|
As you know, same-sex couples can now get married in all 50 states and territories across the United States of America...
But get this: the fundamental right to marriage does not
protect lesbian, gay, bisexual and transgender (LGBT) Americans from
discrimination in the workplace, housing and public spaces.
Seriously.
HRC
has put together a helpful infographic that you can share that outlines
the areas where LGBT Americans regularly face discrimination and the
risks they face on a daily basis.
Here's why we're asking you to share our infographic: Most
Americans that live in one of the 31 states lacking LGBT
non-discrimination protections have no idea that LGBT people lack
explicit federal non-discrimination protections.
HRC
has launched a campaign for full federal equality — nothing more,
nothing less. To get there, we must pass the Equality Act — a
comprehensive federal LGBT non-discrimination bill that was introduced
in Congress last week. This effort has been heralded as the next major
fight for the LGBT community by both the Washington Post and the
Huffington Post.
Within
24 hours of the introduction of this unprecedented bill, millions of
Americans learned about the discrimination LGBT people face and the
Equality Act from HRC and through dozens of national news stories. HRC
members in every single congressional district across the
country sent messages to their legislators. Corporations immediately
stepped up, as well — including Apple, Microsoft, and General Mills —
and the list continues to grow.
We
need to keep the momentum going and make sure even more people learn
about the Equality Act and the very real discrimination LGBT people
encounter every day all across the country.
By
informing others of just how many forms of discrimination LGBT people
continue to face, you will help lay the groundwork for the passage of
this crucial bill. It's time for a comprehensive federal LGBT
non-discrimination law. It's time for the Equality Act.
|
|
© 2015 The Human Rights Campaign. All rights reserved.
Human Rights Campaign | www.hrc.org Phone: TTY: Fax: |
Showing posts with label discrimination. Show all posts
Showing posts with label discrimination. Show all posts
Thursday, July 30, 2015
THe Need for Full Federal LGBT Equaility
Friday, June 21, 2013
LGBT-related policies the AMA HOD passed this week
|
Letter from GLMA executive Director, Hector Vargas, reposted at http://www.keystothecloset.blogspot.com, On Monday, GLMA President Desi Bailey and I shared the exciting news that GLMA was voted into the AMA House of Delegates (HOD). I wanted to take this opportunity to follow-up with you to share some of the LGBT-related policies the AMA HOD passed this week:
GLMA actively worked with the AMA’s GLBT Advisory Committee to support these
policies, and I want to take this opportunity to thank the committee members
for their leadership and cooperation. We look forward to a continued strong
partnership together.
GLMA’s work at the AMA Annual Meeting this past week is just one example of how GLMA’s relationships with other health professional associations can have a significant impact on LGBT health. Because of our longstanding relationship with the LBGT PA Caucus, earlier this month, GLMA President-Elect Henry Ng and I were invited guests at the Annual Conference of the American Academy of Physician Assistants, which has adopted a number of policies supporting LGBT health. GLMA is also developing and strengthening relationships with a number of nursing associations through the development of this September’s GLMA Nursing Summit, designed to develop a roadmap for nursing on LGBT health. As we begin a new chapter in our relationship with the AMA, GLMA looks forward to continuing to strengthen our relationships with other health professional associations to ensure that LGBT health issues are being addressed by all health professionals. We are proud of our multidisciplinary membership and have a deep understanding of the vital role associations from across the health professions play in improving the health and well-being of LGBT individuals. Thank you for your continued support of our work. |
|
Yours in Equality,
 Hector Vargas, JD Executive Director |
|
Wednesday, June 12, 2013
LGBT Cancer Survivors' Voices Spotlight Cracks in Health CarE SYSTEM
The National LGBT Cancer Network released a new report today
that uses the direct experiences of cancer survivors to paint a stark picture
of the effect of discrimination on LGBT health. The free, downloadable booklet,
“LGBT Patient Centered Outcomes,” uses the findings to suggest practical
recommendations for improving health care for LGBT people.
“When we asked cancer survivors to tell us what they wanted health care providers to know, we were saddened, angered and moved by many of their stories; cancer is enough of a burden, no one should have to endure the discrimination, alienation, and, in some cases, less than adequate care because of who they are,” said Liz Margolies, Executive Director of the National LGBT Cancer Network. “For many of the survey respondents, cancer treatment is both the same, and scarier.”
Go to the sites below to access this report and full article.
The National LGBT Cancer Network works to improve the lives of LGBT cancer survivors and those at risk by: educating the LGBT community about our increased cancer risks and the importance of screening and early detection; training health care providers to offer more culturally-competent, safe and welcoming care; and advocating for LGBT survivors in mainstream cancer organizations, the media and research. For more information, visit http://www.cancer-network.org.
The Network for LGBT Health Equity is a community-driven network of advocates and professionals looking to enhance LGBT health by eliminating tobacco use and other health disparities by linking people and information. The Network is a project of The Fenway Institute in Boston. The Fenway Institute at Fenway Health is an interdisciplinary center for research, training, education and policy development focusing on national and international health issues. For more information visit http://lgbthealthequity.wordpress.com/ and fenwayhealth.org.
“When we asked cancer survivors to tell us what they wanted health care providers to know, we were saddened, angered and moved by many of their stories; cancer is enough of a burden, no one should have to endure the discrimination, alienation, and, in some cases, less than adequate care because of who they are,” said Liz Margolies, Executive Director of the National LGBT Cancer Network. “For many of the survey respondents, cancer treatment is both the same, and scarier.”
Go to the sites below to access this report and full article.
The National LGBT Cancer Network works to improve the lives of LGBT cancer survivors and those at risk by: educating the LGBT community about our increased cancer risks and the importance of screening and early detection; training health care providers to offer more culturally-competent, safe and welcoming care; and advocating for LGBT survivors in mainstream cancer organizations, the media and research. For more information, visit http://www.cancer-network.org.
The Network for LGBT Health Equity is a community-driven network of advocates and professionals looking to enhance LGBT health by eliminating tobacco use and other health disparities by linking people and information. The Network is a project of The Fenway Institute in Boston. The Fenway Institute at Fenway Health is an interdisciplinary center for research, training, education and policy development focusing on national and international health issues. For more information visit http://lgbthealthequity.wordpress.com/ and fenwayhealth.org.
Reposted at http://www.keystothecloset.blogspot.com,
Tuesday, November 8, 2011
Latest News Stories from LGBT Health Digest
Have you told your LGBTQ health care story yet?
Rainbow Access Initiative, Inc. is committed to creating opportunities for LGBTQ health care consumers to tell their story. For too long LGBTQ consumers have been left out of the conversation. Contact us at mystory@rainbowaccess.org to tell yours. Find us on Facebook at Rainbow Access Initiative. - Why, because you matter! Help us build the largest video collection of personal health care stories specific to LGBTQ consumers!
Step 1: Contact us. Let us know you want to share your story. email: mystory@rainbowaccess.org
Step 2: Schedule an appointment (date/time) with an RAI representative that's convenient for you.
Step 3. Prepare. Think about your health care story. What is it that you would like to share?
Step 4: Document your story. Put it on video and help change the face of LGBTQ health care.
_________________
WPATH Releases Revised "Standards of Care"
On September 25, 2011, the World Professional Association for Transgender Health (WPATH) released a newly-revised edition of the Standards of Care for the Health of Transsexual, Transgender, and Gender Nonconforming People at the WPATH conference in Atlanta.
First published in 1979, the Standards of Care (SOC) is considered the standard document of reference on caring for the transsexual, transgender, and gender nonconforming population. The newly-revised, 7th edition SOC will help health professionals better understand how they can offer the most effective care to these individuals. The SOC focuses on primary care, gynecologic and urologic care, reproductive options, voice and communication therapy, mental health services and hormonal and surgical treatment.
____________________________
Medicaid Coverage for Transgender Surgery Considered in NY
According to a September 29, 2011, Forbes article, a panel in New York is considering a proposed program that will provide Medicaid coverage for surgery and hormone replacement therapy for low-income, transgender New York residents. If approved, New York will join California and Minnesota in providing this coverage.
________________________________________
New Study Examining Impact of Social Inequality for LGB People
According to a recently published study, experiencing consistent stigma and social inequality can be stressful and reduce well-being for lesbian, gay and bisexual (LGB) people. The study's co-author, Ilan Meyer, PhD, stated, "Imagine living life anticipating exclusion from your friends, family and professional circles simply because of who you are and who you love - that resulting stress takes a toll on one's life and health."
"We'd Be Free": Narratives of Life Without Homophobia, Racism or Sexism was published in Sexuality Research and Social Policy and funded by the National Institute of Mental Health.
_______________________________
Everyday Stigma May Take Toll on Lesbians, Gays
Stress results from daily exposure to inequality, not just traumatic crimes or abuse, study shows
By Mary Elizabeth Dallas Monday, October 10, 2011
The stigma and inequalities that lesbian, gay and bisexual people face on a daily basis can increase their stress level and affect their well-being, according to a new study.
