Recently in LGBT Category

Source: Brad Sears, Nan Hunter, Christy Mallory, Williams Institute for Sexual Orientation Law & Public Policy, 2009

This report addresses whether there has been a widespread and persistent pattern of unconstitutional discrimination by state governments on the basis of sexual orientation and gender identity.

This report is the result of research conducted during 2008 and 2009 by the Williams Institute. In addition, ten different law firms assisted with the project, with offices and attorneys from across the country. Also making contributions were scholars and experts from a number of academic disciplines, including history, political science, economics, sociology, and demography. The research resulted in a set of reports on employment law and discrimination on the basis of sexual orientation and gender identity for each of the fifty states, which are included as Appendices to this report. Based on these fifty state reports, plus additional studies conducted by the William Institute, literature reviews, and research projects conducted by the firms, we drafted and reviewed the following papers, presented here as a series of chapters summarizing the research findings. Based on this analysis, we conclude that:

- There is a widespread and persistent pattern of unconstitutional discrimination on the basis of sexual orientation and gender identity against state government employees;

- There is no meaningful difference in the pattern and scope of employment discrimination against LGBT people by state governments compared to the private sector and other public sector employers; and

- The list of documented examples that we have compiled far under-represents the actual prevalence of employment discrimination against LGBT people by state and local governments.

Source: Wendy R. Ginsberg, Congressional Research Service, R41030, January 21, 2010

From the summary:
The federal government provides a variety of benefits to its 8 million employees and annuitants. Among these benefits are health insurance; enhanced dental and vision benefits; survivor benefits; retirement and disability benefits; family, medical, and emergency leave; and reimbursement of relocation costs. Pursuant to Title 5 U.S.C. Chapters 89, 89A, 89B and other statutes, millions of federal employees may extend these benefits to their spouses and children. An estimated 34,000 federal employees are in same-sex relationships, including state-recognized marriages, civil unions, or domestic partnerships.

Source: Human Rights Campaign Foundation, 1/26/2010

From the summary:
The comprehensive state-by-state report provides a complete summary of all the state legislation introduced and passed in 2009 that affected lesbian, gay, bisexual and transgender people and their families. The report indicates that despite disappointments in 2009, it was a banner year for positive legislation affecting the LGBT community, with as many positive bills passed this past year as in 2007 and 2008 combined. The report also details expectations for 2010.

Source: Human Rights Campaign Foundation, January 26, 2010

From the summary:
The comprehensive state-by-state report provides a complete summary of all the state legislation introduced and passed in 2009 that affected lesbian, gay, bisexual and transgender people and their families. The report indicates that despite disappointments in 2009, it was a banner year for positive legislation affecting the LGBT community, with as many positive bills passed this past year as in 2007 and 2008 combined. The report also details expectations for 2010.

Source: NPR, 2010

Stories include:
- Diversity Efforts Uneven In U.S. Companies
- The Promise Of Diversity Is Yet To Be Fulfilled
- Introspection After Allegations Of Discrimination
- In-House Resource Groups Can Help And Harm
- Defining Diversity: Beyond Race And Gender
- Gay In The Office: The Last Frontier Of Workplace Equality
- 'Mad Men' Haven't Changed Much Since The 1960s
- Should 'The Office' Be Used In HR Training?

Source: Kristen Schilt, Matthew Wiswall, The B.E. Journal of Economic Analysis & Policy, Vol. 8, Issue 1, 2008
(subscription required)

From the abstract:
We use the workplace experiences of transgender people - individuals who change their gender typically with hormone therapy and surgery - to provide new insights into the long-standing question of what role gender plays in shaping workplace outcomes. Using an original survey of male-to-female and female-to-male transgender people, we document the earnings and employment experiences of transgender people before and after their gender transitions. We find that while transgender people have the same human capital after their transitions, their workplace experiences often change radically. We estimate that average earnings for female-to-male transgender workers increase slightly following their gender transitions, while average earnings for male-to-female transgender workers fall by nearly 1/3. This finding is consistent with qualitative evidence that for many male-to-female workers, becoming a woman often brings a loss of authority, harassment, and termination, but that for many female-to-male workers, becoming a man often brings an increase in respect and authority. These findings challenge the omitted variables explanations for the gender pay gap and illustrate the often hidden and subtle processes that produce gender inequality in workplace outcomes.

Source: K. D. Hassell, S. G. Brandl, Police Quarterly, Vol. 12, No. 4, 2009
(subscription required)

From the abstract:
Reform efforts in many police departments have diversified the workforce, especially with regard to race, sex, and sexual orientation. Research, however, has demonstrated that the assimilation of these officers has not been problem-free. Using data collected from a large, municipal police department, this article examines the workplace experiences of patrol officers and a potential consequence of those experiences: stress. We find that being female and being a racial/ethnic minority brings with it substantially different experiences on the job compared to male and White officers. Our findings also confirm previous research that workplace climate has an effect on workplace stress.

Source: George R. Brown, Everett McDuffie, Journal of Correctional Health Care, Vol. 15, No. 4, published online October 1, 2009
(subscription required)

From the abstract:
Inmates with gender identity disorders (GID) pose special challenges to policy makers in U.S. prison systems. Transgender persons are likely overrepresented in prisons; a reasonable estimate is that at least 750 transgender prisoners were in custody in 2007. Using the Freedom of Information Act, requests were mailed to each state, the District of Columbia, and the Federal Bureau of Prisons in 2007. The requests were for copies of policies, directives, memos, or other documents concerning placement and health care access of transgender inmates. By April 2008, 46 responses were received; 6 states did not reply. Information was qualitatively analyzed and summarized. There was substantial disparity in transgender health care for inmates with GID or related conditions. Most systems allowed for diagnostic evaluations. There was wide variability in access to cross-sex hormones, with some allowing for continuation of treatment and others allowing for both continuation and de novo initiation of treatment. There was uniformity in denial of surgical treatments for GID.

Source: U.S. Department of Health & Human Services, Press Release, October 21, 2009

HHS Secretary Kathleen Sebelius today announced plans to establish the nation's first national resource center to assist communities across the country in their efforts to provide services and supports for older lesbian, gay, bisexual and transgender (LGBT) individuals.

Experts estimate that as many as 1.5 to 4 million LGBT individuals are age 60 and older. Agencies that provide services to older individuals may be unfamiliar or uncomfortable with the needs of this group of individuals. The new Resource Center for LGBT Elders will provide information, assistance and resources for both LGBT organizations and mainstream aging services providers at the state and community level to assist them in the development and provision of culturally sensitive supports and services. The LGBT Center will also be available to educate the LGBT community about the importance of planning ahead for future long term care needs.

The LGBT Resource Center will help community-based organizations understand the unique needs and concerns of older LGBT individuals and assist them in implementing programs for local service providers, including providing help to LGBT caregivers who are providing care for an older partner with health or other challenges.

Source: U.S. Government Accountability Office, GAO-10-135R, October 1, 2009

From the summary:
Twenty-one states and the District of Columbia have statutes prohibiting discrimination in employment on the basis of sexual orientation. Twelve states and the District of Columbia also have statutes prohibiting employment discrimination on the basis of gender identity. GAO reviewed these state statutes and provided information on their characteristics, coverage and exclusions. GAO also reported the number of administrative employment discrimination complaints filed in each state as reported by the states-both the total number of complaints and the number of complaints listing sexual orientation or gender identity as one of the claimed bases for discrimination.