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Still Complicated > Increase representation…

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  1. Acknowledgements
  2. Foreword
  3. Introduction
  4. Methodology
  5. How we define bi+
  6. Demographics
  7. Key findings
  8. Community and belonging
  9. Belonging to the LGBT+ community
  10. Belonging to a bi+ community
  11. Belonging to a ‘straight community’
  12. Summary (Community and belonging)
  13. Bi+ experiences in LGBTI+ services
  14. Biphobia in LGBTI+ spaces
  15. Other barriers to participation in LGBTI+ spaces
  16. Mainstream public services and the bi+ experience
  17. NHS services
  18. Sexual health services
  19. Police services
  20. Religious services
  21. Other services
  22. Summary (Mainstream public services and the bi+ experience)
  23. Bi+ intersectionality
  24. Employment
  25. Covid-19 pandemic and the bi+ experience
  26. Covid-19 related healthcare
  27. Social challenges
  28. Financial hardships
  29. Bi+ community groups
  30. Summary (Covid-19 pandemic and the bi+ experience)
  31. Good practice
  32. Recommendations
  33. Increased knowledge and understanding
  34. Avoiding assumptions and generalising
  35. Dealing with discrimination
  36. Bi+ specific support and inclusion
  37. Increase representation of bi+ people
  38. Resources and further reading
  39. Bibliography
  40. Glossary
Report Chapters
  1. Acknowledgements
  2. Foreword
  3. Introduction
  4. Methodology
  5. How we define bi+
  6. Demographics
  7. Key findings
  8. Community and belonging
  9. Belonging to the LGBT+ community
  10. Belonging to a bi+ community
  11. Belonging to a ‘straight community’
  12. Summary (Community and belonging)
  13. Bi+ experiences in LGBTI+ services
  14. Biphobia in LGBTI+ spaces
  15. Other barriers to participation in LGBTI+ spaces
  16. Mainstream public services and the bi+ experience
  17. NHS services
  18. Sexual health services
  19. Police services
  20. Religious services
  21. Other services
  22. Summary (Mainstream public services and the bi+ experience)
  23. Bi+ intersectionality
  24. Employment
  25. Covid-19 pandemic and the bi+ experience
  26. Covid-19 related healthcare
  27. Social challenges
  28. Financial hardships
  29. Bi+ community groups
  30. Summary (Covid-19 pandemic and the bi+ experience)
  31. Good practice
  32. Recommendations
  33. Increased knowledge and understanding
  34. Avoiding assumptions and generalising
  35. Dealing with discrimination
  36. Bi+ specific support and inclusion
  37. Increase representation of bi+ people
  38. Resources and further reading
  39. Bibliography
  40. Glossary

Still Complicated

Increase representation of bi+ people

A need for increased representation of bi+ people was mentioned in four comments. These are related to broader representation in all areas of society, but also in specific circumstances like LGBT+ events and services.

“[We need] more representation in general of bisexual people and pan people, whatever gender we are and whoever we’re in relationships with.”

“The local bi+ group was taken over by an LGBT service. I stopped going because it was being run by people who didn’t identify as bi+ and seemed uninterested in recruiting and paying bi+ people.”

“More involvement from bi+ people, particularly those who are black/disabled/trans/older/asexual.”

“Specific bisexual content, beyond just including the B word. For example, out bisexual speakers at events, articles in newsletters.”

  • When producing public content, allow and encourage people from the bi+ community to speak for themselves and/or use their own words.
  • Make your inclusive practices visible with specific examples of your bi+ inclusion.
  • Do not misrepresent organisational diversity by simply advertising LGBT+ inclusion if there are not explicit services / materials / education for bi+ people. As noted before, services should consider the people within the LGBT+ acronym and ensure that they are actively aiming to provide for all. Increase the visibility and representation of bi+ individuals in publications, social media, decision-making processes and advisory boards within public services, including in paid work.
  • Invite bi+ individuals to participate in consultations and provide feedback and input on their specific needs. Compensate them for their time where possible.
  • Pay bi+ people when you use their lived experience and expertise for more substantial work, for example as writers, speakers or consultants.
It is important to note that these suggestions are not exhaustive, and the specific needs and preferences of bi+ individuals may vary. Involving the bi+ community in the planning and implementation of these improvements is crucial to ensure their effectiveness and relevance.

For more detail on including bi+ people in services see the ‘Roadmap to Bisexual Inclusion’, produced by Equality Network. This draws on bisexual specific research and guidance to provide a comprehensive step-by-step guide for service providers on bisexual inclusion[27].

Footnotes

  1. Rankin, S., Hiwatari, J. (2018) ‘Roadmap to Bisexual Inclusion’ (Return to reference [27])

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