"Imagine living life anticipating exclusion from your friends, family and professional circles simply because of who you are and who you love -- that resulting stress takes a toll on one's life and health," said the study's co-author, Ilan Meyer, of the University of California, Los Angeles School of Law.
The researchers set out to determine how stress resulting from daily, non-traumatic events, such as isolation at work and estrangement from families, affected 57 lesbian, gay or bisexual (LGB) people. The researchers were interested in everyday occurrences, rather than overt abuse or hate crimes.
Black and Hispanic study participants reported the stress from homophobia, racism and sexism led to certain missed life opportunities, including educational advancement, and less self-confidence.
"For members of minority groups, day-to-day life experiences that may seem minor to others can and do have significant and lasting impact on one's well-being," said Meyer. "The idea that simply walking out your door will expose you to societal rejection and stigma creates a climate of stress that can lead to detrimental, long-term consequences."
The rest of the story can be read here.
_______
HIV and AIDS among Gay and Bisexual Men
Gay and bisexual men - referred to in CDC surveillance systems as men who have sex with men (MSM)- of all races continue to be the risk group most severely affected by HIV. CDC's most recent data show that between 2006 and 2009, the number of new infections that occur each year increased among young MSM - driven by an alarming 48 percent increase among young, black MSM 13 to 29 years old. These data clearly show the urgent need to expand access to proven HIV prevention programs for gay and bisexual men, and to develop new approaches to fight HIV in this population.
The full fact sheet is available here.
____________________________
President Obama Honors Janice Langbehn with 2011 Presidential Citizens Medal
GLMA congratulates Janice Langbehn for being honored with a 2011 Presidential Citizens Medal.
Langbehn is one of thirteen recipients of this year's Citizen Medal, which is the nation's second-highest civilian honor, and will be honored at the White House on October 20, 2011.
"The Citizens Medal was established in 1969 to recognize American citizens who have performed exemplary deeds of service for their country or their fellow citizens. Like last year, President Obama is recognizing Americans this year whose work has had a significant impact on their communities but may not have garnered national attention," according to the White House press release. The press release also noted why Langbehn was selected to receive the honor:
"While on vacation with her family in February 2007, Janice Langbehn's partner, Lisa Pond, suddenly fell ill and was rushed to the hospital. Langbehn was refused access to her partner, who had experienced a brain aneurysm and later died alone. With the help of Lambda Legal and GLAAD, she filed a federal lawsuit and worked to get her story out to the nation. Janice's story received attention from President Obama, who personally apologized to her for the way she and her family was treated. He went on to revise hospital visitation rights for gay and lesbian couples, which went into effect this past January for any hospitals receiving federal Medicare or Medicaid funds. Langbehn receives the Citizens Medal for her efforts to ensure all Americans are treated equally."
"Janice's leadership and courage has played an integral role in the advancements we have made to improve the health and well being of LGBT people," said Hector Vargas, GLMA's Executive Director. "GLMA joins the entire community in congratulating her for this tremendous honor the President has decided to bestow on her."
GLMA led a coalition of LGBT organizations to successfully change policies at Jackson Memorial Hospital, where Langbehn was refused access to her partner. In 2010, Jackson Memorial implemented a non-discrimination policy that includes sexual orientation, gender identity and gender expression; a patient's bill of rights that demonstrates the hospital's commitment to providing quality care for LGBT patients; and a visitation policy that updates the definition of family to include same-sex partners and other people who may not be legally related to a patient.
_______
Gautam Raghavan Named to White House LGBT Liaison Position
As reported in MetroWeekly, on October 5, 2011, Gautam Raghavan joined the White House Office of Public Engagement and Intergovernmental Affairs as the LGBT liaison. In his position as Associate Director of Public Engagement, Raghavan will be the LGBT community's "point of contact" at the White House.
_____
LGBT Movement "Founding Parent" Dies
On October 11, 2011, at 86 years old and after decades of fighting for the rights of LGBT people, Frank Kameny died. As has been noted by many in the press, including on The Rachel Maddow Show, Kameny started the fight for equality almost a decade before the Stonewall riots and two decades before Harvey Milk's election. His work has been archived and is on display at the Library of Congress in Washington, DC.
The LGBT movement has also witness the passing of another leader this October. On October 7, 2011, Paula Ettelbrick died at 56 years old. As reported in the New York Times, Ettelbrick's work "focused on defining 'family' in the broadest possible way."
_______
LGVMA Announces 2011 Leadership and Achievement Awards
The Lesbian & Gay Veterinary Medical Association (LGVMA) is proud to announce both Lisa Greenhill and Shane Snowdon as the recipients of the LGVMA 2011 Achievement Award.
LGVMA Achievement Awards are presented to individuals and/or organizations at the LGVMA Annual Meeting. Recipients should evidence commitment to one or more of the following: improving the quality of veterinary services to animals belonging to the LGBT community; for bettering the professional environment for animal health professionals; for enhancing the academic learning environment for LGBT veterinary and/or veterinary technician students; and/or for contributing to the advancement of equality of the LGBT community or of the mission of LGVMA.
LGVMA is also proud to announce the Student Chapter of LGVMA/ Tuskegee the LGVMA 2011 Leadership Award. The LGVMA Leadership Award is given to individuals and/or organizations that show outstanding leadership and/or community activism within the veterinary profession.
____________
The Broad Spectrum Veterinary Student Association
Join our network! Broad Spectrum Veterinary Student Association was developed in March of 2011 in response to a growing vocalized need for the exchange of ideas, community, and resources between lesbian, gay, bisexual, transgender, queer, questioning, intersex, and allied (LGBTQI&A*) veterinary students. For more information on the organization or for information on how you can get involved, please visit our website.
____________________
Victory Congressional Internship is accepting applications for Spring 2012
The Gay & Lesbian Leadership Institute will bring outstanding LGBTQ college students to Washington, D.C., for an intensive leadership program, including a Congressional internship with an LGBT-friendly member of Congress.
The program includes a generous stipend, placement in a congressional internship and travel to/from Washington, D.C., as well as travel and registration to the International Gay & Lesbian Leadership Conference in Long Beach, California, in December 2012.
Applications for Spring 2012 are due Monday, November 7. For more information, please click here.
The Victory Congressional Internship is open to current undergraduate students of all genders, orientations, abilities, races and political affiliations, including people with majors other than political science.
________________________________________
Information in this report is compiled from the Gay and Lesbian Medical Association's LGBT Health Digest, the National Coalition for LGBT Health's Updates and other LGBT health resources.]
Rainbow Access Initiative, Inc. is committed to creating opportunities for LGBTQ health care consumers to tell their story. For too long LGBTQ consumers have been left out of the conversation. Contact us at mystory@rainbowaccess.org to tell yours. Find us on Facebook at Rainbow Access Initiative. - Why, because you matter! Help us build the largest video collection of personal health care stories specific to LGBTQ consumers!
Step 1: Contact us. Let us know you want to share your story. email: mystory@rainbowaccess.org
Step 2: Schedule an appointment (date/time) with an RAI representative that's convenient for you.
Step 3. Prepare. Think about your health care story. What is it that you would like to share?
Step 4: Document your story. Put it on video and help change the face of LGBTQ health care.
_________________
WPATH Releases Revised "Standards of Care"
On September 25, 2011, the World Professional Association for Transgender Health (WPATH) released a newly-revised edition of the Standards of Care for the Health of Transsexual, Transgender, and Gender Nonconforming People at the WPATH conference in Atlanta.
First published in 1979, the Standards of Care (SOC) is considered the standard document of reference on caring for the transsexual, transgender, and gender nonconforming population. The newly-revised, 7th edition SOC will help health professionals better understand how they can offer the most effective care to these individuals. The SOC focuses on primary care, gynecologic and urologic care, reproductive options, voice and communication therapy, mental health services and hormonal and surgical treatment.
____________________________
Medicaid Coverage for Transgender Surgery Considered in NY
According to a September 29, 2011, Forbes article, a panel in New York is considering a proposed program that will provide Medicaid coverage for surgery and hormone replacement therapy for low-income, transgender New York residents. If approved, New York will join California and Minnesota in providing this coverage.
________________________________________
New Study Examining Impact of Social Inequality for LGB People
According to a recently published study, experiencing consistent stigma and social inequality can be stressful and reduce well-being for lesbian, gay and bisexual (LGB) people. The study's co-author, Ilan Meyer, PhD, stated, "Imagine living life anticipating exclusion from your friends, family and professional circles simply because of who you are and who you love - that resulting stress takes a toll on one's life and health."
"We'd Be Free": Narratives of Life Without Homophobia, Racism or Sexism was published in Sexuality Research and Social Policy and funded by the National Institute of Mental Health.
_______________________________
Everyday Stigma May Take Toll on Lesbians, Gays
Stress results from daily exposure to inequality, not just traumatic crimes or abuse, study shows
By Mary Elizabeth Dallas Monday, October 10, 2011
The stigma and inequalities that lesbian, gay and bisexual people face on a daily basis can increase their stress level and affect their well-being, according to a new study.
