Category Archives: Bi inclusion

Bi Visibility Day is 23 Years Old!

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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 

A 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  

A 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 House, Alana 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:

 

 

 

 

 

 

 

 

Bi Visibility Day

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In 1998, Michael Page designed the Bi Pride Flag to increase the visibility of bisexuals within the LGBT community and within society as a whole. In a BiFlag.com blog, Page discusses the symbolism of the components of this flag:

 

 

 

 

 

 

 

“The pink color represents sexual attraction to the same sex only (gay and lesbian), The blue represents sexual attraction to the opposite sex only (straight) and the resultant overlap color purple represents sexual attraction to both sexes (bi).

The key to understanding the symbolism in the Bi Pride Flag is to know that the purple pixels of color blend unnoticeably into both the pink and blue, just as in the ‘real world’ where most bi people blend unnoticeably into both the gay/lesbian and straight communities.”

 

In the above quote, Page discusses how bi individuals are often invisible within various communities and this has been termed ‘bi invisibility’. Therefore, it is of paramount importance that bi individuals are visible and supported within our society.

 

Bi visibility

In relation to bi visibility, from 1999, Bi Visibility Day has been celebrated annually on the 23rd of September. There are various events held across the UK (as well as internationally) to encourage and promote bi visibility. This day also highlights biphobia which is the fear or dislike of someone who identifies as bi.

When considering biphobia, Stonewall, the largest LGBT charity in Europe, state that bi individuals suffer from dual prejudice. This is from within the LGBT community and outside of it. This prejudice can lead to mental health problems and risk-taking behaviours. Therefore, the aim of Bi Visibility Day is a reminder that we need to address biphobia whenever and wherever we see it.

Bi visibility in the workplace

 

 

 

 

 

 

Stonewall’s Top 100 Employers Report 2020 found that only 27% of bi respondents were comfortable being out to all colleagues. Furthermore, the same report identified that only 18% of bi people could identify a bi role model in their workplace. In summary, this report highlights the need for bi individuals to feel more comfortable with bringing their authentic selves to work as well as having identifiable bi role models in the workplace.

 

In the final section of this article, our Dean for Diversity and Inclusion, Dr Allán Laville and RUSU Diversity Officer, Rachel Wates, share their personal experiences.

Experiences of Dr Allán Laville, Dean for Diversity and Inclusion:

‘When we talk about biphobia, we need to remember the marginalisation that bi individuals experience both within and outside of the LGBTQIA+ community – most commonly, in the form of microaggressions.

In the past, I have been on the receiving end of bi microaggressions such as ‘you just haven’t made your mind up yet’, and ‘are you more likely to cheat on your partner because you’re bi?’. These microaggressions aim to invalidate the identity of bi individuals as well as making inappropriate judgements.

In order to raise awareness, Rachel Wates, RUSU Diversity Officer, and I will be creating bi inclusion training sessions for staff and students for 2021. If you have any ideas on what you would to see included in this session, please do get in touch.’

 

Experiences of Rachel Wates, RUSU Diversity Officer:

‘My name is Rachel Wates and I am your RUSU Diversity Officer for this year. One part of my campaign is to host events and raise awareness on bi visibility. My reason for starting this campaign was mainly drawn from personal experience. I only came out at university right at the end of my 4-year course at the age of 22. I think at this age most university students are aware and comfortable with their sexual identity. (If you’re reading this and you’re still unsure of what you define yourself as then don’t worry – there is no rush). I am not exaggerating when I say I struggled to find what label I would adhere to amongst the spectrum of sexual orientations. Pansexual…queer…questioning… bisexual. Yes, bisexual.  Bisexuality just seemed to fit for me, and I started feeling comfortable saying it out loud. When I came out my family and friends were happy for me… and I have a feeling some of them may have even known before I did! This was a really positive experience as I was so happy to have people within close proximity who understood all of me.

Unfortunately, this took a turn when I had won my FTO Election. Someone had posted on the anonymous forum ReadingFess that they thought I was just pretending to come out as bisexual for “diversity points” and that it was “convenient she just happened to come out right before elections”. They also stated, “as an LGBT member they had been thinking about this for a while”.

This greatly upset me at the time. I remember thinking if I had known that the reaction of me coming out would have been negative, then in hindsight I think I would have just stayed in the closet. I didn’t have any proof that I was bisexual, all I had was the emotions and feelings I had in my heart and brain. I felt invalidated and hurt. Especially as though maybe some of this hate had been written from an LGBT+ member themselves. I honestly felt lost. A part of me wished I had never said anything at all.

However, I soon realised after that I was not the only one who had experienced this. Now I know this wasn’t just someone being mean to me online – this was a type of discrimination known as bi erasure. had mentioned this multiple time in my FTO Campaign, however, ironically, I had never experienced it until I had actually won. Bi-erasure or bisexual erasure is the tendency for societies to ignore, remove, falsify or reexplain evidence of bisexuality. I learnt from a committee member of the LGBT+ society that there is a term called “straight-presenting” meaning that you are typically seen in heterosexual relationships, however this doesn’t invalidate your bisexuality.

The Stonewall School Report 2017 found that 75% of LGBT+ pupils have never learnt about or discussed bisexuality in schools and that LGBT+ pupils from their teachers at school and even their friends would just refer to them as gay or lesbian.

This is why I am hoping to start in this training and start on my Bisexual Visibility Week and bisexual training.  I don’t want anyone to go through what I went through and I am hoping that we can all work together collectively as staff and the student body to make everyone feel validated regardless of orientation. I believe that we can all work together as a community to help students know bisexuality is real, we cannot let internet bullies win and that no staff or student is alone.

Thank you for reading about my experience. If you wish to email me my email is diversityofficer@rusu.co.uk  or come say hi to me if you see me on campus.’