Pride in Diversity and DCA joined forces on this project as their respective research on LGBTQ workplace inclusion had revealed that culturally diverse LGBTQ 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 LGBTQ 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 LGBTQ 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 LGBTQ workers, the report found that:
- 55% of respondents reported that the combination of their cultural background and LGBTQ 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 LGBTQ 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.