Inclusion doesn’t end with visibility. As we push for more equitable workplaces and communities, we must consider the intersections of identity that often leave people doubly marginalised. One group that often slips through the cracks is older LGBTQI+ people, who face a unique blend of ageism and homophobia that is rarely addressed in public discourse.
June marks Pride Month — a time to celebrate the vibrant diversity, resilience, and contributions of the LGBTQIA+ community. More than just a colourful celebration, Pride is a powerful reminder of the ongoing fight for equality, inclusion, and human rights. It’s an opportunity for individuals, organisations, and communities to reflect on how far we’ve come, recognise the challenges that remain, and stand in solidarity with those whose voices still need to be heard.
Discrimination is rarely experienced in isolation. For older LGBTQI+ people, age and identity are deeply intertwined, often compounding the challenges they face in employment.
Some of these individuals came of age in a time when being LGBTQI+ was not just stigmatised it was criminalised. The trauma of hiding one’s identity or being rejected by friends, family and employers can leave lasting impacts. Now, in later life, many find themselves facing new forms of exclusion, not only because of their sexual orientation or gender identity, but also because of society’s deep-rooted ageism.
Despite decades of experience and capability, older LGBTQI+ workers are often overlooked for promotions, training, or re-entry into the workforce. They may:
- Face assumptions about being "out of touch" or "less adaptable"
- Encounter environments where being queer is accepted only in younger, trendier forms
- Fear coming out due to past negative experiences, leading to re-closeting in later life
- Be excluded from DEI programs that focus solely on youth-centric LGBTQI+ representation
Intersectional discrimination in the workplace isn’t always overt, it often shows up in subtle decisions, missed opportunities, and a lack of belonging.
The concept of intersectionality reminds us that identities do not exist in silos. Discrimination against an older lesbian woman, for example, may be rooted in her age, her gender, and her sexuality, all at once.
This understanding must shape how we develop policies, training, and inclusive services. It’s not enough to support “LGBTQI+ staff” or “older workers” — we need to create spaces where people with layered identities feel seen, heard, and safe.
‘It wasn’t until I was 60 that I started living authentically. And now I feel like I’m invisible all over again — not because I’m gay, but because I’m old and gay.’
Whilst intersectional discrimination is a complicated topic, there are a number of actions that employers can expand existing DEI programs and ERGs to reflect age diversity and to ensure LGBTQI+ inclusion initiatives actively include, and highlight, older voices and stories. Employers can also challenge ageist norms in hiring and leadership and value experience and life perspective as assets, not liabilities.
The fight for LGBTQI+ inclusion is far from over. To build truly inclusive workplaces and communities, we must ensure that no one is left behind, especially those who’ve spent a lifetime surviving discrimination, only to face new forms of exclusion in their later years.
By acknowledging and addressing intersectional discrimination, especially where age and LGBTQI+ identity meet, we honour the full spectrum of lived experience. And in doing so, we create spaces where everyone can thrive, with dignity, purpose, and pride.
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