Latest news with #genderdiversity
BBC News
19-07-2025
- Entertainment
- BBC News
More than 30,000 people set to join Trans Pride Brighton
More than 30,000 people are set to join a protest march and enjoy performances at a trans pride event in East Trans Pride Brighton (TPB) began in 2013, it was the first of its kind in the UK, and has seen the number of attendees double every three years, organisers began at 19 of the city's pubs on Friday, ahead of a protest march at midday on Saturday to be followed by dozens of performances on two stages in the city say they hope to inspire everyone to "help make a real difference" by celebrating trans lives and gender diversity. Donna, an organiser at TPB, said: "It's grown hugely, it's doubled in attendee numbers every three years which is a huge source of pride and responsibility."It's a lot to organise every year but I think we're doing really well."Everything is more-or-less in place, there's obviously last minute things, but we just get on with it and make sure it's a fabulous day for everybody."Donna explained that the event is run entirely by volunteers and relies on donations, instead of having main sponsors."It's a hugely enjoyable event as well as being hugely important, all the volunteers are very proud of that and it's really positive to see," she Pride Brighton says it provides "a great day where trans people, friends, allies and family can meet and have an amazing time in a fun and safe space".All information about Saturday's events, performers and the protest route, can be found on the organisation's website.
ABC News
30-06-2025
- Health
- ABC News
'Tell your child you love them': Family support vital to improved mental health for LGBTQ+ young people
For Joey Dijkstra, coming out as a gender-diverse person in Albany, Western Australia, was a daunting prospect. "I grew up in a conservative, Christian community where gender diversity was demonised," they say. "To say it made exploring who I was and coming out scary is an understatement. "Still now, people have a lot of misconceptions about my gender identity and why I am who I am." Joey's family initially didn't understand their gender diversity, but they never wavered in their love and support. "I think the biggest thing was that they continued to love me and support my mental health," they say. "Continuing to connect with me as a person showed their unconditional love for me. "I think my family had to place a lot of trust in me that I knew who I was best and granting me autonomy to make decisions that were best for me." Receiving support from family is vital to improved mental health for LGBTQ+ youth, according to findings from a recent survey conducted by national youth mental health organisation headspace. The nationwide survey of more than 2,000 family members of queer young people aged 12-25 found that almost half of respondents felt the mental health of the queer youth in their family was 'poor' or 'fair', compared to less than one third of non-LGBTQ+ young people. The results echo numerous other findings that consistently show LGBTQ+ young people have higher rates of psychological distress and almost double the rate of suicidal ideation than non-queer youth. The survey also found that while families were more likely to be concerned about the mental health of their queer young people, they were also more likely to encourage them to seek professional support. Joey says speaking openly and honestly with one another was key to maintaining a great relationship with their family. "Their support was crucial to my mental health journey," says Joey. "I know a lot of parents and families, particularly in regard to Christianity and religion, worry that supporting and affirming their child isn't the right decision. And I want to encourage those families by saying that it is. It absolutely is. "I am mentally healthy and doing really well right now, which wouldn't be possible without the support from my family." Receiving support from family or friends, who are often the first people that a young LGBTQ+ person will come out to, lays a foundation for seeking further help if needed, says headspace Chief Clinical Officer Vikki Ryall. "Young people who identify as LGBTIQA+ are significantly more likely to experience high or very high levels of psychological distress, or to experience loneliness or isolation due to experiences of discrimination, exclusion, homophobia and prejudice," says Ryall. "Therefore, equipping friends and family