Survey: Majority of Americans believe committed gay couples should receive equal workplace benefits as heterosexual married couples

News release from OutNewsWire:

SAN FRANCISCO, CA, WASHINGTON, DC and NEW YORK, NY– October 4, 2010 According to the 2010 Out & Equal Workplace Survey, nearly 8 of 10 – or 78% – of heterosexual adults agree that how an employee performs at his or her job should be the standard for judging an employee, not their sexual orientation. Also, three out of five – or 62% – of heterosexual adults agree that regardless of their sexual orientation, all employees are entitled to equal benefits on the job, such as health insurance for their partners or spouses.

As highlighted above, the survey continues to show that many heterosexual adults believe their LGBT colleagues deserve fairness and equality in the workplace.   For example, when also asked about different workplace benefits offered to spouses of married heterosexual employees compared to committed partners of lesbian, gay, bisexual or transgender (LGBT) employees, 74% of heterosexuals think both spouses and partners should receive leave for employees who experience the loss of a spouse/partner or close family member. Also, seven out of ten – or 70% – of heterosexual adults think both spouses and partners should receive leave rights for family and medical emergencies as outlined in the Family and Medical Leave Act. And, a majority, 63%, of heterosexuals also think both spouses and partners should receive untaxed health insurance benefits.

The 2010 Out & Equal Workplace Survey was conducted online by Harris Interactive® in conjunction with Out & Equal Workplace Advocates and Witeck-Combs Communications, among 2,775 U.S. adults, of whom 2,334 indicated they are heterosexual and 386 self-identified as LGBT. Beginning in 2002, this survey has become a trusted annual barometer of attitudes surrounding LGBT issues in the workplace and is the longest-running national survey of its kind.

There are differences in how committed same-sex relationships are recognized across the country, and these are questions many LGBT employees raise when it comes to planning their careers. Other factors being equal, 68% of LGBT adults would prefer a job with an employer in a state where same-sex marriages are recognized over an employer in a state that does not recognize same sex marriages. Close to a third – or 32% – of LGBT adults also would consider declining a job promotion if it required them to transfer to a state where same-sex marriages are not recognized. Also, 31% of LGBT adults agreed they would consider changing jobs if their employer required them to transfer to a state where same-sex marriages were not recognized.

“Employers that offer the same benefits to both heterosexual and same-sex couples are at a competitive advantage over ones that do not,” said Out & Equal Founding Executive Director Selisse Berry. “Recruiting and retaining the best possible employees is what defines a company’s potential in their industry segment. Out & Equal is committed to providing corporate leaders the essential tools to get there.”

The survey also shows how conditions in the workplace have improved in the past decade for LGBT workers. For instance, only about one in five – or 18% – of both heterosexual and LGBT adults agree it would be very difficult for an employee to be openly LGBT in their workplace. For the LGBT adults, this is an 11% improvement from 2002 when 31% of LGBT adults agreed it would be very difficult. However, there are still plenty of strides that need to be made in workplace equality. Only 44% of heterosexual adults agree LGBT people are treated fairly and equally in their workplace.

Here are some views of heterosexual adults on how welcoming their workplaces are to LGBT employees who are open about their sexual orientation or gender identity

· A majority – or 66% – of heterosexual adults were either neutral or disagreed that they would be uncomfortable if any of their co-workers were openly gay, lesbian, bisexual or transgender.

· Similarly, 61% of heterosexual adults were either neutral or disagreed that they would be uncomfortable if their boss were openly gay, lesbian, bisexual or transgender.

The Employment Non-Discrimination Act (ENDA), which would prohibit discrimination against employees on the basis of sexual orientation or gender identity, is still working its way through the United States Congress since its introduction in 1994.

The survey shows that the majority heterosexuals are supportive of issues that touch the lives of transgender workers. Slightly more than seven of ten – with 73% – of heterosexual adults agree that how an employee performs at their job should be the standard for judging an employee, not whether or not they are transgender. Also, nearly three out of five – or 58% – of heterosexual adults agree that a person who is transgender is entitled to equal benefits on the job, such as health insurance for their partner or spouse.