"Imagine living life anticipating exclusion from your friends, family and professional circles simply because of who you are and who you love -- that resulting stress takes a toll on one's life and health," said the study's co-author, Ilan Meyer, of the University of California, Los Angeles School of Law.
The researchers set out to determine how stress resulting from daily, non-traumatic events, such as isolation at work and estrangement from families, affected 57 lesbian, gay or bisexual (LGB) people. The researchers were interested in everyday occurrences, rather than overt abuse or hate crimes.
Black and Hispanic study participants reported the stress from homophobia, racism and sexism led to certain missed life opportunities, including educational advancement, and less self-confidence.
"For members of minority groups, day-to-day life experiences that may seem minor to others can and do have significant and lasting impact on one's well-being," said Meyer. "The idea that simply walking out your door will expose you to societal rejection and stigma creates a climate of stress that can lead to detrimental, long-term consequences."
The rest of the story can be read here.
_______
HIV and AIDS among Gay and Bisexual Men
Gay and bisexual men - referred to in CDC surveillance systems as men who have sex with men (MSM)- of all races continue to be the risk group most severely affected by HIV. CDC's most recent data show that between 2006 and 2009, the number of new infections that occur each year increased among young MSM - driven by an alarming 48 percent increase among young, black MSM 13 to 29 years old. These data clearly show the urgent need to expand access to proven HIV prevention programs for gay and bisexual men, and to develop new approaches to fight HIV in this population.
The full fact sheet is available here.
____________________________
President Obama Honors Janice Langbehn with 2011 Presidential Citizens Medal
GLMA congratulates Janice Langbehn for being honored with a 2011 Presidential Citizens Medal.
Langbehn is one of thirteen recipients of this year's Citizen Medal, which is the nation's second-highest civilian honor, and will be honored at the White House on October 20, 2011.
"The Citizens Medal was established in 1969 to recognize American citizens who have performed exemplary deeds of service for their country or their fellow citizens. Like last year, President Obama is recognizing Americans this year whose work has had a significant impact on their communities but may not have garnered national attention," according to the White House press release. The press release also noted why Langbehn was selected to receive the honor:
"While on vacation with her family in February 2007, Janice Langbehn's partner, Lisa Pond, suddenly fell ill and was rushed to the hospital. Langbehn was refused access to her partner, who had experienced a brain aneurysm and later died alone. With the help of Lambda Legal and GLAAD, she filed a federal lawsuit and worked to get her story out to the nation. Janice's story received attention from President Obama, who personally apologized to her for the way she and her family was treated. He went on to revise hospital visitation rights for gay and lesbian couples, which went into effect this past January for any hospitals receiving federal Medicare or Medicaid funds. Langbehn receives the Citizens Medal for her efforts to ensure all Americans are treated equally."
"Janice's leadership and courage has played an integral role in the advancements we have made to improve the health and well being of LGBT people," said Hector Vargas, GLMA's Executive Director. "GLMA joins the entire community in congratulating her for this tremendous honor the President has decided to bestow on her."
GLMA led a coalition of LGBT organizations to successfully change policies at Jackson Memorial Hospital, where Langbehn was refused access to her partner. In 2010, Jackson Memorial implemented a non-discrimination policy that includes sexual orientation, gender identity and gender expression; a patient's bill of rights that demonstrates the hospital's commitment to providing quality care for LGBT patients; and a visitation policy that updates the definition of family to include same-sex partners and other people who may not be legally related to a patient.
_______
Gautam Raghavan Named to White House LGBT Liaison Position
As reported in MetroWeekly, on October 5, 2011, Gautam Raghavan joined the White House Office of Public Engagement and Intergovernmental Affairs as the LGBT liaison. In his position as Associate Director of Public Engagement, Raghavan will be the LGBT community's "point of contact" at the White House.
_____
LGBT Movement "Founding Parent" Dies
On October 11, 2011, at 86 years old and after decades of fighting for the rights of LGBT people, Frank Kameny died. As has been noted by many in the press, including on The Rachel Maddow Show, Kameny started the fight for equality almost a decade before the Stonewall riots and two decades before Harvey Milk's election. His work has been archived and is on display at the Library of Congress in Washington, DC.
The LGBT movement has also witness the passing of another leader this October. On October 7, 2011, Paula Ettelbrick died at 56 years old. As reported in the New York Times, Ettelbrick's work "focused on defining 'family' in the broadest possible way."
_______
LGVMA Announces 2011 Leadership and Achievement Awards
The Lesbian & Gay Veterinary Medical Association (LGVMA) is proud to announce both Lisa Greenhill and Shane Snowdon as the recipients of the LGVMA 2011 Achievement Award.
LGVMA Achievement Awards are presented to individuals and/or organizations at the LGVMA Annual Meeting. Recipients should evidence commitment to one or more of the following: improving the quality of veterinary services to animals belonging to the LGBT community; for bettering the professional environment for animal health professionals; for enhancing the academic learning environment for LGBT veterinary and/or veterinary technician students; and/or for contributing to the advancement of equality of the LGBT community or of the mission of LGVMA.
LGVMA is also proud to announce the Student Chapter of LGVMA/ Tuskegee the LGVMA 2011 Leadership Award. The LGVMA Leadership Award is given to individuals and/or organizations that show outstanding leadership and/or community activism within the veterinary profession.
____________
The Broad Spectrum Veterinary Student Association
Join our network! Broad Spectrum Veterinary Student Association was developed in March of 2011 in response to a growing vocalized need for the exchange of ideas, community, and resources between lesbian, gay, bisexual, transgender, queer, questioning, intersex, and allied (LGBTQI&A*) veterinary students. For more information on the organization or for information on how you can get involved, please visit our website.
____________________
Victory Congressional Internship is accepting applications for Spring 2012
The Gay & Lesbian Leadership Institute will bring outstanding LGBTQ college students to Washington, D.C., for an intensive leadership program, including a Congressional internship with an LGBT-friendly member of Congress.
The program includes a generous stipend, placement in a congressional internship and travel to/from Washington, D.C., as well as travel and registration to the International Gay & Lesbian Leadership Conference in Long Beach, California, in December 2012.
Applications for Spring 2012 are due Monday, November 7. For more information, please click here.
The Victory Congressional Internship is open to current undergraduate students of all genders, orientations, abilities, races and political affiliations, including people with majors other than political science.
________________________________________
Information in this report is compiled from the Gay and Lesbian Medical Association's LGBT Health Digest, the National Coalition for LGBT Health's Updates and other LGBT health resources.]
Saturday, September 17, 2011
GLMA files Amicas Brief
Earlier this summer, GLMA submitted a friend-of-the-court brief presenting information about advancements in medical treatment of HIV in support of a lawsuit filed by an Atlanta police department candidate who was denied employment because of his HIV status.
The applicant, who is being represented by Lambda Legal, is appealing a federal trial court decision granting summary judgment to the Atlanta Police Department. The lawsuit claims the department refused to hire the applicant as a police officer because he is HIV positive, a violation of the Americans with Disabilities Act and the federal Rehabilitation Act. Last week, Lambda Legal completed filing briefs in this appeal before the U.S. Eleventh Circuit Court of Appeals in Atlanta.
In lower court, the Atlanta Police Department justified its decision by contending that the applicant could not show he was qualified to perform the job, because it believed that a police officer with HIV presents a “direct threat” to the health and safety of others. When assessing whether an infectious disease presents a “direct threat” to others (i.e., presents a significant risk of harm), earlier 11th Circuit cases have stated that—though the chances of transmission may be extremely low—because an HIV diagnosis “inevitably entails death,” the “direct threat” standard had been met.
GLMA’s brief argues that given the current state of medical knowledge about HIV, the 11th Circuit should change its analysis of the “direct threat” standard. The brief details that, even as HIV prevention remains a top priority, HIV today is characterized as a chronic, treatable disease. Medical advancements in antiretroviral drugs have dramatically extended life expectancy for people living with HIV and the quality of life of those living with HIV has dramatically improved. Because of these advances in the treatment and understanding of HIV, GLMA’s brief argues that the court should no longer consider HIV as “inevitably entail[ing] death.”
The brief further explains that the scientific and medical communities know much more now about the risk of HIV transmission than they did 10-plus years ago, when the 11th Circuit ruled on previous HIV discrimination cases. The risk of transmission of HIV in the line of police duty is negligible, especially given the reduced viral load of a person who is on antiretroviral drugs. Consistent with this evidence, other police forces and courts have found no reason not to allow police officers living with HIV to serve in law enforcement.
GLMA extends a special thank you and recognition to the law firm Latham & Watkins, which generously provided its services pro bono in authoring the brief and serving as GLMA’s counsel.
reposted at keystothecloset.blogspot.com
The applicant, who is being represented by Lambda Legal, is appealing a federal trial court decision granting summary judgment to the Atlanta Police Department. The lawsuit claims the department refused to hire the applicant as a police officer because he is HIV positive, a violation of the Americans with Disabilities Act and the federal Rehabilitation Act. Last week, Lambda Legal completed filing briefs in this appeal before the U.S. Eleventh Circuit Court of Appeals in Atlanta.
