Quelles sont les stratégies efficaces pour interagir avec les membres de la communauté LGBTQ+ ?

Most important thing to work with any community is to first have the space in your heart for everyone , have deep respect and a firm conviction that all human beings are born equal and they deserve equal respect and dignity . Before designing any programs once needs to spend time with the community , to understand issues , cultural nuances and rather than deciding what you want to do , it should be conceived with the full participation of the community.

In my experience when engaging with and advocating for our communities, I'd say knowing the topic or item you'd like to engage about, and the method of engagement is important. Our community needs to be interested and motivated by the topic and its important for multi-strategic engagement methods to be activated and employed. We do not always need to know the outcome or where the conversation is headed, and it's typically best if the person enabling the engagement experience has no fixed idea or outcome in mind. Listen, respect and appreciate is key. Our communities are ultimately wise and appreciate being invited to contribute.

With a few decades of working and volunteering in the LGBTQI+ space, the primary consideration is to understand the complexity of voices, communities and experiences that come together under the LGBTQI+ banner. Thinking he one solution will work for all community members, or that everyone will have the same goals and desires will only leas to failure. Be broad and inclusive in your research and work hard to partner with people an communities who might not always have a voice at the table especially Bi+, Trans and Gender Diverse communities. Ensure your research is based on data, with a mix of qualitative and quantitative - often information about our communities is held in stories as much as it is forms and surveys.

Two crucial steps that can add value, especially in the context of large organizations are: Mentorship and Allyship: Encourage mentorship programs that connect LGBTQ+ employees with mentors who can offer guidance and support. Allies can play a vital role in supporting the community. Companies can promote allyship training to create a more supportive environment. Zero Tolerance for Discrimination: Implement a zero-tolerance policy for discrimination and harassment based on sexual orientation or gender identity. Ensure that employees feel safe reporting incidents and that appropriate actions are taken.

Be open-minded and open-hearted and invite people to talk about their situation. Make it clear that you want to understand their point of view. Don't just look for "experts" and studies, but try to meet as many people as possible in person. In my opinion, this is the most important thing in order to break down (unconscious) prejudices and to be able to make a good assessment of how to reach people in terms of content and language when designing a program. Even if you want to reach more people, e.g. through a survey, this is useful for preparation and has a major impact on success.

It’s important to consider intersectionality & how many layers of someone’s identity compound to form their experience. Sometimes misconstrued as an expectation to cater to every single intersection when crafting content, the reality is simpler. It simply asks for authors to make sure they aren’t only writing with one audience in mind (white, cis-gender, able-bodied, heterosexual). Digging deeper, many LGBTQ+ events, spaces & content face criticism for centring white, cis-gender, able-bodied, gay men & ignoring the kaleidoscope of identities in the community. Try to keep in mind the many identities & expressions within the community & consider how socio-cultural, political, economic, & environmental factors will affect their experiences.

One thing that I have found useful while engaging the LGBTQ+ Community is placing the community at the centre of any engagement or initiative. This way you will learn and unlearn any misrepresentation of the community out there. I agree with some of the submissions herein, for instance, of paramount importance is the language, familiarise yourself with respectful language e.g pronounce. Words that people use can appear harmless but are discriminatory and perpetuate stigma. It is important to use an affirming language . The LGBTQ+ Community have a better understanding of their lived experience and realities and are in a better position to steer any initiative targeting them of course with partners and allies playing a facilitation role.

Após uma compreensão melhor sobre o universo a ser trabalhado, empregasse uma linguagem de comunicação adequada, onde as pessoas tenham uma clareza de suas ideias e propostas, para a inclusão dela na proposta apresentada.

One thing that is paramount to inclusion is to recognise that a community is not a monolith, one member of the LGBTQIA+ community will have a different experience than another, depending on their age, gender identity, background, ethnicity, neurodiversity or if they have a disability. Even two queer people who come from the same background can have wildly different experiences based on if their family and friends are accepting or not. So never assume a one-size-fits-all mentality with regard to your people. And as another commenter said, be aware of intersectionality of identities as well.

Certainly! Inclusive language involves using words and expressions that embrace diversity and avoid excluding or marginalizing particular groups. For example, instead of saying "guys," you could use "everyone" or "folks." It's about being mindful of language that respects and includes people of all genders and identities.

Ambientes seguros e acolhedores, são fundamentais para construção de resgates, de pessoas com alta carga emocional devido suas experiências traumáticas de exclusão social!!!

Safer spaces for certain groups are very important to give people the opportunity to discuss private issues and give each other strength within a group. However, it is important that no closed bubble is created. Otherwise there is a risk of a "them" and "us" atmosphere arising. That would be unproductive. Safer spaces should have a certain permeability and offer opportunities for those not affected to inform themselves and participate. This promotes allyship.

Set up a specific LGBTIQ group within the company so that any specific issues can be discussed through the group & encouraged to educate the organisation. Make toilets non gender specific.

The importance of visibility cannot be stressed enough. When working with cisgender heterosexual ally colleagues, the one conversation I keep having is that they thought rainbow flags and pronoun pins were "tokenistic" and only for pinkwashing - and sure - not everyone wants or needs those. However, they can be important. Consider that LGBTQI+ people have to make an active choice to come out almost al the time - every new job, new doctor, new team, new project - and that "coming out" is essentially a risk assessment process - "If I am honest about my sexuality, is the benefit greater than the potential risk?" Small items of visibility can help people feel safe - letting them know the risk here is lessened.

I would love to point out a small but powerful move; actively include gender non-specific language in your communication. One example would be asking about your coworker's partner instead of their wife_husband. The PR aspect involves inclusive language, such as the use of underscores when communicating (internally or) externally - while having in mind, of course, that this doesn't turn into a "communication only" thing.

These are all great ideas. Setting up a LGBTIQ group within the company is always beneficial. Companies that have them are directly responding to issues that need addressing. Educating all members of the staff is important along with providing avenues for resolution of disputes.

Perhaps this should be featured in a different section, but I would like to point out the importance of being open in your approach when offering any such opportunities. Be mindful of the interpersonal differences that are reflected even in the minorities - i.e., not all LGBTQIA+ people are or wish to be spokespeople, activists, open about their struggles, perspectives, values, etc. I would advise offering the opportunity company-wise and then letting the person who answers the call to take the lead on how they want to shape the specific politic, plan, etc. Perhaps they want to have a team- or company-wise discussion first or they might prefer a one-on-one with the leader. Including this might help when managerial calls aren't answered.

An excellent way to determine whether you are crating safe and inclusive spaces is to run an audit or benchmark. Many LGBTQ+ organisations around the world offer this service fore free, and it really allows you a comprehensive understanding of both what you are doing ell, and what you need to improve.

There will always be people who refuse to understand anyone other than themselves. I've written a full article on this very subject. That type of person doesn't interest me. Those are boring groups of people. I will stay out in the light where all the other Happy, Fun, bright, individuals like to be. The Good humans blossom in the light of the outdoors. Refreshing to meet the openminded kinds of people.

This community is vibrant, loyal, and committed to messaging and understanding. In contrast, the LGBTQIA+ members provide extremely unique and personal stories and journeys and they desire and at times demand to be heard as such. Providing the position for both all throughout the project will allow that authentic passion to be met with what it deserves—respect.