{"id":198324,"date":"2026-06-10T14:29:50","date_gmt":"2026-06-10T12:29:50","guid":{"rendered":"https:\/\/www.erasmusmagazine.nl\/en\/?p=198324"},"modified":"2026-06-10T14:29:51","modified_gmt":"2026-06-10T12:29:51","slug":"researcher-alex-huang-the-corporate-world-is-often-better-for-queer-people-of-colour-than-this-university","status":"publish","type":"post","link":"https:\/\/www.erasmusmagazine.nl\/en\/2026\/06\/10\/researcher-alex-huang-the-corporate-world-is-often-better-for-queer-people-of-colour-than-this-university\/","title":{"rendered":"Researcher Alex Huang: The corporate world is often better for queer people of colour than this university"},"content":{"rendered":"\n

Employers can and must do more for queer migrants and queer people of colour, says ESSB researcher Alex Huang. These people still too often face microaggressions and discrimination. \u201cSome companies are doing better in terms of inclusivity than we are at this university.\u201d<\/p>\n\n\n\n

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A look at the figures from Erasmus University\u2019s most recent staff survey<\/a> reveals differences between people born in the Netherlands and international staff. There are also divergences between the results for men and women on the one hand, and non-binary people or those selecting \u2018none of the above [genders]\u2019 on the other. This group experiences more pressure, less safety, less appreciation and fewer development opportunities. The same applies to staff members of non-Dutch nationality. Whether or not someone is LGBTQIA+ makes little difference, although it is striking that queer people experience less psychological safety within Erasmus University.<\/p>\n\n\n

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Alex Huang<\/p>

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These figures come as no surprise to researcher Alex Huang of the Erasmus School of Social and Behavioural Sciences. \u201cAll marginalised groups score lower in most categories\u201d, he concludes. As a queer migrant, first here as a student and now as a staff member, he himself experienced microaggressions (subtle, often unintentional remarks that are hurtful), the feeling of not quite belonging, having to come out again and again, and finding it difficult to talk about one\u2019s ethnic background and \n\t\t\trace.\n\t\t\n\t\t\n\t\n<\/svg>\n\n\t<\/button>\n<\/span>\n<\/p>\n\n\n\n

\u201cNot much research has yet been done, either within or outside the university, into the experiences of queer staff of colour\u201d, says Huang, who was born and raised in Taiwan. \u201cNor has there been much research yet into how to quickly change these people\u2019s working conditions so that they feel more comfortable. We need to rethink how we make policy.\u201d He took the first step towards such research himself. Together with Workplace Pride he organised three dialogues with a total of sixteen people from various European countries. In these, he recognised many of his own experiences. In his vision paper<\/a>, Alex summarised his conclusions and recommendations.<\/p>\n\n\n\n

Being part of the team<\/strong><\/h2>\n\n\n\n

The main conclusion is that race is the most difficult topic to discuss in the workplace, says Huang. \u201cThe moment you want to talk about race, they kind of just shut down, or they’re scared to say something wrong and stay silent. But it\u2019s important to be able to discuss your background. Conclusions are drawn based on how you look. What I hear and see myself is that, for example, people who are Muslim are often assumed to be anti-queer \u2013 even if they are openly queer. You really have to come out all over again at work, and you need to feel safe enough to do that first. That isn\u2019t inclusive at all.\u201d<\/p>\n\n\n

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The threshold for raising or discussing microaggressions can be high, is another of the conclusions. That threshold rises further when you do not see managers who look like you. \u201cYou see more openly gay leaders, more women too, but everyone is white. That sends a signal about who does and who doesn\u2019t belong in those leadership roles. Representation matters. We queer people of colour  and queer migrants are not just debating with heterosexual white men. We are also debating with gay white men. They also don’t know what our challenges are. Even within the Erasmus University’s LGBTQ+ Employee Resource Group, we have to again fight for our own place.”<\/p>\n\n\n\n\t

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Those who report microaggressions or racism are not always supported, or not sufficiently so. Huang goes a step further: leaders themselves should notice this, and that is often not the case. \u201cYou get that sense of belonging through everyday experiences. That you\u2019re supported, that it won\u2019t happen next time, that you\u2019re given equal opportunities. Those moments are far more important than symbolic gestures like flying rainbow flags during Pride.\u201d<\/p>\n\n\n\n\t

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Een lijst met artikelen<\/h2>\n\t\t\n\t\t
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