Queer Cafe

Zippia: LGBTQ Workplace Resource Guide

Lesbian Employee Outed and Hired

LGBTQ People at Work: Offensive Remarks Everyday Reality

Researchers Say There Is a 'Gay Glass Ceiling' in Corporate Leadership
Is There a Rainbow Ceiling in Your Workplace?

Being Transgender at Work

Legal Protection in the Workplace

In 2015, the US Supreme Court determined in Obergefell v. Hodges that same-sex couples have a Constitutional right to marry nationwide. With that ruling, businesses must provide marital benefits to an employee’s same-sex spouse as marital benefits (not a different system of coverage).

Federal laws offer protections from workplace discrimination on the basis of race, color, religion, sex, national origin, age, and disability... but do not offer these same protections on the basis of sexual orientation or gender identity.

Some states have passed laws to establish workplace protections for LGBTQ employees… but only 22 states explicitly provide workplace protections on the basis of sexual orientation… and 20 on the basis of gender identity.

Despite this patchwork of state laws and federal guidance, private sector employers have far outpaced lawmakers in the implementation of fully inclusive non-discrimination polices.

Update.... On June 15, 2020, the US Supreme Court issued a landmark ruling upholding LGBTQ workers rights and making LGBTQ employment discrimination illegal nationwide.

Chronicle of Higher Education: Interviewing While LGBTQ

LGBTQ People at Work: Offensive Remarks Everyday Reality

Pride Not Prejudice: Discrimination in the Workplace

GLAAD: Importance of LGBTQ Equality in the Workplace

It Seems Almost Unreal: LGBTQ People Respond to Supreme Court Ruling

Supreme Court Rules in Favor of LGBTQ Employment Rights

On June 15, 2020, the US Supreme Court issued a landmark decision, penned by Neil Gorsuch, a conservative justice appointed by President Trump, deciding that “An employer who fires an individual merely for being gay or transgender violates Title VII of the 1964 Civil Rights Act.” And Justice Neil Gorsuch went on to say, “An individual’s homosexuality or transgender status is not relevant to employment decisions. That’s because it is impossible to discriminate against a person for being homosexual or transgender without discriminating against that individual based on sex.”

Everyone from Barack Obama and Pete Buttigieg to Black Lives Matter and the NCAA celebrated the momentous Supreme Court decision on LGBTQ workplace discrimination. And Americans across the nation celebrated this historic ruling. Kamala Harris said, "This is a major victory for LGBTQ rights. No one should be discriminated against because of who they are or who they love." Jared Polis said, "No matter who you are or who you love your work is valued in the United States. Thank you to the Supreme Court for making the right decision for equality, inclusivity." Janet Mock said, "A victory hard won in the courts and on the streets. Grateful to the lawyers, organizers and activists but most grateful to those who had to live stealth or closeted, who lost jobs for living their truth, who left parts of themselves at their employers' door." And Gerald Bostock said, "Today, we can go to work without the fear of being fired for who we are and who we love."

NPR: Supremes Court Delivers Major Victory to LGBTQ Employees

Advocate: The Gay and Trans People Who Took Their Cases to the Supreme Court

LA Times: Supreme Court Ruling Protects LGBTQ Rights

ABC News: Supreme Court Bans LGBTQ Employment Discrimination

Reuters: Supreme Court Endorses LGBTQ Worker Protections

CBS News: Existing Federal Civil Rights Laws Protect LGBTQ Workers

Supreme Court Landmark Decision: Illegal to Discriminate Based on Sexual Orientation
LGBTQ Nation: Supreme Court Rules in Favor of LGBTQ Rights in Landmark Decision

“Today, we must decide whether an employer can fire someone simply for being homosexual or transgender. The answer is clear. An employer who fires an individual for being homosexual or transgender fires that person for traits or actions it would not have questioned in members of a different sex. Sex plays a necessary and indistinguishable role in the decision, exactly what Title VII forbids,” the decision reads. “An employer who fires an individual merely for being gay or transgender violates Title VII.”

“Those who adopted the Civil Rights Act might not have anticipated their work would lead to this particular result. Likely, they weren’t thinking about many of the Act’s consequences that have become apparent over the years, including its prohibition against discrimination on the basis of motherhood or its ban on the sexual harassment of male employees.”

“But the limits of the drafters’ imagination supply no reason to ignore the law’s demands,” Gorsuch continued. “When the express terms of a statute give us one answer and extratextual considerations suggest another, it’s no contest. Only the written word is the law, and all persons are entitled to its benefit.” The ruling was decided by a 6-4 vote. Gorsuch was joined by Justices Elena Kagan, Sonia Sotomayor, Ruth Bader Ginsburg, Stephen Breyer, and Chief Justice John Roberts.

Some who responded reminded us that this was just another step in the long road to full equality. Pete Buttigieg said, "As of sunup this morning, many parts of America did not fully protect queer Americans from workplace discrimination, despite the Civil Rights Act. This is a major step. Make no mistake—a federal Equality Act is still urgently needed. The struggle for equality did not end with marriage, nor did it end today. Conversion therapy persists. Black trans women are at grave risk daily. The administration is rolling back protections at every turn." And Senator Tammy Baldwin said, "The SCOTUS 6-3 decision is a huge step forward for LGBTQ equality in America. But we must keep marching for full equality for every LGBTQ American across our country and work to pass the Equality Act in the Senate."

[Source: LGBTQ Nation, June 2020]

Advocate: Supreme Court Rules LGBTQ Discrimination is Illegal

ABC News: Historic Ruling on LGBTQ Employment Discrimination

America's Reaction: Supreme Court Ruling in Favor of LGBTQ Worker's Rights

NBC News: In Landmark Case, Supreme Court Rules in Favor of LGBTQ Worker Protection

Huff Post: Supreme Court Says Firing Someone for Being Gay is Wrong

CBS News: Supreme Court Ruling Protects LGBTQ Workers

SCOTUS Pro-LGBTQ Ruling: Activists, Politicians, Celebs Rejoice

Logo: Top 25 LGBTQ Friendly Companies

Is There a Rainbow Ceiling in Your Workplace?