In lower court, the Atlanta Police Department justified its decision by contending that the applicant could not show he was qualified to perform the job, because it believed that a police officer with HIV presents a “direct threat” to the health and safety of others. When assessing whether an infectious disease presents a “direct threat” to others (i.e., presents a significant risk of harm), earlier 11th Circuit cases have stated that—though the chances of transmission may be extremely low—because an HIV diagnosis “inevitably entails death,” the “direct threat” standard had been met.
GLMA’s brief argues that given the current state of medical knowledge about HIV, the 11th Circuit should change its analysis of the “direct threat” standard. The brief details that, even as HIV prevention remains a top priority, HIV today is characterized as a chronic, treatable disease. Medical advancements in antiretroviral drugs have dramatically extended life expectancy for people living with HIV and the quality of life of those living with HIV has dramatically improved. Because of these advances in the treatment and understanding of HIV, GLMA’s brief argues that the court should no longer consider HIV as “inevitably entail[ing] death.”
The brief further explains that the scientific and medical communities know much more now about the risk of HIV transmission than they did 10-plus years ago, when the 11th Circuit ruled on previous HIV discrimination cases. The risk of transmission of HIV in the line of police duty is negligible, especially given the reduced viral load of a person who is on antiretroviral drugs. Consistent with this evidence, other police forces and courts have found no reason not to allow police officers living with HIV to serve in law enforcement.
GLMA extends a special thank you and recognition to the law firm Latham & Watkins, which generously provided its services pro bono in authoring the brief and serving as GLMA’s counsel.
reposted at keystothecloset.blogspot.com
Wednesday, July 20, 2011
Why Gay and Transgender Discrimination Outside the Workplace: We Need Protections in Housing, Health Care, and Public Accommodations
By Crosby Burns, Philip Ross
Posted on Center for American Progress, reposted at keystothecloset.blogspot.com
An overflow crowd listens to a testimony on a gay civil rights bill during a public hearing in Olympia, Washington.
Many people know that gay and transgender individuals experience high rates of discrimination and harassment in the workplace. But gay and transgender individuals also experience discrimination in other areas, such as housing, healthcare, and areas of public accommodations. Unfortunately, no federal law currently exists to shield gay and transgender individuals from discrimination.
Activists and lawmakers have long advocated for laws such as the Employment Non-Discrimination Act, or ENDA, that would protect gay and transgender workers from senseless discrimination on the job. More needs to be done to combat discrimination against gay and transgender Americans not only in the workplace, but in all spheres of life.
This memo examines this problem more closely to show why comprehensive legislation is needed to protect these Americans. http://www.americanprogress.org/issues/2011/07/lgbt_discrimination.html
Posted on Center for American Progress, reposted at keystothecloset.blogspot.com
An overflow crowd listens to a testimony on a gay civil rights bill during a public hearing in Olympia, Washington.
Many people know that gay and transgender individuals experience high rates of discrimination and harassment in the workplace. But gay and transgender individuals also experience discrimination in other areas, such as housing, healthcare, and areas of public accommodations. Unfortunately, no federal law currently exists to shield gay and transgender individuals from discrimination.
Activists and lawmakers have long advocated for laws such as the Employment Non-Discrimination Act, or ENDA, that would protect gay and transgender workers from senseless discrimination on the job. More needs to be done to combat discrimination against gay and transgender Americans not only in the workplace, but in all spheres of life.
This memo examines this problem more closely to show why comprehensive legislation is needed to protect these Americans. http://www.americanprogress.org/issues/2011/07/lgbt_discrimination.html
Friday, June 10, 2011
Don’t Delay Don’t Ask, Don’t Tell Repeal
SOURCE: AP/Alex Brandon
Secretary of Defense Robert M. Gates, left, and Chairman of the Joint Chiefs of Staff Adm. Mike Mullen speak during a media availability at the Pentagon Wednesday, May 18, 2011 in Washington.By Crosby Burns | June 8, 2011
Last December, Congress passed the Don’t Ask Don’t Tell Repeal Act of 2010, marking the first step toward repealing the military’s outdated and ineffective ban on openly gay troops. With DADT repeal implementation and training well underway, we are closer than ever to finally allowing gay men and women to serve openly and honestly in the armed forces.
Under the law President Barack Obama signed in December 2010, open service will begin 60 days after the president, the secretary of defense, and the chairman of the Joint Chiefs of Staff certify that repeal will not impact military readiness or effectiveness. Prior to certification, Secretary Gates and Chairman Mullen have tasked military leaders with preparing to implement repeal, which includes updating guidelines, policy manuals, and directives, and training the troops in preparation for open service.
On the eve of the bipartisan vote in Congress that repealed DADT, a comprehensive survey revealed that the majority of troops believed that allowing open service would have an overall positive or neutral effect on the armed forces. Our military leaders have repeatedly testified their support for legislative repeal and the certification process, and with much of training already complete, it has become clear that DADT repeal is simply a nonevent for our troops. The public, too, has long supported open service of gay and lesbian troops.
But conservative members of the House of Representatives have chosen to ignore the recommendations of our military’s leaders. The House recently approved its version of the fiscal year 2012 National Defense Authorization Act, or NDAA, which included several amendments that jeopardize the successful DADT repeal process that is well underway.
President Obama, Secretary Gates, and Chairman Mullen clearly support repealing DADT, asserting that allowing gay men and women to serve openly abolishes an outdated, flawed, and discriminatory law that ultimately weakens our national security. Considering that House conservatives are trying to keep in place a policy that is harmful to our country, Secretary Gates, Chairman Mullen, and President Obama should do everything they can to speed up the certification process.
Conservatives and DADT: Delay, disrupt, and derail
The House of Representatives passed its version of the 2012 NDAA on May 26, 2011 by a vote of 322-96, with six Republicans voting against and 95 Democrats supporting the bill. The House NDAA included three amendments aimed to delay, disrupt, and derail the successful but still ongoing implementation of DADT repeal. One of these amendments, introduced by Rep. Duncan Hunter (R-CA), would require the chiefs of staff for the Army, Navy, Air Force, and Marine Corps to also certify that repeal will not impact military readiness or effectiveness.
This amendment is an unnecessary political distraction that defies the wishes of our military’s leaders. Secretary Gates and Chairman Mullen have both indicated that they are in close consultation with the service chiefs as the implementation process moves forward. Further, Secretary Gates commented that he would not issue his certification until the service chiefs are confident that open service would not undermine unit cohesion and combat effectiveness. The service chiefs themselves have voiced opposition with expanding the certification requirements, testifying before Congress that they trust Secretary Gates and Chairman Mullen to address their concerns before eliminating the policy. They further warned that expanding certification to include the chiefs would undermine the military’s chain of command.
Conservative members of the House, however, blatantly ignored the will and advice of these military leaders. Rep. Hunter actually went far as to question the leadership, competence, and experience of Secretary Gates and Chairman Mullen.
Training the troops is a vital step in repealing DADT
As CAP has reported, all branches of the military are currently implementing the first steps of DADT repeal. This includes updating the Pentagon’s policy manuals, directives, and guidelines so that a single standard of conduct will apply to all military personnel whether they are gay or straight. Regulations dealing with benefits, housing, and conduct are also being updated to reflect the open service of gay men and women.
Most importantly, the military has made significant progress training troops to prepare them for open service, and to “underscore that everyone should be treated with dignity and respect.” Beginning in February, each branch began with Tier 1 training of those serving with special skills such as lawyers, chaplains, and personnel specialists. Next, Tier 2 training includes commanding officers and senior noncommissioned officers, and finally Tier 3 training includes the rank-and-file of the armed forces. Each branch has begun implementing Tier 2 and Tier 3 training.
Training across all three tiers is now moving forward successfully and without disruption under the strong leadership of our military’s commanders. This is true across all branches of our armed forces:
Navy: "The fact that someone is gay or lesbian doesn't really enter into a disruption to the mission. The same standards—the same regulations and standards of conduct will apply. ...It's not as if we're having to create new policies." Admiral Gary Roughead, Chief of Naval Operations, U.S. Navy
Marines: “I’m looking for issues that might arise specifically coming out of the … training, and to be honest with you, chairman, we’ve not seen it. There’s questions about billeting for Marines—I mean, the kinds of questions you would expect—but there hasn’t been the recalcitrant pushback, there’s not been the anxiety over it from the forces in the field.” General James F. Amos, Commandant, U.S. Marine Corps
Air Force: “We will rely on steady leadership at all levels to implement this change in a manner that is consistent with standards of military readiness and effectiveness, with minimal adverse effect on unit cohesion, recruiting and retention in the Air Force.” General Norton A. Schwartz, Chief of Staff, U.S. Air Force
Army: “I had a session with commanders last Friday, they have indicated no issues so far in Tier I and Tier II training as they get ready to kick off our Tier III training.” General Peter W. Chiarelli, Vice Chief of Staff, U.S. Army
DADT repeal never threatened our military’s effectiveness
While the Pentagon has rightly implemented a careful training regimen to prepare troops for repeal, experts have always stated that open service would not threaten military readiness or effectiveness. And a prerepeal survey indicated that our servicemembers would handle open service professionally and responsibly, and that many already knew they were serving with gay men and women.
