Did ACON Cook the Books On Sport Inclusion Guidelines?

Sport Inclusion Guidelines

The rules for Transgender sporting participation are set out in the Guidelines for the inclusion of transgender and gender diverse people in sport.

You can find contextual information here and download the PDF of the guideline here.

The guideline was issued in 2019 by the Australian Human Rights Commission (AHRC). The guideline’s front page shows the badges of three organisations:

  • Australian Human Rights Commission (AHRC)
  • SportAus
  • The Coalition of Major Professional and Participation Sports

Who Wrote The Guideline on Trans Inclusion?

The guidelines were written by three peak organisations (representing a total of 12 constituents). All contributors are members of ACON’s Pride in Sport scheme.

This is about relationships. It is important to understand how how several governing bodies come together.

All contributors draw their transgender expertise from membership in ACON’s Pride in Sport scheme.

Australian Human Rights Commission (AHRC)

The Commission is Australia’s National Human Rights Institution. They investigate and conciliate in complaints of discrimination, undertake research, and provide advice on human rights.

AHRCFounding member of ACON’s Pride in Sport membership scheme

In their introduction to the guide, the AHRC repeats ACON’s slogan that one must be able to “bring your whole self” to sport (page 5).


SportAus and Australian Institute of Sport (AIS) make up the main parts of the Australian Sports Commission (ASC). The ASC is accountable to the Minister for Sport. See also – SportAus ‘about’ page.

Australian Sports Commission (ASC)Member of ACON’s Pride in Sport
AISFounding member of ACON’s Pride in Sport
SportAusMember of ACON’s Pride in Sport

Coalition of Major Professional and Participation Sports (COMPPS)

COMPPS is a peak body representing the following sports:

Australian Football LeagueMember of ACON’s Pride in Sport
Cricket AustraliaMember of ACON’s Pride in Sport
Football Federation AustraliaFounding member of ACON’s Pride in Sport
National Rugby LeagueMember of ACON’s Pride in Sport
Netball AustraliaMember of ACON’s Pride in Sport
Rugby AustraliaFounding member of ACON’s Pride in Sport
Tennis AustraliaMember of ACON’s Pride in Sport

COMPPS itself, is a member of Pride in Sport.

COMPPSMember of ACON’s Pride in Sport


The AHRC notes that they conducted “targeted consultations to inform the development of these Guidelines”. They “heard from a broad range of sporting stakeholders, including transgender and gender diverse athletes.” (Guideline page 5)

Trans-identified male, Roxy Tickle, was “sworn to secrecy” about his involvement in the consultation process. Roxy is closely affiliated with Pride in Sport, having appeared in several of their promotional materials.

“Further Resources” Section

A “further information” section at the end of the guideline points readers to a number of other organisations.

AHRCMember of ACON’s Pride in Sport
Sport Australia (SportAus)Founding member of ACON’s Pride in Sport
Play by the RulesPride in Sport “Corporate Partnership / Collaborator”
Pride in SportIs Pride in Sport
Proud2PlayA competitor of ACON’s Pride in Sport
Minus18An affiliate of ACON. Minus18 partners with businesses to finance youth-oriented events in exchange for brand exposure.
State and Territory Human Rights CommissionsAs an example, the Victorian guidelines embed the transgender flag into the design

These organisations are affiliated with ACON, are ACON, competitors who have the same mission as ACON.

What Does The Guideline Say?

The guideline focuses only on instances discrimination against transgender persons. The guide does not deal with how to balance fairness, competition and safety with others. In many areas, the guideline uses confusing language that would deter local clubs from exercising the rights to provide single-sex competitions.

Confusing language

The language used often appears deliberately confusing.

For example this paragraph deals with temporary exemptions and permanent exemptions together, despite these following different processes. It does not advise how to obtain these exemptions. It suggests that sex-segregated sport exemptions are outside the “core” provisions of the Act.

A sporting organisation must apply to the Commission to obtain a temporary exemption. A sporting organisation does not need to apply to the Commission to rely on a permanent exemption. If a sporting organisation wishes to rely on a permanent exemption it will need to make its own assessment that the exemption applies. Relying on an exemption is not mandatory. Sporting organisations may choose to comply with the core anti-discrimination provisions of the Act even when it is possible to rely on an exemption.

(Guideline p22)
Source: guidelines p 26

The law is misrepresented

When discussing exemptions, the guideline uses narrow language to reduce the scope of

The Sex Discrimination Act s42 allows sports to discriminate between the sexes (called an exemption) when “strength, stamina or physique of competitors is relevant“.

The guideline uses the word “only” to narrow the scope of this exemption.

“The exemption allows for discrimination on the grounds of sex or gender identity only in ‘any competitive sporting activity in which the strength, stamina or physique of competitors is relevant’.” (Guideline p24)

The guideline then goes on to say that these words have no legal meaning in Australia.