“My research found that on the career ladder, being queer matters”

One day I had lunch with someone who had once interviewed me for a great career opportunity. Over dessert, he mentioned something that stopped me in my tracks. Apparently, someone on that interview panel had argued against selecting me because I’d mentioned my wife, revealing I was a lesbian. I was disturbed. I’d always technically been aware that LGBTQ people experience discrimination at work… but here was the first evidence that it had happened to me.

I was upset, but also intrigued: in what other ways might being LGBTQ affect our careers? We all recognize the concept of the glass ceiling, a metaphor typically used to describe how women are prevented from reaching the top jobs. But what if there’s also a rainbow ceiling: a system of prejudice, discrimination and other barriers that cause inequality for LGBTQ people at work.

My research found that on the career ladder, being queer matters. Sometimes we hold ourselves back. Feeling unable to come out at work can affect our mental health and work performance, constantly censoring ourselves and worrying about being outed. And we are particularly prone to imposter syndrome. Often there are very few visible LGBTQ role models in senior roles in organizations – lesbians and bisexual women fill only around 0.6% of ‘C suite’ positions like CEO, or Chief Finance Officer. Not seeing ourselves reflected in existing leaders affects our confidence and aspirations at every level. We are less likely than our peers to believe we’re good enough for promotion. Plus, our experiences of not conforming to a societal norm, along with past rejection, make us sometimes opt to stay longer than necessary in junior roles. Being aware of all this can help us make better career decisions.

Of course, sometimes other people’s prejudices hold us back. Even when we do apply for that big role, we’re significantly less likely to be shortlisted or appointed. Surveys routinely find at least 1 in 10 LGBTQ people feel discriminated against when seeking work due to their sexual orientation or gender identity. And using similar job applications, research has shown openly gay or lesbian candidates have 36% lower odds of receiving a positive response than peers. I interviewed more than forty LGBTQ+ leaders for my book and many told me this effect gets worse as they rise in seniority.

The career impact of being LGBTQ goes beyond the application process. Many of these leaders described having to perform better than their peers to be viewed as equivalent, and managers being less likely to put them forward for promotion. They were more likely to be bullied and harassed at work. They were excluded from networking opportunities. And thanks in part to past experiences causing them to feel different, fear rejection and behave a little more independently, they were less likely than colleagues to have a mentor or sponsor. These leaders described discrimination at work that manifested in subtle ways like being made to feel uncomfortable by certain dress codes; being disadvantaged by health, parental and family relocation policies not designed to meet their needs; and having to skip career-enhancing business trips and job opportunities or else put themselves back in the closet in countries where LGBTQ people are unsafe.

But being LGBTQ can also be a superpower at work. Our experiences outside the majority can render us particularly innovative, empathic and resilient leaders. Employers who want to recruit and retain great people need to understand our rainbow ceiling and commit to breaking it down. I hope they do. I never want to choke down another dessert with a lump of discrimination in my throat.

[Source: Layla McCay, Diva Magazine, May 2024]

Being Transgender at Work

LGBTQ People at Work: Offensive Remarks Everyday Reality

HRC: Employer Database

Notes: LGBTQ Job Market and Workplace

Info: LGBTQ Affirming Colleges, Companies, Cities

Out of Work for Being Out at Work

LGBTQ Workplace Discrimination is Common

ACLU and LGBT Workplace Rights

Is There a Rainbow Ceiling in Your Workplace?

LGBTQ Workplace Issues

Trying to be authentic in the office can be a struggle when you operate in a straight man's world. In the back of my mind I hear a persistent fear: Do I sound too gay? I know this is a question I shouldn’t care about, yet it sits there. The question makes me attempt a very "straight" view of confidence, especially at work.

When I enter a meeting, I deepen my voice. I make long strides to show my confidence. And I will talk about my interests in investments and sports, rather than those in the arts and baking. I was called out on it recently. A client I meet with regularly saw me talking to someone at a networking event. He came over and said it was as if I was a different person. I'm very relaxed around him and I definitely wasn’t at this event. Pointedly, he asked, "Do you think being more masculine correlates with career success?"

Wage Gap Among LGBTQ Workers in the United States

ABC News: Historic Ruling on LGBTQ Employment Discrimination

NBC News: Supreme Court Rules in Favor of LGBTQ Worker Protection

Shepard Smith Discusses Being Token Gay at Fox News for 25 Years
Battling Blindspots in Corporate Culture

De-Gaying My Voice for the Workplace

This confrontation spurred a series of thoughts: What am I hiding? Who am I trying to please? What do I want to achieve by doing this? The truth is that I am hiding myself, pleasing no one, and getting nowhere. I am the first to attest that my personality is nuanced and takes many forms, and I aim, sometimes unsuccessfully, to be undeniably me. By second-guessing myself and the respect of others, I am reducing myself. It's my fault for not trusting others to consider me an equal.

Chinese philosopher Lao Tzu said, "Care about what other people think and you will always be their prisoner." When I adjust my personality to fit into another’s expectation I fall into a trap of my own making. I'm also assuming the worse of them; not trusting them to take me as I am.

I'm far from the only gay or bi man who fights this fight daily, especially in situations where we're outnumbered by straight people, especially men. A 2012 University of California, Los Angeles, study found, "Some gay men are preoccupied with traditional notions of masculinity and express negative feelings towards effeminate behavior in gay men. Various scholars have speculated that such attitudes by gay men reflect internalized negative feelings about being gay."

There is no denying that LGBTQ people face discrimination for being themselves, especially at work. We've all seen it, whether it's gay jokes or outright harassment. In kowtowing to this homophobia (and compensating by acting more "masculine") we help cement the idea that there is one way to be a man, and anything else won't be taken seriously.

Gay men in their 20s and 30s have been given the privilege of seeing a generation of LGBTQ people live out and proud. It falls to us to champion greater inclusion for the next generation by living authentically, even if that means everyone knowing you dig guys the second you open your mouth.