The survey, which General Carter Ham called “the most comprehensive assessment of a personnel policy matter that the Department of Defense has conducted,” was sent to more than 400,000 troops and their spouses. It asked troops and their spouses what they thought of open service and how DADT repeal might impact the armed forces. The results were clear. Sixty-nine percent of troops said they were already working in a unit with someone they believed to be gay or lesbian. Moreover, an astounding 92 percent of those individuals believed their unit’s “ability to work together” was either “very good,” “good,” or “neither good nor poor.” This includes 89 percent of those in Army combat arms units and 84 percent of those in Marine combat arms units.
Even in countries where troops expressed outright opposition to open service, repealing bans on gay and lesbian troops was a nonevent. In the United Kingdom, for example, prerepeal surveys indicated significant resistance to repeal compared to the survey results found in the Pentagon Working Group report. But repeal occurred with no disruption to military effectiveness or unit cohesion. Moreover, these countries implemented repeal without the comprehensive training and careful implementation steps currently underway within the U.S. military.
Our senior military leaders should swiftly certify repeal of DADT
Both Gates and Mullen have long advocated for DADT’s repeal. They recognize that the policy wastes hundreds of millions of taxpayer dollars annually, undermines our national security, and is an unfair and unworkable policy that asks troops to lie about who they are. Both men, however, are set to retire in the next several months.
Secretary Gates is set to retire later this month. Chairman Mullen is likely to retire sometime in the fall of 2011. Our senior military leaders should leave their posts having finished what they started by certifying DADT repeal.
Not certifying repeal before their retirements would likely delay the final steps of ending the military’s ban on openly gay servicemembers. Conservative lawmakers are determined to delay and derail DADT’s demise, and the longer our military leaders wait to certify, the more likely it is that these tactics will succeed. Politics will trump policy, which will deny brave men and women the ability to serve their country with honesty and integrity.
We are now closer than ever to allowing gay men and women to serve openly in the armed forces. Once repeal is complete, the United States will join the ranks of 35 of our foreign allies that permit gay men and women to serve openly in uniform, including the United Kingdom, Canada, Australia, Germany, Italy, and Israel. Secretary Gates, Chairman Mullen, and President Obama have worked tirelessly to repeal the military’s ban on openly gay troops. The time has come for them to complete their work. We urge them to accelerate the implementation process underway and thereby expeditiously certify repeal.
Crosby Burns is the Special Assistant for the LGBT Research and Communications Project at American Progress.
Secretary of Defense Robert M. Gates, left, and Chairman of the Joint Chiefs of Staff Adm. Mike Mullen speak during a media availability at the Pentagon Wednesday, May 18, 2011 in Washington.By Crosby Burns | June 8, 2011
Last December, Congress passed the Don’t Ask Don’t Tell Repeal Act of 2010, marking the first step toward repealing the military’s outdated and ineffective ban on openly gay troops. With DADT repeal implementation and training well underway, we are closer than ever to finally allowing gay men and women to serve openly and honestly in the armed forces.
Under the law President Barack Obama signed in December 2010, open service will begin 60 days after the president, the secretary of defense, and the chairman of the Joint Chiefs of Staff certify that repeal will not impact military readiness or effectiveness. Prior to certification, Secretary Gates and Chairman Mullen have tasked military leaders with preparing to implement repeal, which includes updating guidelines, policy manuals, and directives, and training the troops in preparation for open service.
On the eve of the bipartisan vote in Congress that repealed DADT, a comprehensive survey revealed that the majority of troops believed that allowing open service would have an overall positive or neutral effect on the armed forces. Our military leaders have repeatedly testified their support for legislative repeal and the certification process, and with much of training already complete, it has become clear that DADT repeal is simply a nonevent for our troops. The public, too, has long supported open service of gay and lesbian troops.
But conservative members of the House of Representatives have chosen to ignore the recommendations of our military’s leaders. The House recently approved its version of the fiscal year 2012 National Defense Authorization Act, or NDAA, which included several amendments that jeopardize the successful DADT repeal process that is well underway.
President Obama, Secretary Gates, and Chairman Mullen clearly support repealing DADT, asserting that allowing gay men and women to serve openly abolishes an outdated, flawed, and discriminatory law that ultimately weakens our national security. Considering that House conservatives are trying to keep in place a policy that is harmful to our country, Secretary Gates, Chairman Mullen, and President Obama should do everything they can to speed up the certification process.
Conservatives and DADT: Delay, disrupt, and derail
The House of Representatives passed its version of the 2012 NDAA on May 26, 2011 by a vote of 322-96, with six Republicans voting against and 95 Democrats supporting the bill. The House NDAA included three amendments aimed to delay, disrupt, and derail the successful but still ongoing implementation of DADT repeal. One of these amendments, introduced by Rep. Duncan Hunter (R-CA), would require the chiefs of staff for the Army, Navy, Air Force, and Marine Corps to also certify that repeal will not impact military readiness or effectiveness.
This amendment is an unnecessary political distraction that defies the wishes of our military’s leaders. Secretary Gates and Chairman Mullen have both indicated that they are in close consultation with the service chiefs as the implementation process moves forward. Further, Secretary Gates commented that he would not issue his certification until the service chiefs are confident that open service would not undermine unit cohesion and combat effectiveness. The service chiefs themselves have voiced opposition with expanding the certification requirements, testifying before Congress that they trust Secretary Gates and Chairman Mullen to address their concerns before eliminating the policy. They further warned that expanding certification to include the chiefs would undermine the military’s chain of command.
Conservative members of the House, however, blatantly ignored the will and advice of these military leaders. Rep. Hunter actually went far as to question the leadership, competence, and experience of Secretary Gates and Chairman Mullen.
Training the troops is a vital step in repealing DADT
As CAP has reported, all branches of the military are currently implementing the first steps of DADT repeal. This includes updating the Pentagon’s policy manuals, directives, and guidelines so that a single standard of conduct will apply to all military personnel whether they are gay or straight. Regulations dealing with benefits, housing, and conduct are also being updated to reflect the open service of gay men and women.
Most importantly, the military has made significant progress training troops to prepare them for open service, and to “underscore that everyone should be treated with dignity and respect.” Beginning in February, each branch began with Tier 1 training of those serving with special skills such as lawyers, chaplains, and personnel specialists. Next, Tier 2 training includes commanding officers and senior noncommissioned officers, and finally Tier 3 training includes the rank-and-file of the armed forces. Each branch has begun implementing Tier 2 and Tier 3 training.
Training across all three tiers is now moving forward successfully and without disruption under the strong leadership of our military’s commanders. This is true across all branches of our armed forces:
Navy: "The fact that someone is gay or lesbian doesn't really enter into a disruption to the mission. The same standards—the same regulations and standards of conduct will apply. ...It's not as if we're having to create new policies." Admiral Gary Roughead, Chief of Naval Operations, U.S. Navy
Marines: “I’m looking for issues that might arise specifically coming out of the … training, and to be honest with you, chairman, we’ve not seen it. There’s questions about billeting for Marines—I mean, the kinds of questions you would expect—but there hasn’t been the recalcitrant pushback, there’s not been the anxiety over it from the forces in the field.” General James F. Amos, Commandant, U.S. Marine Corps
Air Force: “We will rely on steady leadership at all levels to implement this change in a manner that is consistent with standards of military readiness and effectiveness, with minimal adverse effect on unit cohesion, recruiting and retention in the Air Force.” General Norton A. Schwartz, Chief of Staff, U.S. Air Force
Army: “I had a session with commanders last Friday, they have indicated no issues so far in Tier I and Tier II training as they get ready to kick off our Tier III training.” General Peter W. Chiarelli, Vice Chief of Staff, U.S. Army
DADT repeal never threatened our military’s effectiveness
While the Pentagon has rightly implemented a careful training regimen to prepare troops for repeal, experts have always stated that open service would not threaten military readiness or effectiveness. And a prerepeal survey indicated that our servicemembers would handle open service professionally and responsibly, and that many already knew they were serving with gay men and women.
The survey, which General Carter Ham called “the most comprehensive assessment of a personnel policy matter that the Department of Defense has conducted,” was sent to more than 400,000 troops and their spouses. It asked troops and their spouses what they thought of open service and how DADT repeal might impact the armed forces. The results were clear. Sixty-nine percent of troops said they were already working in a unit with someone they believed to be gay or lesbian. Moreover, an astounding 92 percent of those individuals believed their unit’s “ability to work together” was either “very good,” “good,” or “neither good nor poor.” This includes 89 percent of those in Army combat arms units and 84 percent of those in Marine combat arms units.
Even in countries where troops expressed outright opposition to open service, repealing bans on gay and lesbian troops was a nonevent. In the United Kingdom, for example, prerepeal surveys indicated significant resistance to repeal compared to the survey results found in the Pentagon Working Group report. But repeal occurred with no disruption to military effectiveness or unit cohesion. Moreover, these countries implemented repeal without the comprehensive training and careful implementation steps currently underway within the U.S. military.
