Bi Visibility Day is 23 Years Old!

Trigger warning: This article contains references to self-harm and domestic violence.  

 

Bi Visibility Day is marking it’s 23rd Year and we are excited to acknowledge and celebrate our Bi colleagues and students and remind our Ally colleagues and students that even after 23 years of marking this day, there are still challenges to overcome for this community within the LGBT+ community.  

As it falls on the 23rd of September, we thought we could go through 23 things to remember this Bi Visibility day:

 

23 Things to Remember on Bi Visibility Day:
 

  • No more erasure! 

Bi Erasure is a pervasive issue where the legitimacy and/or existence of bi identities is denied. Here are some ideas to help your bi friends fight invisibility and erasure. 

 

  • Avoid assumptions 

Avoid making assumptions based on someone’s previous or current partner. Follow their lead on language they use to define their relationship or identity and be aware that this could be fluid and subject to change.  

 

  • ‘Bi’ is an umbrella term   

Bi is a word we can use to describe several identities, attractions, and orientations.  According to bi.org: 

“Terms that fall under the bi umbrella include pansexual (attraction to all genders, with a political emphasis on nonbinary gender identities), polysexual (attraction to multiple sexes), omnisexual (attraction to all sexes), and multisexual (attraction to multiple sexes). Some people prefer the term fluid meaning that their attractions are not fixed and include people of more than one sex over time. “  

 

  • Be an Ally! 

You can join the LGBT+ Staff Network as an Ally, as well as signing up to our Bi inclusion training and learn about ways to support your bi colleagues. You can also pick up an UoR LGBT+/LGBT+ Ally lanyard and pronoun badge when you’re on campus to be a visible Ally! These are free to pick up at various places across campus including Whiteknights House reception and the Students’ Union reception. 

You can also check out this ‘10 Ways You Can Step Up as an Ally to Bi People‘ article over on the Stonewall website.

 

  • One in two 18-24 year olds in the UK do not identify as 100% straight 

study by YouGov, using the Kinsey scale, allows people to place themselves along a sexuality scale. Taken as a whole, 23% of the British public do not identify as straight.   

 

  • Bi people make up nearly half of the LGBT+ community 

According to a 2013 Pew research centre survey, bi people make up 44% of the LGBT+ community. MyUmbrella, who champion inclusion within the LGBT+ community in Reading, made this podcast last year talking about why we still need Bi Visibility day. 

 

  • Recognise and challenge biphobia 

If you witness biphobia or bi erasure, and you feel safe to do so, challenge this behaviour. You can use the University’s method for calling out (or calling in) detrimental behaviour, the UHT method – Getting involved – call out bad behaviour. 

You can also report this behaviour using the University’s reporting procedures – Harassment reporting and support.  

 

  • Uplift and support marginalised bi people 

This can be done by everyone within the bi community, as well as all allies.  

BAME bi people are further marginalised and discriminated against within the bi community,  Ace bi people are erased and excluded, bi men face stigma from the LGBT+ community and  so on. Intersectionality within the bi community often leads to further inequality. You can  help fight this by seeking out and supporting bi groups who explicitly support those people  who identify as having multiple, or intersecting, protected characteristics.  

Bi’s of colour, an organisation created “cos bisexuality isn’t just for white folks” sadly shut down operations this year, but you can read Bi’s of Colour History report in 2015.   

 

  • Bi people have always been here 

Being bi isn’t a new way to identify, nor is it a phase or a trend. Take a look through some of the iconic bi people throughout history – Historical figures who are bi icons  

 

  • Use inclusive language 

Be aware of, and curious about, the language you use. Do you use the word ‘gay’ as a catch-all term? Could this be inadvertently erasing someone’s bi identify? Remember that asking lots of questions so that you are clear on someone’s identity can be harmful, so keep an open, empathic mind. The Stonewall Glossary of terms is a useful resource.   

 

  • Bi people face unique mental health challenges 

In a review of depression and anxiety among bi people, meta-analysis of approximately 52 eligible studies, found that: 

“consistent pattern of lowest rates of depression/anxiety among heterosexual people, while bisexual people exhibit higher or equivalent rates in comparison to lesbian/gay people.” 

 

  • Bi people face unique parenting challenges  

Bi people are almost twice as likely to be parents than gay or lesbian people, and some may find it tricky to know how or when to ‘come out’ to their children. You can read about some of the lived experiences of bi parents in this article How Do Bi Parents Come Out to Their Kids?   

The parent and family network recently held an event in conjunction with the LGBT+ staff network, focused on LGBT+ parenting.   

 

  • The majority of people of all generations in the UK now accept the idea that sexual orientation exists along a continuum rather than a binary choice  

YouGov states that overall 60% of straight people support this idea, and 73% of those who identify as LGBT+. 

 

  • Young bi people and self-injury

According to University of Manchester researchers, young bi people are up to six times more likely to engage in non-suicidal self-injury. Further research is being done into this issue, you can find out about the study here Self-Injury in young Bisexual people: A Longitudinal investigation (SIBL)  

 

  • Bi people face high levels of discrimination at work  

Stonewall report on bi people in the workplace, found: 

“Bisexual staff are, they felt, subjected to assumptions that they may find demeaning or inappropriate.” 

 

  • Make LGBT+ spaces inclusive 

It is important that LGBT+ spaces review their inclusivity and recognise any challenges. We introduced a position of ‘Bi role model’ into our LGBT+ staff Network  

 

  • 61% of bi women and 37% of bi men experience intimate partner violence.  

According to a study, bi people experienced the highest rates of violence by an 

intimate partner. In Reading there are several organisations you can reach out to including Trust HouseAlana House, and Berkshire Women’s Aid 

 

  • Support bi organisations and campaigns 

Find national and local organisations that you can support, such as:

Bi Pride UK  

The Unicorn project  

BiCon 

 

  • Make sure your workplace, university or school is inclusive 

At the University of Reading, some of the ways you can support bi people are joining the LGBT+ Staff Network, taking Bi inclusion training, joining RUSU LGBT+ society. 

In Reading town, SupportU are and LGBT+ organisation who can offer a professional consultancy and tailor training for local businesses and organisations. 

Stonewall are a larger organisation who share best practice and toolkits, provide training and a benchmarking tool. The University of Reading continues to be among Stonewall’s Top 100 Employers, according to the 2020 Stonewall Workplace Equality Index. 