[Source: Conrad Liveris, Advocate Magazine, May 2016]

Same Sex Partner Benefits Growing in Fortune 500 Companies

LGBTQ People Face High Rates of Workplace Discrimination

Workplace Diversity Trends

BBVA Compass Bank: Corporate Supporter of LGBTQ Community

LGBTQ Employees Still Face Discrimination

Info: Business and the Marketplace

Monster: Best Companies for LGBTQ Workers
Huff Post: Supreme Court Says Firing Someone for Being Gay is Wrong

Ceilings and Closets

Lavender Ceiling - Discrimination and oppression against LGBTQ people in the workplace that impedes their professional advancement and career success. Similar to the Glass Ceiling encountered by women in the workplace.

Glass Closet - Organizational culture and policies that cause LGBTQ managers and executives to hide their sexuality for fear it will impede their professional advancement and career success.

Info: Business and the Marketplace

CBS News: Supreme Court Ruling Protects LGBTQ Workers

Being Transgender at Work

LGBTQ Friendly Companies

The Human Rights Campaign (HRC) issues its annual Corporate Equality Index to inform the general public about the level of LGBTQ support they can expect from the Fortune 500 companies. Based on their rating system, here are some of the companies that earned a perfect score:

Wal-Mart
Chevron
Starbucks
Apple Computers
General Motors
Macy's
Coca-Cola
Goldman Sachs
American Airlines
CVS Health
Toys R Us
Hershey
AT&T
Verizon Communications
Nestle Purina
Proctor & Gamble
Sony
Wells Fargo
Time Warner
Home Depot

JC Penney

McDonald's

Hasbro

Accenture

Ernst & Young

Nike

Dow Chemical

Deloitte

Marriott

Johnson & Johnson

UPS

Campbell's Soup

Pepsico

Walt Disney

Hyundai

New York Life

General Electric

Morgan Stanley

Ben & Jerry's Ice Cream

American Eagle Outfitters

Toyota

General Mills

Barnes & Noble Bookstore

Anheuser-Busch

Google

Levi Strauss

Mattel
Nationwide
Ford Motor Company
Delta Airlines
IBM
Hewlett Packard
Shell Oil
Boeing
Colgate Palmolive
MetLife
Glaxo Smith Kline
Hallmark Cards
Netflix
United Airlines

Supreme Court to Tackle LGBTQ Workplace Discrimination

LGBTQ Employment Discrimination

Where the 2020 Candidates Stand on LGBTQ Workplace Discrimination

It's Still Legal to Fire LGBTQ Workers

Safe Workplaces: LGBTQ People Trapped in the Closet

16 States Want Supreme Court to Okay Trans Workplace Discrimination

LGBTQ Workforce and Discrimination

HuffPost: Should You Come Out at Work?

LGBTQ People Face High Rates of Workplace Discrimination

Safe Workplaces: LGBTQ Employees Trapped in the Closet

When I told my gay Uncle Frank I was bisexual, he said I was lucky to be coming out in the 2010s instead of the 1970s when he did.

He’s right in many ways. Since the Stonewall riots in 1969, the LGBTQ community has made tremendous progress in gaining visibility and equity thanks to the countless queer and trans activists who fought for their lives and freedom. Queer and trans visibility is everywhere now, from elected officials like Andrea Jenkins to musicians like Janelle Monáe to television shows like “Pose.” Things certainly have improved since the ’70s, when my uncle worried about not being able to get a job.

Yet even with the strides that have been made, many queer folks keep their pride private. According to a recent study from the Human Rights Campaign, nearly half of LGBTQ people are still in the closet, specifically in the workplace. Another recent HRC study reports that only 27 percent of LGBTQ youth felt comfortable to be out and open at school, and only 26 percent of them felt safe.

Being Transgender at Work
How the LGBTQ Community Fares in the Workplace

Safe Workplaces: LGBTQ People Trapped in the Closet

Unfortunately, even in 2018, our society still isn’t completely safe for LGBTQ people to live their lives in peace. Yes, we’ve gained more visibility, but visibility is a double-edged sword. As we gain more support for LGBTQ rights, we also become more vulnerable.

According to HRC’s report, 46 percent of employed LGBTQ people remain closeted at work because they fear they’ll be stereotyped, make co-workers feel uncomfortable or that they’re coming on to them, and lose workplace friendships.

But it’s LGBTQ people who feel uncomfortable. The study shares that 20 percent of LGBTQ workers said employers and co-workers have told them to “dress more feminine or masculine,” 53 percent said they’ve heard bigoted jokes from co-workers, and 45 percent said they feel workplace nondiscrimination policies are only implemented based on the employer’s personal feelings about LGBTQ people.

While I’ve never experienced this kind of outright hostility, I do know what it’s like to be wary of being out and open at work. The main source of tension was trying to get my co-workers to recognize me as non-binary and use they/them pronouns for me. No one ever outright said my identity was invalid, but it was obvious they didn’t understand I wasn’t just a guy who liked to wear makeup for fun.

Sure, I could have easily just talked to them about what it means to be non-binary and corrected them every time they referred to me as “he.” But I worried about creating tension at work by constantly reminding them about my pronouns. So after a while, I stopped trying and just silently cringed whenever they misgendered me.

It also didn’t help that most of my co-workers at my last job voted for Trump. I know that not all Republicans are anti-LGBTQ bigots, but Trump’s record on LGBTQ rights shows an evident disdain for the lives and livelihood of LGBTQ people, and it stands to reason that anyone who supports him supports his anti-LGBTQ agenda. Trump has emboldened so many people to be openly bigoted, and LGBTQ hate crimes have been on the rise since his election.

Why would anyone feel safe, let alone comfortable, coming out at a time like this when you can’t tell who’s friend or who’s foe?

