Need data to back up your advocacy for employment non-discrimination legislation for LGBT workers? Six hundred and eighty pages of it has been compiled into a new docuemnt available at http://www.americanprogress.org/issues/2012/05/pdf/lgbt_eo_research.pdf
The compilation, put together by the Williams Institute, the Human Rights Campaign, and Center for American Progress, groups the documents into six categories: employment discrimination and the LGBT workforce; the business case for LGBT workplace protections; public opinion and political support for equal opportunity; impact and legal issues regarding an LGBT nondiscrimination executive order; and miscellaneous. The first category contains only one document, a policy memo (inexplicably still labeled “Confidential — not for circulation”) making the case for why President Obama should issue an Executive Order banning federal contractors from discriminating against LGBT workers.
Although none of the documents’ titles indicate they cover how employment discrimination leads to income dispararities and physical, social, and emotional problems in old age, there is obviously a clear link that can (and should) be made. Please let us at GrayPrideParade know if you know of documents that discuss the linkages.
One of the most important requirements for a decent old age is having enough income to pay for housing, medications, food, and other necessities of life. Many LGBT elders have trouble meeting that requirement due to lifelong employment discrimination. On April 23, 2012, a ruling by the Equal Employment Opportunity Commission (EEOC) became a key step in correcting this discrepancy, especially for transgender elders. Continue reading
The U.S. Office of Personnel Management (OPM) has just issued “guidance” about federal employees who are transgender that could and should serve as model policies and procedures for private employers. This guidance is a major step forward for transgender individuals and SOFFAs (Significant Others, Friends, Family and Allies).
Four documents were issued in late May, 2011.
Posted in Uncategorized
Tagged employment, guidelines, Marriage, Medical care, Obama, OPM, personnel, Policy, Transgender, transition, workplace
Its employees represent only a small proportion of the U.S. labor force, but when it comes to symbolism, probably no agency can set a better non-discrimination standard than the U.S. Department of Labor.
And that’s what DOL Secretary Hilda Solis did this month when she announced that, as part of her commitment to have a “model workplace, free from unlawful discrimination and harassment, which fosters a work environment that fully utilizes the capabilities of every employee,” DOL was adding gender identity (and pregnancy) to its list of protected classes.
Employment discrimination is very much related to aging issues, as retirement income is almost solely based on how much earned income people are able to command during their working lives. If young and middle-aged transgender adults are discriminated against in the workplace and hence command lower salaries than they otherwise would, this discrimination will follow them the rest of their lives, resulting in lower pensions and Social Security benefits. And as the recent national Transgender Discrimination Study (http://transequality.org/PDFs/NTDS_Report.pdf) documents, employment discrimination against transgender and gender non-conforming workers is rampant.
This action is but one more in a long series of ground-breaking steps the Obama Administration has taken to advance LGBT rights wherever that can be done without Congressional approval. You can read Secretary Solis’s statement at http://www.dol.gov/oasam/programs/crc/crc-internal/eeo.htm
In the second of our series, here’s FORGE’s new fact sheet pulling together key employment-related statistics from the new NCTE/NGLTF study, “Injustice at Every Turn: A Report of the National Transgender Discrimination Survey.”
Getting and staying on the job
- Transgender and gender non-conforming respondents experienced unemployment at twice the rate of the general public
- Over one-quarter (26%) reported that they had lost a job due to being transgender or gender non-conforming
- MTFs: 36%
- FTMs: 19%
- 47% have experienced an adverse job outcome, “such as being fired, not hired or denied a promotion because of being transgender or gender non-conforming”