 

  • The Bi Pay Gap  

‘INVISIBLE MAJORITY’ a US report on the disparities facing bi people, shows that 48% percent of bi respondents report a lower annual family income compared to 28% of all adults in the United States.  

 

  • Support bi people to live full and complex lives, like everyone else! 

Bi people can be further stigmatised if they are seen to ‘fit’ into stereotypes. Bi people can live every bit as complex and nuanced lives as those who do not identify as bi. Affirm your friends, colleagues and family members identities and relationships and remember the harm that can be caused by stereotyping.  

 

  • Positive Bi representation in the media  

Representation is so important because of the link between societal attitudes towards bi  people, and their portrayal in mainstream media.  GLAAD’s ‘Where we are on TV’ report.  

 

  • Celebrate bi people! 

Amplify the voices and experiences of bi people. Celebrate days like Bi Visibility Day. Search social media for bi content creators, learn and share their content.  

 

 

 

 

Further Resources:

 

 

 

 

 

 

 

 

Refugee Week 2021 (14th – 20th June)

by
Dr Allán Laville, Dean for Diversity and Inclusion & Lecturer in Clinical Psychology
Alice Mpofu-Coles, Honorary MUniv (OU), PhD candidate Human Geography/Refugee Champion, Community Engagement EDI
Dr Charlotte Newey, Lecturer in Philosophy
Hatty Taylor, Diversity and Inclusion Advisor
Nozomi Tolworthy, Diversity and Inclusion Advisor
Dr Ruvi Ziegler, Associate Professor 

 

 

Refugee Week is a UK-wide festival celebrating the contributions, creativity and resilience of refugees and people seeking sanctuary. It was first celebrated in 1998, designed to coincide with UN World Refugee Day which is marked on 20th June.
At the University of Reading, we want to raise awareness and develop understanding of the lived experience of refugees and people seeking sanctuary.  

The theme of this year is We Cannot Walk Alone

Refugee Week’s vision is:

“for refugees and asylum seekers to be able to live safely within inclusive and resilient communities, where they can continue to make a valuable contribution.
Refugee Week is an umbrella festival, and anyone can get involved by holding or joining an event or activity. Refugee Week events happen in all kinds of different spaces and range from arts festivals, exhibitions, film screenings and museum tours to football tournaments, public talks and activities in schools.”

 

 

City of Sanctuary and the University of Reading

City of Sanctuary is a national movement of local people and community groups committed to creating a culture of welcome and safety, especially for refugees seeking sanctuary from war and persecution. The University of Reading first signed the Reading-specific City of Sanctuary pledge in April 2017. The University pledged to support the ‘City of Sanctuary‘ vision that the UK will be a welcoming place of safety for all and proud to offer sanctuary to people fleeing violence and persecution. Reading was awarded City of Sanctuary status in July 2017. 

This year, we have relaunched the Sanctuary Scholarship Scheme, details of which can be found in this article – University shows support to sanctuary seekers

In addition to the scholarship scheme, we have recently launched the Buy a coffee and support a sanctuary seeker, which means that instead of ordering your usual cappuccino, buy two drinks and leave one in the bank to support local sanctuary seekers and Reading City of Sanctuary! , local sanctuary seekers can visit the cafe, receive a hot drink from the bank and participate in the same café culture we can all enjoy and benefit from at the University.

As refugee week coincides with Pride Month, it is high time to reflect on the discrimination, violence, and persecution that LGBT+ persons face in all corners of the world (70 countries still criminalise consensual sexual relations between men!) causing them to flee and seek safety and freedom elsewhere, including in the UK. The University of Reading is committed to helping refugees and asylum seekers of all sexual orientations, gender identities, races, and religions. Tolerance and acceptance are fundamental to our values, and we feel a deep responsibility to protect and welcome those who have historically been discriminated against, including LGBT+ refugees.

 

 

Reading Refugee Support Group (RRSG) 

RRSG are Reading’s local charity dedicated to supporting refugees and asylum seekers. They have been supporting people in the Berkshire area for over 25 years. This year, RRSG are launching a campaign asking individuals and groups to complete seven actions for seven days, which centre around supporting RRSG, joining a national campaign to demand ’Safe routes now’, attending a film screening, making donations, as well as other ways to support the charity, and refugees in the Berkshire area.

They told us: 

“For Refugee Week, we are challenging you to take on  Seven Actions For Seven Days to help refugees living in Berkshire.  We also proudly present a Programme of Special Refugee Week Events celebrating all aspects of refugee strength, culture and creativity. 

Find out more about the challenge and our programme of events here: https://rrsg.org.uk/refugee-week-2021/ 

Please help spread the word and share this far and wide!”

 

 

Activities and Events 

There are also plenty of online events that you can attend to celebrate the contribution of  refugees and people seeking sanctuary, and learn about their journeys:
  • Moving Worlds

Monday 14th June – Sunday 20th June 2021

A programme of films available to watch at home during Refugee Week, produced by Counterpoints Arts, which coordinates Refugee Week nationally.

https://movingworlds.info/ 

 

  • Together Workshops 

Sunday 7th June – Sunday 21st June 2021, 16:30-18:00

Together Workshops from theatre company PSYCHEdelighton the theme of Imagine. 

Refugee Week Drama Workshops 

 

  • Walk with MIRIAM 

Tuesday 1st June – Wednesday 30th June 2021

Join the Walk with MIRIAM challenge in solidarity with refugee and migrant women and girls. 

Sign Up To Walk With MIRIAM 

 

  • Walk ‘n’ Talk Group on Campus 

Wednesday 23rd June, 14:00-15:30 

To book your place, please email cheryl.woodhouse@reading.ac.uk

 

  • Fragments 

A recording of a recent evening of theatre, written and performed by refugees in Berkshire.  

  • Supposed To Be 

A UK Refugee based in Reading who teamed up with @iamjermainebless_official, a spoken word / rapper in Reading to help tell his story.

Click here to watch

 

 

 

  • Reading Community Cup – World Refugee Day Football Tournament 

Sunday 20th June, 10:00-15:00

Venue: D Pitches (located behind the dome), Madjeski Stadium, Shooters Way, Reading, RG2 0FL 

In celebration of International Refugee Day, RRSG are launching Reading’s first Community Cup! Participants will be: Berkshire’s only refugee football team, Sanctuary Strikers FC, along with teams from University of Reading, Thames Valley Police and Reading West, the competition aims: “to promote unity and integration through the international language of football.” 