is imperative: If their first experience is positive, they're more likely to continue to seek help to support their mental health and wellbeing." Beyond empowering young queer people to feel confident seeking specialised assistance, family support also has a direct impact on their mental health. "When LGBTIQA+ young people feel fully supported in their gender identity and sexuality, they experience better mental health, higher self-esteem, and a more positive outlook on the future." Michelle remembers the moment her child first opened up to her about their gender identity, at around 12 years old. "I think they were worried how I might react because they let me know by giving me a letter they had written but cut into many little pieces," she says. "I remember being in a hurry to put the pieces together so I could talk to them about it!" After reassembling the letter, Michelle told her child how grateful she was they had confided in her and that she was eager to know more. "They [wrote], 'Sometimes I feel like a girl and sometimes I feel like a boy and I'm not sure which one I am.' I wanted to know what this meant to them and mostly whether they felt happy and OK with this feeling," says Michelle. "I also wanted to know what they needed from me and from the world and how I could help them with that." Once the news had settled in, Michelle began the process of supporting her child through gender-affirming care. "My child had done their research very well and knew what to expect and, most importantly by then, knew who they were," she says. "I was so grateful that once we got into gender-affirming care, the staff were so knowledgeable and kind and really made the effort to connect with my child, validating and affirming them every step of the way." While Michelle and her child knew the outcome they wanted, the process was far from straightforward. "It took a long time, and many appointments to finally be able to celebrate the first ever dose of testosterone! There were some hard days, before then, when my child felt like they were losing hope. This was tough because I could not hurry the process up, only be there to support them as much as I could," she says. The impact on her child's mental health of receiving gender-affirming care was immediately apparent to Michelle. "Before receiving care, my child had said to me that if they had to live the rest of their life with their outward appearance and their voice not matching who they were, they wondered whether it was a life worth living," she says. "Receiving gender-affirming care was lifesaving, literally." Michelle has advice for any other parents whose kids may be questioning their gender or sexual identity. "Encourage your child to talk to you and listen to them without judgement," she says. "If there is anything you don't understand and want to know more about, ask them — but don't assume you will always know the right things to say to them or that you will phrase your questions in the right way every time." She recommends parents access professional, peer-reviewed resources and speak to other parents who have been supporting and advocating for their LGBTQIA+ children. Vikki agrees that it's important for family members to proactively learn more about what their young person is going through. "Educate yourself: this not only takes pressure off your young person, but also shows them that you care," she says. "When a young person shares their gender or sexuality with you, they're inviting you into one of the most personal parts of their life. Meeting that with support, love and respect can significantly reduce their risk of poor mental health, self harm, and other challenges — and help them feel hopeful about their future." Joey says that while affirming their gender identity has been challenging, it's also been rewarding. "[It] opened up a whole new world of possibility for me … it was daunting and exciting that I was no longer confined to the gender roles placed on me," they say. Michelle knows firsthand that supporting young LGBTQ+ people isn't always easy. "Be prepared that not everyone will share your view, and your child is highly likely to see and hear things that are happening around the world that they find very upsetting," she says. "Be ready to listen to their concerns and, wherever possible, surround them with a community of peers and allies. "Most importantly, tell your child that you love and respect them and you are proud of them for being true to themselves."
