O.I. am Queer (in the workplace)

Living with osteogenesis imperfecta (OI) as a Type IV individual can present unique challenges, especially when intersecting with other aspects of your identity, such as being non-binary and pansexual.

Let's cover the basis so we are all on the same page:

• Osteogenesis imperfecta (OI), often called brittle bone disease, is a genetic disorder characterized by fragile bones that break easily, often with little or no apparent cause. It is caused by a genetic mutation that affects the body's production of collagen, a protein that provides structure and strength to bones.
• Non-binary is a term used to describe gender identities that do not exclusively align with male or female binary concepts. People who identify as non-binary may experience their gender as falling somewhere outside of or between the traditional categories of man and woman. Non-binary individuals may have a fluid gender identity, meaning it can vary over time, or static, meaning it remains consistent.
• Pansexual is a sexual orientation characterized by the potential for attraction to people of all genders, regardless of their gender identity or expression. Pansexual individuals may be attracted to individuals who identify as male, female, non-binary, genderqueer, transgender, or any other gender identity. Unlike some other sexual orientations that are defined by attraction to specific genders (such as heterosexual, homosexual, or bisexual), pansexuality emphasizes a capacity for attraction that transcends traditional binary understandings of gender.

Here's how these aspects might intersect:

1. Healthcare Access and Understanding: As a person with OI, accessing healthcare that respects your gender identity and sexual orientation is crucial. It's essential to find healthcare providers who are knowledgeable about both OI and LGBTQIA+ healthcare needs. Advocating for yourself in medical settings can be empowering but exhausting, so having supportive allies who can help navigate these spaces can be invaluable.

2. Intersectional Discrimination: Discrimination or lack of understanding due to your OI, non-binary identity, or pansexuality can intersect in various ways. For example, you are encountering inaccessible spaces due to your disability or facing discrimination based on both your LGBTQIA+ identity and disability status. Building a support network of peers and allies who understand these intersecting identities can provide a sense of belonging and validation.

3. Self-Advocacy and Empowerment: Embracing your intersecting identities can be a journey of self-discovery and empowerment. It involves advocating for your needs, educating others about your unique challenges, and fostering acceptance and inclusion in LGBTQIA+ and disability communities.

Now, regarding allyship in the workplace:

1. Education and Awareness: Allies can educate themselves about the challenges faced by LGBTQIA+ individuals with disabilities, including OI. This includes understanding terminology, learning about accessibility needs, and being aware of discrimination and microaggressions.

2. Creating Inclusive Policies and Practices: Allies can advocate for inclusive workplace policies that support LGBTQIA+ individuals with disabilities. This includes ensuring accessibility accommodations, gender-neutral restrooms, inclusive healthcare benefits, and nondiscriminatory hiring and promotion practices.

3. Amplifying Voices: Allies can use their privilege and platform to amplify the voices of LGBTQIA+ individuals with disabilities. This can involve promoting their work, advocating for their inclusion in decision-making processes, and challenging ableism and heteronormativity in the workplace.

4. Providing Support: Allies can offer support and solidarity to LGBTQIA+ colleagues with disabilities. This can include checking in regularly, offering to help with tasks or accommodations, and standing up against discrimination or harassment.

By being informed, supportive, and proactive, allies can create more inclusive and affirming workplaces for LGBTQIA+ individuals with disabilities.

Actions to take to demonstrate support for the LGBTQIA+ community and the disabled community:

1. Establish Inclusive Policies: Implement and enforce policies that explicitly prohibit discrimination based on sexual orientation, gender identity, and disability. These policies should cover all aspects of employment, including hiring, promotion, benefits, and workplace conduct.

2. Provide Diversity and Inclusion Training: Offer training programs to educate employees about LGBTQIA+ identities, disability awareness, and the importance of creating inclusive environments. Training should address respectful language, unconscious bias, and ways to be an ally.

3. Offer Inclusive Benefits: Ensure that workplace benefits, including healthcare coverage, support the needs of LGBTQIA+ employees and employees with disabilities. This may include coverage for gender-affirming healthcare, mental health services, and accessibility accommodations.

4. Promote Employee Resource Groups: Support and encourage the formation of employee resource groups (ERGs) for LGBTQIA+ employees and employees with disabilities. These groups provide a supportive community, promote visibility, and offer opportunities for networking and advocacy.

5. Provide Accessibility Accommodations: Make the workplace physically accessible to employees with disabilities by providing accommodations such as wheelchair ramps, accessible restrooms, and adjustable desks. Ensure that technology and communication tools are also accessible to all employees.

6. Create Gender-Inclusive Spaces: Establish gender-neutral restrooms and locker rooms to accommodate the needs of transgender and non-binary employees. Designate pronouns on email signatures and name tags to promote inclusivity and respect individuals' gender identities.

7. Celebrate Diversity: Recognize and celebrate LGBTQIA+ Pride Month, Disability Awareness Month, and other relevant observances. Hold events, workshops, and discussions to raise awareness, promote understanding, and foster a sense of belonging for all employees.

8. Provide Mentorship and Career Development: Offer mentorship programs and career development opportunities that are inclusive and accessible to LGBTQIA+ individuals and individuals with disabilities. Provide support for advancement and leadership roles within the organization.

9. Listen and Respond to Feedback: Create channels for employees to provide feedback on diversity and inclusion initiatives and take action based on that feedback. Regularly assess the effectiveness of policies and programs and make adjustments as needed.

10. Lead by Example: Demonstrate leadership's commitment to diversity and inclusion by actively participating in and supporting initiatives, modeling inclusive behavior, and holding others accountable for creating a respectful and welcoming workplace culture.

By taking these actions, workplaces can help show up for and support the LGBTQIA+ community and the disabled community, creating environments where all employees feel valued, respected, and empowered to bring their authentic selves to work.

Please reach out if you have any questions or need additional support in any of these areas.