and is increasingly used,
other men, but some women particularly by younger
and gender diverse people Queer is often used as an
LGBTIQ people, in an
may describe themselves as umbrella term for diverse
empowering way or to
gay. genders or sexualities. Some
describe themselves.1
people use queer to describe
A bisexual person is their own gender and/or
romantically and/or sexually GENDER
sexuality if other terms do not
attracted to people of their fit. For some people, especially A trans (short for transgender)
own gender and other older LGBTIQ people, ‘queer’ person is someone whose
genders. has negative connotations, gender does not exclusively
because in the past it was align with the one they were
An asexual person does not
used as a derogatory term. assigned at birth.
experience sexual attraction,
but may experience romantic Questioning The ‘Q’ in LGBTIQ Trans can be used as an
attraction towards others. is used here as ‘Queer and umbrella term, but not
A pansexual person is questioning’. Rather than be everyone uses it to describe
romantically and/or sexually locked in to a certainty, some themselves. For example,
attracted to people of all people are still exploring or a man who was assigned
genders, binary or non-binary. questioning their gender or female at birth might
sexual orientation. People may refer to himself as ‘a trans
A heterosexual or ‘straight’
not wish to have one of the man’, ‘a man with a trans
person is someone who
other labels applied to them history’ or just ‘a man’. It’s
is attracted to people of
yet, for a variety of reasons, important to use the terms
the opposite gender to
but may still wish to be clear, someone uses to describe
themselves.
for example, that they are non- themselves.
A person who is non-binary is binary or non-heterosexual. It
someone who’s gender is not is important these individuals
exclusively female or male; feel welcome and included in
while a person who is agender the acronym and community
has no gender. spaces.

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Gender diverse generally The terms sistergirls and SEX CHARACTERISTICS
refers to a range of genders brotherboys may also be An intersex person is born with
expressed in different ways. used by non trans, but atypical natural variations
There are many terms used non-conforming Aboriginal to physical or biological
by gender diverse people and Torres Strait Islander sex characteristics such as
to describe themselves. peoples - for example, both variations in chromosomes,
Language in this space is lesbian and heterosexual hormones or anatomy. Intersex
dynamic, particularly among Aboriginal and Torres Strait traits are a natural part of
young people, who are more Islander women may refer human bodily diversity. Not all
likely to describe themselves to themselves as ‘sistergirls’, intersex people use the term
as non-binary. 2 ‘sisters’ or ‘tiddas’, which intersex.3
is a shortened version
Gender incongruence – is
in Aboriginal English of Intersex people have a
the preferred sexual health
the word ‘sisters’. Gay diversity of bodies, genders
classification of transgender
Aboriginal men may also and sexualities. 1.7 per cent
and gender diverse people by
refer to themselves as of children born in Australia
the World Health Organisation
sisters. are estimated to be born
(WHO). WHO describes
gender incongruence as with an intersex variation.4
A cis (pronounced ‘sis’,
‘characterised by a marked There are many different
short for cisgender) person
and persistent incongruence intersex variations, which
is someone whose gender
between an individual’s may or may not be evident
aligns with the sex they were
experienced gender and the at birth, and which have
assigned at birth – someone
assigned sex’. It replaces the their own terms.
who isn’t trans or gender
stigmatising term ‘gender diverse.
dysphoria’ which was used
DESCRIBING LGBTIQ
Transition or affirmation COMMUNITIES
previously.
refers to the process where The VPS is moving towards
The terms sistergirls and a trans or gender diverse using LGBTIQ, which
brotherboys are general person takes steps to socially stands for Lesbian, Gay,
terms used in Aboriginal and/or physically feel more Bisexual, Trans and gender
and Torres Strait Islander aligned with their gender. diverse, intersex, queer and
communities to describe There is a wide range of ways questioning as an inclusive
transgender people and this process differs between umbrella abbreviation to
their relationships as a people. Some people may encompass a range of diverse
way of validating and change how they interact sexualities, genders and
strengthening their gender with others, and others may sex characteristics. It has a
identities and relationships. change their appearance or growing level of recognition
seek medical assistance to and understanding in Victoria.
better express their gender. When writing about LGBTIQ
people it is best to use the
term ‘communities’, as these
are many separate and
distinct communities within
this umbrella term.

