Intersections at work

22 inVisiBiLitY . organisational Lock. Invisibility of culturally diverse LGBTQ role models and leaders. 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: Invisibility of culturally div rse LGBTQ colleagues. Invisible barriers to progression. Contrast between the visibility of their culturally diverse identity and the invisibility of their LGBTQ identity. Lived experience . Where is the cultural diversity? Where are the role models? It creates the impression that unless you’re white, Anglo and non-LGBTIQ, you have little to no chance of rising up the ranks Trans Female, Polish cultural identity. Often pride/advocacy work is led by white and cisgender LGBTIQ people when culturally diverse voices can or should be involved. Gay Male, Australian-Chinese cultural identity. I don’t know what we could do differently... but I wish I knew who else was queer here. Bisexual Female, Australian-Armenian cultural identity. While I’ve spotted other CALD LGBTIQ people at work, I don’t see any in senior management - suggesting there is a bamboo/glass/ rainbow? ceiling. Lesbian Female, Australian-Chinese cultural identity. I think it is also important for organisations to reflect on the way that staff may be hesitant to apply for workplaces or apply for leadership positions where they can not see a diverse workforce (both as staff and in leadership). Bisexual Female, Australian Malawian cultural identity. It’s tricky how one is visible (i.e., being culturally diverse) where the other is not visible (being Bisexual), and the trickiness of being seen for both. Bisexual Female, Australian-Filipino cultural identity. tALe LoCK tALe LoCK tALe LoCK