How can you ensure respectful peer support for LGBTQ+ people?

You are likely going to get things wrong at least once. Whether accidentally misgendering, wrongly assuming the sex of someone's partner, or something else. We all get things wrong, so just apologise, correct yourself (or accept correction gracefully), and move on. Getting things wrong does not make you a bad person.

I have a friend who's gay and another is transgender; I do not give them any special treatment as we grew up together. They are just as much as humans as we are, so we are clear on that. And it's a regular argument/banter and love which is mutual. So yeah, we've only been friends for life.

1) Respect Their Identities: Using inclusive language means respecting the unique identities of LGBTQ+ individuals. It starts with acknowledging that gender identity, sexual orientation, and relationship status can't be assumed based on appearance or names. So, take the time to ask individuals how they identify and which pronouns they prefer, and I use these terms consistently. 2) Dismantling Stereotypes: Inclusive language helps dismantle harmful stereotypes that can be inaccurate, hurtful, and offensive. It allows individuals to define themselves, free from the constraints of preconceived notions. 3) Celebrating Diversity: I avoid using terms that imply judgment, shame, or pathology, like "lifestyle," "choice," or "disorder."

Don't underestimate how much "little things" mean to LGBTQ+ folk who are trying to assess how inclusive and safe a new space might be. Including pronouns in everyone's introduction (and leading by example to set the tone), for example, is a small but significant signal. Of course, this needs to be followed up with actually remembering and honoring others' preferred pronouns in subsequent interactions. Likewise, using gender neutral pronouns when referring to others (e.g. someone's partner that they referred to in conversation) when their preferred pronoun hasn't been made explicit may sound simple, but goes a long way to establish respect and inclusive intent.

Centring lived experience and wisdom is fundamental. This means that we listen first. We need to interrogate our clinical and social privilege so that we do not assume, other and erase narratives from marginalised people who are experts in their personhood, position and context. This is ongoing reflexive work that needs to be engaged in by everyone. Let us be in the business of creating communities of belonging

Private life and business often intertwine. We must treat others as we wish to be treated. We must ensure LGBTQIA+ individuals feel welcome as their true, authentic selves. In light of many recent developments worldwide, it is evident that there is still much work to do. I can only emphasize that more than embracing a diverse and equitable workplace, an inclusive culture where we treat each other as we wish to be treated is something to be celebrated. I encourage everyone to exchange experiences, share perspectives, and learn as much as possible from each other. Understanding is the first step in moving from judgment to acceptance. Together, we can overcome biases and create a positive societal impact. 𝐖𝐞 𝐜𝐚𝐧 𝐚𝐥𝐥 𝐛𝐞 𝐚𝐧 𝐚𝐥𝐥𝐲.

Build healthy communication. Getting rid of preconceived notions through open conversations and solutions. You don't know a person until you get to know a person. It's the only way to real understanding.

Listen with the intention to understand. Don't minimalize LGBTQ+ people's issues and don't gaslight them into feeling like they are overly sensitive and need special treatment and "we poor things" must make additional effort to accommodate their feelings. If we claim to be LGBTQ+ inclusive that means inclusion is in our DNA, it's not something on top we need to do. If any person is hurt, bothered, triggered by something, then we are not inclusive enough. e.g. a transgender person triggered by seeing their old name in the system userID because IT rejected to change it, because "we don't do that". Well, this is non-negotiable if we claim we are inclusive, we need to change the processes, and "we must do that".

El fomento de la empatía pasa por reconocerse a sí mismo en el otro. Es muy complicado que una persona empatice con alguien que no percibe como uni igual, o con quien no se identifica. En este sentido creo que es importante que se resalten los puntos comunes y se acepte la diversidad como elemento normal entre los individuos.

This really goes without saying for all peer support, regardless of it's with LGBTQ+ populations or not. Confidentiality is foundational to peer support: everyone is the owner of their own stories, and the expert on their own experiences.

LGBTQ+ people are the only ones who have the right to share their stories. They have the right to decide when, how and to who they share their stories and to which capacity. They don't owe it to anybody to come out or to educate people around them. We need to respect everybody's right to decide about their lives. Once a person shares their boundary, it has to be respected.

As a marketing leader, I emphasize these vital aspects of respectful peer support for LGBTQ+ individuals: 1) Show Care and Solidarity: Express genuine care, compassion, and solidarity with their experiences. 2) Acknowledge Resilience: Recognize their strength in overcoming challenges unique to them. 3) Foster Potential: Encourage them to leverage their unique talents for personal and team growth. 4) Offer Encouragement: Praise achievements and provide positive feedback to boost confidence. 5) Guide, Don't Rescue: Help them explore solutions and resources to navigate challenges independently. 6) Respect Choices: Honor their decisions and choices, even when they differ from your own perspective.

The global context the LGBTQ+ community navigates is complex and ever-changing. Stay informed and discover how you can support and advocate for change by following key organizations on social media*. A few to check out: PinkNews, Human Rights Campaign, Open For Business, OutRight Action International, ILGA World. *It is important to be informed but also be mindful of how much media you are consuming - sometimes it can feel overwhelming and it can be beneficial to take a break. This is especially true for members of the community who might be directly effected.

Be aware that LGBTQ* people are not obliged to educate you as this can be exhausting and for some even bring up trauma. Instead educate yourself: learn about vocabulary, history and current challenges. While doing so challenge yourself and unlearn: cultivate self-awareness, check your biases and know it’s okay to make mistakes.

Agree to many of the points and want to add… ⭐️ Listen consciously ⭐️ Never ‘out’ anyone ⭐️ Move from ally to advocate, this really shows support to the community, by not just saying you are an ally but taking action to make your workplace a truly inclusive place ⭐️ Constantly learn & adapt, the world changes fast! ⭐️ Ask questions ⭐️ Don’t be afraid of making mistakes ⭐️ Take ownership of what you don’t know ⭐️ Join employee resource groups (ERGs), or at least attend events run by ERGs

Empathy goes a long way. The smallest of the gestures like being aware of the pronouns they identify as can be a great start. If you are not sure, ask rather than assume. A lot of us because of our culture inhibitions aren’t aware of how to start a conversation and end up either being very uncomfortable or making the other person uncomfortable. They don’t need special treatment/attention; treat them the way you would like to be treated.

Don't question somebody's identity. They don't need to prove they are "transgender" enough or "gay" enough. If somebody identifies as something else than what they were assigned at birth, they are already "that". They are not taking steps to become "that", they are already e.g. a man. They are not trying to become a man. Avoid gender stereotypes and phrases such as "if you want to be a man, behave like a man". Nobody owes it to anybody to behave, dress, look etc. as a certain set of things which are typically linked to females or males etc. Pronouns doesn't equal gender identity.