CBC
28-06-2025
- Business
- CBC
How this Kentville salon is a safe haven for 2SLGBTQ+ clients
Farrah Ferguson will never forget the feeling of pure joy they felt when they shaved their head for the first time. "I looked in the mirror and I said, 'Oh my God, I look so cute,'" said Ferguson. "That was the moment of, 'Oh wow, this is really how I want to express myself.'" They said for years, people would discourage them from having anything but long locks, which is why when Bridge Beauty Bar opened in downtown Kentville, N.S., last year, Ferguson became a returning customer. "There are a lot of places you can go to have hair and esthetics done in the valley, which I'm sure they all have their own merits. But as gender-diverse people …not everybody always feels safe going into a traditional salon or barbershop," said Ferguson. "Some people are afraid of how they will be perceived, whether there will be assumptions made about who they are and how they present," they said. "So it's really important to be able to walk in somewhere and know, 'I belong here.'" When Mel Hiltz, a trans and non-binary hairstylist, opened the Bridge Beauty Bar in January 2024, that's exactly what they wanted to achieve. The salon fosters a safe space for clients, while breaking down gender norms in the beauty industry by providing gender-affirming haircuts and services. Hiltz said one of the best feelings is being able to give someone a haircut that allows them to express who they truly are. "It is probably the most rewarding part of my job," said Hiltz. Hiltz moved from Halifax to the valley as an effort to bring more queer-owned businesses to rural Nova Scotia. "I think one of the biggest worries going into any new space as a trans or non-binary person is that you're going to get misgendered, or you're going to be judged," said Hiltz. In hopes of erasing this worry for their clients, Bridge Beauty Bar has implemented a number of practices, including asking for the client's name and pronouns ahead of an appointment. Staff also share their pronouns with clients, and are thoughtful about the language they choose. For example, they might use terms like "soft" or "flowy" to describe someone's hair, instead of "feminine," said Hiltz. The salon is also equipped with gender-neutral washrooms and offers pricing based on the time spent in the chair, as opposed to having different prices for men and women. The Dresscode Project These efforts are all part of an initiative called The Dresscode Project, a campaign to create safe spaces in salons for the 2SLGBTQ+ community. The group was founded in Toronto by hairstylist Kristin Rankin, and has over 500 member salons and shops in North America, including six in Nova Scotia. There's a directory on its website where clients can locate businesses associated with the project. There are several criteria to become a member of The Dresscode Project, but most notably, the salon must choose at least one day per year to offer free haircuts to 2SLGBTQ+ clients. "This fun, and often life-changing event allows those to see themselves for the first time, helping to shift their gender dysphoria into euphoria," says the website. Hiltz and their staff hosted this year's event on Wednesday, to coincide with the annual Valley Pride festival. They provided free haircuts or waxing services to about 25 clients. Hiltz said for their first client of the day, it was her first gender-affirming haircut. "We were both almost in tears by the end of it," said Hiltz. Client Kiran Awrey, emphasized how significant these offerings are, as they too have had experiences in the past at salons where stylists assumed their gender and what style they'd want. "The hairdresser's kind of inputting what they think would look good or pretty on me when … I wasn't going to look like a woman necessarily," said Awrey. Awrey is now a loyal customer at Hiltz's salon, but said the business represents something more than a place to get haircuts. "[To] continue now into their second year is also really important for the community to see that queer business and queer people thrive here. It's just heartwarming to see that there's kind of this beacon for us," said Awrey.
The Sun
19-06-2025
- Business
- The Sun
Help solve the problem of a female engineer shortage with an exciting new career
IT used to be considered a 'man's job', but women engineers are on the rise. Latest figures from EngineeringUK show females now occupy 16.9 per cent of roles, up from 15.7 per cent last year and a significant increase from ten per cent in 2010. The sector offers job security, average salaries of over £60,000 and a chance to change the world. It's a growth area, too, as in the Government's new industrial strategy, five of the eight growth sectors are underpinned by engineering, from compound semiconductors to quantum computers. But as we approach International Women In Engineering Day on Monday, the UK still needs 124,000 new engineers and technicians a year to meet demand. Recruiting more women would help drive innovation, create more female-friendly products, close the skills gap and ensure the UK economy thrives. Dr Hilary Leevers, chief executive of non-profit organisation EngineeringUK, said: 'We urgently need more girls and women to pursue engineering careers. "There would be millions more women in engineering if they progressed at the same rates as men, which would resolve our workforce shortages.' EngineeringUK is working with over 40 organisations, including the Royal Academy of Engineering and Women Into Science And Engineering (WISE), to promote the career to girls in school. 'Engineering is about solving real problems and improving the lives of millions', says WISE managing director Dr Laura Norton. 