LGBTQ People Face High Rates of Workplace Discrimination

BBVA Compass Bank: Corporate Supporter of LGBTQ Community

Notes: LGBTQ Job Market and Workplace

Chronicle of Higher Education: Interviewing While LGBTQ

LGBTQ Employees Still Face Discrimination

Out of Work for Being Out at Work

LGBTQ Workplace Discrimination is Common

This is one of the many reasons why being out of the closet is both a blessing and a curse. On one hand, I get the opportunity to educate others about LGBTQ issues and help people realize that we’re neither freaks nor degenerates. On the other hand, I see and hear things I didn’t notice when I was in the closet, like transphobic jokes and automatic assumptions that everyone is cis and straight.

Being out puts me at risk for targeted hate. If I speak up and try to engage in serious conversations with colleagues, I risk making things at work extremely uncomfortable. And when people get uncomfortable, they’ll either start walking on eggshells around me or they’ll get tired of me and my workplace could become a hostile environment for me. Is it best to speak up and risk everything, or stay silent just to keep the peace?

Of course, one does not even need to speak up and engage to be ostracized. Trying to do something as simple as buying a wedding cake or purchasing a home opens the door for blatant discrimination and persecution. Why be out and open if it just opens one up to terrible treatment?

To be out of the closet and open about your sexuality is certainly a brave act, because while times have changed, a lot of the discrimination and violence LGBTQ people face is still the same and forces some of us to keep our identities to ourselves (or at least limited to people we can trust). Sure, visibility makes it impossible to ignore us and gives hope to other LGBTQ people to have pride in who they are. However, we can only say and do so much.

Sure, we can march, yell, scream, and petition the powers that be all we want, but the powers that be (the lawmakers, the co-workers, classmates and friends with straight privilege) have to use their powers to make change. As I mentioned in a previous article, the onus is on straight and cis people to create a safer world for queer and trans people. If society becomes a safer place for all LGBTQ people, there will no longer be a need for a closet.

[Source: Tris Mamone, Huffington Post, August 2018, Bisexual genderqueer (they/them) writer based in Maryland who focuses on the intersections of social justice and secular humanism, Host of “Bi Any Means” podcast and co-host of “Biskeptical” podcast]

Safe Workplaces: LGBTQ People Trapped in the Closet

LGBTQ Job Market Quick Tips

How out do I want to be?
Does your work life and your personal life overlap or are they separate? Does being out at work make you feel more authentic? Does being closeted impact your energy, self-esteem, or motivation?

How much should I include on my resume?
Resumes are about qualifications, technical requirements, experience, and knowledge. Consider your audience and what is relevant to your reader. Highlight functions, skills, accomplishments. Be generic when necessary.

How much should I reveal in my interview?
Interviews are about personality, attitude, disposition, and fit. Highlight your work ethic, positive attitude, and willingness to work with others. Align with the culture of the organization. Display good etiquette and protocol.

How do I avoid discrimination?
Focus on your qualifications and work performance. Do not lead with your sexual identity. First priority should be your dedication to the job and its requirements. Prove yourself as a valued employee first.

How do I find an LGBTQ friendly employer?
Research regions, states, cities, industries, and companies regarding policies and climate. Check reports from HRC, PFLAG, ALGBTIC, and Gay Yellow Pages. Observe companies’ advertisements, sponsorships, and community involvement.

LGBTQ People at Work: Offensive Remarks Everyday Reality

Being Transgender at Work
Pride Not Prejudice: Discrimination in the Workplace

GLAAD: Importance of LGBTQ Equality in the Workplace

Employment Non-Discrimination Act

Message From President Barack Obama (November 2013): Congress Needs to Pass the Employment Non-Discrimination Act.

Here in the United States, we're united by a fundamental principle: we're all created equal and every single American deserves to be treated equally in the eyes of the law. We believe that no matter who you are, if you work hard and play by the rules, you deserve the chance to follow your dreams and pursue your happiness. That's America's promise.

That's why, for instance, Americans can't be fired from their jobs just because of the color of their skin or for being Christian or Jewish or a woman or an individual with a disability. That kind of discrimination has no place in our nation. And yet, right now, in 2013, in many states a person can be fired simply for being lesbian, gay, bisexual, or transgender. As a result, millions of LGBTQ Americans go to work every day fearing that, without any warning, they could lose their jobs -- not because of anything they've done, but simply because of who they are. It's offensive. It's wrong. And it needs to stop, because in the United States of America, who you are and who you love should never be a fireable offense.

Out Professionals
I Love Gay Work

Out at Work

That's why Congress needs to pass the Employment Non-Discrimination Act, also known as ENDA, which would provide strong federal protections against discrimination, making it explicitly illegal to fire someone because of their sexual orientation or gender identity. This bill has strong bipartisan support and the support of a vast majority of Americans. It ought to be the law of the land. Americans ought to be judged by one thing only in their workplaces: their ability to get their jobs done. Does it make a difference if the firefighter who rescues you is gay -- or the accountant who does your taxes, or the mechanic who fixes your car? If someone works hard every day, does everything he or she is asked, is responsible and trustworthy and a good colleague, that's all that should matter.

Business agrees. The majority of Fortune 500 companies and small businesses already have nondiscrimination policies that protect LGBTQ employees. These companies know that it's both the right thing to do and makes good economic sense. They want to attract and retain the best workers, and discrimination makes it harder to do that. So too with our nation. If we want to create more jobs and economic growth and keep our country competitive in the global economy, we need everyone working hard, contributing their ideas, and putting their abilities to use doing what they do best. We need to harness the creativity and talents of every American.

So I urge the Senate to vote yes on ENDA and the House of Representatives to do the same. Several Republican Senators have already voiced their support, as have a number of Republicans in the House. If more members of Congress step up, we can put an end to this form of discrimination once and for all. Passing ENDA would build on the progress we've made in recent years. We stood up against hate crimes with the Matthew Shepard Act and lifted the entry ban for travelers with HIV. We ended "Don't Ask, Don't Tell" so our brave servicemen and women can serve openly the country they love, no matter who they love. We prohibited discrimination in housing and hospitals that receive federal funding, and we passed the Violence Against Women Act, which includes protections for LGBTQ Americans. My Administration had stopped defending the so-called Defense of Marriage Act, and earlier this year the US Supreme Court struck down that discriminatory law. Now we're implementing that ruling, giving married couples access to the federal benefits they were long denied. And across the nation, as more and more states recognize marriage equality, we're seeing loving couples -- some who have been together for decades -- finally join their hands in marriage.

