Intersections at work

18 wHat is LoCKing CuLtuRaLLY DiVeRse LgBtQ taLent out FRom inCLusion@woRK? taLent LoCK 1: taLent KeY 1: taLent LoCK 2: taLent KeY 2: taLent LoCK 3: taLent KeY 3: taLent LoCK 4: taLent KeY 4: taLent LoCK 5: taLent KeY 5: taLent LoCK 6: taLent KeY 6: ignoRing inteRseCtionaLitY . organisational Lock. Workplaces don’t recognise that having multiple identities can be complicated. Dealing with multiple minority statuses can be stressful. Navigating multiple identities can also mean experiencing multiple forms of discrimination. Lived experience . Workplaces need to know that diversity is not just one type i.e. ethnic, gay, women, Indigenous.There are many who are double or triple minority in these regards (in my case double minority). While I’ve been fortunate in some respects there are still pockets where I feel self-conscious and sometimes it is hard to judge whether my feelings or perceptions of situations re due to people’s views of me or because of my sexuality or because of my cultural extraction. Gay Male, Australian-Filipino cultural identity The occurrence of double minority status (or more) is rarely recognised as an issue for many people who are ‘diverse’ and this can be a source of interpersonal challenge and stress. Gay Male, Australian-Filipino cultural identity. HOMOPHOBIA: Homophobic mindsets working in culturally specific community orgs, lack of willingness to grow LGBTIQ whole of staff capacity, blaming, shaming making for non-inclusive, safe or supportive workplaces. Female Lesbian, Greek-Australian cultural identity. RACISM: In contemporary Australia, the ‘limit’ in career opportunities and senior leadership roles is because of my race rather than my sexual orientation. I feel that race issues are more frowned upon than my sexual identity. Gay Male, Australian-Filipino cultural identity.