Beyond the flags: why disability & LGBTQ+ intersectionality matters in business

As Pride Month wraps up and Disability Pride Month begins, it’s a good moment for employers to reflect: Are our inclusion efforts built to last, or do they come and go with the calendar?

More importantly - are we recognising the people whose identities sit across multiple communities, such as those who are both disabled and LGBTQ+?

Intersectionality isn’t just a buzzword. It’s a reality for many, and it should be a key part of how businesses approach equality, diversity, and inclusion (EDI).

Here’s why it matters - and what employers can actually do about it.

1. People aren’t one-dimensional and our policies shouldn’t be either

More than a third of LGBTQ+ individuals report having a disability. That means a significant number of your staff, customers or suppliers may be navigating more than one barrier - sometimes silently.

The challenge: Traditional diversity strategies tend to focus on one group at a time, which can lead to blind spots when people sit across multiple identities.

What businesses can do:

• Review your EDI strategies and policies through an intersectional lens - ask: “Does this consider more than one experience or identity?”
• Involve lived experience in the design of your policies - invite disabled LGBTQ+ voices to shape your approach.
• Avoid making assumptions. Offer space for individuals to share what they need - without forcing disclosure.

2. Recruitment processes still put barriers in the way

Disabled jobseekers typically have to apply for 60% more roles than non-disabled applicants before securing a job. At the same time, LGBTQ+ candidates are often - whether subtly or directly- encouraged to hide aspects of who they are during interviews.

The reality? The recruitment process still isn’t a level playing field.

The challenge: Bias - often unconscious - continues to influence hiring decisions, and many traditional recruitment practices unintentionally exclude talented people.

What businesses can do:

• Use inclusive job descriptions - remove unnecessary requirements and use clear, inclusive language.
• Provide accessible application options (e.g. alternative formats, screen-reader friendly portals).
• Offer interview adjustments as standard practice - don’t wait for candidates to ask.
• Train hiring managers to recognise and challenge their own biases.

3. Visibility isn’t just about being seen - it’s about being valued

Whether it's workplace events in inaccessible venues, or company cultures where people feel they must mask their identity, many disabled and LGBTQ+ staff feel like outsiders. Inclusion is more than just a seat at the table - it’s being welcomed and heard once you’re there.

The challenge: People from marginalised groups often report feeling excluded from everyday workplace experiences - which can impact retention, morale, and mental health.

What businesses can do:

• Audit your workplace culture - from team socials to communication styles. Who’s being left out?
• Make accessibility part of event planning from the start - not as an afterthought.
• Champion inclusive leadership - ensure managers are equipped to support all staff and respond sensitively to lived experience.
• Create (and support) employee networks where staff can safely share their experiences and ideas.

4. Inclusion isn’t seasonal - it should show up every day

Flying the rainbow flag in June or making things accessible in July is a nice gesture. But if the other 10 months of the year aren’t inclusive, it’s not enough.

The challenge: Inclusion efforts that only surface during awareness months risk being seen as tokenistic or performative.

What businesses can do:

• Build inclusion into your business objectives - not just your comms calendar.
• Develop long-term action plans with clear goals, not just one-off campaigns.
• Track and measure progress - inclusion should be visible in your KPIs, not just in your marketing.

5. Disability and LGBTQ+ communities share more than you think - including barriers

From historical activism to modern healthcare inequality, both communities face systemic challenges - often side by side. For instance, access to appropriate medical treatment, flexibility around health-related leave, and representation in leadership are shared areas of concern.

The challenge: Business policies (like health insurance or absence management) don’t always reflect the real needs of marginalised employees.

What businesses can do:

• Review your benefits and policies - does your health cover include trans-related care or therapies for long-term conditions?
• Offer flexible working as standard - especially around medical needs or recovery time.
• Create a psychologically safe culture where people can disclose health or identity-related needs without fear of judgement.

So, what's the key takeaway?

Inclusion is a journey - not a one-off event. By recognising the intersections between disability and LGBTQ+ identities, businesses can become more empathetic, forward-thinking, and effective at unlocking the full potential of their workforce.

At Business Growth West Midlands, we support organisations across the region to embed inclusive, future-ready practices that help everyone thrive. As Disability Pride Month begins, let’s commit to making workplaces more accessible, authentic, and welcoming - all year round.