“The words ‘strength’, ‘stamina’ and ‘physique’, and the term ‘competitive sporting activity’, are not defined in the Act. Their meanings have not been conclusively settled by the Federal Court of Australia.” (Guideline p24)

Framing competition as exclusion

The guideline provides a single-page guide on how to rely on the ‘competitive sporting activity’ exemption to offer single-sex sports. (Guideline p36)

The guideline’s first instruction is to consider how important “inclusion” is in your sport. It stresses the limits of the competitive sporting activity provision (it does not apply to children under 12).

Narrowing language is used to imply that the provision cannot be applied to all sports. The guideline suggests that an onerous national and community consultation process is required to offer single-sex provisions.

The guideline frames single-sex sporting provision as “excluding an individual” rather than preserving fair competition. Note these examples (from a single page):

  • “where an individual’s strength directly affects their ability”
  • “If a sporting organisation seeks to specifically exclude an individual”
  • “so that the individual is not unnecessarily disadvantaged”
  • “providing the individual with an opportunity to respond”
  • “providing the individual with written reasons”
  • “providing the individual with an opportunity to seek a review”

This frames providing fair competition as a club seeking to unfairly exclude and individual.

No balance of rights

The guideline suggests introducing codes of conduct to create a zero-tolerance of transgender discrimination, exclusion and harassment.

The guideline gives examples of exclusion and harassment including:

  • Being told they are in the wrong bathroom
  • having team members refuse to play with them
  • being intentionally addressed by the wrong pronouns
(Guideline p38)

These examples are unqualified, meaning it is to be assumed that these behaviours are always harassment.

This means that a woman who refuses to play alongside a trans-identified male has harassed him, even if it is for her own safety or for fairness. The sport could be lawn bowls, rugby or boxing. The presumption is the transgender athlete has the right to compete, and the other athletes do not have the right to withdraw.

Case studies do not consider women’s comfort

In this example, the problem is framed as the non-binary person feeling uncomfortable in the men’s bathroom because it is in disrepair, and in the women’s bathroom because they were stared at. We do not know why.

Source – p41

The solution is to re-label the bathrooms. There is no mention of fixing the men’s facilities, so it is unlikely that Kim will start to feel comfortable in that space. There is no discussion addressing of the women’s discomfort with Kim in their bathroom.


All organisations involved in drafting the Guidelines for the inclusion of transgender and gender diverse people in sport are members of ACON’s Pride in Sport.

The guidelines reflect ACON’s focus on transgender inclusion at all costs.

The guidelines discourage clubs from exercising their right to provide single-sex sports for fairness, safety and enjoyment.

The guidelines make no attempt to balance the needs of others.

The guidelines consistently show the solution to problems around transgender inclusion being to side with the transgender person and grant their wishes

What Motivated Alex Greenwich’s Dummy Spit to LNP?

Alex Greenwich MP, independent member for Sydney, had a dummy spit earlier this week when Premier Dominic Perottet said:

…he believed it was a matter of physiology that “girls should play sport against girls” and that people should be able to raise issues “without being cancelled”.

21 ApRil 2022 Source SMH

Greenwich, shocked and appalled at Perottet’s mild position, issued an ultimatum:

“I’ve maintained a very cooperative working relationship with the Perrottet minority government, but it would be impossible for that to continue if trans youth continue to be picked on by the Premier,” Greenwich said.

21 ApRil 2022 Source SMH

“Picked on” is fairly far from the truth of what has happened. The premier didn’t even mention trans youth – only girls and boys, which he failed to provide a definition for. It’s an extreme reaction to a very mild statement. Greenwich must feel threatened.

He even took his message to instagram

So what has Greenwich’s boxer shorts all in a bunch?

Greenwich senses that Perottet won’t honour the deal he had with Berejiklian

Independent MP for Sydney, Alex Greenwich has admitted that he had a deal with the Berejiklian government. Greenwich will support the Liberal Party for as long as the Liberal Party supports the LGBTQ community.

The impact of the “boys should play boys, girls should play girls” statement has affirmed my strong commitment to the LGBTQ community and the expectation I set with premiers Berejiklian and Perrottet that if the government comes for them my support and cooperative relationship with the government will end. I welcome the Premier’s agreement to meet with me, trans advocates, and sporting representatives, and hope we can repair the damage done.

Source SMH, Archive link

I think our voters would like to know more about “the expectation [Greenwich] set with premiers Berejiklian and Perrottet”.

What “support” has Greenwich given to those premiers? Moveover, which support has the government given Alex Greenwich?

What support has the NSW Liberal Government given to Alex Greenwich?

Alex Greenwich and Brad Hazzard have spent a fair bit of money together recently.

LGBTQ Strategy and Maple Leaf House

On 16 March 2022, Alex Greenwich was alongside Minister for Health Brad Hazzard to announce a new LGBTQ Health Strategy.

Brad Hazzard notes in the video that Alex Greenwich was “up in the Hunter a few months ago when we opened Maple Leaf House“. This is a gender clinic in Newcastle modelled off the RCH clinic in Melbourne. Their guidelines for treatment are actually the RCH guidelines hosted on their site.