Our senior military leaders should swiftly certify repeal of DADT
Both Gates and Mullen have long advocated for DADT’s repeal. They recognize that the policy wastes hundreds of millions of taxpayer dollars annually, undermines our national security, and is an unfair and unworkable policy that asks troops to lie about who they are. Both men, however, are set to retire in the next several months.
Secretary Gates is set to retire later this month. Chairman Mullen is likely to retire sometime in the fall of 2011. Our senior military leaders should leave their posts having finished what they started by certifying DADT repeal.
Not certifying repeal before their retirements would likely delay the final steps of ending the military’s ban on openly gay servicemembers. Conservative lawmakers are determined to delay and derail DADT’s demise, and the longer our military leaders wait to certify, the more likely it is that these tactics will succeed. Politics will trump policy, which will deny brave men and women the ability to serve their country with honesty and integrity.
We are now closer than ever to allowing gay men and women to serve openly in the armed forces. Once repeal is complete, the United States will join the ranks of 35 of our foreign allies that permit gay men and women to serve openly in uniform, including the United Kingdom, Canada, Australia, Germany, Italy, and Israel. Secretary Gates, Chairman Mullen, and President Obama have worked tirelessly to repeal the military’s ban on openly gay troops. The time has come for them to complete their work. We urge them to accelerate the implementation process underway and thereby expeditiously certify repeal.
Crosby Burns is the Special Assistant for the LGBT Research and Communications Project at American Progress.
Gay and Transgender People Face High Rates of Workplace Discrimination and Harassment
Data Demonstrate Need for Federal Law
Vandy Beth Glenn, who lost her job with the Georgia General Assembly when her boss fired her because she was transgender, testifies at a hearing regarding the Employment Non-Discrimination Act on September 23, 2009. Lawmakers should swiftly enact ENDA to level the playing field for all American workers, gay or straight, transgender or not.
By Crosby Burns, Jeff Krehely | June 2, 2011
Gay and transgender individuals continue to face widespread discrimination in the workplace.* Studies show that anywhere from 15 percent to 43 percent of gay people have experienced some form of discrimination and harassment at the workplace. Moreover, a staggering 90 percent of transgender workers report some form of harassment or mistreatment on the job. These workplace abuses pose a real and immediate threat to the economic security of gay and transgender workers.
Congress should work quickly to pass the Employment Non-Discrimination Act, or ENDA, to ensure that all Americans are judged in the workplace based on their skills, qualifications, and the quality of their work. Right now, too many of our country’s gay and transgender workers are being judged on their sexual orientation and gender identity— factors that have no impact on how well a person performs their job.
The numbers
The Williams Institute on Sexual Orientation Law and Public Policy aggregated a number of surveys to determine the extent to which gay and transgender workers experience discrimination and harassment in the workplace. Their findings illustrate that discrimination and harassment are pervasive:
■Fifteen percent to 43 percent of gay and transgender workers have experienced some form of discrimination on the job.
■Eight percent to 17 percent of gay and transgender workers report being passed over for a job or fired because of their sexual orientation or gender identity.
■Ten percent to 28 percent received a negative performance evaluation or were passed over for a promotion because they were gay or transgender.
■Seven percent to 41 percent of gay and transgender workers were verbally or physically abused or had their workplace vandalized.
Straight coworkers also attest to the presence of discrimination and harassment against LGBT workers. The Williams Institute’s report found that 12 percent to 30 percent of straight workers witnessed discrimination in the workforce based on sexual orientation.
Controlled experiments have found consistent evidence of workplace discrimination as well. When researchers send two sets of matched resumes to major employers, and one indicates the applicant is gay, employers warmly receive “gay” resumes far less often than “straight” resumes. Seven out of eight of these studies confirmed the existence of antigay employment discrimination.
Transgender individuals encounter workplace discrimination and harassment at even higher rates than gays and lesbians. Earlier this year, the National Center for Transgender Equality and the National Gay and Lesbian Task Force released a comprehensive study on transgender discrimination that revealed near universal problems at the workplace:
■Ninety percent of transgender individuals have encountered some form of harassment or mistreatment on the job.
■Forty-seven percent of workers have experienced an adverse job outcome because they are transgender. This includes:
■Forty-four percent who were passed over for a job
■Twenty-three percent who were denied a promotion
■And 26 percent who were fired because they were transgender
The stories behind the numbers
Behind these statistics are the heartbreaking stories of everyday Americans losing their jobs based on characteristics that have nothing to do with their job performance.
Vandy Beth Glenn lost her job with the Georgia General Assembly when her boss fired her because she was transgender:
[My boss] told me I would make other people uncomfortable, just by being myself. He told me that my transition was unacceptable. And over and over, he told me it was inappropriate. Then he fired me. I was escorted back to my desk, told to clean it out, then marched out of the building…I was devastated.
Brook Waits was gainfully employed in Dallas, Texas until her manager fired her immediately after she saw a picture on Brook’s cell phone of Brook and her girlfriend kissing on New Year’s Eve:
I didn’t lose my job because I was lazy, incompetent, or unprofessional. Quite the contrary, I worked hard and did my job very well. However that was all discarded when my boss discovered I am a lesbian. In a single afternoon, I went from being a highly praised employee, to out of a job.
And officer Michael Carney was denied reinstatement as a police officer in Springfield, Massachusetts because he told his supervisors that he was gay:
I’m a good cop. But I’ve lost two and a half years of employment fighting to get that job back because I’m gay…I’m proud to be Irish-American. I’m proud to be gay, and I’m proud to be a cop in Springfield, MA.
The economic consequences of discrimination
Gay and transgender individuals suffer from socioeconomic inequalities in large part due to pervasive discrimination in the workplace. Discrimination directly causes job instability and high turnover, resulting in greater unemployment and poverty rates for gay and transgender people, as well as the wage gap between gay and straight workers.
Consider that gay men earn 10 percent to 32 percent less than similarly qualified heterosexual males. Older gay and lesbian adults experience higher poverty rates than their heterosexual counterparts. And transgender individuals are twice as likely to be unemployed and are four times as likely to live in poverty. Nearly 20 percent have been or are currently homeless.
Companies should care about these numbers if they are in the business of boosting profits. Time and again, researchers have demonstrated that discrimination diminishes productivity, job satisfaction, and the mental and physical health of all employees.
Enacting legislation that provides real protection
Gay and transgender individuals’ legal and social standing is improving despite their unfair and unequal treatment in the workplace. An increasing number of states, municipalities, and businesses have adopted nondiscrimination protections that prohibit discrimination based on sexual orientation and gender identity.
The public, too, has increasingly voiced support for employment protections and workplace fairness for gay and transgender workers. And more and more gay workers are coming out at the workplace, a sign that workplace climates have become more accepting or at least tolerant overall.
Nevertheless, gay and transgender people continue to lack full workplace protections afforded to women, people of color, veterans, seniors, and the disabled. Under federal law it is still legal to fire someone for being gay or transgender. Where state or local laws exist, gay and transgender workers file discrimination complaints at comparable rates and in some case higher rates than other protected classes such as gender and race. But Congress has thus far failed to incorporate gay and transgender workers into employment laws that shield these and other groups from workplace discrimination nationwide.
Lawmakers in both chambers of the 112th Congress recently introduced ENDA, which would finally bring full workplace protections to nearly all of our nation’s workforce. If passed, gay and transgender workers would have similar protections that were afforded to other minority groups with the passage of the Civil Rights Act of 1964 and the Americans with Disabilities Act. And while comprehensive in scope, ENDA explicitly exempts religious organizations and small businesses with less than 15 employees, prohibits preferential treatment for gay and transgender workers, and does not require employers to offer domestic partner benefits to employees’ same-sex partners.
ENDA’s premise is simple: All Americans deserve equal treatment in the workplace regardless of sexual orientation or gender identity. Lawmakers should swiftly enact ENDA to level the playing field for all American workers, gay or straight, transgender or not.
Gay and transgender individuals comprise a significant part of the American labor force. Every day, they go to work to make an honest living to support themselves and their families, and help our economy grow along the way. But far too many go to work with the fear that they will lose their job based on factors that have nothing to do with their job performance and ability.
Discrimination has no place in our society or in our workplaces. Our nation can and should do better for all our workers.
*In this column, the term gay is used as an umbrella term for people who identify as lesbian, gay, or bisexual.
Crosby Burns is a Special Assistant and Jeff Krehely is Director of the LGBT Research and Communications Project at the Center for American Progress.
Vandy Beth Glenn, who lost her job with the Georgia General Assembly when her boss fired her because she was transgender, testifies at a hearing regarding the Employment Non-Discrimination Act on September 23, 2009. Lawmakers should swiftly enact ENDA to level the playing field for all American workers, gay or straight, transgender or not.
By Crosby Burns, Jeff Krehely | June 2, 2011
Gay and transgender individuals continue to face widespread discrimination in the workplace.* Studies show that anywhere from 15 percent to 43 percent of gay people have experienced some form of discrimination and harassment at the workplace. Moreover, a staggering 90 percent of transgender workers report some form of harassment or mistreatment on the job. These workplace abuses pose a real and immediate threat to the economic security of gay and transgender workers.
