COSP17 Intersectional Insights: Advancing Employment Inclusion for LGBTIQA+ People with Disability

This COSP17 side event responds to:
Sub-theme 3 - Promoting the rights of persons with disabilities to decent work and sustainable livelihoods
INTRODUCTORY REMARKS: Ruby Mountford, Specialist Advisor for Sexual Orientation, Gender Identity and Intersex (SOGII) rights at the Australian Human Rights Commission. Immediate Past Disability Chair, International Lesbian, Gay, Bisexual, Trans and Intersex Association (Oceania)
PANEL
Moderator: Giancarlo de Vera (Immediate Past President, Australian GLBTI Multicultural Council and Senior Manager, Policy at People with Disability Australia)
Panel Members:
Emily Unity, COSP17 delegate for Children and Young People with Disability Australia
Charbel Zada, Individual Advocate at People with Disability Australia and Co-Founder of Sydney Queen and Disability Group
Uncle Paul Calcott, Wiradjuri Elder and COSP17 delegate for Queensland Advocacy for Inclusion
Annabelle Oxley, trans advocate and Project Officer at Queensland Council for LGBTI Health
PRESENTATION OF EMPLOYABLEQ TOOLKIT: Catherine Londos, Disability Social Inclusion Coordinator at LGBTIQ+ Health Australia
CONCLUDING REMARKS: Alex Ladd, Lawyer at Caxton Legal Centre
DETAILED DESCRIPTION OF EVENT:
Over a third of LGBTQ people have a disability, compared with 1 in 4 non-LGBTQ people. Autistic people are up to six times more likely to be trans or gender diverse and 70% of the Autistic community are not heterosexual.  There are significant employment barriers faced by LGBTIQA+ individuals with disability. These challenges stem primarily from the intersectionality of sexual orientation, gender identity, and disability. Many LGBTIQA+ individuals with disability experience a compounded layer of discrimination that affects their job opportunities and workplace environments.
LGBTIQA+ people with disability often face a heightened need to conceal their identities to avoid discrimination, which can lead to stress and reduced mental health. The need for ongoing vigilance to manage how they are perceived can lead to significant mental exhaustion and a decreased ability to participate fully in the workforce. Moreover, the fear of stigma and actual experiences of discrimination can lead to lower job satisfaction and engagement, further isolating these individuals in professional settings.
There is also a notable lack of inclusive policies and practices that recognize and accommodate the unique needs of LGBTIQA+ individuals with disabilities. This lack of support not only hampers their ability to gain and maintain employment but also affects their overall well-being and economic stability.
Efforts such Australia’s EmployableQ Toolkit, which aims to make organizations more inclusive, highlight the need for targeted support and resources to address these pervasive issues effectively.
In this side event, we will explore the experiences of LGBTIQA+ people with disability in employment, as well as discuss measures to improve the accessibility of employment for LGBTIQA+ people with disability.
By delving into lived experiences, we aim to shed light on the unique challenges LGBTIQA+ people with disability face and identify strategies to foster a more inclusive and supportive work environment. Through dialogue and collaboration, we can work towards dismantling barriers and creating opportunities for all individuals, regardless of their intersecting identities, to thrive in the workforce.
Join us as we advocate for meaningful change and equity in employment for LGBTIQA+ people with disability.