Intersections at work

7 our Definition of ‘LgBtQ’. For this report we use the acronym LGBTQ (lesbian, gay, bisexual, transgender/ gender diverse, and queer). Where we use different acronyms in this report, including LGBT, LGBTI, LGBTIQ, or LGBTIQ+ we are quoting from participants, or other studies and using the acronyms the authors used. While the survey was open to respondents with an intersex variation, there were insufficient responses to reflect their experiences. Therefore, this report does not include findings related to the experiences of people with an intersex variation. our Definition of ‘Culturally Diverse’. A defining feature of this research was that the survey recognised that an employee’s cultural identity may be informed by multiple rather than only one prevailing ethnicity, and so we collected data on up to two different cultural/ethnic groups that an employee may identify with. This approach to measuring cultural background respects the fact that as many as 30% of Australian workers identify with more than one cultural background and they can find it difficult to specify just one cultural identity, ethnicity, or cultural background in surveys. 5 Moreover, allowing people to describe their cultural background in more than one way (e.g. Australian- Greek rather than just Australian) enables their response to capture not just how they identify but also how others may identify them. For the purposes of this research, we defined ‘culturally diverse’ as anyone with non-Anglo cultural origins, that is, anyone from a non-Main English Speaking Country cultural background (that is, countries other than Canada, Ireland, New Zealand, South Africa, United Kingdom, and the United States of America, and Australia). This definition recognises Australia’s history of British colonisation, so culturally diverse includes people with European, Asian, African, Middle Eastern, Latin American, and Pacific Islander cultural backgrounds. First nations People. In accordance with DCA’s Counting Culture principles, we do not define Aboriginal and/or Torres Strait Islander people as ‘culturally diverse’, to respect Aboriginal and Torres Strait Islander peoples unique position as First Nations People. Both Pride in Diversity and DCA recognise the importance of self-determination when it comes to Australia’s First Nations Peoples. In recognition of this, when we conduct research that focusses specifically on the workplace inclusion experiences of Aboriginal and/or Torres Strait Islander workers we work with Aboriginal and/or Torres Strait Islander led organisations. in 2020, both DCa and Pride in Diversity are working with the Jumbunna institute on two further research projects examining the specific barriers facing aboriginal and/or torres strait islander people at work.