Hazzard says transing kids “is not a health issue”.

The new LGBTQ strategy promises $12 million:

  • $4.2m to ACON to establish a new LGBTIQ+ health centre to deliver primary care and GP, mental health, sexual health and cancer screening services;
  • $3.4m annually for NSW Health’s Specialist Trans and Gender Diverse Health Service to support trans youth and adults;
  • $2.65m to support NSW Health workforce education and training, and to kickstart local initiatives delivered jointly with LGBTIQ+ organisations;
  • $1.78m to ACON and Twenty10 for mental health and suicide prevention initiatives.

That’s an ADDITIONAL $6 million to ACON on top of the $13 million in NSW Health funding + $4 million “other grants” they receive annually.

The LGBTQ strategy embeds concepts such as Intersectionality into government strategy.

Alex Greenwich has been furthering ACON’s aims for some time

Alex Greenwich is the LGBTQ candidate for Sydney. He is Clover Moore’s endorsed candidate in the seat and proudly declares himself “Team Clover”.

Alex actively campaigns for transgender rights. Note he says he is consulting only with transgender organisations, not with the wider community.

Source: instagram

In 2014, Alex Greenwich introduced introduced the Births, Deaths and Marriages Registration Amendment (Change of Sex) Bill – legislation that gives a person the right to change the sex recorded on their birth certificate without changing their married status.

In 2019, while working to decriminalise abortion in NSW, Alex Greenwich produced abortion legislation where the word “woman” is completely missing. The 2019 act talks about “a person who is pregnant”.

21 November 2021 – Alex Greenwich has read out a statement in parliament praising ACON’s TransHub.

Alex Greenwich is ACON’s pick to lead the charge on conversion therapy in NSW

In Victoria and Queensland, we have seen these bills use the horror of gay conversion therapy to:

  • replace the definition of legal sex with “gender identity”
  • outlaw any form of talking or exploratory therapy for gender-confused individuals
  • mandate gender affirmation, usually meaning medical interventions

He says this is an “omnibus bill will include long overdue reforms to ban LGBT conversion practices, allow people to affirm their gender without surgery, end unnecessary surgery for people with intersex variations performed without consent, and remove exemptions allowing schools to discriminate against LGBTIQ+ staff and students.”

Source: announcement on Facebook
  • Ban LGBT conversion practices” – this will mandate medicalising confused children
  • “allow people to affirm their gender without surgery” – this will allow any male to simply register as female and gain access to any spaces reserved for women.
  • end unnecessary surgery for people with intersex variations” – awesome!
  • remove exemptions allowing schools to discriminate against LGBTIQ+ staff and students” – this will remove the right of schools to provide single-sex education.

Alex Greenwich needs government support to smooth the way for ACON’s Equality Bill.

Alex Greenwich needs government support to smooth the way for ACON’s Equality Bill. This bill is going to steamroll over women’s rights and child safeguarding in NSW. It is a bill that benefits only doctors, pharmaceutical companies and professional activists.

As an aside

While researching this article, I came across a 2GB post headlined “MP Alex Greenwich ‘blames’ 2GB for crackdown on climate activists disrupting traffic” from 3 weeks ago.

Independent MP Alex Greenwich opposes the law, saying, “Tonight is the Parliament at its worst. It’s when 2GB and the Daily Telegraph form our policy.”

MP Alex Greenwich ‘blames’ 2GB for crackdown on climate activists disrupting traffic

It seems like Greenwich has form for testerical announcements to the press as a method for getting his way.

Australian Media’s Pro Bono Work for ACON Pride in Diversity Leaderboard Scheme – Part 2 – SBS

See Australian Media’s Pro Bono Work for ACON Pride in Diversity Leaderboard Scheme – Part 1 – ABC

ACON’s Pride in Diversity lists only a few “media” members.

  • 10 ViacomCBS (Channel 10)
  • Australian Broadcasting Corporation (ABC)
  • Bloomberg L.P.
  • Initiative Media
  • SBS

In part 1 I looked at our ABC. In this part 2 I will look closely at how SBS uses talent to make pro bono or in kind contributions to the Pride in Diversity mission in exchange for AWEI points.

Like ABC, SBS also lends it’s talent in exchange for points

In the 2021 AWEI SBS scored 185 out of 200 points, making it a gold employer. It is also a silver sponsor by dint of providing pro bono media services to Pride in Diversity. Services such as lending out Riccardo Goncalves to MC the 2020 Australian LGBTQ Awards. Yes, that’s the Pride in Diversity AWEI award ceremony.

Riccardo Goncalves to MC the 2020 Australian LGBTQ Awards (Q40 – 2 points)

This is in addition to their other contra deals such as pre-paying to advertise ACON for the Honour Awards.

