The word "Queer," which has an ambiguous origin, first appeared in the English language in the early 16th century. At that time, its primary meaning was "strange, odd, peculiar, or eccentric". By the late 1800s, it was a common term for men who were attracted to the same sex. Queer was simultaneously used in neutral and supportive ways, even though it was often used in a derogatory manner.
The term “gay” had started to be more commonly used to refer to homosexual males in the early 1990s. As Queer individuals sought more acceptance, respectful and inclusive language standards gave rise to the terms "lesbian”, “gay" and "LGBT." Once more, the term "Queer" was employed differently: it was no longer used to refer to someone who is gay but rather as a political and critical identity that questions accepted notions of gender and sexuality.
Queer theory criticised the notion that any sexuality or gender identity was normal or natural by drawing on social constructionism: the theory that people acquire knowledge of the world in a social context. Emergence of this new concept of Queer was greatly influenced by the ideas of intellectuals, such as Eve Kosofsky Sedgewick, Lauren Berlant, Judith Butler, Michael Warner, and Michel Foucault.
Some individuals started identifying as Queer in a critical sense, meaning they were indicating a non-conforming gender or sexual identity rather than using the term to denote a stable gender or sexual identity.
The term "Queer", in the form it is being used presently, which encompasses the range of sexual and gender identities represented by the LGBTIQA+ acronym, gained popularity in the early 2000s.
Inclusion is of paramount importance for Queer people, as according to the Global Report by Deloitte in 2023, one third of LGBTQ+ employees are actively looking for a different employer that is more inclusive. Organisations that have the intention of attracting diverse talent must address barriers and challenges that Queer people face in the workplace.