Congress should work quickly to pass the Employment Non-Discrimination Act, or ENDA, to ensure that all Americans are judged in the workplace based on their skills, qualifications, and the quality of their work. Right now, too many of our country’s gay and transgender workers are being judged on their sexual orientation and gender identity— factors that have no impact on how well a person performs their job.
The numbers
The Williams Institute on Sexual Orientation Law and Public Policy aggregated a number of surveys to determine the extent to which gay and transgender workers experience discrimination and harassment in the workplace. Their findings illustrate that discrimination and harassment are pervasive:
■Fifteen percent to 43 percent of gay and transgender workers have experienced some form of discrimination on the job.
■Eight percent to 17 percent of gay and transgender workers report being passed over for a job or fired because of their sexual orientation or gender identity.
■Ten percent to 28 percent received a negative performance evaluation or were passed over for a promotion because they were gay or transgender.
■Seven percent to 41 percent of gay and transgender workers were verbally or physically abused or had their workplace vandalized.
Straight coworkers also attest to the presence of discrimination and harassment against LGBT workers. The Williams Institute’s report found that 12 percent to 30 percent of straight workers witnessed discrimination in the workforce based on sexual orientation.
Controlled experiments have found consistent evidence of workplace discrimination as well. When researchers send two sets of matched resumes to major employers, and one indicates the applicant is gay, employers warmly receive “gay” resumes far less often than “straight” resumes. Seven out of eight of these studies confirmed the existence of antigay employment discrimination.
Transgender individuals encounter workplace discrimination and harassment at even higher rates than gays and lesbians. Earlier this year, the National Center for Transgender Equality and the National Gay and Lesbian Task Force released a comprehensive study on transgender discrimination that revealed near universal problems at the workplace:
■Ninety percent of transgender individuals have encountered some form of harassment or mistreatment on the job.
■Forty-seven percent of workers have experienced an adverse job outcome because they are transgender. This includes:
■Forty-four percent who were passed over for a job
■Twenty-three percent who were denied a promotion
■And 26 percent who were fired because they were transgender
The stories behind the numbers
Behind these statistics are the heartbreaking stories of everyday Americans losing their jobs based on characteristics that have nothing to do with their job performance.
Vandy Beth Glenn lost her job with the Georgia General Assembly when her boss fired her because she was transgender:
[My boss] told me I would make other people uncomfortable, just by being myself. He told me that my transition was unacceptable. And over and over, he told me it was inappropriate. Then he fired me. I was escorted back to my desk, told to clean it out, then marched out of the building…I was devastated.
Brook Waits was gainfully employed in Dallas, Texas until her manager fired her immediately after she saw a picture on Brook’s cell phone of Brook and her girlfriend kissing on New Year’s Eve:
I didn’t lose my job because I was lazy, incompetent, or unprofessional. Quite the contrary, I worked hard and did my job very well. However that was all discarded when my boss discovered I am a lesbian. In a single afternoon, I went from being a highly praised employee, to out of a job.
And officer Michael Carney was denied reinstatement as a police officer in Springfield, Massachusetts because he told his supervisors that he was gay:
I’m a good cop. But I’ve lost two and a half years of employment fighting to get that job back because I’m gay…I’m proud to be Irish-American. I’m proud to be gay, and I’m proud to be a cop in Springfield, MA.
The economic consequences of discrimination
Gay and transgender individuals suffer from socioeconomic inequalities in large part due to pervasive discrimination in the workplace. Discrimination directly causes job instability and high turnover, resulting in greater unemployment and poverty rates for gay and transgender people, as well as the wage gap between gay and straight workers.
Consider that gay men earn 10 percent to 32 percent less than similarly qualified heterosexual males. Older gay and lesbian adults experience higher poverty rates than their heterosexual counterparts. And transgender individuals are twice as likely to be unemployed and are four times as likely to live in poverty. Nearly 20 percent have been or are currently homeless.
Companies should care about these numbers if they are in the business of boosting profits. Time and again, researchers have demonstrated that discrimination diminishes productivity, job satisfaction, and the mental and physical health of all employees.
Enacting legislation that provides real protection
Gay and transgender individuals’ legal and social standing is improving despite their unfair and unequal treatment in the workplace. An increasing number of states, municipalities, and businesses have adopted nondiscrimination protections that prohibit discrimination based on sexual orientation and gender identity.
The public, too, has increasingly voiced support for employment protections and workplace fairness for gay and transgender workers. And more and more gay workers are coming out at the workplace, a sign that workplace climates have become more accepting or at least tolerant overall.
Nevertheless, gay and transgender people continue to lack full workplace protections afforded to women, people of color, veterans, seniors, and the disabled. Under federal law it is still legal to fire someone for being gay or transgender. Where state or local laws exist, gay and transgender workers file discrimination complaints at comparable rates and in some case higher rates than other protected classes such as gender and race. But Congress has thus far failed to incorporate gay and transgender workers into employment laws that shield these and other groups from workplace discrimination nationwide.
Lawmakers in both chambers of the 112th Congress recently introduced ENDA, which would finally bring full workplace protections to nearly all of our nation’s workforce. If passed, gay and transgender workers would have similar protections that were afforded to other minority groups with the passage of the Civil Rights Act of 1964 and the Americans with Disabilities Act. And while comprehensive in scope, ENDA explicitly exempts religious organizations and small businesses with less than 15 employees, prohibits preferential treatment for gay and transgender workers, and does not require employers to offer domestic partner benefits to employees’ same-sex partners.
ENDA’s premise is simple: All Americans deserve equal treatment in the workplace regardless of sexual orientation or gender identity. Lawmakers should swiftly enact ENDA to level the playing field for all American workers, gay or straight, transgender or not.
Gay and transgender individuals comprise a significant part of the American labor force. Every day, they go to work to make an honest living to support themselves and their families, and help our economy grow along the way. But far too many go to work with the fear that they will lose their job based on factors that have nothing to do with their job performance and ability.
Discrimination has no place in our society or in our workplaces. Our nation can and should do better for all our workers.
*In this column, the term gay is used as an umbrella term for people who identify as lesbian, gay, or bisexual.
Crosby Burns is a Special Assistant and Jeff Krehely is Director of the LGBT Research and Communications Project at the Center for American Progress.
Friday, June 3, 2011
Call for Action Against University Funded Discrimination
The proposed state budget passed recently in the Ohio House includes an obscure provision that will allow student groups at taxpayer-funded state universities to discriminate and exclude students from membership and leadership positions based on religious beliefs or standards of conduct (Ohio Rev. Code §3345.023).
This means that our state universities will not be able to withhold funding from student groups who exclude LGBT people; Jewish, Christian or Muslim people; women; people who have had premarital sex; and, anyone else that a particular religious student group deems unworthy of membership. Fair-minded Ohioans do not want taxpayer dollars to fund discrimination.
Last year, the U.S. Supreme Court issued an opinion in Christian Legal Society v. Martinez upholding the constitutionality of a state law school’s “all-comers” policy because it is reasonable and viewpoint neutral. Justice Ginsburg wrote that “by bringing together students with diverse views, [the policy] encourages tolerance, cooperation, learning, and the development of conflict-resolution skills.” After Ohio State University changed its policy recently to require student groups to accept all-comers as members, the Christian Legal Society Chapter at OSU stated it was “yet one more opportunity to welcome all students to attend CLS's meetings and activities.”
All-comers policies do nothing more than ensure that students are given an equal opportunity to engage, discuss, and collaborate with groups on campus. Compelling student groups to adhere to the nondiscrimination policy is also fair because it ensures that no student will be paying part of his or her tuition or fees for student groups that will not allow him or her to become a member. An all-comers policy does not prevent members of groups like the Christian Legal Society from practicing their religion or associating with those with similar beliefs, but simply states that such groups cannot exclude certain students as members and receive university funding.
Posted by Equality Ohio, reposted at keystothecloset.blogspot.com
Ohio residents: contact your State Senator today and tell them to take discrimination out of the Ohio budget!
This means that our state universities will not be able to withhold funding from student groups who exclude LGBT people; Jewish, Christian or Muslim people; women; people who have had premarital sex; and, anyone else that a particular religious student group deems unworthy of membership. Fair-minded Ohioans do not want taxpayer dollars to fund discrimination.
Last year, the U.S. Supreme Court issued an opinion in Christian Legal Society v. Martinez upholding the constitutionality of a state law school’s “all-comers” policy because it is reasonable and viewpoint neutral. Justice Ginsburg wrote that “by bringing together students with diverse views, [the policy] encourages tolerance, cooperation, learning, and the development of conflict-resolution skills.” After Ohio State University changed its policy recently to require student groups to accept all-comers as members, the Christian Legal Society Chapter at OSU stated it was “yet one more opportunity to welcome all students to attend CLS's meetings and activities.”