Teams: Giving Back United (UoR), Reading  West, Sanctuary Strikers FC, Thames Valley Police 

The Reading Community Cup is created in partnership with Reading FC Community Trust, University of Reading, Reading City of Sanctuary and Reading Refugee Support Group.

 

 

 

 

 

 

 

Celebrating Lesbian Visibility Week 2021

by Hatty Taylor and Nozomi Tolworthy, UoR Diversity and Inclusion Advisors 

 

This year Lesbian Visibility Week runs from Monday 26 April – Sunday 2 May. The aim of this week, according to the organisers is 

 

“Both to celebrate lesbians and show solidarity with all LGBTQI women and non binary people in our community. We believe in unity, and lifting up those who are most marginalised.” 

 

Lesbians are a marginalised community within the marginalised community that is LGBTQ+. Lesbian visibility week is important because lesbians have been erased, ignored, and misunderstood, so many times throughout history. When homosexuality was illegal, lesbians were not criminalised which could be considered as leniency, though it would be naïve not to consider that this might have been erasure or incomprehension of lawmakers at the time.  

Fast forward to present day, and lesbian representation in mainstream media and entertainment still has a long way to go. Too often, characters are at best engaged in the likes of coming of age drama or straight-woman-turned-lesbian tragedy, and at worst fetishized for the male gaze.  

 

Even representation falters when interpretation can lead to erasure.

Consider the incident of famous actor and lesbian, Samira Wiley, whose wedding photo went viral after a fan requested pictures of her and her wife’s ‘husbands. Assumptions of bffs’, galpal relationships, ‘special friendships’ and various other euphemistic language serves only to minimise, erase and extinguish the validity, nuance, and depth of lesbian relationships 

 

Like many marginalised groups right now, the community is also challenged by a period in time where opinions within it are polarised. Lesbians are being pressured to take opposing sides and energy is being drawn away from unity against the oppression, to infighting amongst the community. While the subjects dividing opinion are no doubt important, one has to question whether the division of a marginalised group is helpful for any of it’s members, and who this division ultimately benefits. The message of this year’s lesbian visibility week is one of unitand carries a loud and clear call for solidarity among all LGBTQ+ women and non binary people in the community.

 

Year-Round Visibility  

Below you can find some inspirational LGBTQ+ women, media outlets and organisations who are keeping lesbians visible every day of the year and represent the multifaceted lesbian experience.  

First published in 1994, the world’s best-selling magazine for LGBTQI women, DIVA magazine  who are sponsors of Lesbian Visibility Week, produce content which does not fit within the narrow lines often prescribed to the lesbian experience.  

Tanya Compass, an award-winning youth worker, community organiser and founder of Queer Black Christmas. After working in the charity sector for 6 years delivering programming and supporting vulnerable young people, Tanya realised that there was no better time than now to finally set up Exist Loudly, an official organisation and create programming for Queer Black Young People in London.  

Hannah Gadsby, comedian, writer and actress shares her experiences both as a lesbian and as a neurodiverse person. Her beautifully honest stand up is both heart-breaking and hilarious. Watch Nanette on Netflix (have tissues ready!) 

 

 

Organisations Around Reading – Learn More, Get Support 

SupportU provide awareness raising events and support to the entire LGBTQ+ community in the Berkshire area. SupportU are currently producing an online series in collaboration with Club F.O.D, a charity dedicated to combatting LGBTQ+ social isolation, titled ‘Sofa TalksThe series covers a wide range of issues faced by the LGBTQ+ community.  

 

Reading Culture Live have been showcasing a series of events, ‘Under the Brolly’ in collaboration with local organisation myumbrella LGBT+and they are exploring marginalised identities within the LGBTQ+ community, including this video, covering Lesbian Visibility Week and World Autism Day. This is a really wonderful series, raising awareness and celebrating lesser known identities within the community. 

 

 

Events  

Lesbian Visibility Week events are FREE and will be live streamed through Facebook and YouTube unless otherwise stated.  

View all events taking place from Monday 26 April to Saturday 01 May 2021 over on the Lesbian Visibility Week Events Webpage. Here’s a peek at what’s going on!  

 

 

 

 

 

Ramadan 2021

by
Student representatives of the Reading Islamic Society
Hatty Taylor and Nozomi Tolworthy, UoR Diversity and Inclusion Advisors   

 

What is Ramadan? 

Ramadan marks the month when the Holy Quran is said to have been revealed to Prophet Muhammad PBUH by Allah (God). This is observed by a month-long fast. 

Muslims around the world abstain from food and drink for 30 days, including water, during daylight hours (from dawn to dusk), as a means of celebrating and reflecting on their faith. 

Fasting at Ramadan is one of the five pillars of Islam – the fundamental rules that all Muslims follow. Find out more about the five pillars of Islam in this video: Islam, the Quran, and the Five Pillars’. 

 

 

 

When is Ramadan?  

Ramadan is the 9th month in the Islamic Lunar Calendar which consists of 12 months in a year of 354/55 days. In Arabic, this is called the Hijri Calendar and started with the migration of Prophet Muhammed PBUH to Madinah from Makkah 1442 years ago.

Due to the Islamic Calendar being based on the different phases of the moon, each of the months move back around 10 days each year. So, Ramadan could be in the middle of summer in 2015 and be in December by 2030This year, Ramadan begins on Monday 12th April, and will end on Wednesday 12th May. 

 

 

 

Who Takes Part in Fasting?  

Every Muslim should take part in Fasting, unless 

  • You’re too oldIf you have reached an age where abstaining from water or food is too difficult or impossible, then you do not and should not fast.  

 

  • You’re too young – Generally, children below the age of 14 do not fast, as it is too difficult physically but also because they do not fully understand the meaning and the spiritual importance of fasting.  

 

  • You’re traveling – Travelling is an excuse not to fast for the day/days you are fasting as it can be exhausting to travel and would therefore require food and water. However, the days you missed should be made up after Ramadan is over. The aim should be to have completed all 30 days of Ramadan fast before the next Ramadan.  

 

  • You’re sick – Whether you have a long-term or short-term illness, you are excused from fasting if fasting would make the illness worse or if it is simply impossible to abstain from food/water.  

