Since I advocate for participatory, decolonial, intersectional, and inclusive approaches to our work, my company must also practice these values at the organisational level. These are my queer principles for running The SMC Group, some of which relate to projects but are also useful lenses through which to work. They are a foundation for my JEDI+ pillar which focuses on the meaningful inclusion and empowerment of the queer community.

These principles [please see the others on feminist, decolonised, and participatory principles] were directly inspired by my toxic experiences in private philanthropy and Open Society Foundations in particular. I saw first-hand what not to do, so my work calls on our sector to put in the work and do better rather than pay lip service to performative allyship.

LGBTQIA+ Inclusion and Representation

• Foster an inclusive and affirming work environment that values and supports LGBTQIA+ employees, clients, and stakeholders.
• Ensure diverse LGBTQIA+ voices are represented and included in decision-making processes at all levels of your organisation.
• Promote LGBTQIA+ visibility and celebrate milestones and achievements within the LGBTQ+ community.
• Provide resources and support for LGBTQ+ organisations and initiatives to thrive and create positive change.
• Write and promote LGBTQIA+ policies for various operational departments, like HR, Procurement, Events, etc. Contact the incredible team at We Create Space for support on this.

LGBTQIA+ Cultural Competency and Sensitivity

• Invest in training and professional development to enhance staff members’ understanding of LGBTQIA+ issues, terminology, and experiences.
• Incorporate LGBTQIA+ cultural competency into all aspects of your work, including research, project design, and service delivery.
• Respect and affirm individuals’ chosen names and their pronunciations, pronouns, and gender identities throughout all interactions and communications. Important: do not request that they share them with you, but when you are aware of this information, ensure you do all you can to respect it.
• Collaborate with LGBTQIA+ organisations and community leaders to ensure services and initiatives are culturally appropriate and responsive to community needs.

Queer Rights and Advocacy

• Advocate for queer rights, inclusivity, and social justice locally, nationally, and internationally. Be courageous to stand in solidarity with movements in your communities.
• Partner with queer-led organisations to support and amplify their advocacy efforts.
• Incorporate a gender and sexuality lens into research, policy development, and advocacy work to address the unique challenges faced by queer people.
• Engage in community education and awareness campaigns, including for yourself as a person, to address your unconscious biases. This can help challenge stigma and discrimination, especially affecting your staff and immediate communities.

Safe and Inclusive Spaces

• Create safe and inclusive spaces for LGBTQIA+ individuals to access services, participate in events, and engage in consultations. If you operate in shrinking civil spaces, find local organisations or companies that can support your queer staff and community members and provide support services as part of their compensation package.
• Implement policies and procedures that protect against discrimination and harassment based on sexual orientation, gender identity, or expression.
• Collaborate with queer-led organisations like We Create Space to design and implement initiatives that address safety concerns specific to the LGBTQ+ community.
• Regularly assess and improve the accessibility and inclusivity of physical spaces, considering the diverse needs and experiences of LGBTQ+ individuals.

LGBTQIA+ Data Collection and Research

• Advocate for collecting inclusive and accurate data on sexual orientation and gender identity in research and evaluation projects. Be aware of the challenges of doing so in vulnerable contexts, so proceed with caution.
• Ensure that LGBTQIA+ individuals are meaningfully involved in the design, implementation, and interpretation of research related to their communities.
• Use intersectional approaches to analyse data, recognising the unique experiences of LGBTQIA+ individuals in each of your communities based on race, ethnicity, socioeconomic status, and other identities.
• Collaborate with LGBTQIA+ researchers and organisations to address research gaps and generate knowledge that informs queer advocacy and policy efforts.

Intersectional Approaches

• Recognise and address the intersecting identities and experiences of LGBTQIA+ individuals, considering race, location, ethnicity, disability, age, and other factors.
• Promote collaboration with organisations working at the intersection of LGBTQIA+ issues and other social justice movements. Take the time to learn and grow based on what these organisations share with you.
• Incorporate intersectional analyses into all aspects of the organisation’s work, including program development, research, and policy advocacy.
• Support initiatives that highlight and address the unique challenges faced by LGBTQ+ individuals with multiple marginalised identities.