Assistance animal organisations work with people from diverse backgrounds, identities and lived experiences. Creating an inclusive professional environment requires understanding and respecting diversity in all its forms, including diversity of gender identity, gender expression and sexual orientation.

Gender and sexuality inclusion is not about making assumptions or requiring people to disclose personal information. It is about creating workplaces and professional relationships where people feel respected, safe and able to participate fully.

Within assistance animal organisations, gender and sexuality competence supports:

• respectful communication;
• inclusive workplace culture;
• psychological safety;
• reduced discrimination and harassment;
• stronger professional relationships.

All people deserve to be treated with dignity and respect, regardless of their gender identity, gender expression or sexual orientation.

Understanding Gender and Sexuality Diversity

Gender and sexuality are complex aspects of human identity.

Historically, many societies have viewed gender and sexuality through limited categories. Contemporary understanding recognises that people’s experiences are diverse and may not fit traditional expectations.

Gender

Gender refers to a person’s internal sense of identity and their social experience of gender.

This may include:

• gender identity;
• gender expression;
• social roles;
• personal understanding of oneself.

Gender Identity

Gender identity refers to a person’s deeply held sense of their own gender.

A person may identify as:

• cisgender – a person whose gender identity aligns with the sex they were assigned at birth;
• transgender – a person whose gender identity differs from the sex they were assigned at birth;
• non-binary – a person whose gender identity is not exclusively male or female;
• gender diverse – a broad term describing people whose gender differs from traditional expectations;
• genderqueer – a term some people use to describe identities outside conventional gender categories.

Gender identity is personal and should be understood according to how an individual identifies themselves.

Gender Expression

Gender expression refers to how a person communicates or presents their gender through:

• clothing;
• hairstyle;
• voice;
• behaviour;
• mannerisms;
• appearance.

A person’s gender expression does not necessarily indicate their gender identity.

For example, someone’s clothing or appearance should not be used to assume:

• their gender;
• their sexuality;
• their preferred pronouns.

Sexual Orientation

Sexual orientation refers to a person’s emotional, romantic and/or sexual attraction to others.

Common terms include:

• heterosexual – attraction primarily towards people of a different gender;
• gay – commonly used to describe attraction between people of the same gender;
• lesbian – a woman who experiences attraction towards women;
• bisexual – attraction to more than one gender;
• pansexual – attraction that may not be limited by gender;
• asexual – experiencing little or no sexual attraction;
• queer – a broad term some people use to describe identities outside heterosexual and/or cisgender norms.

Language evolves over time, and individuals may use different terms to describe themselves.

The most respectful approach is to use the language a person chooses for themselves.

Why Gender and Sexuality Inclusion Matters

Gender and sexuality diversity exists within every community and workplace.

People working within assistance animal organisations may include:

• staff members;
• volunteers;
• professionals;
• educators;
• handlers;
• advocates;
• community members.

Creating an inclusive environment ensures that people can contribute without fear of:

• discrimination;
• harassment;
• exclusion;
• being misunderstood.

A person’s gender identity or sexuality does not determine:

• their professional ability;
• their suitability for a role;
• their expertise;
• their credibility.

Inclusive workplaces recognise people for their skills, knowledge and contributions.

Common Assumptions and Preconceptions

Assumptions about gender and sexuality are often influenced by:

• social expectations;
• cultural beliefs;
• family experiences;
• media representations;
• stereotypes.

These assumptions can negatively affect professional interactions.

Examples include assuming:

• everyone identifies as male or female;
• a person’s appearance reflects their gender identity;
• someone’s partner is of a particular gender;
• someone’s sexuality can be identified by appearance or behaviour;
• everyone uses the same terminology.

These assumptions can result in people feeling:

• excluded;
• misunderstood;
• invalidated;
• uncomfortable disclosing information.

Inclusive practice requires questioning assumptions and approaching each person as an individual.

Common Workplace Challenges

People who are gender or sexuality diverse may experience barriers including:

• inappropriate questions;
• misgendering;
• exclusion from conversations;
• jokes or comments based on stereotypes;
• assumptions about relationships or family;
• fear of discrimination.

These experiences can affect:

• psychological safety;
• workplace engagement;
• wellbeing;
• trust.