Contra deals – also Q40

SBS Televised the Pride in Diversity LGBTQ Inclusion Awards on SBS World News

The story is on their website here.

SBS World News presenter Darren Mara introducing the story (Q43 -1 point)

Corporate Heroes Get Into The Action

SBS lends out executive-level staff to speak at Pride in Diversity events. This benefits SBS by netting them up to 2 AWEI points. Although it costs them in time and lost productivity for their senior staff.

It benefits Pride in Diversity by having the very public support of the SBS. They don’t even need to pay a speaker’s fee.

Director of Sport, Ken Shipp, spoke at the Pride in Sport Awards in October 2020 (Q34 – 2 points)

When the Corporate Heroes Aren’t Good Enough

Pride in Diversity tries to get the maximum cultural capital out of executive appearances. It does this by demanding that the CEO themselves speak at events promoting LGBTQ inclusion.

SBS sent a Director of Indigenous content to speak, but was NOT granted the 2 points for this question. PID notes the reason “Not CEO/equivalent“.

SBS Director of Indigenous Content and the Head of the NITV Business Tanya Denning Orman spoke at the Pride in Practice Conference in 2020 (Q36 – 0 out of 2 points)

Pride in Diversity was happy to accept Orman’s time, to bill her as a panellist, and charge people who registered to hear her speak. However they didn’t bother advising SBS that she wasn’t of high enough rank to gain their points.

Additional Work – Special Episodes

It’s one thing to lend out a director of programming for an afternoon, it’s another to redirect the whole cast and crew of a TV show to score 1 point on the AWEI index.

From Q43, here is SBS’s list of “additional” 1-pointer activities for 2021.

SBS – AWEI Submission 2021 – Q43 – Additional Work
ActivityMy comments
MG Parade ParticipationStaff built their own float – 1 point!
Professor Jane Ussher TalkShe talked about “about her research into the lived experience of sexual violence among trans women of colour in Australia.” 1 point!
SBS Pride Guide“The Pride Guide is a resource, produced by SBS, to support anyone creating, producing or working with LGBTIQ+ content. It has been designed to enable fair, respectful and inclusive representation.”
https://www.sbs.c om.au/aboutus/the-sbs-pride-guide
1 point for making this guide public (they got 1 point for creating it the previous year)
Australian LGBTQ Inclusion Awards on National BroadcastSBS World News ensured to cover the awards” – Presenter Darren Mara introduced the segment – The story is on their website here.
“We ensured key members of our staff, Executive and Inclusion Council were present at the Award Ceremony too.” – this means that awards tickets were purchased.

1 point to purchase a fully produced news story
ACON Covid-19 LGBTQ Impact Panel

ACON Living Trans Panel
They promoted 2 ACON events to Pride group members.
SBS Pride & Allies undertaking divisional road-showsTo continue to promote our Pride & Allies mission, Pride & Allies Co-Chairs frequently presented at SBS Staff Divisional meetings.
Cook for
This didn’t receive a point.
project into
Gay and Thai
gay men.
“Our Sales and Research team engaged with ACON directly on research into key communities and how they can best be reached based on the content they consume. ACON was able to utilise SBS expertise through our Research and Marketing teams. Our Research team consulted with the Pride & Allies Committee along this process.”

“ACON has commissioned SBS to conduct some research”. It isn’t clear whether this was paid for, but the context suggests it was a freebie.

Tim Freiszmuth (Custom Research Manager – Audience Data & Insights) “conducted several face-to-face interviews)” and is now designing a quantitative survey to reach gay Thai audiences.
Insight – ‘Coming out with faith’ episode“SBS current affairs program “Insight” ran an episode in February 2020 focused entirely on the intersection between sexuality and faith. What
makes this episode all the more special to our Pride Committee is that the episode was directly inspired by an internal staff-only panel we held in
2019 for Wear It Purple Day”

“This panel was such a success
internally, that it inspired not only our audience but also the Executive Producer of Insight Ross Scheeper’s to spend the next 6 months researching
this moving episode of Insight before airing it nationally on SBS Television in 2020.”

An entire show – 1 point.
Mardi Gras Federation Square Partnership & Screening“SBS Pride & Allies driven initiative was the pitching to and liaison with Federation Square to have the live SBS Parade broadcast aired live
on the big screen outside Federation Square.”

Priceless free promotion for Mardi Gras. 1 point.
Pride & Allies VideoSBS created a “pride and allies reel” which is played “in all our internal divisional roadshows and also during our employee inductions.”

1 point.
Mardi Gras Broadcast – Sales Presentation“Our Executive Sponsor of Pride and Allies Mandi Wicks maintained attendance at PID Executive Ally Forums in 2020; as per evidence from her diary below.”
Inclusion Council staff update videosCo-chair of Pride & Allies Committee provides a video meeting summary of their meeting – which is the broadcast to all staff.