America is at a turning point. We're not only becoming more accepting and loving as a people, we're becoming more just as a nation. But we still have a way to go before our laws are equal to our Founding ideals. As I said in my second inaugural address, our nation's journey toward equality isn't complete until our gay brothers and sisters are treated like anyone else under the law, for if we are truly created equal, then surely the love we commit to one another must be equal as well. In America of all places, people should be judged on the merits: on the contributions they make in their workplaces and communities, and on what Martin Luther King Jr. called "the content of their character." That's what ENDA helps us do. When Congress passes it, I will sign it into law, and our nation will be fairer and stronger for generations to come.

Chronicle of Higher Education: Interviewing While LGBTQ

Same Sex Partner Benefits Growing in Fortune 500 Companies

LGBTQ Non-Discrimination Bill Under Discussion

"It is long past time to eliminate bigotry in the workplace and to ensure equal opportunity for all Americans. It is time to make clear that lesbian, gay, bisexual, and transgender Americans are first class citizens. They are full and welcome members of our American family and they deserve the same civil rights protections as all other Americans. It is time for us to prohibit discrimination based on sexual orientation and gender identity. Such discrimination is wrong and should not be tolerated."
-Senator Tom Harkin

The Senate Health and Labor Committee, chaired by Senator Tom Harkin, held a hearing in June 2012 on the Employment Non-Discrimination Act (US Senate Bill 811), a bill that would create a federal ban on discrimination against LGBTQ people in the workplace. The measure has been introduced in every congressional session since 1994. Committee Chair Tom Harkin (Democrat) has served as a Senator for Iowa for 36 years. His state is one of only 7 states that allow same-sex marriages. His remarks at the senate hearing in support of workplace equality for LGBTQ workers are worthy of acclaim.

The witness panel included one openly transgender person, Kylar Brodus, founder of the Trans People of Color Coalition, whose personal story is most compelling. Also included on the panel was Ken Charles, Vice President of Diversity and Inclusion at General Mills Inc., whose supportive comments are worth hearing.

The White House angered LGBTQ advocates when it decided against issuing an executive order blocking same-sex discrimination by federal contractors. The Obama administration then came out in favor of ENDA, though there seems unlikely that the employment discrimination bill will pass in this session of Congress.

Witnesses included: M. V. Lee Badgett, Research Director, Williams Institute for Sexual Orientation Law and Public Policy, University of California at Los Angeles; Samuel Bagenstos, Professor of Law, University of Michigan Law School, Ann Arbor, Michigan; Ken Charles, vice president of Diversity and Inclusion, General Mills, Minneapolis, Minnesota; and Craig Parshal, Senior Vice President and General Counsel, National Religious Broadcasters Association, Manassas, Virginia.

LGBTQ People Face High Rates of Workplace Discrimination

Info: Business and the Marketplace

LGBTQ Employees Still Face Discrimination

Logo: Top 25 LGBTQ Friendly Companies

Out of Work for Being Out at Work

Notes: LGBTQ Job Market and Workplace

LGBTQ Workplace Discrimination is Common

Info: LGBTQ Discrimination

ACLU and LGBTQ Workplace Rights

LGBTQ Workplace Statistics: Catalyst Research

LGBTQ Reading List: Business and Career

Breaking The Rainbow Ceiling: How LGBTQ People Can Thrive And Succeed At Work by Layla McCay

Gay Issues in the Workplace by Brian McNaught
Lavender Road to Success: Career Guide for the Gay Community by Kirk Snyder

The Gay Yellow Pages: The National Edition
Straight Jobs, Gay Lives by Annette Friskopp & Sharon Silverstein
100 Best Companies for Gay Men and Lesbians by Ed Mickens
Lesbian Lifestyles: Women's Work and the Politics of Sexuality by Gillian Dunne

Acts of Disclosure: Coming out Process of Contemporary Gay Men by Marc Vargo

Straight Talk About Gays in the Workplace by Liz Winfeld

Pleasures and Perils of Coming Out on the Job by Richard Rasi

The G Quotient by Kirk Snyder

Your Career Career: Ultimate Career Guide for LGBTQ Job Seekers by Riley B. Folds III

Transgender Workplace Diversity by Jillian Weiss

LGBTQ Workplace Statistics

It Is Difficult to Determine the Size of the LGBTQ Population. Stigma and methodological barriers make it difficult to get an accurate count of the Lesbian, Gay, Bisexual, Transgender and Queer population. The following statistics are the best estimates from surveys around the world.

Individuals
--In Canada, 1.7% of Canadians between the ages of 18 and 59 are gay or lesbian, and an additional 1.3% are bisexual.
--In Japan, 8.9% of the population between the ages of 20 and 59 is LGBTQ.
--In the United Kingdom, 2.0% are LGBQ.
--In the United States, 4.5% are LGBTQ.

Couples
--In Australia, 0.9% of all couples are same-sex couples.
--In Canada, 0.9% of all couples are same-sex couples.
--In Germany, 0.5% of all couples are same-sex couples.
--In the United States, 1.5% of all couple-households are same-sex couple-households.

--India’s Supreme Court struck down section 377 of India’s penal code, a colonial-era law that penalized consensual same-sex relations, in September 2018.

Center for American Progress: Widespread LGBTQ Discrimination

USA Today: Review of LGBTQ Equality Over the Past Decade

Battles the LGBTQ Community is Still Fighting

Human Rights Watch: Anti-LGBTQ Laws Around the World

Being Transgender at Work

In the Workplace

Most Countries and States Do Not Provide Legal Protections for LGBTQ Employees... Seventy-four countries prohibit discrimination in employment because of sexual orientation, including Australia, Canada, France, Germany, Mexico, the Netherlands, Switzerland, and the United Kingdom.

