Thriving Through Adversity

Art, Activism and the Queer Experience

Oscar Hoyle explores the synergy of creating inclusive spaces for GEN-Z LGBTQIA+ individuals, emphasising respect, belonging, and the shared journey across generational divides.

In the thought-provoking episode of The Inclusion Bites Podcast titled 'Thriving Through Adversity', host Joanne Lockwood is joined by Oscar Hoyle, who sheds light on the vital role of inclusivity in empowering individuals, particularly those from the LGBTQIA+ community. They explore the significance of personal acknowledgment through simple acts such as the use of correct pronouns and respect for name changes to foster a welcoming environment. The duo discusses how creating a workplace that feels like a second home can contribute to a profound sense of belonging. Oscar brings attention to the incredible work being done by Blossom LGBT, a social enterprise dedicated to uplifting Gen Z LGBTQIA+ individuals. They tackle the often misunderstood generational gap in technology, culture, and work ethic, elucidating the need for mutual understanding and collaboration across age demographics to enrich workplace culture.

Oscar is the CEO of Blossom LGBT, a non-profit social enterprise that champions support for Gen Z LGBTQIA+ individuals through consultancy and upskilling programmes. His role in advocating for a more inclusive society is complemented by his engagement with queer art, using it as a medium to examine heritage and the repercussions of criminalisation and societal prejudice. Drawing from his extensive experience in creating inclusive spaces, Oscar shares his passion for arts, demonstrating its power in storytelling and as a vehicle for passion and activism. Through his work, he emphasises the importance of fostering authentic safe spaces, despite the challenges non-profit organisations face in sustaining them.

During the episode, Joanne and Oscar tackle the transformation in work trends among young adults embracing multiple income streams and the shift from long-term employment to a business portfolio approach. They highlight the misconceptions surrounding being 'woke', the essential support for youth exploring their identity, and the implicit challenges within the NHS system. A profound moment occurs as Oscar articulates the fine balance between respecting beliefs and avoiding discrimination, which is echoed by Joanne's reflections on the crucial role that inclusive spaces have played in her journey of self-discovery.

The podcast concludes with a powerful message advocating for a psychologically safe and non-discriminatory work environment. Joanne and Oscar call on listeners to rally behind the mission of Blossom LGBT, sharing the episode to contribute to building a more inclusive world. They strike a chord with anyone seeking inspiration to thrive amidst adversity, especially in championing Gen Z LGBTQIA+ individuals within an often hostile society and workplace culture.

A key takeaway from this episode is the undeniable importance of advocacy, understanding, and action towards fostering inclusive spaces that not only acknowledge, but celebrate, individuality. Listeners are poised to be deeply moved by the candid discussions and will be left with a renewed sense of purpose in driving inclusivity forward within their own spheres of influence.

 

Published: 18.07.2024 Recorded: 15.04.2024 Duration: 0:58:33

 

• AI Extracts and Interpretations
• The Inclusion Bites Podcast #118: Thriving Through Adversity
• Other Links
• seechangehappen.co.uk SEE Change Happen: The Inclusive Culture Experts
• Inclusion Bites Podcast on YouTube

Quotes, Hooks and Timestamps

Generational Challenges and Social Media Responsibility: “And being in such, you know, a chief executive of an organisation that’s turning over roughly, you know, half a1000000 is a lot of responsibility for someone my age already. And then I I have a tendency to want to use social media because my generation has always used social media. Yet, I have a real difficult bad time balancing the two.”
— Oscar Hoyle [00:07:49 → 00:08:15]

Workplace Culture and Gen-Z Expectations: “We found that, I believe this was Ipsos again, found that on average, a GEN-Zer will leave their job within 12 months if they don’t fit in with, like, the ethics and culture of the workforce.”
— Oscar Hoyle [00:12:59 → 00:12:59]

Attracting Gen-Z Talent: “Actually, this the belonging part is becoming increasingly important in a workplace because they want to feel part of something bigger and something that aligns with who they are and their values and morals.”
— Oscar Hoyle [00:15:22 → 00:15:34]

Understanding Gen-Z’s Identity Exploration: “I think that where it’s coming more into the forefront is because people have more of an opportunity to explore, to be themselves.”
— Oscar Hoyle [00:20:19 → 00:20:29]

Transgender Representation in Media: “You know, when you make up less than 1% of the population, it’s not that likely that a lot of people will know a trans person. And I think that’s where the media, as much as right now, it can be, say, hostile against us, can also be one of our best tools in building that empathy and compassion.”
— Oscar Hoyle [00:23:27 → 00:23:49]

Youth Mental Health and the NHS: “You know, I think what we see so often in our services is things like young adults self medicating because they can’t get what they need for the NHS or aspects like that.”
— Oscar Hoyle [00:26:26 → 00:26:36]

