Dr Neil Reid is the Academic Lead for LGBTQIA+ and Disability Inclusion and a Reader in Conservation Biology in the School of Biological Sciences.

As the new Academic Lead for LGBTQIA+ and Disability Inclusion at Queen's, could you describe your role and some of your key priorities?

This role provides strategic leadership to strengthen both LGBTQIA+ and Disability Inclusion across the University, working collaboratively with senior management, Professional Services, Staff Networks and the Students’ Union. My key priorities are to deepen a culture of inclusion, belonging and safety so that all members of our community - including LGBTQIA+ colleagues and students and those with visible and non-visible disabilities - feel respected and supported. This means embedding inclusive thinking into everyday practice, from how we communicate and teach to how we design physical and digital spaces, support reasonable adjustments, and develop leaders.

A central ambition is to guide the University towards recognised institutional accreditation in inclusivity, demonstrating measurable, sector-leading standards in equality, diversity and inclusion.

Are there any specific initiatives you have already started to work on to help strengthen inclusion and support for LGBTQIA+ and disabled staff and students?

My initial focus has been on strengthening visibility, accessibility and voice. This includes working with colleagues to increase visible signals of inclusion across campus, such as illuminating the Lanyon Building to mark key awareness events, including LGBT+ History Month, IDAHOBIT and Pride, alongside Disability Awareness initiatives and key international days recognising disability inclusion.

I am also exploring initiatives such as a Progress Pride walkway and enhancing the visibility of accessible facilities and inclusive design features across campus. Alongside this, I engage closely with Staff Networks and Student Associations, including both LGBTQIA+ and disability-focused groups, to ensure they are seen, heard, supported and resourced as partners in shaping meaningful change through co-creation. 

What changes or outcomes would you most like to see as a result of this role?

I would like to see tangible improvements in how LGBTQIA+ and disabled staff and students experience Queen’s - greater feelings of belonging, stronger perceptions of safety and fairness, and increased confidence that concerns are listened to and acted upon. I hope we will see enhanced visibility of LGBTQIA+ identities and disability representation across campus life, clearer and more equitable pathways for leadership and progression, improved processes for reasonable adjustments, and strengthened accessibility in both physical and digital environments.

Ultimately, success will be reflected in staff and student survey data, probation and promotion outcomes, retention and engagement metrics, and wider recognition that Queen’s leads with integrity in advancing equality for both LGBTQIA+ and disabled communities.

What message would you like to share with LGBTQIA+ and disabled staff and students as you take on this exciting new role?

My message is that you are valued, your experiences matter, and your voice will shape this work. Inclusion is not symbolic; it is about ensuring that sexual orientation, gender identity, disability or health status are never barriers to belonging, progression or success.

I am committed to listening, collaborating and ensuring that Queen’s continues to evolve as a welcoming, accessible and empowering place for LGBTQIA+ and disabled colleagues and students alike.