Intersections at work

26 Case stuDY: aLLYsHiP in PiD memBeR oRganisations . Research and feedback from the LGBTQ CALD community highlights the isolation and lack of empathy that pervades many workplaces. The value of informed and engaged allies to address this has often been cited as being of tremendous value. Recent work by two Pride in Diversity member organisations are examples of proactive and empathetic initiatives to help build ally communities for the LGBTQ demographic. One, a major national retailer, realised their very extensive LGBTQ awareness training was not reaching their overnight shift workers, who were nearly exclusively from multi-cultural communities, and as such, began taking the conversation about workplace inclusion beyond normal business hours. Second, a major entertainment industry conglomerate was keen to ensure all the customer facing and other work environments were safe and inclusive. They recognised their security team was populated extensively with employees from communities with strong religious beliefs. They specifically reached out to this team with a respectful conversation on LGBTQ awareness and the need for behaviours (not beliefs) to align with the organisational culture and modus operandi. Both initiatives were well received by the LGBTQ employees and by the wider employee population.