If you have started the day fasting, but felt dizzy or sick, then you should immediately break your fast. Similarly, women who are experiencing their menstrual cycle are also exempt from fasting as the physical body is in a much weaker state and therefore requires nourishment.  

 

 

Top 10 Tips  

  • Plan Your Meals
    Eat fruits filled with water such as cucumber and watermelon to help with thirst during the day.
    Eat slow burning foods for suhoor such as porridge.
    Avoid fried foods!!! 

 

  • Plan your Study Schedule
    Some people prefer studying in the early afternoon, others prefer studying after Iftar when you’re no longer hungry and can focus much better. Find what works best for you and make a routine. 

 

  • Stay Consistent
    This is a month of reflection, so try to stay away from social media and TV which could distract you from your intentions of this month. 

 

  • Go on a Walk after Iftar!
    This will help digest the food better, make you feel energised and prepare you for 
    taraweeh 

 

  • Nap
    between 
    Duhr and Asr (if you don’t want to look like a zombie during iftar and it’s a beautiful Sunnah).

 

  • Keep Motivated
    Make a realistic Ramadan goal list and hang it up
    Make a list for the reasons for fasting to keep you motivated during the low-imaan Days
    Prepare a Ramadan playlist to listen to throughout Ramadan (Quran or lectures/podcasts) 

 

  • Learn/Implement New Habits
    that you can carry on after Ramadan – everyone has high imaan and the shaytan is locked up, a great excuse to implement small daily habits such as saying daily duas or giving a pound a day to charity or even improving our vocabulary.  

 

  • Evaluate and Reflect Throughout Ramadan
    Take time, even just 5 minutes, every night to check if you’re still on track to achieving yours goals, if not slightly amend them or work super hard the next daySince Ramadan is the month of the Quran, aim to read the Quran from beginning to end in this month, if you can, and reflect on the meanings. 

 

  • Plan to Spend as Much Time as Possible
    with 4 – your family, Allah, the Quran, yourself 

 

  • Enjoy Ramadan and Get Excited for Eid! 

 

 

 

 

How to Support Those who are Fasting  

If you do not observe the month of Ramadan, you can help Muslim family, friends, coursemates and colleagues by:

 

  • Trying not to schedule meetings around evening time (dusk) when the fast for the day ends, so they can eat on time.
  • Additionally, don’t schedule catch-ups over a lunch or dinner, as you will be the only one eating.
  • Don’t make a big deal about eating. Most Muslims don’t mind if you eat/drink near them so long as you’re not in their face about it.
  • Try not to get them involved in strenuous activities which could be tiring – otherwise it could make them feel even more weaker. 

 

  • Be understanding if they need more time in day-to-day activities, as time must be taken out for prayers. 

 

  • If you notice a Muslim peer not fasting for the day, don’t question it; they have their reasons for not doing so. 

 

  • Show your encouragement with kind gestures and words.    

 

  • Ask them how you could support them through this month e.g., any adjustments that may need to be made. Everyone’s needs are different, so it’s best to ask individually. 

 

  • Once Eid celebrations begin (which marks the end of Ramadan), wish your Muslim peers an Eid Mubarak, it means a lot! 

 

 

 

Further Resources 

 

 

  • Islam In Brief – An introduction to the teachings and history of Islam, from Harvard University

 

  • Islam, the Quran, and the Five Pillars – John Green teaches the history of Islam, including the revelation of the Quran to Muhammad PBUH, the five pillars of Islam, how the Islamic empire got its start, the Rightly Guided Caliphs, and more

 

  • Anyone is welcome to join a collection of online events which are educational or in celebration of Ramadan by following the link to – Big Virtual Iftar

Faith or no faith, you’re all welcome to join us at the #bigvirtualiftar events via YouTube Live! Join the Muslim community in solidarity in this year’s month of #Ramadan during the ongoing #COVID19 crisis with people impacted by #lockdowns & #socialdistancing.We usually invite our non-Muslim friends from local communities to our Mosques to join us for the Big Iftar Dinner and we host them in a pleasant evening to talk about interfaith matters and to break bread with us. However, due to the current restrictions, so we would like to invite you to our virtual events which will consist of online live talks, a virtual tour of Britain’s biggest Mosque, National Fasting Challenge, personal stories of Muslims impacted by COVID-19, question & answer sessions and to watch people breaking a fast live.” 

 

  • The Muslim Council of Britain – This webpage shares guidelines, advice and signposting resources to help Muslims in Britain make the most of the blessed month, as well as friends, neighbours and colleagues of Muslims. 

 

 

 

 

 

 

 

 

Celebrating International Trans Day of Visibility and Autism Awareness Week

by Hatty Taylor and Nozomi Tolworthy, Diversity and Inclusion Advisors at the University of Reading

 

 

International Trans Day of Visibility is an annual event, occurring on 31st March that is dedicated to celebrating trans people and raising awareness of discrimination faced globally by people whose gender does not align with that which was assigned to them at birth.  

World Autism Awareness Week (29th March – 4th April) is an opportunity to celebrate individuals with autism as well as encouraging awareness and education of challenges faced by those individuals.  

You may think these two events are unconnected, but we would like to shine a light on the unique experiences of people with autism, who also identify as trans or non-binary. 

Recent data suggests that trans and nonbinary people are ‘three to six times as likely to be autistic as cisgender people are. According to the largest study yet to examine the connection, gender-diverse people are also more likely to report autism traits and to suspect they have undiagnosed autism.’  An analysis of five unrelated databases that all include information about autism, mental health and gender has led to these conclusions. You can read more about it here – Largest study to date confirms overlap between autism and gender diversity.
 

 

The National Autistic society also highlights this intersection of identities, and shares some personal stories which can really help us to understand the unique experiences of those who identify as trans, non-binary and as a person with autism:

 

Sophie Gribbena non-binary autistic person, talks about celebrating Pride Month. They said: 

“One of the things I have difficulty with is attending Pride festivities. I am sensitive to noise, and crowds, but if I am properly accommodated then I really enjoy myself!”

 

Dr Wenn Lawsonautistic advocate, researcher, and psychologist, said: 

 ”The non-autistic world is governed by social and traditional expectations, but we may not notice these or fail to see them as important. This frees us up to connect more readily with our true gender.”

 

Researchers across several Universities contributed to a paper – Autism and transgender identity: Implications for depression and anxietywhich looks into this connection, and also highlights the increased risk of common mental health issues for people with these intersecting characteristics.  