--There is no federal law protecting employees from discrimination based on sexual orientation or gender identity in the United States.
--There is no state-level protection for sexual orientation or gender identity in 29 of the 50 US states. This means employees can be fired for being LGBTQ.
--In June 2017, the Canadian government amended the Human Rights Act to outlaw employment discrimination based on gender identity and expression.

Today, More Fortune 500 Companies Offer Benefits to Their LGBTQ Employees... As of 2018, 93% of Fortune 500 companies have non-discrimination policies that include sexual orientation. Eighty-five percent have non-discrimination policies that include gender identity. Many companies also provide other benefits:

--49% include domestic partner benefits.
--62% include transgender-inclusive benefits.

LGBTQ People at Work: Offensive Remarks Everyday Reality

Pride Not Prejudice: Discrimination in the Workplace

GLAAD: Importance of LGBTQ Equality in the Workplace

LGBTQ Employees Often Face Hostility in the Workplace... One-fifth (20%) of LGBTQ Americans have experienced discrimination based on sexual orientation or gender identity when applying for jobs.

--LGBTQ people of color (32%) are more likely to experience this type of discrimination than white LGBTQ people (13%).
--22% of LGBTQ Americans have not been paid equally or promoted at the same rate as their peers.

Transgender workers are especially vulnerable to discrimination. In 2015, over a quarter (27%) of the transgender population said they were not hired, were fired, or were not promoted due to their gender identity or expression. 80% of the transgender population who were employed experienced harassment or mistreatment on the job or took steps to avoid it. Offensive jokes based on sexual orientation or gender identity are a form of harassment.

Over half (53%) of LGBTQ employees heard lesbian and gay jokes at work, while 37% heard bisexual jokes and 41% heard transgender jokes in 2018.

Fear Prevents LGBTQ Employees From Bringing Their Full Selves to Work... Almost half (46%) of LGBTQ workers in the United States are closeted in the workplace. Nearly two thirds (59%) of non-LGBTQ employees believe it is “unprofessional” to discuss sexual orientation or gender identity in the workplace.

LGBTQ people often cover or downplay aspects of their authentic selves (by hiding personal relationships or changing the way they dress or speak) in order to avoid discrimination. Employees report feeling exhausted from spending time and energy concealing their sexual orientation (17%) and gender identity (13%).

Inclusive Work Cultures Determine Whether LGBTQ Employees Leave or Stay... A quarter (25%) of LGBTQ employees report staying in a job due to a LGBTQ-inclusive work environment. 10% of LGBTQ employees have left a job because the work environment did not accept LGBTQ people.

Openly LGBTQ Corporate Leaders Are Rare... Fewer than 20 board directors in Fortune 500 companies were openly LGBTQ in 2018. In 2018, Beth Ford became the CEO of Land O’Lakes and the first openly gay woman to run a Fortune 500 company.

[Source: Catalyst, LGBTQ Research, June 2019]

LGBTQ Workplace Statistics: Catalyst Research

Info: Business Issues

Center for American Progress: Widespread LGBTQ Discrimination

USA Today: Review of LGBTQ Equality Over the Past Decade

Battles the LGBTQ Community is Still Fighting

Human Rights Watch: Anti-LGBTQ Laws Around the World

Career Advice for LGBTQ College Students

As an LGBTQ student preparing for entry into the workforce, you may find yourself faced with additional career planning challenges related to your sexual orientation or gender identity. For the most part, university life has been a supportive environment, with a wonderful LGBTQ resource center, an active LGBTQ student group, lots of LGBTQ-related activities and events, and university-backed non-discrimination policies. The workplace can be quite different, in terms of the openness of and support for LGBTQ employees.

How Out Do You Want To Be?

Coming out is a personal decision. It is up to you to determine how important it is to be out and under what circumstances. For many people, their sexual orientation is such an integral part of their identity that to remain closeted in the workplace would seem false. Others, however, might prefer to maintain separation between their personal and professional lives, only sharing information about their orientation with close friends. Hiding one's identity could lead to feelings of lowered self-esteem and frustration at leading a dual life; being openly gay could lead to discrimination, harassment, or even the loss of one's job. There is no "right" answer.

What has been your level of involvement within LGBTQ activities and the community? Are most of your friends, peers and support networks LGBTQ-connected? If you have a partner, is he or she out in most situations? The strength of your identification and level of past commitment to the LGBTQ community may be a deciding factor in whether or not to come out in the workplace and how visible to be. Your attitudes about this are likely to change throughout your lifetime. Each time you change jobs, in fact, you will likely re-evaluate your feelings about being out.

Many people believe that the only way to gain widespread acceptance is to be out and visible, whereas others prefer to express their political beliefs in a less direct, more personal manner. The bottom line is that for now you must decide what is best for you.

Novoresume: LGBTQ Career and Job Search Resources

Pride Not Prejudice: Discrimination in the Workplace

GLAAD: Importance of LGBTQ Equality in the Workplace

Researching Organization Policies and Climates

The industry to which you are applying for jobs might be more or less accepting of LGBTQ employees than others, although you should not generalize prior to researching a specific organization. Prior to the interview, you should try to research an organization's official policies and resources. Use printed and on-line resources (HRC, PFLAG, GLAAD) to look up organizations' LGBTQ employee groups, non-discrimination policies, and domestic partnership benefits. Contact the employee group and talk to current staff about the organizational climate, which goes beyond the formal policies. What is it really like to work there?

If your job search takes you to unfamiliar geographic regions, try to find out if the future work site is located in a state, county, city or community that prohibits discrimination on the basis of sexual orientation and gender identity (which sets a general tone of acceptance, or at least tolerance). There might be regional or municipal workplace groups for LGBTQ individuals, even if there may not be one for a particular organization; these types of associations are invaluable for networking. In the absence of employee groups, contact bookstores, gay-owned businesses, and the like, to learn more about the region you are targeting. Take advantage of the LGBTQ networks that are widely accessible through Gay Yellow Pages, online, and so forth. You may also try to identify LGBTQ alumni who are willing to provide advice and information to current students.

