Embrace Inclusion

邁向共融，交織共生

In continuation of our 2023 theme, “與多元同行 Stand with Diversity,” this year’s Taiwan LGBT+ Pride brings forward the theme “邁向共融，交織共生 Embrace Inclusion” to invite gender equity activists to come forward in the fight against restrictive gender frameworks. Taiwan has joined the global wave of activism for diversity and inclusion in recent years, invigorating public discourse on DEI policies. Since the beginning of the Taiwan LGBT+ Pride, "E (equity)" has remained a core value as we strive to raise visibility for our different needs, to urge understanding and respect for our diversity, and to ensure equitable treatment for everyone. This is also what inspired society to shift from a focus on diversity to one of inclusion. With “D (diversity)” being our theme last year (Stand with Diversity), this year through “I (inclusion)”, we hope to remind the public that beyond diversity lies a need for active inclusion of these diverse individuals, meaning that we must ensure that diverse opinions are heard and uplifted in decision-making processes, instead of superficially treating it as an empty slogan. In many arenas of discourse around us, including workspaces, campuses, the media, and in virtual spaces, activism for diversity has come to the forefront, but more needs to be done to ensure diverse communities feel safe and accommodated. This also means that “diversity” now merely stands as a framework that is yet to be fully implemented in our everyday lives.

The lack of diversity and inclusion in society manifests in social arenas where individuals of different backgrounds and socioeconomic statuses coexist. Despite the presence of “diversity,” it remains difficult to discern the differences and disparate needs between individuals of different backgrounds. In particular, this visibility of diverse groups is often misconstrued as the presence of equality, blinding us to the lens of diversity we strive to look through. Consequently, this impedes the creation of inclusive, safe spaces. In addition, minority identities who exist among the dominant group often experience interpersonal tensions attributed to their differences. These tensions often escalate into conflict or widening the gap between groups. Hence, upon the foundational recognition of diversity, this year’s theme underscores “inclusion,” urging diverse communities to prioritize and uplift equity in decision-making, so as to eliminate the barriers between individuals.

From Diversity to Inclusion

As we observe global trends in implementing inclusion policies, we notice some improvements along the way. Taiwan’s Financial Supervisory Commission published the “Sustainable Development Action Plans for TWSE- and TPEx-Listed Companies” in 2023, mandating companies to disclose environmental, social, and governance (ESG) data, including diversity, fairness, and inclusion indexes (such as gender ratio, measures to protect worker rights, etc.). These measures have fostered shifts in the commission’s internal cultural climate towards a more inclusive working environment. In addition, these new policies reflect a global trend where overseas investment institutions are beginning to value internal diversity, equity, and inclusion as key factors for effective investment decisions.

Despite the global wave of DEI policies, several multinational corporations such as Google and Meta have begun taking steps back, cutting internal budgets on DEI departments or outsourcing consultancy companies to shift the responsibility of addressing DEI issues. And in spite of the overwhelming pool of research pointing to the logistical benefits of team diversity, managers within these companies still first cut the budget of employee inclusion training and (the creation of) inclusive spaces. These actions by tech companies not only affect the internal environment of the companies but that of the industry too. With these tech giants being at the forefront of developing and promoting generative AI, the longstanding exclusion of diverse communities means that there is a subsequent lack of diverse information to train artificial intelligence. When paired with the lack of diversity and inclusion within these companies, bias is magnified in AI generated results, perpetuating this erasure and discrimination in the real world. There are also companies and groups that use DEI as a mere slogan and fail to acknowledge or respect the different needs of different groups within the team. Instead, they perfunctorily hail their “diversity protocols” to create a facade of diversity and inclusion so as to gain public acclamation – this phenomenon is also a critical juncture we wish to highlight and reflect on this year.

The Challenges and Pitfalls of Diversity

A company with the core values of gender equality, diversity, and inclusion was exposed for employee exploitation this year. Former employees came out and shared how the company’s senior management used various PUA (Pick Up Artist) strategies in their exploitation, expecting employees to work for low wages and overtime, and even denied employees’ personal academic qualifications periodically, which caused significant physical and mental stress for workers. The exposé has since stirred public frustration that “these so-called values of diversity and inclusion are all just lies, and people shouldn’t fall into believing them.”

However, this case reminds us to value, instead of mistrust, the concept of inclusion.There are some groups that continue to treat diversity as merely a marketing strategy. They officially declare to be supporters of diversity, but act differently in practice. This is why we not only have to talk about diversity but also must actively practice inclusion, as the goal of diversity and inclusion is not just to recognize the existence of diversity, but to listen to their voices and to actualize positive social change. Diversity and inclusion is not just a marketing strategy, but a real social movement backed by living, breathing individuals. This is the biggest lesson that this controversy has brought to us.