This is a good example of how getting involved with Pride can raise a person’s profile in the organisation.
Mardi Gras
Broadcast –
“Our national Sales team was in market selling advertising to clients around Australia around our Mardi Gras broadcast. Please see attached file
“S10 – 2020 Mardi Gras Sales Deck” for the presentation that our Sales team took to market, which was created by Pride & Allies Co-Chair”

1 point – the sales team created sales collateral and spruiked Mardi Gras
Q43 – the 1 point activities

SBS profits from the gender gospel

Question 8 of the AWEI is about engaging with suppliers, vendors and business contacts:

We can show evidence of promoting our commitment to LGBTQ inclusion in up to two of the following areas:
• pitching for business or contracts
• engaging with potential clients/customers
• applying for funding
• engaging with strategic partners or key external stakeholders

Q8, AWEI 2021

In response, SBS have produced their own (Pride in Diversity-approved) LGBTIQ+ training course (with the paid assistance of Pride in Diversity consultants). This course is available on the market.

Pride in Diversity has successfully co-opted the resources of our government-funded media to spread it’s message. SBS received their 4-point reward.

Diversity, but only a little bit

This is a good point to note that the training course advertises the “benefits of diversity” but it only deals with limited diversity among sexual behaviours and gender identities. These are arguably best left out of the workplace in any case – having sex at work is still frowned upon. Diversity of ability, cultural background, languages spoken, neurotypical status – these are not covered by “Pride in Diversity” or the LGBTIQ+.


There’s a certain sinking feeling to be had with the realisation that both ABC and SBS have such deep links to ACON/Pride in Diversity. ACON has a clear agenda to promote transgender inclusion at the expense of women’s rights.

Our lefty media outlets can’t be trusted to report the truth on how transgenderism harms women. Not when they are directly being advised by ACON.

Sources of information:

ABC and SBS submissions to the 2021 AWEI scheme were obtained under FOI and are freely available for you to download.

Please get in touch confidentially via twitter or email if you’d like to discuss these or similar documents.

GRUNT was created by a group called PASH.TM – Additional Receipts

The following text is is from PASH.TM’s Facebook Page. It clearly shows who was behind the website GRUNT, which has just been taken down.

PASH.tm was established in 2014 after four queer trans guys got to talking at the AIDS2014 conference in Melbourne about the invisibility of guys like us (trans men into other men – trans MSM) in the Australian HIV response.

We immediately set about developing a plan and this involved:

1 – finding more trans guys to join us

2 – getting our name out there

3 – creating education campaigns

4 – writing policy position statements

5 – contributing to the evidence base

In the last five years we’ve managed to achieve all of this. It’s been incredible, rewarding and super challenging. We have all worked hard as volunteers with full time jobs and/or full time study obligations.

As we look to the horizon of 2019, some of us are now working in the very few trans-focused positions in Australia, others are working in important health roles and others are continuing their studies, expanding their art practice or getting back into it after surgery and life adventures. We are also all continuing to undertake capacity development and advocacy, often in an unpaid capacity, with a broader focus than the sexual health and HIV needs of trans MSM.

With that in mind, it’s time now for the Peer Advocacy Network for the Sexual Health of Trans Masculinities, PASH.tm, to close.

From a group of motley dudes desperately trying to be seen as the gay men we are, to being a national voice across the HIV sector. We produced, and are so proud of, GRUNT, Australia’s first sexual health campaign and resources for trans men who have sex with other men. We also produced a PrEP campaign, gathered a fierce and predominantly trans-led investigative team for Australia’s first national trans and gender diverse sexual health survey with the findings presented during the opening plenary of the biggest HIV/AIDS and sexual health conference in the country. We have presented at so many conferences and meetings over the last five years. We wrote position statements and made submissions about data collection and PrEP, we advocated successfully for the inclusion of TGD people in the national HIV strategy, and we contributed to global discussions about trans men who have sex with other men claiming our place.

There is still so much work to be done, and we will continue the fight for the health and rights of all trans people, including gender diverse and non-binary people, alongside our sisters, siblings and brothers.

Although our work on PASH.tm specifically is coming to an end, this page will stay open as an ongoing educative and networking resource for our communities.

Thank you so much for all of your support.

Thank you to our HIV positive family, to all the trans men and trans mascs from Australia and abroad who worked with us, participated and contributed to the work, to our trans sisters and trans femmes who guided us and told us to keep going, to Australian Federation of AIDS Organisations (AFAO) for supporting us, and auspicing GRUNT, to all the AIDS organisations and councils, and LGBTQ organisations (NAPWHA, ACON, Thorne Harbour Health, AIDS Action Council, Queensland AIDS Council, WA AIDS Council, Northern Territory AIDS & Hepatitis Council, SHINE SA, SAMESHNational LGBTI Health Alliance and many others) for listening to us and shifting your practice (keep going!), to the HIV and sexual health researchers who stayed curious and interested, who listened and fought hard to adopt our data collection recommendations and who advocated successfully for the research project, to our intersex allies (Intersex Human Rights Australia) who also guided us and built our understanding (we will always fight for you, as you will for us) and finally to all the HIV-vulnerable and affected populations of Australia who have met, seen and supported us. To our Aboriginal and Torres Strait Islander family, our sex workers, drug users and to all the gay, bi and queer cis men who have understood why it is so important that gay, bi and queer trans men are meaningfully, adequately and accurately included.

