LGBTQ+ Inclusion Resources

From a Local Government Lens

Definitions:

Please note that LGBTQ+ terms and definitions are nuanced and change over time as we attempt to find words that fit our complex identities. 

  • Gender Identity – how we feel and identify ourselves
    • Female/Woman/Girl, Male/Man/Boy, Other Genders (Non-binary, Genderfluid)
  • Gender Expression – how we like to appear to the outside world (Note that this can change over time, and even every day)
    • Feminine, Masculine, Androgynous, Other
  • Sex Assigned at Birth – also called biological sex or anatomy 
    • Male, Female, Intersex (which includes many variations) 
    • Note that sex assigned at birth is not always accurate. Someone could be assigned female at birth and learn later on in life that they are intersex. 
  • Sexual Orientation – the type of people we’re attracted to (noting all of the nuance in the different types of identities people hold) 
    • You can be attracted to men, women, non-binary people, feminine men, masculine women, androgynous people, anyone, only people you have a connection with, multiple people at once, no one at all, the list goes on! 
    • Physical and emotional attraction are distinct from one another as well. 
  • LGBTQIA+
    • L – Lesbian – of, relating to, or characterized by sexual or romantic attraction to other women or between women
    • G – Gay – of, relating to, or characterized by sexual or romantic attraction to people of one’s same sex
      • AND of, relating to, or intended for people who are gay, lesbian, bisexual, transgender, etc.
    • B – Bisexual – of, relating to, or characterized by sexual or romantic attraction to people of one’s same sex and of the opposite sex
      • AND of, relating to, or characterized by sexual or romantic attraction to people of one’s own gender identity and of other gender identities
    • T – Transgender – of, relating to, or being a person whose gender identity differs from the sex the person had or was identified as having at birth
    • Q – Queer OR Questioning
      • Queer – of, relating to, or characterized by sexual or romantic attraction that is not limited to people of a particular gender identity or sexual orientation
        • Note – At one time, queer was considered derogatory and some people are still not comfortable using it. However, many people use it today as a great “umbrella” word for anything relating to the LGBTQ+ community as a way to be inclusive of all LGBTQ+ identities 
      • Questioning – uncertain about or engaged in exploring one’s own sexual or gender identity
    • I – Intersex(uality) – the condition of either having both male and female gonadal tissue in one individual or of having the gonads of one sex and external genitalia that is of the other sex or is ambiguous
    • A – Asexual, Aromantic, OR Ally
      • Asexual – not having sexual feelings toward others : not experiencing sexual desire or attraction
      • Aromantic – having little or no romantic feeling toward others : experiencing little or no romantic desire or attraction
      • Ally – a person who is not a member of the LGBTQ+ community but who expresses or gives support to the community
        • Note that while LGBTQIA+ can include “ally,” it is best practice not to say that you are a member of the LGBTQIA+ community if you are only an ally and do not experience queer identities or attraction yourself 
    • + – an attempt to capture everyone else, for example:
      • Pansexual – of, relating to, or characterized by sexual or romantic attraction that is not limited to people of a particular gender identity or sexual orientation
  • Cisgender – of, relating to, or being a person whose gender identity corresponds with the sex the person had or was identified as having at birth (the opposite of transgender)
  • Gender nonconforming
    • Non-binary – relating to or being a person who identifies with or expresses a gender identity that is neither entirely male nor entirely female
    • Genderfluid – of, relating to, or being a person whose gender identity is not fixed
    • Note that there are many more words for gender nonconforming identities and they are all nuanced 
  • Polyamory – the state or practice of having more than one open romantic relationship at a time
  • Gender Affirming Care
    • An “umbrella” phrase that includes all sorts of care that helps people feel more comfortable and confident with their physical attributes. Though this is often associated with transgender people attempting to appear as the gender (or lack of gender) that they are most comfortable with, it also applies to cisgender people. It can include – makeup, cosmetic treatments (Botox, laser hair removal, facelift, hair grafting, microblading, Liposuction, etc.), weight loss or muscle gain for the sake of appearance, medication (for hair loss for example), hormone treatments, anti-aging products, voice coaching, and gender-affirming surgeries, which can include facial reconstruction, “top” surgery (breast reduction, removal, or augmentation), and “bottom” surgery (feminizing or masculinizing genital surgery). 
  • Centering – Framing perspectives, forming cultural norms, and representing in the media based on the dominant narratives in society (heterosexual, male, cisgender, white, white-passing, etc.) 
  • Diversity – The practice or quality of including or involving people from a range of different backgrounds (race, gender, sexual orientation). The “composition” of an organization
    • Primary Diversity – traits that an individual typically cannot alter
      • race, ethnicity, sexual orientation, gender identity
    • Secondary Diversity – traits that could be changed
      • personality type, economic status, geographic origin
  • Inclusion – How we take these unique differences and incorporate them into an organization. Diverse organizations that are also learning-centered
    • Value and incorporate diverse perspectives and views
    • Incorporate those views into all aspects of the organization
  • Intersectionality – the interconnected nature of social categorizations such as race, class, and gender as they apply to a given individual or group, regarded as creating overlapping and interdependent systems of discrimination or disadvantage
  • Normatives – the designation of some actions or outcomes as good, desirable, or permissible and others as bad, undesirable, or impermissible
  • Othering – viewing or treating a person or group of people as intrinsically different from and alien to oneself

 

Take Action:

Take Action: Accept Ownership of Personal Biases

  • Take implicit bias tests, even semi-regularly to check in with yourself – https://implicit.harvard.edu/implicit/
  • In addition to taking tests, some questions you can ask yourself to assess your biases professionally are:
    • Do I typically hire the same type of person?
    • When I say a candidate is not the right fit, what do I mean?
    • What does my slate of candidates look like? Do I speak up if it is not sufficiently diverse?
    • Who do I like to assign to work on—and lead—project teams? Do I have the same go-to people all or most of the time?
    • Who do I encourage to lead or speak out at meetings? Am I creating opportunities for those less extroverted to demonstrate their capabilities?
    • How do I identify candidates for promotion and succession?

Take Action: Professional Behaviors

  • Add pronouns to your email signature and social media accounts 
  • Use gender neutral language 
    • Spouse or Partner vs. Husband/Wife/Boyfriend/Girlfriend
    • They vs. He/She
  • Don’t Assume – Ask questions (but only if you have a relationship with that person and stay appropriate. Research on your own if you can.)
  • Take interest in your colleagues – bring up queer culture, media, icons, history, etc. (but stay appropriate)
  • Listen – If someone says that something makes them uncomfortable, take that seriously and try your best to accommodate them/improve 
    • Take space/make space
    • WAIT – why am I talking?
  • Be Welcoming – It should be your goal to create a safe environment where employees and colleagues feel comfortable bringing up difficult topics
    • Recognize the effect of your power (real or perceived) in different spaces
    • Be mindful of how to mitigate power imbalances in discussions with others

Take Action: Policy Provisions

 

Stay Informed:

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