Beyond the Rainbow: Honouring Diversity During Pride
As the summer rolls around and we begin June, companies, supermarkets, and institutions alike bring out their rainbow flags and embrace Pride as a moment to make their support for the LGBTQ+ community visible. While the LGBTQ+ label is an umbrella term for those who deviate from heterosexuality, sexuality and gender expression are incredibly personal and unique experiences that celebrations need to honour. When you consider the intersections of race, gender, age, ability, class (and more) with queer identities, you realise the richness of experiences that the LGBTQ+ community consists of.
In this article, we will explore Pride through an intersectional lens by centring Black, Brown, and Trans leaders in the Pride celebrations and by examining the overlaps between the neurodivergent community and the queer community (also known as the double rainbow). True progress and equity can be achieved by understanding these intersections and demonstrating solidarity between marginalised groups, so read along for the best practices when honouring this Pride month!
The Evolution of the Pride Flag
Most people know the standard rainbow flag representing the LGBTQ+ community, but in 2018, designer Daniel Quasar proposed the Progress Pride flag, building on Amber Hikes' 2017 addition of black and brown stripes. This modified flag includes a five-coloured chevron (black, brown, blue, pink, and white) to explicitly represent LGBTQ+ people of colour and the Trans community within the movement.
Centring Black, Brown, and Trans people in the LGBTQ+ community is critical to our advocacy efforts because they are often the most marginalised groups within the community. Often, mainstream Pride celebrations focus on the experiences of white, middle-class, gay men who hold the most privilege within the community. This exclusion not only erases the diverse experiences within the LGBTQ+ community but also reinforces systems of privilege and oppression. Pride should be a time for all LGBTQ+ individuals to feel seen, heard, and celebrated, and centring only one segment of the community undermines this fundamental principle, hindering progress towards true equality and justice for all.
Racism within queer communities further compounds the challenges faced by LGBTQ+ people of colour. LGBTQ+ spaces and organisations have historically been dominated by white voices and perspectives. This lack of representation and inclusion perpetuates systemic racism and reinforces existing power dynamics, alienating Black, Brown, and Indigenous LGBTQ+ individuals. This is why the Progress Pride flag seeks to explicitly centre them.
The Progress Pride Flag, designed by Daniel Quasar
Understanding the Double Rainbow
When celebrating the experiences of Queer people during Pride, it’s also crucial to recognise the Double Rainbow, i.e., the prevalence of neurodivergence within the LGBTQ+ community and vice versa. 2018 research on people with Autism found that 70% of the study group reported being part of the LGBTQ+ community in comparison to 30% of the neurotypical study group (1). Further research revealed that people with autism were 7.5 times more likely to question their gender identity while people with ADHD were 6.6 times more likely to question their gender identity (2). ADHD advocate and sex educator Cate Osborne (3) reminds us that neurodivergence doesn’t “cause” queerness, but rather that “individuals with neurodivergence are predisposed to reject the rigidity of gendered expectations placed on them by society” and therefore often reject the arbitrary rules in favour of systems that better meet their needs.
Lessons on Accountability
While neurodivergence can contribute to one's understanding of marginalised experiences, such as belonging to the LGBTQ+ community, it does not guarantee allyship. An illustrative incident of this occurred in 2023 when Australian sociologist Judy Signer, credited with coining the term 'neurodiversity,' faced criticism from the Queer community for expressing transphobic sentiments. Despite issuing an apology initially, Signer later rescinded it and doubled down on her remarks, causing distress within both the Queer and neurodivergent communities (4). Signer's actions underscore the complexity of allyship and highlight the importance of ongoing education and accountability within all communities.
How to Honour Pride Month with an Intersectional Lens
Don’t wait for Pride month to performatively display the rainbow flag or throw “Queer parties” – this is known as Rainbow washing (similar to green or pink washing).
Encourage alliances and solidarity between the Queer, Neurodivergent, and BIPOC employee resource groups for a better understanding of how they can support each other.
Hold others accountable. Speak up against homophobia, transphobia, and discrimination in the workplace, even when it doesn’t directly affect you.
Support LGBTQ+ organisations through donations, partnerships, or volunteering beyond Pride month.
“‘Queer’ not as being about who you’re having sex with (that can be a dimension of it); but ‘queer’ as being about the self that is at odds with everything around it and that has to invent and create and find a place to speak and to thrive and to live.”
In conclusion, bell hooks' quote poignantly captures the essence of queerness as a multifaceted identity that transcends mere sexual orientation. Pride celebrations within the workplace should embrace this expansive understanding of queerness, recognising it as a vibrant spectrum of identities, experiences, and struggles. By centring the voices and experiences of marginalised LGBTQ+ communities, Pride can truly fulfil its potential as a platform for resistance, creativity, and liberation. As we continue to challenge systems of oppression and advocate for equality, let us create spaces where every queer individual can thrive, speak, and live authentically, both during Pride month and throughout the year!
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