Lou Sullivan (1951-91), pioneering gay and trans liberation activist who was the first recorded trans man to die of AIDS related illnesses once wrote, “they said I couldn’t live as a gay man, but it looks like I’m going to die like one”. We hope we’ve made a difference so that guys like us can live proudly and safely as gay men.

Love always,

Ted Cook – co-chair

Jeremy Wiggins – Jez Pez – co-chair

Aram Hosie – Hosie Bear

Laurie Hopkins

Max Mackenzie – MJ Beck

Ethan Kristy

Bullying of gay venues

Remember that time when PASH.TM banded together to bully a gay venue for trying to cater to gay men? A number of women were going to a gay spa called Wet on Wellington. WoW sent out a survey to consult with patrons. The trans lobby did NOT like it.

The text of their demand letter is below for posterity.

TW: transphobia & trans exclusionary behaviour

We heard about what has been happening with Wet on Wellington and it was alarming enough to bring us out of hibernation. We wanted to share this community statement that has been created by members of the trans masculine community in response to recent incidents at Wet on Wellington (a sex on premises venue in Melbourne).

Transphobia is never okay. We stand with those who have been hurt by the decisions of the management team at Wet on Wellington and we urge people to read and share this post. This is a time for our cis allies to step up.

This is a call to action to do two simple things:

1. Please share this post and tag Wet on Wellington to raise your concerns about their actions. We call on all people, trans and cis to speak up in support of this statement.

2. Please contact Wet on Wellington direct by writing to their management to express your concerns about the harm that is continuing to occur and request that they listen and take this statement on board. Email: info@wetonwellington.com.au

Image description: The two images are photos of the statement, black text on a white background. The statement reads as follows:

Community Statement: regarding Wet on Wellington’s recent trans-exclusionary actions

On the 6th of April, 2021 a number of members of the trans masculine community from various backgrounds came together to discuss the impact of Wet on Wellington’s discriminatory actions related to the rejection of entry of some trans masculine people, the recent creation of a transphobic survey and their subsequent decisions to manage the consequences of the survey.

Those in attendance noted that trans masculine people have a long history of attending Wet on Wellington and other similar venues around Melbourne, but that the recent actions of Wet on Wellington’s management have directly led to making a previously enjoyable experience feel unsafe and inaccessible.

As a result of discussions at that meeting, those in attendance agreed on the following statements:

1. The Wet on Wellington survey was transphobic and caused significant harm to our community. It was unethical and discriminatory and we do not accept that it was a reasonable mechanism to build an inclusive environment. We request that the survey results be destroyed and for Wet on Wellington to discontinue referring to or sharing the results.

2. We do not accept Wet on Wellington’s recent online apology, especially given the following:

a. that trans masculine people have recently been ejected from the venue and are still being refused entry on the basis of being trans;

b. trans masculine people continue to be told that it is a venue for cis men only; and

c. that the venue continues to refer to and share the survey results.

3. We do not support the establishment of Wet on Wellington’s ‘Trans and Gender Diverse Inclusion Reference Group’ because it is unsafe for trans community, was not co-created with trans community, is not consultative, is not listening to trans advocates and is not being led by trans people. We will not participate in it and we call on cis allies and other organisations to stand with us on this.

4. We require a trans-led process, that first requires Wet on Wellington to respectfully listen to and meaningfully engage with trans people.

5. We expect Wet on Wellington to issue a proper apology that has meaning and is accompanied by concrete actions to improve, including the following:

a. Wet on Wellington management and staff to undergo training in both their legal obligations (from the Victorian Equal Opportunity and Human Rights Commission) and best practice trans inclusion more broadly (from Transgender Victoria)

b. Wet on Wellington to produce and publish a formal policy on trans inclusion specifically, as well as consent and safety policies for all patrons

c. Wet on Wellington to engage in a restorative process with individuals who have been directly impacted and discriminated against, if those individuals wish to engage.

The group also expressed thanks to the cis individuals and organisations who have stood as allies with the trans community on this issue. We respectfully request that going forward all allies support and advocate for the actions detailed in this statement, and refrain from enabling or participating in any processes, groups or activities that are not aligned with the those detailed above.

We would also like to pay respect and express gratitude to Sally Goldner AM for kindly donating her time to facilitate our meeting, and to express our solidarity with trans women and trans feminine and non-binary people who often experience similar exclusion and discrimination, including the recent experiences of those seeking to access the McIver Women’s Baths in Coogee.

