Workplace Discrimination: A Story That Happens More Often Than People Think

(Names changed for privacy — story shared with permission)

When we spoke with “Alex”, a Brisbane professional in his early thirties, he told us a story that’s far more common in Australian workplaces than most leaders realise.

When Alex first joined the company, he was 29 — sharp, thoughtful, and quietly ambitious.He’d moved from New Zealand to Brisbane in 2018, looking for a fresh start and the chance to grow his career in a bigger tech market.

The new role — a mid-sized software development team — seemed like the right fit: collaborative culture, regular social catch-ups, flexible working conditions and a company that openly described itself as “inclusive and forward-thinking.”

In those early months, Alex felt comfortable enough.He didn’t hide who he was, but he also didn’t lead with it.Colleagues were friendly, showed him the ropes, and helped him settle in.

There were small assumptions here and there — comments about “finding a nice girl” or questions about “his girlfriend” — but Alex corrected them politely and kept the focus on work. Nothing major. Nothing that raised red flags.

It wasn’t until his second year that things began to shift.

⭐ The Arrival of a New Staff Member

The turning point was the hiring of Lara, a new project coordinator.Confident, experienced and outspoken, she took charge quickly.She wasn’t aggressive, but she made it known she had little patience for what she called “identity conversations.”

In her first week, the team were discussing ideas for the company’s annual social calendar. Someone mentioned doing something small to acknowledge Brisbane’s MELT Festival — a major queer arts and culture event many staff enjoyed attending.

Lara rolled her eyes lightly and said:

“I don’t think workplaces need to get involved in that stuff.Let’s stick to real work events.”

A short silence followed.Someone changed the subject.

Alex didn’t respond. No one did.

It was subtle, but the tone of the room shifted — and it didn’t shift back.

Over the following weeks, Lara continued making offhand remarks:

• dismissing inclusion training as “unnecessary”

• avoiding conversations with queer staff

• suggesting pronouns in email signatures looked “unprofessional”

• labelling diversity initiatives as “industry trends”

She wasn't openly hostile.But she created an environment where difference felt unwelcome.

⭐ The Second Person: Maya

One person who felt it strongly was Maya, a junior designer in her early twenties.She was openly bisexual, energetic, talented, and had quickly become a valued part of the team.

Before Lara joined, Maya thrived:she collaborated across departments, volunteered for projects, and brought creative energy into the room.

Within a month of Lara’s arrival, everything changed.

Maya became quieter.She started eating lunch at her desk.She stopped putting herself forward for new work.

When Alex gently checked in, she admitted:

“It’s easier to stay out of the way lately.”

Her work remained excellent — but her confidence had been chipped away.

⭐ The Turning Point

A few weeks later, the company launched an internal mentorship program.Maya had been shortlisted as a mentor, and many expected her to be included.

When the final list came out, her name was gone.

When Alex asked quietly what happened, the manager replied:

“We just didn’t think she was the right cultural fit anymore.”

It wasn’t about performance. It wasn’t about skill. It was about a culture that had shifted under their feet.

Three weeks later, Maya resigned.

She told Alex she’d accepted a role at a design agency well-known for its inclusive environment.

“I just want to work somewhere I don’t have to second-guess myself,” she said.

Her departure made the situation unmistakably clear.

⭐ Why Alex Left

After Maya left, Alex’s own engagement continued to fade.

He stopped contributing ideas in planning sessions.He withdrew from team outings.He avoided discussions where inclusion came up, because silence felt safer.He delivered great work, but no longer felt connected to the organisation behind it.

There was no single breakup moment.Just a series of small, unchallenged behaviours that made it clear the company’s culture was not what it claimed to be.

By year’s end, Alex accepted a role with another tech company — one with structured inclusion programs, clear behavioural standards, and leadership who actively protected psychological safety.

He didn’t leave because of one comment.He left because of:

• a colleague who dismissed inclusion

• a culture that shifted without being questioned

• a talented coworker pushed out quietly

• subtle exclusion becoming normal

• no one stepping up to protect a healthy work environment

  
  

🌈 Why This Story Matters

This story isn’t extreme — it’s typical.Workplace discrimination in 2025 rarely looks dramatic.

It looks like:

• missed opportunities

• changed behaviour

• a sense of not fitting the “culture”

• silence instead of support

• talent quietly walking out the door

  
  

Most organisations don’t know it’s happening until people are already gone.

Inclusive workplaces don’t develop from posters, slogans or annual events.They grow from leaders who actively protect dignity, psychological safety and belonging.

Every business — especially those in Brisbane’s growing creative and tech sectors — benefits when people can bring their whole selves to work.

By Ross Gibb - Pride Business Network Member