Being Transgender at Work
Info: LGBTQ and Labor Unions

Zippia: LGBTQ Workplace Resource Guide

How Much Should You Include on Your Resume?

Should LGBTQ-related activities be included on the resume? Consider your audience and determine ahead of time how out you want to be. If you are applying for a "gay" job (Lobbyist for NGLTF, Researcher for HRC), then the LGBTQ experiences can be an obvious advantage. But what about other types of jobs? The skills you developed as a result of participation in LGBTQ organizations are likely to be of interest to many employers, although the organizations in which you participated may be viewed with less enthusiasm by some. To help evaluate the policies and climates of various organizations and industries, conduct a bit of research prior to writing your resume.

As with any potentially controversial group affiliation, such as political or religious activities, you will want to weigh the pros and cons of including such information. One strategy is to simply omit any reference to LGBTQ organizations or activities. Some recruiters, even gay ones, have said that such information can be extraneous, especially if social activities are summarized rather than skills and achievements. If you do choose to include LGBTQ-related information on your resume, be certain to put the emphasis on accomplishments that are relevant to employers. Highlight leadership, budgeting, event planning, public speaking and organizational skills. While highlighting skills, you might "downplay" the nature of the organization in which you developed those skills. One option is to use an acronym rather than spelling it out, but be prepared during an interview to explain what the acronym stands for. Another approach is to list the organization as an "Anti-Discrimination Organization" or “Diversity Group,” and then document your accomplishments from this experience.

LGBTQ People at Work: Offensive Remarks Everyday Reality

Another strategy is the use of a "functional" resume, one that groups accomplishments in student organizations together according to functions/skills rather than by organization name. An example of this would be to list things you do well such as money management, fundraising, and bookkeeping under a heading of "Business Skills." This provides a way to highlight leadership, planning, teamwork, and other skills, while de-emphasizing where you developed them. Regardless of which strategy you utilize on the resume, you will still need to be prepared for questions during an interview.

How Much Should You reveal in Your Interview?

As with writing a resume, you should think ahead of time about how out you are ultimately willing to be during the interview process. Preparing for interviews is critical. If you have not yet researched the firm, you should do so before walking into the interview. Once you have information about an organization's policies and climate, you have additional information to help make the decision about whether or not to come out during the interview. Because an interview is a process of evaluating you, and because you rarely know the attitudes of an interviewer ahead of time, you do run the risk of encountering someone whom might evaluate you negatively (consciously or unconsciously), regardless of company policies.

Depending on the strategies you have used to present LGBTQ-related activities on your resume, you might have already given the interviewer some indications that you are gay, lesbian, bisexual, transgender, or queer. If that is the case, you should be prepared to talk about how your experiences have developed desirable leadership, communication, and interpersonal skills. You do not want to be caught off guard, appearing unprepared or even embarrassed about your background. An interviewer might ask, "I see you were president of the Allies Student Group for two years. Can you tell me what kind of organization it is?" If you have decided to be out, you can respond with a simple description. If you have chosen not to come out yet, you may want to refer to it as an anti- discrimination organization and then focus on the achievements as a result of your work.

Zippia: LGBTQ Workplace Resource Guide

If you have excluded "gay-related" experiences from your resume, then you might not even mention them during the interview; your focus could be mainly on those experiences already highlighted. Many people decide to wait to come out until after receiving a job offer, when candidates have more leverage, or until after starting a new job, where people can come out to coworkers on their own terms.

You could "test the waters" with an interviewer by asking about the organization's diversity initiatives. Does the recruiter's reply include mention of issues pertaining to sexual orientation? To be more direct, you might ask, "Can you tell me more about diversity in the workplace and related policies, as they might deal with race, ethnicity, sexual orientation and the like?" These should not be your first questions during an interview. Focus on the job and your capabilities first. Make the company want to hire you. After you have convinced them you are the right one for the job, then make inquiries about policies regarding LGBTQ issues.

Coming Out on the Job

Coming out to a potential supervisor and coworkers might seem even more intimidating than coming out during the interview process; after all, you will have to spend a majority of you time with your coworkers. Look for clues around the office. Do you see any same-gender pictures or information on employee bulletin boards that might hint at the office culture? Is the work group diverse in other ways? Will you be working with lots of other twenty-something employees? In general, "younger" organizations tend to be more comfortable with diversity. In addition, even though it is hard to generalize, certain industries (many software companies) and certain geographic locations (San Francisco, Seattle) are known for being gay-friendly.

In general, it may be best at first to focus on the job, learning more about expectations for your performance, and establishing yourself as a professional. Many people believe that when you are coming out to anyone, in any situation, you should just use your best judgment and comfort level. You might prefer people get to know you first, with the coming out process evolving more from day to day interactions and discussions. The question, "So, what did you do this weekend?" might become easier to answer once you have already established some friendships.

Although some coworkers may choose to avoid your company in more social situations, the majority will simply accept you for the value of your work and your contributions. Again, the bottom line is that you must decide what will be most comfortable to you.

LGBTQ People at Work: Offensive Remarks Everyday Reality

Pride Not Prejudice: Discrimination in the Workplace

GLAAD: Importance of LGBTQ Equality in the Workplace

Gender Neutral Work Attire

If your day-to-day attire doesn’t conform to a traditional gender norm, your workplace clothing shouldn’t have to either. In this day and age, there should be no position that requires you to dress in a way that makes you uncomfortable.

Gender-neutral (non-binary, androgynous, unisex) clothing is appropriate for anyone to wear, regardless of their gender identity. Whether you are a woman who steers clear of overtly feminine apparel, a man who prefers a more gender-neutral look, or a gender non-conforming or transgender person, you should be able to dress professionally without a problem.

For example, a standard button-down shirt is fine for anyone to wear in the workplace. It can be dressed up or down, and paired with slacks, a blazer, or a tie. Basic slacks or pants can be dressed up or down depending on the office environment and you can pair slacks with a wide variety of tops, shoes and accessories to build a more individualized look.

