Transition leave, "all-gender" toilets and training on LGBTQ issues signal to transgender employees that it is safe to come out in the workplace, according to employer support program Pride in Diversity.
An "openly bis-xual" Canadian ice hockey player is suing the Australian national league for failing to register him for a second season, accusing it of taking adverse action on the basis of his s-xuality and complaints about homophobic vilification.
An openly homosexual lawyer seeking damages against a leading west coast firm for alleged discrimination and harassment is set to have his case permanently stayed if he doesn't submit to a psychiatric examination within 28 days.
The FWC on re-hearing a Chinese airline employee's unfair dismissal case has rejected claims that his supervisor persecuted him because of his homos-xuality, instead finding his blatant dishonesty to be a further valid reason for his sacking.
A tribunal has held that a commander discriminated against officers he described as a "close knit friendship group of homos-xual like-minded" police in a complaint of possible drug use, while clearing the NSW Police Force of any discrimination in its handling of the allegations.
The FWC has upheld the dismissal of an Energy Australia employee who told one colleague she could not get pregnant due to her sexuality and suggested to another that he was related to Deepak Chopra because of his Indian descent.
Refuting claims that it terminated rugby union player Israel Folau's contract because of his religious beliefs, Rugby Australia has warned of broad ramifications if he establishes that there is a common law principle prohibiting contracts that restrict people from sharing their religious views.
A vehicle technician who claims he was subjected to discrimination when called "gay" and a "wog" in the workplace has won access to text messages sent to a proposed comparator to help him build his case.
In a decision further clarifying naming protocols for complaint and litigation respondents, a court has ruled that a law firm's individual partners need not be identified in a discrimination case brought by a former employee.