Post 10 by Zhengzhi Chen
I presented my draft proposal to my group and my tutor and received quite some useful feedback:
- An infographic or video that proves LGBTIQ’s capability to make the same amount of contribution to businesses and the society does not quite tackle the issue of discrimination against LGBTIQ in employment. The problem is not business owners’ unawareness of LGBTIQ’s talents or skills but the social outlook and the pressure they receive from their conservative clients.
- Josh shared a news article on Gay News Network called ‘Not so Diverse: Report Reveals Homophobia Still Rife in the Workplace’. It is mentioned in the article that 60% people in Australia experience verbal homophobia and that 20% even experience homophobic violence (Busby 2016). When LGBTI staff are openly out, businesses witness a 15-30% increase in productivity and retention rates improve by 10%. Even though diversity in staff is evidently beneficial to business, LGBTIQ discrimination still occurs in the workplace.
- Transgender youth experience additional challenges when trying to secure employment, such as the difficulty in safe access to workplace restroom facilities on the basis of gender identity, transphobia that makes it difficult, if not impossible, to successfully perform one’s job, and legal name and ID not matching gender expression, name or pronouns (The 519 2016).
After hearing the feedback, I decided to propose a service design aimed at the exposure of LGBTIQ discrimination in the workplace and in employment. Then I thought it would be a better idea to broaden the range of LGBTIQ discrimination exposed in the service design. The following is my proposition for this service design:
LGBTIQ Discrimination Exposing Service
LGBTIQ experience discrimination in different scenarios and various places. The use of homophobic language like ‘fag’ and ‘dyke’ and the use of ‘gay’ to describe negative judgment on things are still part of social media vocabulary. Same-sex couples still find it difficult to publicly display their affection for each other, due to the discrimination they might receive because of PDA, in the form of either verbal abuse or a warning from a shop owner ‘because an old lady you don’t even know finds your PDA offensive’. A business might reject an LGBTIQ job seeker because ‘your personality doesn’t suit the culture of our company’. 60% people in Australia experience verbal homophobia and that 20% even experience homophobic violence.
The Possible Change
- an increase in the social pressure for businesses and individuals to stop LGBTIQ discrimination
- a decrease in the amount of discrimination against LGBTIQ
- the addition of LGBTIQ cultural competency training to the training of employees
- the inclusion of the education about LGBTIQ in curricula of primary and secondary schools
- peer education about LGBTIQ among parents with new babies
- better social acceptance for LGBTIQ
The Design Action to Support Change
This service design is used to expose LGBTIQ discrimination thus creating social pressure for individuals and businesses to stop this kind of behaviour. The service can be offered via an online platform, a website, a mobile phone app, a hashtag on Twitter, Instagram, Facebook, Vine, Snapchat or YouTube, a reality TV program, infrastructure in public space, or an installation at bus stops, railway stations or airports.
It can be an Instagram trend where people post photos of discriminatory behaviour against LGBTIQ using a particular hashtag. It can be a website with a list of different categories of LGBTIQ discrimination documented in various forms like photos, short videos, audios and text. It can be a whisper app where people anonymously share their experience of LGBTIQ discrimination. It can be an installation in railway stations that is sensitive to verbal abuse on LGBTIQ and that can react to this kind of verbal abuse. It can be a reality TV program that broadcasts real-life LGBTIQ discrimination, which can be reported by the viewers and submitted to the program.
The 519 2016, LGBTQ2S Barriers to Employment and Training, viewed 25 September 2016, <http://www.the519.org/education-training/lgbtq2s-youth-homelessness-in-canada/lgbtq2s-barriers-to-employment-and-training >.
Busby, C. 2016, Not so Diverse: Report Reveals Homophobia Still Rife in the Workplace, Gay News Network, viewed 24 September 2016, <http://gaynewsnetwork.com.au/news/national/not-so-diverse-report-reveals-homophobia-in-the-workplace-still-rife-22104.html >.