All-comers policies do nothing more than ensure that students are given an equal opportunity to engage, discuss, and collaborate with groups on campus. Compelling student groups to adhere to the nondiscrimination policy is also fair because it ensures that no student will be paying part of his or her tuition or fees for student groups that will not allow him or her to become a member. An all-comers policy does not prevent members of groups like the Christian Legal Society from practicing their religion or associating with those with similar beliefs, but simply states that such groups cannot exclude certain students as members and receive university funding.
Posted by Equality Ohio, reposted at keystothecloset.blogspot.com
Ohio residents: contact your State Senator today and tell them to take discrimination out of the Ohio budget!
Friday, April 1, 2011
IOM REport Published
The Health of Lesbian, Gay, Bisexual, and Transgender People: Building a Foundation for Better Understanding
- Released:
- March 31, 2011
- Type:
- Consensus Report
- Topics:
- Select Populations and Health Disparities, Biomedical and Health Research, Health Services, Coverage, and Access
- Activity:
- Lesbian, Gay, Bisexual and Transgender Health Issues and Research Gaps and Opportunities
- Board:
- Board on the Health of Select Populations
At a time when lesbian, gay, bisexual, and transgender individuals—often referred to under the umbrella acronym LGBT—are becoming more visible in society and more socially acknowledged, clinicians and researchers are faced with incomplete information about their health status. While LGBT populations often are combined as a single entity for research and advocacy purposes, each is a distinct population group with its own specific health needs. Furthermore, the experiences of LGBT individuals are not uniform and are shaped by factors of race, ethnicity, socioeconomic status, geographical location, and age, any of which can have an effect on health-related concerns and needs. Researchers still have a great deal to learn and face a number of challenges in understanding the health needs of LGBT populations.
To help assess the state of the science, the National Institutes of Health (NIH) asked the IOM to evaluate current knowledge of the health status of lesbian, gay, bisexual, and transgender populations; to identify research gaps and opportunities; and to outline a research agenda to help NIH focus its research in this area. The IOM finds that to advance understanding of the health needs of all LGBT individuals, researchers need more data about the demographics of these populations, improved methods for collecting and analyzing data, and an increased participation of sexual and gender minorities in research. Building a more solid evidence base for LGBT health concerns will not only benefit LGBT individuals, but also add to the repository of health information we have that pertains to all people.
Available at http://www.iom.edu/Reports/2011/The-Health-of-Lesbian-Gay-Bisexual-and-Transgender-People.aspx Reposted at http://keystothecloset.blogspot.com/
To help assess the state of the science, the National Institutes of Health (NIH) asked the IOM to evaluate current knowledge of the health status of lesbian, gay, bisexual, and transgender populations; to identify research gaps and opportunities; and to outline a research agenda to help NIH focus its research in this area. The IOM finds that to advance understanding of the health needs of all LGBT individuals, researchers need more data about the demographics of these populations, improved methods for collecting and analyzing data, and an increased participation of sexual and gender minorities in research. Building a more solid evidence base for LGBT health concerns will not only benefit LGBT individuals, but also add to the repository of health information we have that pertains to all people.
Available at http://www.iom.edu/Reports/2011/The-Health-of-Lesbian-Gay-Bisexual-and-Transgender-People.aspx Reposted at http://keystothecloset.blogspot.com/
Bisexual Invisibility: Impacts and Recommendations
This is is an excerpt from Bisexual Invisibility: Impacts and Recommendations, a report by San Fransisco Human Rights Commission. The report is an important resource and the first of it's kind to focus on research, and data about the bisexual community.The report is available at http://www.sf-hrc.org/Modules/ShowDocument.aspx?documentid=989
“Maybe it’s about learning to see my dual desires as two magnets that stick instead of two magnets that push each other away.”
I like men. I have spent my whole life in their company. I’ve been married and have had countless
boyfriends. I have been in love with many men and sexually attracted to even more. I get
something from a man that feeds my soul in the most authentic way. I am heterosexual.
I like women. Almost every erotic dream or sexual fantasy I have ever had has been about
women. I’ve had many sexually supercharged lesbian encounters. All of them fleeting, some of
them sneaky, every one of them blazed on my memory in a way that makes my skin tingle to this
day. I am a lesbian.
There’s a more accurate word for what I am though: it’s “bisexual”. But I struggle with this term.
First of all, it contains the word “sexual” which is limiting as it makes it uncomfortable to talk
about with children, for example.
Plus, aren’t there periods of my life when I long for men and can’t imagine being with a woman?
And when I’m longing for women, I can’t imagine being with a man. The two states never coexist.
When I was married, I was happy, as long as I was in a man-longing state; during my
woman-longing states, my marriage felt like a forced sexual nightmare. In the end, the marriage
couldn’t survive. Would a lesbian relationship be any different?
I’m beginning to think that I will never find out. Many lesbians say they “don’t date bisexuals.”
Discrimination? “No, it’s a choice,” they say. Fine. Whatever. Maybe I even see what they mean.
I do come out, though, to people I date and to others. Admitting that I’m bisexual to my
heterosexual friends is embarrassing, though
Like the next thing I’m going to say is, “Do you want to watch me go down on your girlfriend?”
Admitting that I’m bisexual to my gay friends is just as awkward, like admitting that I’m not a “real”
lesbian. As if I had parts missing or am contaminated by the semen that still lingers inside me.
But maybe it’s really more about my own attitude. Maybe it’s about learning to be able to see my
dual desires as two magnets that stick instead of two magnets that push each other away.
I’ve noticed that unless you’re in the habit of walking into rooms with a woman on one arm and a
man on the other, it’s hard for anybody to ever see the whole of you all at once. How do we ever
know who the bisexuals are unless we reach out to each other in a very purposeful way? I have
literally never been invited to do this
―like admitting to a certain brand of sluttiness.―until now. Thank you.– Gina C., 50, female
Tuesday, March 29, 2011
Study: Discrimination Takes A Toll On Transgender Americans
March 28, 2011 Posted at http://keystothecloset.blogspot.com/ reposted from
More than 40 percent of transgender Americans have attempted suicide. That's according to a new, first-of-its-kind survey into discrimination against people who express a gender identity different to the one with which they were born. Host Michel Martin discusses the findings and experiences within transgender communities with Jaime Grant and Michelle Enfield, a transgender woman who was born a biological male.
This report is avaialble at:
http://www.thetaskforce.org/downloads/reports/reports/ntds_full.pdf
More than 40 percent of transgender Americans have attempted suicide. That's according to a new, first-of-its-kind survey into discrimination against people who express a gender identity different to the one with which they were born. Host Michel Martin discusses the findings and experiences within transgender communities with Jaime Grant and Michelle Enfield, a transgender woman who was born a biological male.
This report is avaialble at:
http://www.thetaskforce.org/downloads/reports/reports/ntds_full.pdf
Thursday, February 24, 2011
McGregor & Antonio to Introduce EHEA in Ohio House
Representatives Ross McGregor (R - Springfield) and Nickie Antonio (D - Lakewood) to reintroduce EHEA in Ohio House - The Equal Housing and Employment Act (EHEA), which would prohibit discrimination in housing and employment on the basis of sexual orientation, is expected to be introduced in the House by Reps. Ross McGregor (R) and Nickie Antonio (D). Equality Ohio met recently with Reps. McGregor and Antonio, and we will be working closely with them on navigating the bill through the current General Assembly. Last year, EHEA was the first pro-equality bill to pass any chamber of the Ohio General Assembly, but it stalled in the State Senate. We have established a base of support for EHEA in both the House and Senate, but it is extremely important for our community to mobilize in support of this bill to broaden its support. Lobby Day on May 18th is an important opportunity for you to talk to your representatives about this and other pro-equality legislation, and we hope that you will join us then. We also ask that you reach out to friends and family who live in areas where the current legislators are not supportive of EHEA so that they understand their constituents support it. In the coming months, we will specifically identify those representatives who we believe are potential supporters and do targeted outreach in those communities. Click here to read a recent article about EHEA. Source: Equality Ohio Newsletter
Friday, January 21, 2011
HRC Action
Did you know that in 29 states it's legal to fire someone just because they're lesbian, gay, or bisexual? Or that in 38 states, it's legal to fire someone for being transgender?
That's unacceptable -- no one should be at risk of losing their livelihood because of who they are. The good news is Congress is right now considering a bill that would make that kind of discrimination illegal across the country.
The bill's sponsors are calling for our help RIGHT NOW to ensure we have enough votes to pass the bill. We're less than 20 cosponsors away from having the votes locked in.
Click the link below to tell your member of Congress to support this bill today!
http://www.hrcactioncenter.org/site/Advocacy?pagename=homepage&id=777
That's unacceptable -- no one should be at risk of losing their livelihood because of who they are. The good news is Congress is right now considering a bill that would make that kind of discrimination illegal across the country.
The bill's sponsors are calling for our help RIGHT NOW to ensure we have enough votes to pass the bill. We're less than 20 cosponsors away from having the votes locked in.
Click the link below to tell your member of Congress to support this bill today!
http://www.hrcactioncenter.org/site/Advocacy?pagename=homepage&id=777
Subscribe to:
Posts (Atom)