 

In addition to the increased risk of mental health issues, trans people who also have autism often face barriers from health care professionals, who can undermine their trans identity, as explained in this article – The link between autism and trans identity It also highlights the ways in which the implications of this correlation are proving problematic and sometimes tragic for trans, autistic communitiesPlease be advised that the article relates to Kayden Clarke, a trans autistic man who was killed by police in the US, and therefore contains some upsetting content that you may not want to read.  

 

 

Intersectionality  

Intersectionality – This word has been used a lot more recentlyHere is short video where Kimberlé Crenshaw talking about what intersectionality means and the origin of the term.

It is crucial that we understand that people do not have protected characteristics in isolation, that marginalised groups exist within marginalised groups, and by beginning to hold these conversations, we create space for learning about each other, networking, supporting one another.  Multiple protected characteristics can also influence each other, exacerbate challenges and make barriers even taller than they would be without additional considerations. By talking about identities within marginalised groups, we can make steps in starting to see each other as the complex, multi-faceted beings that we are, with unique experiences and identities.  

It is important to note that though there may be a higher correlation of autistic individuals in the trans community this in no way suggests that the majority of trans individuals should be assumed to have autism, or that the majority of individuals with autism are trans. It’s important to recognise that larger more comprehensive studies need to be conducted on the topic which better reflect trans and autistic people’s views and experiences and how these experiences overlap. 

 

 

Events  

We have collated several external online events which you can attend in the coming days/weeks to learn more about autism, and trans identitiesJoin celebrations and even watch a film screening. Lockdown has never looked so exciting!   

 

  • Thinking Differently about Autism at Work

Employers Network for Equality & Inclusion (ENEI)

Wed, 31 March 2021, 09:30 – 12:30 BST

UoR are members of ENEI, and all staff and students can register for FREE using their ‘@reading.ac.uk’ email address via this link

 

 

  • Bi, Trans & Non-Binary Intersectionality: a Parallel Journey to Acceptance

Global Butterflies, The London Bisexual Network and the Law Society

Wed, 31 March 2021, 12:30 – 13:30 BST

To mark Trans Day of Visibility 2021, Global Butterflies, the London Bisexual Network and the Law Society are partnering to host a panel on the intersectionality between being Trans or Non-Binary and Bisexual.

Register for FREE via this link

 

 

  • Spring Feast 2021: Virtual LGBTQ2S Family Celebration

The 519 EarlyON Child and Family Centre

Wed, March 31, 2021, 15:30 – 16:30 BST

Register for FREE via this link

 

 

  • Trans Day of Visibility – Screening of Disclosure

University College Dublin Students Union

Wed, 31 March 2021, 18:30 – 20:00 BST 

Register for FREE via this link

 

 

  • 2021 Transgender Day of Visibility

Transgender Health and Wellness Center

Wed, Mar 31, 2021 23:00 – Thurs, Apr 1, 2021 01:00 BST 

Register for FREE via this link

 

 

  • Trans Presence: Beyond Visibility Panel

Play Out Apparel and SelectHealth  Thurs, April 1, 2021, 01:00 – 02:30 BST

Live stories & music, a raw unfiltered panel discussion about trans diverse experiences, & more! On Transgender Day of Visibility, this event is going beyond visibility by sharing inspiring, informative, and diverse trans stories, spotlighting artists, and presenting important information about accessing health services.

Register for FREE via this link

 

 

  • Trans Inclusion Training

University of Reading

Mon, 17 May 2021, 10:30 AM – 12:30 PM BST

This is FREE to attend

Staff can register on UoRLearn via this link

Students can email diversity@reading.ac.uk to register 

 

 

 

 

Further Resources 

Autism and Gender Identity | National Autistic Society 
https://www.autism.org.uk/advice-and-guidance/what-is-autism/autism-and-gender-identity
 

Trans Day of Visibility | LGBT Foundation 
https://lgbt.foundation/who-we-help/trans-people/trans-day-of-visibility
 

The urgency of intersectionality | Kimberlé Crenshaw
https://www.youtube.com/watch?v=akOe5-UsQ2o 

 

 

 

 

 

 

 

International Women’s Day 2021 – A challenged world is an alert world 

Why do we celebrate international Women’s day? 

Celebrated on 8th March annually, International Women’s Day is a day dedicated to celebrating the achievements of women globally. It is also a day to recognise steps taken towards gender equality and address action still needing to be taken.  
 

This year the theme of International Women’s Day is #ChoosetoChallenge. At the University of Reading, we have a long history of challenging the status quo of gender roles. Edith Morley was the first woman appointed to a chair at a British university-level institution, after becoming English professor at University College Reading (now the University of Reading). In her autobiography, she described the appointment as: 

 

my contribution to the battle for fair dealing for women in public and professional life” 

 

Our annual lecture in her name celebrates her contribution and provides a platform for us to amplify the voices of women today who are choosing to challenge the status quo.  This year, this special event featured writer, activist, podcaster and journalist, Scarlett Curtis. You can watch the event here again via this link. 

 

 

International Women’s Day 2021 at UoR  

 

We have asked our staff and students to tell us what the theme of #ChoosetoChallenge means to them. Here’s how they responded… 

 

 

Asaiel Alohaly 

PhD student in the corporate governance of Aramco 

 

I am a tree rooted home 

I am a summer breeze 

Flying everywhere 

I am diversity 

I am what I am 

 

By: Asaiel Alohaly 

 

 

 

Claire Collins  

Co-chair of the Women@Reading Network

 

Courage – this is my new mantra.  I don’t have much of it.  I am like the lion in The Wizard of Oz. 

If we don’t have courage, we will never be seen or heard. Our voices will be mute, our deeds and achievements will go unrecognised.  When other voices are loud and deep, we need to raise ourselves up and speak, with confidence and conviction. Other voices don’t wait to be absolutely true to facts when they speak, but they do so anyway.  We hold back, until we’re absolutely 100% sure that we are correct.  And while we wait, the world, and the opportunity has passed us by. 

Speak up with courage.  Do your deeds with courage. Be a human being on this planet with the courage that you are as good as any other and have the same rights as any other to be heard and seen.   

Rise up Women – and fill yourselves with Courage!!! 