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People may fit more than one INTERSECTIONALITY Intersectionality describes how different
of these terms. Heterosexual parts of a person’s identity or circumstances – such as age,
and cisgender people can be race, culture, disability, gender, location or religion – intersect
part of LGBTIQ communities. and combine to shape people’s life experiences, including of
For example, there are straight discrimination.5
trans and intersex people.
Being LGBTIQ is only one part of any person or community.
While LGBTIQ communities
Intersectionality recognises that the different parts
often work together, for
of someone’s identity and circumstances cannot be
example to advocate for
disentangled or considered in isolation. Intersectionality
equal rights, they are different
is a way of seeing the whole person.
communities with their own
distinct experiences, needs In the public sector, an understanding of intersectionality
and priorities. is key to designing and implementing effective policies,
You may encounter other programs and services.
abbreviations. LGBTI is used
RELATIONSHIPS AND There are also many kinds
a lot still within government
FAMILIES of families. There are
systems, LGBTIQ is more
There are many kinds of complexities in diverse rainbow
broadly understood and
relationships among LGBTIQ family forms. This can include
accepted across communities.
people. Some people may single parents, foster parents,
Sometimes you will see
live together or separately. blended families, shared
LGBTIQ+, where the + sign is
Some people may choose to parenting and a diverse range
generally used to represent
recognise their relationships of carers. It’s best to ask
genders and sexualities
formally through marriage. someone how they describe
outside of the letters LGBTIQ,
Relationships can involve their family arrangement and
including people who are
people of the same gender or use their terms. When talking
questioning their gender
different genders. about families, it’s important
or sexuality. You may also
to remember that some trans
encounter more specific If you need to write or talk
men and gender diverse
umbrella terms, such as about it, ask people how they
people can carry pregnancies.
QTIPOC (Queer, Trans, describe their relationships
Intersex, Person of Colour), and use their terminology.
or broader terms such as
Queer Community or Rainbow
Community.
Each year on 17 May, many
departments observe
IDAHOBIT: the International
Day Against Homophobia,
Biphobia, Discrimination
against people with an Intersex
variation and Transphobia.
Some departments have used
the incorrect term ‘intersexism’
when spelling out this
acronym.

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HOW CAN I USE INCLUSIVE LANGUAGE?

This guide contains a lot of WHAT ARE THE BASICS HOW SHOULD I USE
information, and you might OF USING INCLUSIVE PRONOUNS?
not be sure how to translate LANGUAGE? Pronouns are one way
that information into your Using inclusive language people refer to each other
workplace and your work. The makes a real difference to and themselves. Most but
key is to practice, ask for and LGBTIQ people. Our top three not all men (including trans
be open to feedback and to tips are: men) use the pronoun ‘he’.
keep trying. We’ve answered Likewise, most but not all
some common questions 1 If someone discloses to you
women (including trans
about using inclusive language that they’re from one of
women) use the pronoun ‘she’.
below. the LGBTIQ communities,
Some people use a gender-
respectfully ask what
neutral pronoun such as ‘they’
If you have a question you’d terms they use to describe
(e.g., “Pip drives their car to
like answered or you’d like themselves, then use those
work. They don’t like walking
to add to this list, we’d love terms.
because it takes them too
to hear from you. You can
2 Don’t question or make long”).
email us at equality@dpc.
assumptions about If you’re unsure what
vic.gov.au.
someone’s gender, sexuality someone’s pronoun is, you
or relationship. Accept and can ask them respectfully,
respect how people define and preferably privately.
their gender and sexuality. Use a question like “Can I
3 Use language that ask what pronoun you use?”.
acknowledges that we have Do not ask “What pronoun
diverse relationships and do you prefer?”. A person’s
families. This can mean pronoun and identity are not
using words like “partner” or a preference. Instead, just ask
“parents”, particularly when what pronoun they use.
describing groups of people. Some people’s pronouns
may be context-specific. For
example, someone might
not use their pronoun in a
particular environment or
around particular people
because they do not feel safe
or comfortable to do so.

