The other day a friend of mine ran a point up past me;
why is it that the movement is seemingly centred on the recognition of LGBTIQA+
identities instead of channelling it towards their inclusivity?
As a response I then told him, one cannot be included
if they are not recognised. The mere concept of inclusivity is one that
acknowledges individual identities are different and therefore in any space
their diversity is seen or embraced. I have
always defined this as wholistic inclusivity. On the other hand, recognition is
without any doubt, noting that diversity exists in society and therefore
ensuring that a conducive environment is provided for all.
Holding a conference and inviting LGBTIQA+ identities
in that space doesn’t comprise of inclusivity, it is merely recognition of
sort. Inclusivity resonates with the topics to be discussed; the environment
being safe to accommodate LGBTIQA+ identities and how the deliberations are
carried out. Because of this, most meetings tend to only recognise the presence
of LGBTIQA+ identities but not fully embody such. Without any inclusivity,
these spaces become violent.
This conversation with the friend literally came about
as we were trying to scrutinize the plight of LGBTIQA+ individuals in the
workplace. From merely applying to get a job, to securing the job and working
in the job environment/ workplace as well.
Companies in their profiles usually have the slogan
‘an equal opportunity employer’. It really sounds lucrative if you ask me but
does it really embody inclusivity and recognition of other minority groups? A
lot of individuals especially of LGBTIQA+ identity have over the years reported
incidences of being discriminated and not being given equal opportunity during
interviews and in the workplace. Any-who, let us just say that the individual in
question (lgbtqia+ identifying individual) gets employed by this particular
company, on the basis that the company recognises diversity. Inclusivity on the
other hand may only be appreciated when the company will conduct regular sensitisations
of its staff on issues pertaining to lgbtiqa+ identities. Recognising that
there are employees who are non-gender conforming or of non-hetero-normative nature can almost always guarantee
that an organisation or company is one that is partly including its staff or employers.
Let us fully encourage our organisations and work
spaces to be weary of lgbtiqa+ identities and therefore encourage wholistic
inclusivity.
