Pansexual Awareness and Visibility Day
Pansexual Awareness and Visibility Day Tuesday 24th May
Tuesday 24th May is Pansexual Awareness and Visibility Day. The day is celebrated annually and aims to show solidarity with all people who identify with Pansexuality. The day is all about recognising, raising awareness, educating others and supporting our pansexual peers to be their authentic selves.
What is Pansexuality?
The word pansexuality originally comes from the Ancient Greek term Pan which means ‘all’. Pansexual people aren’t attracted to all other people, but they are attracted to people of all genders. This is different from being attracted to everyone; in the same way that a heterosexual men will not be attracted to all women and a lesbian woman will not be attracted to all women, pansexual people will experience attraction to specific people and not others.
Pansexuality differs from bisexuality, but the two aren’t mutually exclusive. Being bisexual means being attracted to more than one gender, while being pansexual means being attracted to people regardless of their gender identity. Pansexuality and bisexuality are not in conflict. In fact, some bisexual people also identify as pansexual, and vice versa. Pansexuality is included under the bisexual umbrella, which covers anyone who experiences sexual or romantic attraction to more than one gender. To learn more about identities that come under the bisexual umbrella, take a look at this Bi+ Identities Instagram post created by students from the LGBTQ+ Society at the University.
The University of Huddersfield stands with and celebrates our staff and students who identify with the term Pansexual, along with the rest of the LGBTQI+ community. To mark the occasion, the Rainbow Pride flag will be flown outside St Paul’s Hall on Tuesday 24th May to acknowledge Pansexual Awareness and Visibility Day.
How can I be a Pansexual ally?
- Avoid making assumptions. Many people assume someone’s sexual orientation based on their partner’s gender. A pansexual person is still pansexual, regardless of who their current or past partner(s) and experiences. Respect all of their relationships equally.
- Challenge Biphobia and Bi+ erasure. Bi+ people (including those that identify as pansexual) have to deal with many negative myths and stereotypes about their sexuality. They are seen as greedy or promiscuous; untrustworthy or less likely to be faithful in a relationship; confused or indecisive. Many think of pansexuality/bisexuality as "just a phase" that people go through, or see it as something people to do to seem cool or trendy. Bi+ people are told they are "actually straight" or "really just gay" and asked to pick a side. This is known as Bi+ erasure. It is important to educate ourselves and unlearn these views and stereotypes as well as calling out Biphobic comments and behaviour.
- Educate yourself. Read, watch, and listen to lived experiences. One of the ways you can learn more about pansexuality is by reading Jonathan’s Role Model Profile below:
Jonathan Stephen (He/Him)
University of Huddersfield Alumni and former Education Officer, President and Trustee of Huddersfield Students’ Union, Jonathan now works at West Yorkshire Combined Authority as their Equality, Diversity and Inclusion Officer.
Why is Pansexual visibility important to you?
I can exhale on a day whereby pansexuality is magnified, as it validates pansexuality, as well as dispelling any misunderstanding/assumptions through education and celebrating the rich and diverse breadth of pansexuals and our authentic power.
Why do you think it’s important to have LGBTQ+ role models?
Incredibly important. Being able to access, recognise and celebrate LGBTQ+ role models is critical for us all for various reasons, including tuning into individual experiences, where for both great and far too often, stories of discrimination, hate and violence emerge. Nevertheless, LGBTQ+ role models are a beacon, that we can be thankful of each and every day, in exercising freedoms in the UK and wider, achieved from past and present role models. And interrupting narratives that can appear to normalise human rights for LGBTQ+ people with terms and conditions. I thank all role models for continuing to challenge this.
How easy is it to be open about your identity whilst in work?
I am fortunate to have had mostly positive experiences in work (although, the feeling of regularly coming out happens in and around work often). The nature of binary concepts and assumptions, continue to impact how much I have a sense of being at ease, as well as sharing what pansexuality is, among the richness of LGBTQIA+ communities. However, feeling at ease being out, has not been instant, until I felt comfort with my own rhythm, connected with LGBTQIA+ peers, and understood protections guided via the Equality Act 2010, as well as a frustration that I and other pansexual, are not always counted/space to share in employee categories, nor recognised in key events and campaigns. These are some example scenarios that empowered me to unfold, and each day be as authentic in my power as I can be; and kinder to myself when I am not.
How does your identity relate to your work?
I work in the equality, diversity, and inclusion space, and extending on the previous section, I think resonates with my identity and area of work seeking to achieve and contribute to a world we do not know yet – not inclusion in response to exclusion, but what does an inclusive world look like for LGBTQIA+ communities and beyond. I recognise intersections here, and the motivations between my identity and work.
How do you think being part of the LGBTQ+ community relates to other parts of your identity?
Great question – I suppose the challenge here is assuming that all LGBTQ+ people are and/or, feel a sense of connection and belonging to the LGBTQ+ community more broadly. Though this is an important conversation, I know somewhat distant from the original question. With that said, my process of navigating being other than heterosexual has evolved as I have connected with LGBTQ+ friends, scholars, activists, influencers and more. For example, how I can better be an ally to diverse and marginalised sexual orientation, gender identity/expression, and sex characteristics, as well as actively accounting for intersectional experiences. All that have influenced my identity as an employee, ally, friend, family member, learner, and much more.
What advice would you give to other LGBTQ+ staff who may be facing challenges as a result of their sexuality or gender identity?
Consent belongs to you, and each of us can harness different levels of how we want to be authentic in the workplace, when the environment does not feel comfortable. Connecting with LGBTQIA+ peers is beautiful, and we learn a lot from one another, and can help remedy the challenges. Though, this will look and feel different to each of us and that is okay. I often think to myself when I am feeling anxious, and questioning my value in different spaces, if I provided myself permission to exhale, what would I feel lighter and more whole about? What would my mind sing?
And of course, if comfortable access EDI colleagues, EDI champions and authenticate as oppose to assimilate.
What can allies do in the workplace?
Engage with the content shared and directed toward allies, and role model proactive allyship. For example, regular EDI slots at team meetings where allies are not only echoing the EDI information, but also self-organising activities in support and in partnership with EDI colleagues, staff networks, and/or, student networks. And allyship and alternative terms including advocates etc. is an ongoing commitment, just like healthy relationships among work colleagues, friends, family, partners, and more. Listening, reflecting, and communicating is critical.
In addition, can we strengthen confidence in the inclusive and quality nature of equality impact assessments, where allyship can be operationally and strategically demonstrated? What impact is this having on curriculum design, access, and participation? Some reflections on proactive and reactive allyship.
What led you to share your story?
A warm ask from a close friend, and as an alumni member of Huddersfield university; I had experienced monumental moments at Huddersfield including as a LGBTQ+ student, and student officer, and fortunate to have been supported and nurtured by some wonderful friends, academics, and professional based peers. Just wanted to share some chapters of experiences I have gained so far that may resonate, as I know how much others have done the same for me.
Thank you to Jonathan for sharing his experiences and helping us to learn more about the importance of Pansexual visibility!
If you identify as LGBTQI+ and would like to share your experiences and help increase visibility across the University, please contact l.minto2@hud.ac.uk for more information.
LGBTQI+ Staff Network
The University of Huddersfield’s LGBTQI+ Staff Network was set up as a self-organising group in April 2018. The Network discussed and self-defined their name, with the acronym LGBTQI+, incorporating Lesbian, Gay, Bi+, Trans*, Queer, and Intersex.
To find out more about this network including future meeting dates, please email lgbt@hud.ac.uk or please feel free to contact Carson McCombe (Chair).
To learn more please visit our LGBT+ Page