Intersections at work

23 organisational Key. Increase the visibility and active participation of culturally diverse LGBTQ people. Increase the visibility of culturally diverse LGBTQ leaders and role models. Demonstrate a commitment through visible celebrations of LGBTQ awareness days and cultural events and celebrations. Let people speak for themselves and share their stories. Ensure that Pride groups have representation of culturally diverse voices. Boost VisiBiLitY . eNt K 1: tALeNt KeY 1: tALeNt LoCK 2: tALeNt KeY 2: eNt K 3: tALeNt KeY 3: tALeNt LoCK 4: tALeNt KeY 4: eNt K 5: tALeNt KeY 5: tALeNt LoCK 6: tALeNt KeY 6: Mandates for pride networks/ to have culturally diverse executives. 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. Lived experience . Increase active participation and visibility across all levels of organisation including marketing images, commitment statements on diversity specially diverse LGBTQ, recruitment and selection, etc. Gay Male, Australian-Filipino cultural identity. It would be great to see more role models. More culturally and LGBTIQ-diverse people among the SES and Executive. It would set a better tone for the whole department. Female, Trans, Polish cultural identity. Participate in awareness days like Wear it Purple. Gay Male, Filipino-Australian cultural identity. Celebrate or recognise Eid and my holy days. Not just Easter and XMAS. Queer Female, Pakistani Australian cultural identity. Let us speak! Gay/Lesbian, Non-binary, Turkish cultural identity. I think story telling is an important part of work culture that isn’t utilised enough. It could infringe on privacy a bit, but if people opt in I think there’s a lot of value that could come from staff learning and understanding a different perspective. Gay Male, Mexican-American cultural identity.