Impacting LGBTQIA+ Youth Development: “What we’re actually doing is impacting on their ability to perform when they get into a workplace. You know, how on earth can you do a good job when you you you finally have the opportunity to get into work, but you also have the opportunity to finally transition after waiting 10, 20 years.”
— Oscar Hoyle [00:30:21 → 00:30:41]

Freedom of Belief in Workplaces: “Absolutely. And and I think this is where we come back to workplaces having a line, which is, you know, where can somebody hold a belief, and where can somebody express and and directly discriminate because of that belief.”
— Oscar Hoyle [00:37:01 → 00:37:14]

Workplace Support for the LGBTQIA+ Community: “It’s building resilient support networks. It’s building, you know, confidence in your ability to be outspoken through art workshops. Sits, building your connection to the community so that you can see that whilst things aren’t great at the moment, this isn’t the first time that the LGBTQIA+ community has been under attack.”
— Oscar Hoyle [00:42:45 → 00:43:02]

Exploring Queer Heritage and Artistic Expression: “But we also look at how criminalization, negative social attitudes have played a massive part in hindering what could be really important queer pieces.”
— Oscar Hoyle [00:44:57 → 00:45:09]

Definition of Terms Used

Cisheteronormativity

• Definition: Cisheteronormativity is the assumption or belief that being cisgender (identifying with the sex assigned at birth) and heterosexual are the norm and therefore the preferable or ‘default’ state of being.
• Relevance: Highlighting this concept helps to understand the implicit biases and societal pressures that LGBTQIA+ individuals face and encourages efforts to make spaces more inclusive for all gender identities and sexual orientations.
• Examples: Media representations primarily depicting heterosexual couples, forms and policies that only recognize traditional male/female gender options, and societal expectations of marriage and procreation within opposite-gender partnerships.
• Related Terms: Homonormativity, Gender Binary, Queer Theory
• Common Misconceptions: A common misconception is that cisheteronormativity is simply resisting change, but it is rather an ingrained societal system that actively excludes or disadvantages those who do not conform to these norms.

Generational Bridge-Building

• Definition: Generational bridge-building refers to the efforts and initiatives taken to improve understanding and collaboration across different age groups within the workforce, particularly between older generations and younger ones like GEN-Z.
• Relevance: Understanding and implementing generational bridge-building is crucial to create a cohesive and productive workplace that leverages the diverse skills, perspectives, and values of all employees.
• Examples: Mentorship programs pairing senior employees with younger staff, inclusive policy-making that addresses the needs of each demographic, and open forums for intergenerational exchange.
• Related Terms: Age Diversity, Intergenerational Workforce, Knowledge Transfer
• Common Misconceptions: It is often mistakenly assumed that generational differences are too vast for effective collaboration, but with the right strategies, these various perspectives can significantly enrich a workplace.

Psychological Safety

• Definition: Psychological safety is the belief that one won’t be punished or humiliated for speaking up with ideas, questions, concerns, or making mistakes. It’s a critical component of an inclusive workplace culture.
• Relevance: Psychological safety is pertinent for enabling team members, especially those from marginalized groups, to contribute without fear, fostering innovation, and improving overall team performance.
• Examples: Encouraging questions in meetings, acknowledging contributions from all team members, and ensuring all complaints are treated seriously and respectfully.
• Related Terms: Inclusivity, Employee Engagement, Open Communication
• Common Misconceptions: There’s a misconception that psychological safety can lead to complacency or lack of discipline, whereas it actually boosts accountability and performance because employees feel secure and supported.

Non-Profit Sustainability

• Definition: Non-profit sustainability refers to the ability of a non-profit organization to have enough resources to run its operations and support its mission over the long term without compromising its non-profit status.
• Relevance: As discussed in the podcast, the maintenance of LGBTQIA+ inclusive spaces like cafes is crucial for the wellbeing of the community and requires sustainable funding and support.
• Examples: Diverse funding streams, strategic partnerships, and community-driven fundraising initiatives.
• Related Terms: Financial Stewardship, Social Enterprise, Donor Retention
• Common Misconceptions: A common misconception is that non-profits should minimize spending on their own operations. However, investing in their capacity is often essential for their long-term impact and sustainability.

Neurodivergence

• Definition: Neurodivergence refers to the diversity of human brains and neurocognitive functioning, where conditions such as ADHD, Autism, Dyspraxia, and others are seen as natural variations rather than deficits.
• Relevance: Recognizing neurodivergence is essential for creating inclusive spaces where people with different neurological conditions can thrive and be equally respected for their unique contributions to society.
• Examples: Flexible working arrangements, sensory-friendly environments, and acceptance of non-traditional communication styles.
• Related Terms: Neurodiversity, Neurotypical, Inclusive Design
• Common Misconceptions: A prevalent misconception is that neurodivergent individuals are less capable in a professional environment, whereas they often bring unique strengths and perspectives.

Please connect with our hosts and guests, why not make contact..?

Brought to you by your host

Joanne Lockwood SEE Change Happen

A huge thank you to our wonderful guest

Oscar Hoyle Blossom LGBT