Intersections at work

21 organisational Lock. Develop responses that are appropriate and sensitive to the needs and experiences of people from culturally diverse backgrounds. Encourage more diverse people to get involved with leading D&I initiatives. inteRseCtionaL aPPRoaCHes to DiVeRsitY . ent K 2: taLent KeY 2: ent K 4: taLent KeY 4: ent K 6: taLent KeY 6: Lived experience . I feel that people should be informed about the sensitivities around coming out for an LGBTQ person from a culturally diverse background. There are many cultural backgrounds that have strict religious beliefs and negative views on homosexuality. LGBTQ people from a culturally diverse background may be subject to being disowned, excluded or even hurt by their families or people within their cultural community. Those who have come out may have had a very traumatic experience whilst those who remain closeted are terrified of the potential consequences. I think that informing others of this would help my colleagues to understand why it isn’t easy and why people may be hesitant when it comes to this subject. Bisexual Female, Filipino-Chinese cultural identity. I think my workplace is quite awesome. However, there seems to be a sense that all LGBTQ people have it easy these days. That is not true for people from diverse backgrounds. This understanding seems to be missing. Gay Male, Indian cultural identity. LGBTQ initiatives run in the workplace often come from a very white/Anglo-Saxon space, and often I find myself having pieces of my identity represented in segments. Queer Non-binary/gender fluid, Australian-Chinese cultural identity. Often LGBTIQ issues and barriers are discussed and understood in a western context. Queer Female, Sinhalese-Australian cultural identity.