AUTHENTIC AND PROFESSIONAL

Gender-neutral (or gender-free) clothing is attire that avoids what is traditionally considered hyper-masculine or hyper-feminine elements.

There are many non-binary clothing options available for all forms of business attire, from casual to formal. While it is important to observe your company’s dress code, you don’t have to sacrifice your individuality to find clothing that makes you feel comfortable and professional.

Observe a proper level of professionalism. Unless there is an industry standard, opt for business casual or perhaps more professional attire for your first day on the job. Take note of how other employees are dressed and base your level of professional dress accordingly. You can also consult the human resources department for dress code advice .

Stay true to who you are. If you’ve never felt comfortable in a dress, opt for a pantsuit. If sport jackets are not your style, perhaps a vest better suits you. If a blazer is not you, try a sweater or cardigan. Heels or flats? Necktie or bowtie?

In most work settings, there is room for personalization and individual expression. You can typically get away with adding your unique flair to a standard style.

Confidence is key, and it is hard to be confident when you feel uncomfortable in your clothing. Wear clothing that highlights your personality and allows you to be yourself.

Gender Neutral Interview Attire and Business Clothing
Guide To Gender-Neutral Attire
Gender Neutral Guide: What to Wear to an Interview
Androgyny & Gender Expression in the Workplace
Gender-Bending Fashion Brands for Professionals
How to Dress for an Interview as a Butch Dyke

APPROPRIATE ATTIRE

What you wear to a job interview and what you wear to the office everyday is typically not the same thing. Interview attire tends to be more formal, more understated, and more about making a good first impression. A suit (or some version thereof) is almost always the best bet for an interview.

Everyday work wear can be described as business casual, smart casual, or office appropriate. In some cases, the employer may have a dress code in place that impacts what you wear to work.

Deciding on the right look will be a matter of balance between what reflects your personal (individual, unique) identity and what complies with the company’s expectations. There are industry standards to consider as you realize that some work settings are more traditional (rigid) about attire while others are more progressive (flexible, creative) about attire. There are ranges of tolerance for personal expression in the workplace.

Ultimately, candidates should choose occupations and employers whose values, style, and culture match theirs. Trying to adapt to an uncomfortable dress code that conflicts with your comfort and authenticity is not conducive to productivity and satisfaction.

CODES | POLICIES | COMFORT

Dress comfortably for work, but do not wear anything that might be distracting or could offend your coworkers or make them feel uncomfortable. Your clothing choices should reflect good judgement, discretion, common sense, and professionalism.

If an employer has a dress code, it generally expected that it avoids gender stereotypes and that it is enforced consistently. The intention of a dress code policy is to ensure employees embody the company’s brand and professional image. Providing an expectation of professional dress when conducting company business, it can be helpful to enumerate what type of dress is not appropriate in the workplace.

Examples of fairly universal dress code items: No sweatpants, shorts or athletic apparel. No dirty or worn clothing. No slip-on shoes or sandals. No Jewelry that can cause a safety hazard.

Generally speaking, employers have a right to establish employee dress and grooming guidelines during work hours if they are reasonable and serve a legitimate business purpose. Such purposes include: Maintaining a brand or job specific image with customers and competitors… Safety, such as requiring employees to wear closed-toe shoes, goggles or gloves… Visibility, such as requiring employees to wear uniforms so that they are clearly recognizable to the public.

What does it mean to dress androgynous?
It is about people expressing their gender identity in ways that are non-binary or more gender fluid. People are dressing for their preference and their body, rather than the society’s traditional ideas of gender.

What makes an outfit androgynous?
It can be described as mixed-gender clothing and accessories. The aim is to avoid constructing a visual distinction between masculine and feminine physical characteristics and, therefore, express non-binary gender identity.

TIPS | ADVICE | IDEAS

For any employee intentionally avoiding clothes with a connotation to a gender, there are plenty of options.

In work environments, suits, sport jackets, blazers, and vests tend to be genderless. Many shirt styles tend to be unisex. And tailored dress trousers are fairly universal. Even ties and suspenders have become more androgynous

Khakis and polo shirts are a classic option for any gender seeking a business casual look for an office setting.

While jeans and leggings are generally frowned upon, based on their look and fit, there are some occasions when they may be okay. Check on the appropriateness of jeans and leggings in your work setting.

Tee-shirts are universally unsuitable as professional attire. Graphic tee-shirts, in particular, are never a good choice. In the same vein, any clothing with ideological messages or symbols should be avoided. Subtlety is the rule of thumb regarding lapel pins, buttons, and ribbons.

The most androgynous looks typically down-play sexual or gender connotations and de-emphasize body type. Masculine or feminine looks are replaced with a more unisex style.

Being Transgender at Work
How to Dress for an Interview as a Butch Dyke

LOOKING GOOD

Workplace clothes should be clean, in good condition and free of wrinkles or holes, lint, pilling and excessive fading. They should fit properly and not be too tight or too baggy.

Whether you present masculine or feminine or neutral, a professional appearance is always required. Generally, you should avoid styles, patterns, and designs that are too flamboyant, playful, sporty, or cute.

When in doubt about colors, it is safe to go with neutral colors, such as black, taupe, beige, brown, navy, and gray are good options. Red and white are excellent accent colors.

Piercings and visible tattoos should align with what you know to be the organization’s culture. Be aware that some employers have a negative view of tattoos and piercings.

Stay away from any accessories that are too flashy or distractive. Hats should be avoided. Go easy on the jewelry. Avoid excessive make-up. Nail polish and any nail treatments should be lowkey.

Jeans and shorts are almost always inappropriate. Tank tops, tee-shirts, workout clothing, sweatpants, or yoga pants should be avoided.

Footwear options typically focus on dress shoes, whether oxfords, loafers, heels, or flats. Some casual styles are okay, including some types of tennis shoes. Flip-flops and other such casual footwear are usually not worn.

LGBTQ People at Work: Offensive Remarks Everyday Reality