On Tuesday, October 15, 2024, the training entitled “Gender perspective and intersectionality: key challenges of Agenda 2030” was held at the Poblenou Manuel-Arranz Library. This activity was organized with the support of Barcelona City Council and in collaboration with the CETT-UB. The session, given by Nur Abellán, researcher and teacher at CETT-UB, offered an opportunity to deepen the relevance of the gender perspective and intersectionality today.

Global context

LGBTIQ+ rights vary greatly globally, with many countries where sexual and gender identities can be penalized, even with the death penalty. In this scenario, it is essential to underline the importance of the Sustainable Development Goals (SDGs) as a framework to promote equality and human rights. The training explored how the SDGs can guide tourism businesses towards implementing sustainable and inclusive practices.

A recent study by CMI Community Marketing & Insights reveals that 72% of LGBTIQ+ people have been the subject of jokes about their sexual or gender identity, highlighting the urgent need to create safer and more respectful environments. This data illustrates the importance of combating the prejudice and discrimination that these people face on a daily basis.

Current problems

One of the contemporary problems is the phenomenon of “pink washing”, in which companies or institutions adopt an image of support for the LGBTIQ+ community without implementing significant changes. Such superficial actions can be harmful, as they can mask discriminatory practices in other aspects of your operations.

Another aspect to consider is the “snowball”, where companies may believe that having an LGBTIQ+ person on the team is enough to justify their inclusion and diversity. This perspective can lead to ignoring the need to take effective measures to promote an inclusive environment.

Some companies make the problem invisible through “blind management”, claiming that they do not pay attention to people’s sexual orientation or identity, which implies a denial of the problem. It is essential that companies actively integrate diversity issues into all areas of the organization; if they don’t pay attention, they won’t see the problem. They must practice critical management, be able to detect their bad practices and identify solutions.

Intersectionality, a concept introduced by Kimberlé Crenshaw, is central to understanding how different forms of oppression intersect and affect individual experiences. These oppressions come from various social axes such as gender, ethnicity, social class and sexual orientation, and are interrelated in a single person, generating specific violence. This perspective is key not only in the tourism sector, but in all areas, since we are all influenced by these axes of oppression.

What measures can tourist organizations and companies adopt to address intersectionality?

• Respect the law in force: Implement Law 11/2014, which guarantees the rights of lesbians, gays, bisexuals, transgenders and intersexuals, eradicates homophobia, biphobia and transphobia.

• Corporate Social Responsibility (CSR): Promote diversity and inclusion as an integral part of corporate culture.

• Equality commission: Create an equality commission to develop equality plans with designated staff to be in charge of their implementation.

• Inclusive language: Use a verbal and visual language that encourages inclusion, including the use of aliases and pronouns that reflect the gender identity of each individual on different supports such as signatures or forms.

• Intersectionality: Apply the concept of intersectionality to identify who is represented in the company and who is absent and in what way.

• Mapping of the internal situation and critical management: Carry out an internal mapping to assess the diversity within the company, identifying the areas that require improvement.

• Stereotype review: Assess whether specific groups are hired for certain jobs and make an active effort to apply quotas if there are groups that are not adequately represented.

• Continuous training: Plan permanent internal trainings and not limit them to designated dates such as Pride Day, to ensure constant learning and continuous awareness among staff.

The day attracted companies and entities from the tourism sector, as well as people interested in expanding their knowledge about LGBTIQ+ diversity and its effective management.