Work participation disparities among LGBTQ+ Australians: Insights from a nationally representative cohort study

This study examined work participation disparities among lesbian, gay, bisexual, transgender, queer, and other sexually and/or gender diverse (LGBTQ+) adults using nationally representative data from the Household, Income and Labour Dynamics in Australia (HILDA) Survey. Sexual identity data were collected in wave 20 (2020) from 14,302 participants and gender identity data in wave 23 (2023) from 13,981 participants. Multivariable regression models examined associations between sexual or gender identity and work participation measures. Sexual identity was analysed cross-sectionally (wave 20) and longitudinally (waves 20–23), while gender identity was analysed cross-sectionally (wave 23). Compared to heterosexual participants, those identifying as gay or lesbian were more likely to be unemployed (prevalence ratio [PR] 2.05, 95% CI 1.01–4.14) and less likely to work in trades or manual occupations (PR 0.55, 95% CI 0.36–0.85) or in manufacturing and construction (PR 0.40, 95% CI 0.23–0.72). Bisexual participants had higher prevalence of labour force non-participation (PR 1.91, 95% CI 1.49–2.47) and unemployment (PR 2.05, 95% CI 1.24–3.38), and were less likely to work in agriculture, forestry or mining (PR 0.24, 95% CI 0.08–0.79). Participants of other sexual identities also had higher unemployment (PR 2.78, 95% CI 1.41–5.45). Longitudinally, bisexual participants were more likely to transition out of employment (incidence rate ratio [IRR] 2.08, 95% CI 1.35–3.21) and initiate paid sick leave (IRR 1.42, 95% CI 1.17–1.71), while gay or lesbian participants were more likely to commence working from home (IRR 1.72, 95% CI 1.21–2.44). Transgender and gender diverse participants were less likely to work in manufacturing and construction (PR 0.35, 95% CI 0.17–0.75) and worked fewer hours (PR 0.88, 95% CI 0.79–0.97) than cisgender peers. These findings highlight inequalities in work participation among LGBTQ+ adults, underscoring the need for dedicated research and inclusive workplace policies.