However, there seems to be an education gap among adults about ENDA and how current law touches the lives of many LGBT Americans. More than three out of five – with 62% – heterosexual adults did not know that under federal law today it remains legal for an employer to fire someone because they are gay, lesbian, bisexual or transgender. Almost half – or 47% – of LGBT adults also did not know.

All other things being equal, when making decisions about their own career, many heterosexual adults prefer to work in LGBT inclusive and diverse work environments:

  • One in two – or 52% – of heterosexual adults said it was extremely or very important that they work for a company that offers equal health insurance benefits to all employees.
  • Slightly more than quarter – with 27% – of heterosexual adults said it was extremely or very important that they work for a company that is known to recruit employees from a variety of diverse backgrounds.
  • About one-fourth – with 26% – of heterosexual adults said it was extremely or very important that they work for a company that requires diversity training for all employees.
  • One in four – or 25% – of heterosexual adults said it was extremely or very important that they work for a company that supports community non-profit organizations that represent the diversity of the workforce and the customer base.

The release of this new workplace study comes as Out & Equal kicks off its annual Workplace Summit, considered the world’s premier conference on LGBT workplace equality and attracting thousands of participants. The Out & Equal Workplace Summit will be held October 5-8 at the Los Angeles Convention Center. LGBT employees and straight allies, along with human resources and diversity professionals, representing some of the nation’s leading companies—a majority from the Fortune 500—are set to participate in this year’s summit, focused on achieving workplace equality.

For more information about the Summit or to register, please visit www.outandequal.org.

About Out & Equal Workplace Advocates

Out & Equal Workplace Summit is the largest national nonprofit organization devoted exclusively to LGBT workplace Equality. Every year, the organization hosts the annual Out & Equal Workplace Summit that is devoted to furthering workplace equality. This year’s Summit will bring together nearly 2,000 LGBT employees, allies, human resources professionals, LGBT workplace advocates and other committed to achieving equality in the workplace. This year’s speaker lineup is impressive, including Sharon L. Allen, Deloitte’s Board Chair, John Berry, the highest-ranking LGBT official in President Barack Obama’s administration as the Director of the U.S. Office of Personnel Management, Kevin Brockman, Executive Vice President of Global Communications for Disney-ABC, and Kenji Yoshino, author of “Covering: The Hidden Assault on Our Civil Rights.”

In addition to the annual Workplace Summit, Out & Equal offers: Building Bridges Diversity Training specific to LGBT workplace issues; a growing network of regional affiliates that includes New York City, Dallas/Fort Worth, San Francisco, Chicago, Rocky Mountain, Arizona, Washington, DC, Southern California, Philadelphia, Kansas City, Portland, and Seattle; provides support to LGBT employee resource groups; offers the monthly Town Call speaker series webinars; a national quarterly newsletter; its unique career development website LGBTCareerLink; and the annual Executive Forum.

Out & Equal is headquartered in San Francisco, Calif. Out & Equal champions safe and equitable workplaces for LGBT. The organization advocates building and strengthening successful organizations that value all employees, customers and communities.

For more information, including how to register for the Summit, visit www.outandequal.org.

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Staten Island brutes busted in Stonewall gay bashing

LGBT/TQ people need to start bashing back.  There is no good reason why a couple of straight thugs should be able to walk away from a gay bar after beating up an LGBT/TQ person.  They should be the ones leaving on a stretcher.  With crushed testicles.

Bash Back!

The New York Post: http://www.nypost.com/p/news/local/manhattan/police_bar_men_arrested_for_bias_RjLbQnvDvBS76h9xMoAazL/0

By JAMIE SCHRAM, ERIN CALABRESE and DAN MANGAN

Last Updated: 1:00 PM, October 5, 2010

Somebody give these thugs a history lesson.