Signed –

• Aram Hosie (Member, Victorian LGBTIQ+ Taskforce; co-Founder PASH.tm; former Board Director Thorne Harbour Health)

• Chris Rohr

• Dee Chryssomallos (Founding Committee, FTM Shed; International Mr Transgender Leather, 2014; Awarded Special Service Award, Thorne Harbour Health, 2020)

• Felix Oni

• Florin Risley Douglas

• Gabe Curtis

• Jeremy Wiggins (Victorian LGBTI Person of the Year 2018, Churchill Fellow 2016, Co-Founder of PASH.tm)

• Jo McMahon

• Dr Julian Grace (Member, Australian Professional Association for Trans Health Education Committee)

• Lex Townsend (Queer Officer, University of Melbourne 2013 – 2015)

• Mary Fox

• N.K Madden

• Nevo Zisin (Author, Finding Nevo (2017) & The Pronoun Lowdown (2021); transgender awareness trainer)

• Ted Cook (Vice President, Australian Professional Association for Trans Health; co-Founder PASH.tm)

(A further 2 people who attended the meeting also support this statement but wish to remain anonymous.)

Wet on Wellington apologised profusely The are all about Queer women.

GRUNT IS GONE! (NSFW) – Receipts

What if you needed to clean up your image a bit, and quickly? Would you try to erase evidence of your counselling women to trick gay men into sex?

On 13 March this article was posted online about the NHS in the UK advising women to prostitute themselves to pay for gender transition, and to conceal their sex at gay orgies.

On 18th March, Alex Greenwhich MP announced he will be leading the charge on the NSW Equality Bill. It is our version of the “conversion practices” bill that will bring mandatory affirmation to our state. Similar legislation in other states has also delivered mandatory affirmation therapy for children, harsh penalties for even discussing the option of not acting on same-sex attraction, and a powerful commission to hunt down dissenters.

Greenwhich is advised by ACON’s Teddy Cook.

ACON’s Teddy Cook, creator of GRUNT


In the wake of a discussion online about women in men’s spaces, I decided to update my post(s) about GRUNT. That’s the Australian Federation of AIDS Organisations (AFAO) website dedicated to helping WOMEN invade gay male spaces.

I noticed some images and links weren’t right. GRUNT is down.

Domain Name De-Registered

In December 2021 the domain name registration read:

Domain Name: GRUNT.ORG.AU
Registrant Contact Name: Ted Cook
Registrant ID: ABN 91 708 310 631
Eligibility Type: Non-profit Organisation


Now it reads



But it was there and it promoted RAPE BY DECEPTION

The Wayback Machine captured slices of GRUNT over time since 2016.


Here are a couple of captures for your reference. Including one or NSFW images.


Remember these names

GRUNT hasn’t been taken down by accident. It has been taken down because it might make some high-profile people look bad. Perhaps as they become more politically visible (Teddy Cook). Or simply because a similar advice was recently highlighted in the UK, with an understandably negative reaction.

These the are names they want you to forget. The female leaders of the space invaders:

Teddy Cook (trans man) – now at ACON as Director, Community Health where she oversees client services, LGBTQ community health programs, Pride Training and Trans Health Equity. Inventor of ACON’s TransHub.

Jeremy Wiggins (trans man) – Executive Officer at Transcend. This is the mother-son charity that worked tirelessly to remove the roadblocks preventing Australian children from accessing puberty blockers and wrong-sex hormones.

Aram Hosie (trans man) – Head of Strategic Communications at Victorian Equal Opportunity & Human Rights Commission

Laurie Hopkins (nb female) – seems to have gone to religion and is a motivational speaker. She was always more gender-fluid anyways.

Max Mackenzie (trans man) – Director of Resilience Enterprises, and named “rural trans activist of the year” in 2019 in Queensland. Not bad.

Ethan Kristy (trans man) – graduated from photographing lesbian orgies staged to look like gay male orgies, and went on to become an artist capturing the queer experience.

How ACON Captured the Australian Government

This is my talk from IWD Brisbane Meanjin earlier this year.

This is the introduction they have used, and I think it is apt.

Have you ever wondered why the ABC and SBS constantly promote gender identity ideology and never allow feminist spokespeople to present the alternative perspective?

Kit Kowalski has researched how ACON, using its Australian Workplace Equality Index, has captured Australian agencies. This is Kit’s presentation from the annual Brisbane feminist conference.

IWD Brisbane Meanjin

If you’re in Australia, I strongly suggest you

Australian Media’s Pro Bono Work for ACON Pride in Diversity Leaderboard Scheme – Part 1 – ABC

ACON’s Pride in Diversity lists only a few “media” members.

  • 10 ViacomCBS (Channel 10)
  • Australian Broadcasting Corporation (ABC)
  • Bloomberg L.P.
  • Initiative Media
  • SBS

In this part 1 I will talk about ABC. In part 2 I will look closely at how SBS uses talent to make pro bono or in kind contributions to the Pride in Diversity mission in exchange for AWEI points.