'But how can we design solutions for everyone if only a narrow slice of society is doing the designing? We need more women in engineering for the good of all of us.' The types of engineering roles are diversifying. As well as traditional heavy engineering and civil construction jobs, there are digital, software, biomedical, aerospace and environmental engineering. Fires Up Its Engine and Afterburner During Test Series As one of the UK's top female engineers, Tara Bishop, head of planning and business development at British Airways Engineering, believes the sector is 'undergoing a cultural shift'. She explains: 'The traditional skills are still required, but we increasingly need digital skills in areas such as predictive maintenance, aircraft software and cyber-security, and aircraft analytics. 'Engineering requires critical-thinking skills and problem-solving ability, so we absolutely benefit from diverse perspectives.' For more information, see 'We're just as capable at maintaining aircraft' 3 VIKTORIA WIGGINS is a tools and equipment manager for British Airways after joining the airline as a planning and supply chain graduate. The 23-year-old, from South West London, said: 'Firms should take on more female engineers because being an engineer is not a gendered role. 'Women are equally capable of working on aircraft or in the engineering operation. 'Being an engineer is being a problem solver, and women are very good at solving problems! 'The idea that engineering is a career for men needs to be challenged by all those who work in the sector, both men and women, as opposed to just being championed by women. 'Last year, I ran an outreach day, Engineering A Female Future, where 50 female university students from across the UK had the chance to visit our engineering base and hear from industry leaders. 'It was amazing to see so many keen female engineers and non-engineers thinking about pursuing a career in such an interesting industry.' Ways into the industry WANT to work in engineering? Follow Dr Hilary Leevers' tips . . . Look at the vast range of careers on offer and check out for different case studies and role models. Develop your skills and knowledge in STEM. Explore recommended podcasts, TV shows, days out, competitions, books and activities, then find opportunities to put these into practice. There are a number of different pathways including apprenticeships, university degrees, T-Levels and other vocational qualifications. Government, businesses and software companies also offer bootcamps or online courses. If you don't think you have the right qualifications, don't give up. Engineering teams often draw people from a range of backgrounds to solve interdisciplinary problems. Follow and engage with leading industry bodies including the Royal Academy of Engineering, professional engineering institutions, Women's Engineering Society, Women Into Science And Engineering and Equate Scotland. Want to get back into the sector after a career break? Then take returner schemes. The free Open University course Returning To STEM should help you work through your options, or visit How to keep cool in the office 3 TEMPERATURES hit 30C this week, but as there is no legal maximum for workplaces in the UK, what should bosses be doing to keep staff cool? Employment solicitor Laura Kearsley, from Nelsons, explains your weather rights. Can I leave my workplace if it becomes too hot? Not unless you feel unwell and you need to take sick leave. But employers have a legal obligation to provide a 'reasonable' working temperature in the office. Your employer has a duty to determine what 'reasonable' comfort will be in each particular circumstance. Are there any other regulations that protect workers during hot weather? The Management of Health and Safety at Work Regulations 1999 require employers to make a suitable assessment of the risks to the health and safety of their employees, which includes temperature. Does my boss have to legally provide air conditioning in the office? No, but when working temperatures are uncomfortable, employers should consider using fans or portable air conditioning and providing cool water. Is it acceptable for me to wear shorts and flip-flops in the office during warm weather? What will happen if I defy my employer? Your employer may change dress code requirements in warmer weather if this is appropriate. However, they are still entitled to insist on certain standards of appearance – particularly for customer-facing roles and for shoes and clothing to be sensible for health and safety reasons. The requirement for employers to treat employees with trust and confidence applies throughout the employment relationship. At times of uncomfortable working conditions, employers will need to be considerate to employees. After all, if staff are too hot, they won't be at their most productive. Role models vital A LACK of visible role models is hampering people with learning disabilities from finding jobs, a study from hotel chain Hilton suggests. Just 16 per cent of people with a learning disability in the workforce report having a role model with a similar disability. However, 74 per cent of people would be more confident applying for jobs if they saw similar people in customer-facing roles. Hilton senior vice president Stephen Cassidy said: 'Representation matters – seeing people like yourself succeed at work builds confidence and opens doors. 'Our team members with learning disabilities contribute across a wide range of roles, from front-of-house positions to behind-the-scenes work.' Duty calls on loo 3 TENS of thousands of workers are facing burnout by failing to take a proper break. Two-thirds of staff say they have worked a seven to eight-hour shift without stopping, while six in ten have answered work emails or taken a call while on the loo. The study from HR software firm Personio found women were more likely than men to work through lunch, while millennials were most likely to work through an illness. Psychotherapist Zoe Aston said: 'The bathroom is one of the few remaining spaces we expect to be off-limits. When employees are responding to work in that space, it signals a culture where people don't feel psychologically safe to disconnect, even briefly.'
