"It works for every individual," says Olympian Ian Thorpe. Why diversity and inclusion is going to get loud in 2023

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Creating a sense of togetherness and supporting workers from marginalised communities to bring their authentic selves to work each day is going to get a Kylie-shaped boost as Sydney gears up to host the first ever WorldPride event in the Southern Hemisphere, since WorldPride was first celebrated in Rome in 2000.

The centrepiece? A three-day Human Rights Conference, shining a spotlight on global, regional and domestic human rights issues such as race and age. 2023 will also mark the 50th anniversary of the first Gay Pride Week in Australia and five years of Australian marriage equality.

Olympian and Optus ambassador Ian Thorpe is one of 45 Rainbow Champions for Sydney WorldPride, representing the 45 years since the first Sydney Gay and Lesbian Mardi Gras in 1978. Thorpe tells LinkedIn News, “I think one of the risks that we really do face is a level of complacency where people assume off the back of marriage equality, that everything has been corrected … that simply isn’t the case.”

WATCH: Inclusion Matters Live with Olympian Ian Thorpe

Much is made of being able to bring your whole self to work. But global research reveals more than one in four LGBTQIA+ workers are not broadly out at work, with the experience considered especially challenging for younger workers. In Australia, there’s been a continued decrease in those who were out to everyone at work (rather than a select few), according to the Australian Workplace Equality Index survey. The impact of not being out and open include impacts to mental health, reduced productivity and engagement with work.?

Nearly 45% of employees believe their organisation should put more effort into this aspect of diversity and inclusion. This milestone year will not only put LGBTQIA+ issues front and centre in the public arena but will force employers to look deeper and deliver greater transparency on inclusive policies as workers and consumers become wise to rainbow washing — whereby a company partakes in performative activism with minimum commitment to change.?

“There'll be a bunch of organisations that will run Wear it Purple Day morning tea,” says Bree Gorman . “And yet for the rest of the year, they're not doing any real considered LGBTQIA+ inclusion work. It's much more than those Pride cups. It's really about having consistent conversations with your employees,” says Gorman?

Gorman, who shares their own daily experiences and often talks about the intersection between sport and inclusion, tells LinkedIn, “It still amazes me some of the decisions that are made by organisations about and for LGBTQIA+ people, they haven't actually spoken to their LGBTQIA+ employees at all. They don't even know sometimes that they exist or where they exist”.

READ: LinkedIn Top Voices: LGBTQIA+

Transgender advocate Amao Leota Lu says firms and individuals must “do the research”, when it comes to creating inclusive workplace policy. The LinkedIn Top Voice says it’s important not to rely on a trans or gender diverse person to “do the work for you”, explaining that by making that effort, it creates a safe environment for sharing.

The community activist curated the very first queer Pacific event at Midsumma Festival in Melbourne on 2020 and uses her platform to share more about Pasifika Cultures, promote arts events and advocate for trans rights at work and in society.?

Amao tells LinkedIn, “When I have someone in my organisation that approaches me, I’m going to want to feel comfortable. I’m going to want to feel connected with them, and I’m going to want them to know what they’re talking to me about, in terms of 'have you done your research about my community'?”

READ: More predictions for the year ahead here.

Thorpe says that valuing each other and the differences that make us unique can only benefit Australian business in the longer term.

“It works for every individual to be able to support someone that may be a little different to them and in understanding that difference and understanding.”

“If you can bring the best version of yourself to work every day, your output is going to be better, your productivity is going to be better… you can create a team environment, which actually produces results”.

“It actually means that we come to a point where we have better campaigns, where we reflect the values of the society that we represent in our workplace or the society, which we'd like to?see. And in that comes a strength, and it becomes an advantage.”

?? What conversations would you like to see take place at next year's WorldPride? What Big Ideas do you have for how we will live and work in 2023? Let us know in the comments below.

?? Looking for more LGBTQIA+ conversations? Follow Joe Ball , Rosie Thomas OAM & Martin Stark

Menopause will become big business

Michelle Obama is talking about it. Actors Courteney Cox and Naomi Watts (pictured) have been vocal about their experiences with it. That's right, menopause is going mainstream. And “it’s about time”, says one LinkedIn member.?

The 'menopause conversation' has long been considered taboo and shameful. “One of the most challenging periods of my life was bearing witness to my late mum going through menopause, Senior Consultant Dan Harte (FGIA) writes. “It was devastating for her and our family for such a long time and I remember her feeling so alone. None of us could talk about it, it was such a taboo topic, particularly among men, even more so among teenage boys.”

But now, thanks to changing demographics, walls are being broken down. The global population of menopausal and postmenopausal women is projected to grow by 47 million women a year, to 1.2 billion by 2030.

Some 10% of women in the UK say they have quit their jobs because of the discomfort. “Emotional disregulation, lack of concentration, poor short term memory plus physiological symptoms add to the stress, confusion and anxiety associated with trying to be at your best at work,” Registered nurse Michele Black tells LinkedIn. “I am a registered nurse and my journey with perimenopause has cost me in the way of confidence, self esteem, guilt and shame for needing help and support from my fellow colleagues ( mostly women) in a profession that historically eat the weak.”

With changing demographics, expect changing attitudes as employers focus on menopause in new ways in 2023. Superannuation fund Future Super and period underwear brand Modibodi are just two Aussie firms already offering paid period leave. Deloitte included menopause in its global diversity, equity and inclusion agenda, encouraging employers to consider how it responds to the growing risk of exodus among skilled mature-age workers and help grow the economy by an estimated $25 billion.

Australia's most influential unions are gearing up to campaign to have paid menstrual and menopausal leave enshrined in the Fair Work Act. Meanwhile, the government plans to open 12 menopause health hubs by the end of next year as part of a $40.3 million commitment over the next four years.

LinkedIn Top Voice Kate Billing says, "At a time when the recruitment and retention of talent is a global business imperative, and the drive for greater gender diversity in senior leadership roles continues, these are people organisations can precious afford to lose!"

?? How can talking about menopause support the workforce? What Big Ideas do you have for how we will live and work in 2023? Let us know in the comments below.?

??Looking for more on menopause in the workplace? Follow?Johanna Wicks,?Natalie Moore,?Tina Winchester?&?Lisa Saunders