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This Clear Language Lab webinar took place in June 2021. Check out the notes below or access the webinar recording.
Key points
Review of history + language
LGBTQ+ people have always existed. However, when thinking of the modern LGBTQ+ Rights Movement, it began in the 1950s. Key moments:
1950s: Homophile organizations began to form
1969: Stonewall Riots - led by black and brown trans and queer people
1980s: AIDS epidemic, ACT UP forms
2003: Supreme Court rules sodomy laws are unconstitutional
2015: Marriage Equality passed by Supreme Court
2020: Supreme Court rules LGBTQ+ folks are protected from job discrimination
Key terms:
Gender identity: internally held sense of what your gender is - realizing that gender is a spectrum
Gender expression/presentation: the way a person dresses, wears hair, etc.; how a person externally presents themselves to the world (feminine/masculine/neither…)
Sex assigned at birth: biological sex - female, male, other/intersex
Gender fluid /gender non-conforming / non-binary: terms for those who don’t identify with the traditional ideas of male and female and their gender is something other than or more complex than that
It is important to consider that every word may not mean the same to everyone. Factors like age and culture will influence meaning.
Access to services
1 in 5 LGBTQ+ adults have avoided seeking medical care for fear of discrimination. (NPR)
50% of trans students reported being prevented (e.g., by school officials) from using the name or pronoun that match their gender in high school. (Movement Advancement Project & GLSEN 2017)
When providing care, consider what your organization can do to proactively educate your team to dismantle discriminatory practices. As well, have a plan in place to address how to handle if someone discloses that they have experienced discrimination at your organization.
Common barriers in place
Organizational, local, state, or national policies
Laws don’t always necessarily mean protection
Previous encounters with discrimination discourage use
“Allowing” LGBTQ+ participants vs. welcoming and affirming participants (i.e. having a space that people feel welcome in, etc.)
Colleagues aren’t on board with changes
Engaging in affirming conversations
Normalize sharing pronouns when introduced
Avoid assumptions and use gender neutral language
Practice using the correct pronouns
You’re going to make mistakes!
If you catch a mistake, correct it
If someone else corrects you, thank them for correcting you and move on. No need to make a big deal about it.
Trying in earnest is what’s important - aiming for perfection holds us back.
Creating affirming content
Try to be inclusive in both the language and the images used. People want to feel seen - and not just during Pride Month!
When creating forms:
Consider whether you need someone’s legal name - can you just use the name the person goes by?
Try to refrain from judgmental, unclear language
When you must request gender, you can ask for ‘gender assigned at birth’ and/or ask for the person’s ‘gender identity’
Be sure to include a way for a person to share their pronouns
When looking at the language that is used, it is helpful to consider the policies behind the language to make sure they are inclusive as well. For example, does your handbook list different policies for men and women, such as men can't have long hair? Why?
In other words, you can only change the language so much. If the underlying policy is in itself discriminatory, you may need to start there.
Suggested ways to get feedback on policies:
Follow up surveys on services
Focus groups
Use an inventory tool to self-assess
Seek out support from local LGBT+ organizations
Resources
UCLA School of Law: The Williams Institute - resources on law + policies affecting LGBTQ+ community
Canva.com (has a variety of design content incorporating LGBTQ+ imagery)
DreamHost - Picture It! LGBTQ+ Representation in Stock Images
Interested in learning more about professional development at Clear Language Lab? Check out other past webinars, find upcoming events on our training page, or contact Sarah Glazer, Sr. Program Manager, at sarah@litworks.org to learn more about our offerings.
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