 

 

 

Dr Bolanle Adebola 

Associate Professor of Law
Co-Lead for Diversity and Inclusion, School of Law
Co-Lead, UoR Staff BAME Network
Convener, Commercial Law Research Network Nigeria (CLRNN) 

 

I #Choose to Challenge (the Notion that Women are not Effective Leaders

The year 2020 was remarkable globally, as well as personally. It was the year of the pandemic which saw women disproportionately affected by the recession it precipitated. It was also the year in which female heads of government were applauded for their decisive leadership that averted the high death toll experienced in counterparts with male heads of government. The year of Kamala Harris – the first female and Minority Ethnic Vice President of the United States. Despite these strides, the Reykjavík Index for Leadership shows that women are still not considered equally able to lead as men.  

For me, 2020 was the year in which I stepped into visible leadership roles to challenge barriers, inequity and exclusionary practices. A negative experience in November 2019 led me to investigate the racial experiences of other colleagues at the University. The answers I found were heartrending. So, I chose to challenge by co-founding a network for Black, Asian and Minority Ethnic staff in January 2020. Through the UoR Staff BAME Network, we raise awareness and challenge the experiences on which we once were silent, with the aim of influencing change. The University responded by commissioning the Race Equality Review co-led by one of its Minority Ethnic female Professors and deputy Vice-Chancellor, Prof Parveen Yaqoob.

I was also concerned for students from these Minority Ethnic communities. I became Co-Lead for Diversity and Inclusion at the School of Law, and through this role, investigated the possibility of an awarding gap for Black, Asian and Minority Ethnic students.  I found a gap, which averaged 10.3% across the group over the 3 years of data that we had. I disaggregated the data to ensure that we obtained an accurate picture of the gap for each Ethnicity. The picture was much starker for Black and non-Chinese Asian students. I chose to challenge the situation by engaging colleagues in conversations. In collaboration with a committee of staff and students, I embarked on awareness raising and solution seeking conversations. I am happy that several colleagues of all races and across functions are contributing to the change that is underway.  

As a leader, I have initiated and participated in several important but uncomfortable conversations in various spaces within my School and the wider University. It is not easy leading the charge but I #Choose to Challenge barriers, inequity and exclusionary practices.  

  

 

Poppy Lindsey 

RUSU Women’s Officer

 

#choosetochallenge non-intersectional feminism 

This International Women’s Day, I’m choosing to challenge non-intersectional feminism. I first of all want to highlight the fact I am a straight, white, able-bodied woman, and so there are many struggles faced by women globally that I can never understand. The main crux of intersectional feminism is that we, as feminists, should not and cannot focus solely on issues which only affect people reflective of ourselves. It is not effective to the women’s rights movement to view certain issues as ‘them’ problems – as feminists we must fight for the liberation of every woman, regardless of their race, ethnicity, class, sexuality, ability, and so on. One of the most important women’s rights activists in promoting intersectionality was Fannie Lou Hamer, who said: 

 “Nobody’s free until everybody’s free” 

 I’m often hit with the criticism: ‘We don’t need feminism! Women are equal in this country!’. The thing these people need to hear is that every year, 12 million girls marry before the age of 18, and that there are an estimated 3 million girls at risk of undergoing female genital mutilation every year. Should we not fight for these girls with no voice, just because it will most likely never affect us? As women, we cannot consider ourselves free when these shocking statistics still exist, and when female lives are being compromised to such an extent. This is why intersectionality is so important, and that racism has no place in the feminist movement.  

 

 

 

Dr Eileen Hyder 
PFHEA
Manager of FLAIR CPD Scheme 

 

#choosetochallenge injustice 

 Chain of solidarity and love – Women in Moscow took part in a ‘Chain of Solidarity and Love’ on Valentine’s Day in support of both Yulia Navalnaya (the wife of the jailed opposition leader, Alexei Navalny) and also women prosecuted for political reasons. The event’s organiser said, ‘Come with flowers, with red clothing items and with paper hearts attached to your clothes, on which you can write the names of the women with whom you want to express solidarity. We want to remind ourselves that love is stronger than fear’. I find it powerful and inspiring when women choose to challenge injustice in ways that show strength and gentleness simultaneously.   

 

 

 

Dr Ellen McManus-Fry  

Chair of the Parent and Family Network
Prospect Research Officer 


About this time, 3 years ago, I came back to work following maternity leave. My daughter was only 4 months old, due to how my husband and I had divided up our shared parental leave and was still exclusively breastfed. This meant that I needed to be able to express and store milk during the working day that my husband could then feed to our baby at home.  

Breastfeeding wasn’t something which had been mentioned at all in the maternity policy or in any other information I’d been given by the University, and I only knew that I could request to be provided with a suitable space to pump thanks to a colleague and friend, Nicola Hall, who had recently been through the same thing herself. I had great support and help from my manager and from Estates, who identified and adapted a room for me to use – installing a lock and blocking out the door window, albeit a week after I returned to work.  

However, I was surprised that there were no facilities already in place and there was a sense that I was the first woman to ever make a request like this, which I knew could not be the case. It didn’t feel right that the onus was on me, amid all the other challenges of returning to work after having a baby, to seek out and arrange these facilities; facilities which were vital to enable me to return to work whilst continuing to feed my child in the way I had chosen to.  

 Together with Nikki, I decided to investigate how other women had managed returning to work whilst breastfeeding and sent out an email asking for colleagues to share their experiences. I was shocked at some of the responses I got. Women had pumped in their cars; in the toilets; in managers’ offices, temporarily vacated; they had stopped breastfeeding sooner than they wanted to because they didn’t think it would be possible after they returned to work; they had to manage their schedule so that they could work from home during times when their child needed feeding. 

 Around that time the Staff Forum had put out a call for ideas for staff welfare projects and Nikki and I submitted a proposal to establish dedicated breastfeeding facilities on campus. We were successful, and although it has taken longer than expected, we will be ready to launch and promote our ‘parent-friendly rooms’ once the campus reopens. There will be three rooms (for now!): one in Meteorology at Earley Gate, one at London Road and one in the Library on Whiteknights, and they are intended to be comfortable, private spaces where colleagues can pump and store breastmilk or breastfeed privately, if the child is on campus with them. 

 The other, larger, thing which came out of this initial project was the establishment of the Parent and Family Network, which began in summer 2019 with Nikki and I as Co-Chairs. It has since grown to an active online community of over 300 colleagues, and I have a lot of plans for the Network in the future. I think there is great power and great value in colleagues connecting with each other to share their experiences, identifying where things could be improved and working together to make that improvement happen. 