Two homophobic Staten Island men brutally bashed a man in the restroom of the famed Stonewall Inn — the birthplace of the gay rights movement — after demanding to know if it was a gay bar and calling him a “f——,” authorities said yesterday.

But their victim, 34-year-old Benjamin Carver, bravely fought back against their cowardly attack — and his boyfriend and Stonewall Inn staff pursued them out of the bar.

“I was never afraid, throughout the whole experience,” Carver told The Post yesterday.

“To so many of these bullies, they think that gay people are an easy target, and that we’re just going to give in. Those two guys found out that night that’s not the case,” said the scrappy Washington, DC, resident.

Read more: http://www.nypost.com/p/news/local/manhattan/police_bar_men_arrested_for_bias_RjLbQnvDvBS76h9xMoAazL/0#ixzz11VjYOKwM

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Britain: The practical implications of the Equality Act

From HR Magazine:   http://www.hrmagazine.co.uk/News/MostEmailed/1032958/practical-implications-Equality-Act/

Darren Clayton, 05 October 2010

On 1 October 2010, the main provisions of the Equality Act 2010 came into force. Billed as a major step for discrimination law, the aim is to deliver a simple, modern and accessible framework to protect individuals from unfair treatment and promote a fair and more equal society.

However, critics of the Act argue that there is little new here and that an opportunity has been missed to take greater steps to protect employees.  Certainly, some of the more controversial provisions of the Act, such as combined discrimination, gender reporting requirements and positive discrimination in recruitment and promotion languish in the “not in force” basket with no clear indication as to when they might be implemented in the future.

In this series of articles for employers, we consider the key changes for employers and their practical impact (if any), as well as reviewing the provisions of the Act that may (or may not) be implemented at a later date.

In this first article, we look at the harmonisation of the different existing strands of discrimination and new definitions of direct discrimination, indirect discrimination, victimisation and harassment.

The core of the Act brings together for the first time the various characteristics already protected from unlawful discrimination by introducing the concept of ‘protected characteristics’.  There are nine in total, being: age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex and sexual orientation.

Although there have been very few changes made to the definitions of the individual protected characteristics, it is worth noting that:

The definition of race is stated now so as to be non-exhaustive, including (but not limited to) colour, nationality, ethnic or national origin; and

Gender reassignment no longer requires that a person be under medical supervision – only that they are proposing to undergo, are undergoing or have undergone a process (or part of a process) for the purpose of reassigning their sex by changing physiological or ‘other attributes’ of sex.

Continue reading: http://www.hrmagazine.co.uk/News/MostEmailed/1032958/practical-implications-Equality-Act/

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AFL-CIO President Trumka: Democrats too Timid

From The Huffington Post: http://www.huffingtonpost.com/2010/10/05/trumka-primarying-lincoln_n_750740.html

Sam Stein

First Posted: 10- 5-10 10:51 AM

Hoping to shape the narrative around the expected loss of Democratic congressional seats in the fall election, AFL-CIO President Richard Trumka argued on Tuesday that the lesson learned from the past two years will be that Democrats were too timid with their legislative ambitions.

“Those battle-worn Democrats will understand that they faced tough races not because they did too much but because they did too little,” said Trumka.

Speaking to a small group of political reporters from the union federation’s offices overlooking the White House, Trumka argued that the president, up until recently, lacked a clear argument for his economic agenda. That, combined with pared-down reform on a host of policy fronts, has left the party in a precarious state — though one that, Trumka argued, is not as bad as the pundits are predicting. Democrats, he predicted, will hold on to both chambers of Congress.

The union leader was particularly pointed when making the case that Democrats are primarily responsible for their own precarious political states, even if the AFL-CIO helped put them there. He expressed no regrets for a failed attempt to knock off Senator Blanche Lincoln in a Democratic primary, calling the effort (which cost the union millions of dollars) “priceless” and arguing that purging members on matters of principle was, in turn, a principled thing to do.

Continue reading at:  http://www.huffingtonpost.com/2010/10/05/trumka-primarying-lincoln_n_750740.html

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