Forbes
10-06-2025
- Business
- Forbes
A Male CEO's Perspective On Women In The Hospitality Industry
AHLA's Kevin Carey says the industry's success is linked to women. The issue of gender diversity and representation is not new. Nor is it unique to the hospitality industry. However, despite progress within the industry towards gender diversity and equality over an extended period, gaps remain at both the global and national level. ForWard is helping women advance in their careers. Kevin Carey, AHLA Foundation CEO and President & AHLA COO recently spoke about the important contributions that women make in the hospitality industry, the need for additional female representation and the important role that the Foundation's ForWard initiative is playing in helping women advance. Prior to joining AHLA, Carey served as an executive at American Express Company and American Express Global Business Travel. Most recently, he was managing director and head of the Americas region, responsible for the largest strategic customers and revenue generating region in the global business travel joint venture company. AHLA is a leading voice representing every segment of the hotel industry including major chains, independent hotels, management companies, REITs, bed and breakfasts, industry partners and more. He has considerable experience across the travel and hospitality industries through his service as a board and executive committee member for numerous travel and tourism industry associations, including U.S. Travel and the Travel Business Roundtable. Women make up more than half of the hospitality workforce. In a real sense, women are the hospitality industry. They make up more than half of our workforce and bring exceptional talent, innovation, and leadership to every function and key role of the business. Women are serving as general managers, making group sales, planning meetings, overseeing the housekeeping and food & beverage staffs, and are involved in every other aspect of hotel operations and above property roles. Unfortunately, though, they are not as well-represented in the C-suite, but those numbers are improving. On a personal level at AHLA, I work closely with an extraordinary team of women who are driven, results-focused, and who lead key functions and departments in both the association and the Foundation. Their work doesn't just move our mission—and by extension, the industry—forward, it shapes it. The industry's success is inextricably linked to the strength and dedication of women at every level. The AHLA Foundation offers ongoing support for its members. At the AHLA Foundation, everything we do is about supporting the people who make this industry what it is. That includes making sure women have every opportunity to grow, lead, and succeed—especially when it comes to advancing into executive roles. Our Foundation's ForWard initiative is one of the most impactful ways we're doing this. ForWard has become a cornerstone of our work to help women advance in hospitality. It's all about creating access—through professional development, networking, mentorship, and by increasing visibility for women leaders across the industry. We've built it in close partnership with AHLA and a group of incredible leaders who have dedicated their time to driving real, lasting change. ForWard has become a cornerstone of the Foundation's work. The growth of ForWard has been inspiring to watch. We see a clear hunger in this industry for spaces where women feel supported, seen, and set up to lead. ForWard fills that space and meets that need. It continues to grow because the mission matters. Another area we're particularly focused on is ensuring women are well represented across all of AHLA's governance groups. And in this respect, 2025 marked another year of progress as 11 women assumed leadership roles in AHLA's Executive Committee, the Board of Directors, and the Foundation's Board of Trustees. There are now 30 women who hold leadership positions in AHLA governance groups—a new record. We expect to build on this progress over time. The bottom line is when we invest in women leaders, our entire industry benefits.
