Inclusivity and Recognition

                      

                                                                        

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.