Understanding the experiences of culturally diverse LGBTIQ+ talent
Diversity Council Australia (DCA) and Pride in Diversity have released a joint report into the workplace inclusion experiences of culturally diverse LGBTIQ+ workers.
Pride in Diversity and DCA joined forces on this project as their respective research on LGBTIQ+ workplace inclusion had revealed that culturally diverse LGBTIQ+ workers had unique workplace experiences that warranted deeper investigation.
Lisa Annese, CEO, Diversity Council Australia, said:
“Our work with people who are culturally diverse and LGBTIQ+ found that for some people, current workplace D&I initiatives aren’t addressing the nuances of their intersectional identities. We wanted to start addressing this gap by sharing the insights of culturally diverse LGBTIQ+ workers about the actions Australian organisations can take to create more inclusive workplaces.”
Based on the findings of a survey of almost 200 culturally diverse LGBTIQ+ workers, the report found that:
- 55% of respondents reported that the combination of their cultural background and LGBTIQ+ status negatively affected their workplace experience,
- for 20% it had a positive impact,
- while for the remaining 25% it had no impact at all.
The research identified six common themes in how the experience of respondents played out:
- Racism and/or homophobia;
- Not being understood at work by people from the Anglo/white majority;
- The complexity of multiple and intersecting identities;
- Working in regional or rural areas;
- Working internationally in countries where homosexuality is criminalised; and
- Feeling accepted at work but not at home.
What is locking culturally diverse LGBTIQ+ workers out of inclusion at work, and how can we unlock this talent?
- Ignoring intersectionality > Intersectional approaches to diversity
- Invisibility > Boost visibility
- Loneliness and isolation > Create connections.
Want to use our research?
Where you wish to refer to our research, it must be correctly attributed to the DCA and Pride in Diversity.
- Formal attribution is required where references to research material are in a written format.
- Citing the DCA and Pride in Diversity as a source will suffice where the reference is made in a verbal format.
Suggested citation: Diversity Council Australia/Pride in Diversity, Intersections at Work: Understanding the Experiences of Culturally Diverse LGBTIQ+ Talent, Sydney, Diversity Council Australia/Pride in Diversity, 2020.