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WHAT IF I MAKE A I WRITE A LOT OF I NEED TO EXHIBIT
MISTAKE? FORMAL LETTERS. WHAT AUTHORITY IN A FORMAL
People may worry that they TITLES SHOULD I USE? SETTING. WHAT TITLES
In general, where possible, use SHOULD I USE?
will offend or be embarrassed
if they use the wrong term, the title that person uses. For In some settings, such
name or pronoun, particularly example, copy the title they as courts, or complaint-
for trans and gender diverse use in their correspondence. handling bodies, titles are
people. In some cases, you may be used to indicate formality
able to ask what title they use. or to intervene when a
It’s important to try to use situation escalates. In these
If they don’t use a title, do not
respectful language and some situations, judges, for example,
add one. It is fine to simply
mistakes are understandable, might refer to someone by
address them by their first and
particularly when you are traditionally gendered titles,
last names.
learning. If you make a such as “Mr. Brown! Please
mistake, apologise promptly Gender neutral titles like Dr can
take your seat!” As above, if
and move on. Don’t dwell on it, always be used, but gendered
someone has offered a title,
and don’t give up – keep trying titles such as Ms, Miss, Mrs or
it is fine to use that. Some
to get it right. Mr may not apply to and may
judges have suggested a more
offend some people.
Repeated mistakes indicate gender neutral ‘catch-all’
a lack of respect, and can I DO A LOT OF MY title, such as ‘citizen’. Others
be very distressing. If it WORK BY PHONE. WHAT have suggested, in complaint
continues or is deliberate, SHOULD I KEEP IN MIND? handling agencies, that people
it could constitute bullying Remember, the sound of a are referred to by their official
or discrimination which is person’s voice isn’t a reliable role in the proceeding. Here’s
unlawful. indicator of their gender some examples:
particularly on the phone. Do ›› “Plaintiff Smith! Please
HOW SHOULD I not address someone on the
WELCOME PEOPLE TO refrain from raising your
MEETINGS OR EVENTS? phone by gendered terms voice in my chambers!”; and
such as ‘madam’ or ‘sir’ if you
You can easily include ›› “Would the complainant
don’t know their gender. Ask
everyone and every gender by now state their side of the
and call them by their name.
saying things like “Welcome, matter?”
everyone” or “Good morning, HOW DO I ASK FOR
folks”. These broader terms PRONOUNS WHEN WHAT TERMS SHOULD I
can also be useful when INVITING PEOPLE FOR A AVOID?
sending emails to large groups JOB INTERVIEW? You should always avoid
or departments You can use a friendly tone in LGBTIQ terminology being
your email invitation. Here’s an used in a derogatory way, e.g.
example: the word ‘gay’ when used in
a negative way to refer to a
“For the comfort of everyone in
situation or event unrelated to
the interview, please feel free
sexuality. You should not use
to let me know ahead of your
words you’ve heard being used
interview details of:
to put down or attack LGBTIQ
›› what pronoun you use (e.g. people.
he/him, she/her, they/them);
and
›› what name you would like us
to refer to you by.”

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WHAT CAN I ASK AN HOW CAN I COLLECT HOW ELSE CAN I BE
LGBTIQ PERSON? DATA ON LGBTIQ INCLUSIVE IN MY WORK?
Many LGBTIQ people get PEOPLE? When you start to consider the
asked a lot of questions about Firstly – consider do you different genders, sexualities
LGBTIQ experiences, issues really need the information? and sex characteristics
or terminology. While it’s good Sometimes, for example, across our community, you
to check in with a person’s information on gender is can start to identify things
individual terms, they shouldn’t collected but is not really beyond language that can
be expected to speak for required. In some contexts, like demonstrate respect and
diverse communities. in health services, you may support inclusion. Examples
need to know more personal include considering:
One guiding principle is not
information. If it’s critical to
to ask someone a question if ›› how we reflect the diversity
collect information about
you would feel uncomfortable in our communities
gender, you should follow the
answering it yourself. in photographs and
VPS’s standard model for
Considering that LGBTIQ illustrations
collecting gender information
people experience significant
from staff: ›› how requirements like dress
discrimination, consider
codes can be restrictive
that they might wish to keep What is your gender?
personal information even ›› how we design, develop and
šš Woman refer to infrastructure, e.g.
more private. Questions about
body parts, medical history, šš Man gender-neutral toilets and
relationship history and sexual change rooms
Self-described (please specify):
activity are generally intrusive, ›› how we draft, publish and
rude and inappropriate in the update forms, surveys and
workplace. legislation that are inclusive
The best way to collect of non-binary and gender
information about sex diverse people.
characteristics or sexuality
will vary depending on the You can support inclusive
particular context. You can policies and practices by
contact Equality Branch at getting LGBTIQ awareness
[email protected] for or inclusion training for your
advice on this. workplace, supporting your
department’s Pride Network
as an ally or hosting LGBTIQ
events such as IDAHOBIT or
Wear it Purple Day as well
as ensuring LGBTIQ people
know that your workplace and
services welcome them.

Page 10 LGBTIQ Inclusive Language Guide

ENDNOTES
1 For example, Julie Mooney-Somers
et al, Women in contact with the gay
and lesbian community in Sydney:
Report of the Sydney women and
sexual health (SWASH) survey 2006,
2008, 2010, 2012, 2014, 2016 (ACON &
Sydney Health Ethics, University of
Sydney, 2017) 12.
2 Penelope Strauss et al, Trans
pathways: the mental health
experiences and care pathways of
trans young people – Summary of
results (Telethon Kids Institute, 2017)
20.
3 Intersex Human Rights Australia,
Demographics (28 July 2016)
<https://ihra.org.au/demographics/>.
4 Intersex Human Rights Australia,
Intersex for Allies (21 November
2012) <https://ihra.org.au/allies/>.
5 Kimberle Crenshaw,
‘Demarginalizing the intersection
of race and sex’ (1989) University of
Chicago Legal Forum 139.

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