 

 

 

 

Thank you to all the contributors to this blog post! 

 

 

 

 

 

Diversity and Inclusion Initiative Fund – Successful Bids!

by Dr Allán Laville, Dean for Diversity and Inclusion & Lecturer in Clinical Psychology and Nozomi Tolworthy, Diversity and Inclusion Advisor.  

 

The D&I initiative fund supports bids that
a) involve innovative approaches to advancing D&I practice,
b) have a reach across the University and beyond, and
c) lead to meaningful impact by improving the lived experience of colleagues and students.

The successful bids in the 2020/21 Spring term round strongly meet the above criteria and advance our University D&I strategy. It was particularly nice to see many submissions aiming to advance our work in disability and neurodiversity.

Here you can view a list of the projects that received funding in the 2020/21 rounds and 2019/20 rounds. We would encourage individuals to get in touch with the central D&I Team or to those who led on these projects for further information and/or sharing best practice.

 

 

The following projects received funding in the 2020/21 round. 

Jia Hoong Ong, SPCLS, Autism Book Club (ABC)
Amanda Clarke, SAGES, Sharing Heritage through Diversity: The Festival Project
Hella Eckardt, SAGES, Diverse Archaologies
Anna Jones, MERL, 51 Voices – different voices
Marc Jacobs, IOE, Towards a Best Practice Model: BA Primary Education (IoE) Final Year students as mentoring partners to Black, Asian and Minority ethnic (BAME) Year 1 students embedding academic writing skills
Carolina Vasilikou, SBE, Architecture, The Neuro-atypical Hackathon Podcast event: Inclusive Wayfinding for adults with (dis)abilities
Shweta Band, Law, DI-Law-gues: Designing a pilot evidence-based support programme for improving undergraduate BAME student awarding gap at the School of Law
Matthew Windsor, Law, Locating Islam in the (Law School) Curriculum
Claire Collins, HBS, Forming a Group for the Dissemination of Gender Research
Claire Collins, HBS, Male Ally Training for the Women@Reading Network
Sarah Chorley, HBS, Networking Roulette
Eileen Hyder, CQSD, Promoting Race Equality in Higher Education: an edited UoR Anthology
Emma Snowden, Student Services, Career Diversity Champions R U Inspired?
Ciara McCabe, SPCLS, Showcasing the Barriers and Facilitators to University Entry for BAME vs White Reading Scholars
Ellen Pilsworth, SLL, DLC BAME and Talking Race meet-up
Jenny Chamarette, SACD, Dwoskin, disability and…
Kat Bicknell, SCFP, Establishing a BAME Student Network for Pharmacy Students

 

The following projects received funding in the 2019/20 round.

Jane Setter, SLL, Supporting successful BAME outcomes: Student life through a lens #2
Suzy Tutchell, IoE, A Stitch in Time: Inclusive Threads of Learning
Mark Laynesmith, Chaplaincy, Interfaith Intern
Ludmilla Cerne and David Nutt, SCFP, Student-led activities for better integration of students from the NUIST-Reading Academy
Jennifer Scott and Sam Williams, SMPCS, International Women in Mathematics Day 2020
Julie Farwell, SLL, Women’s Springboard 2019 cohort Termly Meetings
Sarah Cardey and Rebecca Jerrome, SAPD, Resources for decolonizing the curriculum
Yasmine Shamma, SLL, Revisionist Thinking: Fostering Inclusive Diversity

within the Curriculum, and Beyond

Eileen Hyder, CQSD, CQSD Diversity & Inclusion event: addressing ethnicity attainment differentials.
Calvin Smith, SMPCS, Hidden figures: putting people back into mathematics resources
Naomi Lebens, UMASCS, Drawing Diversity: Artist-in-Residence
Flavia Ghouri and Sophie Oduyale, SCFP, Setting up positive role models for the diverse body of students in Pharmacy
Nicola Abram, SLL, BAME students in English Literature: A Network
Matthew Windsor, School of Law, Decolonising the Legal Curriculum
Tony Capstick, SLL, Diversifying the curriculum: drawing on students’ linguistic and cultural heritage to develop intercultural awareness
Sedtin Wan, International Student Advisory Team, Gingerbread Village
Sedtin Wan, International Student Advisory Team, Global Buddies
Elizabeth Conaghan, School of Law, “The Disappearance of Miss Bebb” – a play about challenging inequalities.
Eleanor Draycott, IT, DiversIT: Diversity in Tech Event
Ellen Hackl, Technical Services, Making practical classes in Pharmacy Inclusive-by-Design.
Emma Butler, Careers, Identifying what support students with disabilities need with their career decisions and applications.
Jeanne-Louise Moys SACD; Richard Nunes HBS; Carolina Vasilikou, SBE, INCLUSIVE WAY HACKATHON: the design of everyday wayfinding in outdoor public environments.
Dr Rachael Neal and Rebecca Morgan, SAPD, Investigating effects of educational background and other D&I characteristics on student retention and attainment in SAPD UG programmes.
Dr Matthew McFrederick, FTT, Race and Performance Today
Dr Karen Jones, IoE, Leadership and Diversity in Higher Education
Liz Conaghan (School of Law) and Madeleine Davies (SLL), 100 Years of Women’s Voices
Sian Walsh, SBE, SBE Celebrating Diversity
Ruth Evans, SAGES, GES, Rights-based Mapping of Race and Religion Equalities and Discrimination in Statutory Service Provision in Reading
Colin Campbell, ISLI, Sanctuary café at UoR
Bolanle Adebola, Folashade Adeyemo, Law, Black History Month for Law (Month of October)
Mara Oliva, History, Women & BAME Women and US Foreign Policy
Amanda Clarke, SAGES, ‘Us Too: mental health, sexual harassment & bullying in fieldwork situations’
Allán Laville, SPCLS, Disability Research Showcase – Theory to Practice
Fiona Knott, SPCLS, Learning from the experts: students with autism tell us about autism at University
Daisy O’Connor, RUSU Activities Officer, Knights Pride Sports Day

 

 

For further information about the fund, take at look at these Staff Portal Articles:

Diversity and Inclusion Initiative Funding (30 November 2020)

Funding available for diversity and inclusion initiatives (06 August 2020)

Get in touch with the central D&I Team at diversity@reading.ac.uk if you have any further questions.