As we shift our focus back to everyday life, we see more and more stories on gender-friendly campuses and workplaces and growing discussions on diversity in corporations. But have we already created an environment in society where LGBT+ people feel safe to express themselves? According to Taiwan Tongzhi (LGBTQ+) Hotline Association (Hotline)’s “2020 School Climate Survey on LGBTQ+ Students in Taiwan,” 60% of respondents indicated that they have experienced harassment due to their gender expression, sexual orientation, or gender identity in the past year, and almost a third of respondents reported never having learned about LGBT+ issue in school. In terms of the workplace, Hotline and the Taiwan Equality Campaign’s “2023 Workplace Climate Survey on LGBTQ+ Employees in Taiwan” revealed that only slightly more than 10% of companies have clearly-outlined gender-friendly policies or relevant education training. Without the support of policies, educational resources, and practical action, people around us may lack the appropriate resources to learn about the LGBT+ community. Without these resources, progress for LGBT+ people will remain stagnant while “diversity” remains as an empty slogan.

Another relevant topic regarding diversity is Nymphia Wind’s crowning as the winner of Rupaul’s Drag Race Season 16 and her invitation to perform at the Office of the President this year. We noticed that the majority of stories from the media focused on Nymphia’s family background, her gaining of international recognition, and how she’s become the star of Taiwan. On the flip side of things, discourse on Taiwan’s drag culture and its status quo remains scarce. Just three years ago, a drag queen applied for a relief package but was rejected by the Ministry of Culture on the grounds of 'ineligibility.' After persistent efforts by the individual to advocate for their case, the Ministry eventually agreed to re-evaluate the application, though the process was still met with various challenges and questioning. In light of this year’s drag queen craze, we must ask ourselves if we have truly understood drag culture, the real situation surrounding it, and the needs of drag queens in Taiwan, or if we’re merely seeing this as “Taiwan joining the global stage” and Nymphia being “the star of Taiwan.” In this society where everyone can talk about diversity, we must ask ourselves if we can use this chance to better understand drag queens and their rights as workers. Instead of paying temporary attention to these drag queens after their international success, we should focus on creating a society that treats drag queens with kindness.

A New Chance to March towards Inclusion

Although the current situation still has its shortcomings, several positive changes can still be seen in Taiwanese society. An example of greater inclusion being practiced in society is how more people are advocating against the use of misogynistic diction in protest discourses. Although this might seem like a minute example, it reflects a greater public recognition of inclusion, and these changes can only be constructed little by little. By changing the way we speak to no longer set women as an analogy of negative traits, we can create an environment where women are able to live comfortably, and in turn, create a social climate that fosters women-friendly and gender-equitable imaginations and actions.

Hence, this is our aspiration for an inclusive society: Recognizing the existence of diversity and urging greater respect for this value is only the beginning. The next step is to walk the talk, to act in support and understanding of one another. The pleads of different communities should no longer be treated as a gimmick or empty slogan, but heard, respected, and actualized in society. In a truly inclusive society, we must not stop fighting just because companies now implement female employment quotas or uphold DEI values. Instead, we must proactively ask ourselves if society currently makes women feel safe in political participation, and if corporations have sufficient policies and resources for employees to feel comfortable in the workplace. Only this way can society allow for everyone to coexist – to not merely construct a facade of harmony, but to create a space that accommodates the different needs of different individuals, and to sufficiently provide resources so everyone can express themselves fully.

The theme for this year’s Taiwan LGBT+ Pride “邁向共融，交織共生 Embrace Inclusion” hopes to underscore that beyond the recognition of diversity lies a need to materialize the equity we preach and to understand that people have different needs, collaborating with diverse communities against unfair policies. There lies various challenges and frictions within the path to inclusion, such as uncertainty or resistance in the face of unfamiliarity, but this path of possible disputes, misunderstanding, and conflict is the path towards mutual understanding.

Although this journey towards inclusion is long, we can make progress so long as we stand united. We hope to see everyone at this year’s parade and to join us in meeting people from all backgrounds and walks of life. Through mutual support we can eliminate the estrangement we feel with uncertainty and to allow the real-life connections we make with other communities to kindle a diverse and inclusive society. We look forward to building an open and compassionate social climate and to manifesting the spirit of inclusion we hold in creating a harmonious and diverse Taiwan.