A respectful workplace actively prevents these behaviours rather than waiting until harm occurs.

Inclusive Communication Practices

Communication is one of the most important ways professionals demonstrate respect.

Inclusive communication includes:

Using Appropriate Names and Pronouns

A person’s name and pronouns are an important part of respectful interaction.

Pronouns may include:

• she/her;
• he/him;
• they/them.

Some people may use other pronouns.

If unsure, appropriate options include:

• introducing yourself with your own pronouns;
• politely asking someone what pronouns they use;
• avoiding assumptions.

For example:

“Hi, I’m Claire, and I use she/her pronouns. What pronouns do you use?”

Avoiding Gendered Assumptions

Instead of assuming:

“Do you have a husband/wife?”

Consider:

“Do you have a partner?”

Instead of:

“Ladies and gentlemen”

Consider:

“Everyone” or “all participants”.

Small language changes can make workplaces more inclusive.

Respectful Questions

Curiosity is appropriate when it is respectful.

Avoid asking questions that are unnecessary, invasive or based on assumptions.

For example, a colleague does not need to explain:

• their body;
• medical history;
• transition status;
• sexuality.

A useful question to consider is:

“Is this information necessary for my role or relationship with this person?”

If not, it may not need to be asked.

Understanding Misgendering

Misgendering occurs when someone is referred to using incorrect gendered language, such as incorrect pronouns or titles.

Everyone can make mistakes.

The important response is:

• acknowledge the mistake;
• apologise briefly;
• correct yourself;
• move on.

For example:

“Sorry, I meant they. Thank you.”

Repeated refusal to respect someone’s identity is different and may contribute to discrimination.

Gender and Sexuality Inclusion Within Professional Teams

Inclusive workplaces recognise that colleagues may have different experiences.

A colleague may experience additional barriers because of the intersection between:

• gender;
• sexuality;
• disability;
• culture;
• religion;
• socioeconomic circumstances.

For example:

A transgender person with disability may experience barriers related to both gender identity and accessibility.

A person from a culturally conservative background may experience challenges balancing cultural expectations with their identity.

Intersectional practice recognises these experiences without making assumptions.

Creating Safe and Inclusive Workplaces

Organisations can support inclusion by:

• developing respectful workplace policies;
• addressing harassment;
• providing education;
• encouraging inclusive communication;
• supporting employees to be themselves;
• ensuring complaints are taken seriously.

An inclusive workplace does not require everyone to have the same beliefs or experiences.

It requires respectful behaviour.

People may have different personal views, but workplace interactions must remain professional, safe and respectful.

Addressing Discrimination and Harassment

Discrimination may occur when someone is treated unfairly because of their:

• gender identity;
• gender expression;
• sexuality.

Harassment may include:

• derogatory comments;
• jokes;
• exclusion;
• threats;
• deliberate disrespect.

Everyone has a role in creating respectful workplaces.

If inappropriate behaviour occurs, professionals should:

• challenge harmful comments when safe to do so;
• support affected colleagues;
• report concerns appropriately;
• promote respectful dialogue.

Why WAFA Includes Gender and Sexuality Education

WAFA recognises that assistance animal organisations include people from diverse backgrounds and experiences.

Professional competence requires more than technical knowledge about animals.

It also requires the ability to work respectfully with diverse colleagues, handlers and communities.

Training in gender and sexuality inclusion supports WAFA credentialed members to:

• communicate respectfully;
• recognise personal biases;
• understand diverse experiences;
• reduce discrimination;
• contribute to inclusive professional environments.

This aligns with WAFA’s commitment to:

• diversity;
• accessibility;
• human rights;
• respectful professional practice.

Key Practice Principle

Gender and sexuality inclusion is based on a simple principle:

Respect people as individuals and do not make assumptions about who they are.

Inclusive assistance animal organisations recognise that every person brings valuable skills, experiences and perspectives.

The goal is not:

“How do we make people fit existing expectations?”

The goal is:

“How do we create professional environments where everyone can participate safely, respectfully and authentically?”

A respectful sector is built through:

awareness + empathy + inclusive communication + challenging assumptions + respect for every person’s identity.