 

 

 

Dear Women of Colour…

Dear Women of Colour…

a poem by Apatsa Rose, Contracts Associate, Research and Enterprise Services

 

Dear Colour,

It took a while for me to notice you
Though I would stand in a room with a sea of individuals with faces that looked nothing like mine
They were always kind
Hence I was always blind to you
Until year two.
When I came in with a little fro and lo and behold I was…
different.
My nose was
wider, My lips
were larger, My hair was
coarser
And I never knew until she pointed it out at school.
Running to the bathroom with
tears streaming down my face, then all I
wanted was my mother.
Looking in the mirror
I contemplated her abrasive statements
Was she right?

Did I look just
like
poo?
Was I ugly for being different?
Was I still that sweet, precious girl that my family said I was or was I now
Disposable?
Being the only non-white child in school had never been so apparent until this pivotal moment
Suddenly,
I saw you.
You brought with you a divide,
A fight with self to discover the wealth that my colour brought
To find the light we hold inside
To manipulate perceptions, yet stay true to who I am
I can’t say much good has come from knowing you
But I’m aware
And though I’m not sure how to deal with you yet
I still walk on. I still stand strong.
To Colour, I say Hello…

 

 

Dear Woman,

Did God curse just you
Or he cursed man too?
Though sometimes you are seen as less than
You’ve been shown that you still can
Be the queen of the home
Of the road
Of the show
Though we speak of girl power
Is it a myth that really exists
Or do we aim to empower one another?
Woman, he says to you
Mother, Sister, Girlfriend, Wife
At times these terms connote strife
From the time the period arrives
Expectation is created,
Though you knew not
Because you were silently elated.
Long nails
Tight curls

Rouged lips
Thick hips
Shaved legs
Full edges
Are supposedly what make you, you.
Yet to you there is no structure
Too varied, intricate and positively complex to categorise
Men are mesmerised by your diversity.
Dear woman, to you I say
When in doubt
Question a world without your touch.

 

 

Dear Women of Colour,

We salute you
We salute that you tore your enemies in two
Because some of us in your shoes
Wouldn’t be able to do the things you do
Downtrodden by society
Their men, our men

The beauty of your boldness always stand strong
In a world where sometimes it’s hard to belong
Dear woman of colour
This appears to be wrong
Oprah, Archie,
Michelle, Mum
When you stop to think of what you’ve become
An inspiration, a ray of sun
Though you are of colour
Though you are a woman
Though anyone who beholds you can clearly see this
May you not be purely defined by the beauty of your physique
Or subject to pre-conceived ideas about who and what you should be
May your spirit be seen
Your heart keen
To illuminate generations to come along
Show us that we can do,
Be, Anything.
That one day, we won’t have to work thrice as hard to get where we need to
And will only depend on our man if we want to

Break free from any chains that will ever seek to bind you
Mental rains should fail to surround you
Fear cease to drown you
Dear women of colour, bright as day
I proudly say,
You are the future.

 

 

 

Anti.

Anti.

a poem by Apatsa Rose, Contracts Associate, Research and Enterprise Services

This fight has been happening for centuries.
The fight to be equal
Equally free
Equally paid
Equally perceived
Equally likely to stay alive.

The police have been crushing the bones and skulls of victims for years
Shooting the bodies of our peers
Then being promoted after this,
Whilst the testimonies of the dead
Fall on deaf ears.
The courts have ignored
Industries have soared
Churches have adored Jesus…but not the ones he came to save
Society has scored
On the backs of those who roared
And never stopped shouting.

But you
The worst of all
The one who makes up these institutions
Individuals
Beings
Humankind
Have bathed in apathy
Have laid in passivity
Have sprayed the cologne of accidie
So why ​now have you joined the fight?
Has lockdown given you a reason to think of others
Outside of yourself?
Outside of your circle?
Outside of anything that affects your existence?
Why is it that ​now
You have seen the light?
Who can blame you?
It’s in our nature…

Well done though

Clap for yourself
Honestly, go-ahead!
Congratulations for getting up and out of your complacent bed!
Splendid job
For climbing of
out the pit of
torpor
And posting a
picture on the trendy
bandwagon of “#blackouttuesday” because
Everybody’s doing it, so
why not you?
Take 2 minutes out of your
day to show you’re down with the culture
When this has never even crossed your mind!
It’s something I struggle to get behind
Because there’ll never be true equality
If mindsets stay sleeping
So why did it take George Floyd to make you see that there’s a problem?
Why now?


This is for all those who died at the hands of brutal force just for the colour of their skin, including George Floyd…

Is That You? A Bystander, Walking By Racism…

Dr Billy Wong, Associate Professor, Institute of Education

 

Calling out racist behaviour, especially to strangers in public, take courage because you never know how others would react. Understandably, you might be concerned about your own safety. You might even doubt and question your judgement. Was that really racism? Or just a misunderstanding? Or just banters between friends? If you interfere, the situation could go out of hand, or even violent. In the end, you decided it is probably best to carry on walking, minding your own business.

Later, you reflected, and thought you could have done something, but assured yourself in that moment, you were unprepared, with little options but to walk. You promised yourself to do better next time, and you know there will be.

With your family, friends and colleagues, you witnessed another episode of racist behaviour. This time, it was more implicit, nuanced and subtle. It was racial microaggression. You were unsure if it was intentional. It was a short comment in a conversation, which was flowing and before long, moved onto another topic. You did not think it was necessary to interrupt the conversation to revisit an earlier remark. So, you decided it is probably best to carry on listening.

Later, you reflected, and thought you could have done something, but assured yourself in that moment, you were unsure and no one else seemed troubled by it, so it was probably nothing. You promised yourself to do better next time, and you know there will be.

Being a bystander may be our default position on issues we feel unfamiliar, unprepared and unsure, but we must not get too comfortable in this role. If silence is complicity, then we must actively retrain our passive mindsets. We have activists who are challenging the inequalities of the status quo, but we need more, a lot more. Are you ready?

 

P.S. We can easily substitute racist behaviour and racism with other social inequalities, such as sexist behaviour and sexism, or more broadly, just unacceptable behaviours.

 

 

 

Inspired by our recent article: Wong, B., ElMorally, R., Copsey-Blake, M., Highwood, E., & Singarayer, J. (2020). Is race still relevant? Student perceptions and experiences of racism in higher education. Cambridge Journal of Education. https://doi.org/10.1080/0305764X.2020.1831441