The Australian Workplace Equality Index (AWEI) is a voluntary leaderboard scheme run by Pride in Diversity. It is open to all organisations in Australia. The template is 45 pages long. Organisations answer detailed questions and submit their answers for marking. They receive a ranking score out of 200. Every few years the index changes to make it harder to get a high score.

Pro bono work, contra deals and a stable of talent

There are several questions in the AWEI that demand financial contributions or pro bono support of LGBTQ charities. Yes, Pride and Diversity qualifies as a charity despite also taking in $6600 membership fees and additional revenue for training sessions that are mandatory under the AWEI.

ABC’s Pro Bono Work

This post only deals with a small number of examples, and only where talent and cultural capital have been deployed to win AWEI points.

Both SBS and ABC have a stable of media talent they can lend out to events and score points. Such as that time ABC’s Jeremy Fernandez hosted a session at Pride in Practice conference in 2020 (page 20). This netted them 2 points.

I wonder how much money his time cost the taxpayer?

2 points awarded for Jeremy Fernandez hosting a CEO panel event.
ABC’s redacted submission.

The same conference hosted another session prepared by the ABC. How many person-hours were spent trawling the archives at taxpayer expense? Note the reference to First Day an ABC production glamourising transgender children.

This presentation was worth 1 point under additional work.

Additionally, they paid for 4 conference tickets to send their staff members (2 points). This is recommended in Questions 30 and 32 specifically.

Q30 demands development opportunities for LGBTQ employees and Q32 demands that LGBTQ staff attend external conferences.

ABC sent transwoman Julie Peters to speak at a Pride in Diversity Sapphire (womens) event (1 point). ABC has recently run a story (collection of stories across channels) on Julie Peters. Let’s see if these come up in the next round of AWEI submissions.

Corporate Heroes

Manda Hatter, the Head of Operations, spoke at Big Stays In conference (1 point). She attended a Diversity Council of Australia event Out at Work: Inclusion at Work for LGBTIQ+ Talent (1 of 4 events offered for a 2 point question). She also volunteered on the panel of Out50 – a Deloitte publication dedicated to LGBTI+ leadership (1 point). ABC’s Mon Schafter (they/them) gets a profile in the issue.

Manda Hatter’s public profile as a high-powered “dyke on bike” operations manager lends credibility to the ABC’s claims of LGBTQ solidarity. It certainly helps her profile to be able to spruik her personality at events – and Pride in Diversity gets incredible social cache from platforming Manda’s public performances.

Mardi Gras

Is this newsworthy, or is this advertising? It’s a fine line.

Newsworthy? Advertising money could not buy

ABC staff marching in the Mardi Gras for the first time was worth 1 point. Now in 2022, the ABC hosted and relentlessly promoted the Mardi Gras which will hopefully be worth more for them.

Not all roses

Unfortunately for them, host Mon Schafter “dead-named” or “misgendered” Elliot Page and caused members of activist 272k-member strong Facebook bully group LGBTI Rights Australia to have a little fit.

ABC should be aware that negative media attention can attract a 25 point penalty in the AWEI!

Where talent fails to get the points

ABC failed to get the 2 points for having Ita Buttrose and David Anderson (their MD) marching in the Mardi Gras. In the submission document, ABC gushes

ABC Chair Ita Buttrose and Managing Director David Anderson both played an exceptionally strong leadership role for 2020 which is demonstrated here as they both are seen about to head to the 2020 Mardi Gras parade float.

The AWEI response is terse: “Marching in MG isn’t evidence of CEO speaking at events”

Time and effort

Think of the effort, time, lost productivity that goes into organising attendance at these 1 pointer events. The ABC’s score in 2021 was 177. That gives you an idea of the scale of effort they go to on an annual basis.


There’s a quote from Andrew Breitbart that seems apt – “Politics is downstream of culture”.

What we are seeing here is an attempt to influence the company culture at an employer. It just happens to the national broadcaster, the ABC, bought and paid for by the taxpayer. Trusted by every Aussie as a companion to morning coffee and background radio through our workdays.

Politics is downstream of culture

Andrew Breitbart

The culture matters. The leaders at ABC are modelling behaviour they expect to see replicated by ABC employees: journalists, designers, publishers, broadcasters and more. Those leaders are performing inclusion – but are they doing inclusion?

This leaks into our everyday politics. Recently I counted the number of articles ABC published with the subject matter “transgender” – 35 within a 7 day period. All rabidly pro-trans. None taking into account alternative viewpoints. When the ABC leaders model transgender inclusion at all costs, this attitude filters down to staff. It then spreads out into the culture at large, not with a ripple, but with the force of a bomb.

How can women advocate for their rights when the friendly “lefty” state-sponsored media has already decided that the word “woman” is a bigoted dog whistle? They think we can’t. They are wrong.

Sources of information:

ABC and SBS submissions to the 2021 AWEI scheme were obtained under FOI and are freely available for you to download.

Please get in touch confidentially via twitter or email if you’d like to discuss these or similar documents.