Family Pride’s Blog

Today, a study from the Williams Institute on Sexual Orientation Law and Public Policy at the UCLA School of Law reports that another decade of research points clearly to employment discrimination against the LGBTQ community.

According to a press release regarding the study:

15% to 43% of lesbian, gay, or bisexual (LGB) respondents surveyed since the mid-1990s reported experiencing employment discrimination based on sexual orientation. These numbers are remarkably
similar to conclusions from a survey of studies conducted in 1992, which found that 16% to 68% of LGB respondents reported experiencing employment discrimination at some point in their lives.

The transgender community is also facing workplace discrimination:

Transgender individuals reported similar levels of discrimination, with 20% to 57% of transgender respondents experiencing employment discrimination based on their gender identity at some point in their life.

The study also reveals that gay men make 10%-32% less than their straight counterparts. Regardless of sexual orientation, women across the board make less than men. There has been no detailed wage income analysis of the transgender popular.

LGBTQ parents must pay special attention to employment discrimination and workplace policies. It’s important to secure such things as paternity and adoption leave. Explore five ways to make your workplace more inclusive.

Tomorrow, April 26, is national “Take Our Daughters and Sons to Work Day.” Celebrate the 15th anniversary of this annual program by taking your children to your workplace. “Take Our Daughters and Sons to Work Day” was founded by the Ms. Foundation for Women to create an opportunity for children to share and communication their expectations for the future.

As parents, we also have some expectations for our children’s future. We work to create a world that recognizes, respects, protects and celebrates all loving families. We believe that families are defined by love and commitment. We envision a country that celebrates a diversity of family constellations and that respects and commends individuals for stepping up, supporting one another and creating families.

Statistics show that when non-LGBTQ people know 3 or more LGBTQ people personally, they are more likely to support equality. Take Our Daughters and Sons to Work Day is the perfect opportunity to make your family visible and change hearts and minds across this country.

Everyone wants to feel safe at work. Everyone wants to feel included. Unfortunately, the reality is that many lesbian, gay, bisexual, transgender and queer (LGBTQ) individuals face discrimination and bigotry on a daily basis while at work. LGBTQ parents face a unique set of challenges.Family Pride has developed five ways to make your workplace more inclusive for LGBTQ parents. And, even if you aren’t an LGBTQ parent, act on our behalf and make your office a welcoming place for all people. 

1. Check the policies. First and foremost, make sure “sexual orientation” and “gender identity” are listed in your organization’s EEO policy. Check if domestic partner benefits are offered to same-sex couples. But, the list doesn’t end there. Is paternity leave offered in addition to maternity leave? Is adoption leave provided? Does fertility coverage extend to gay dads creating their families through surrogacy? Ask that your organization’s policies reflect the diversity of our families.

2. Be as out as you can safely be. Visibility is crucial - research shows that non-LGBTQ people are most likely to support family equality when they know three or more LGBTQ people personally. If your office knows that you are an LGBTQ parent, they will be more likely to support your family and create an inclusive workplace.

3. Create gender-neutral bathrooms. Though creating gender-neutral bathrooms may be an uphill fight, it is important that all employees feel safe. Gender-segregated bathrooms force people to identify in ways that they may not be comfortable.

4. Provide LGBTQ diversity training. Don’t know where to start? Check out the programs offered by Out & Equal. Bring programs like these to the attention of managers and human resource professionals - and make them act.

5. Appeal and market to the LGBTQ community. Does your organization actively recruit and develop LGBTQ employees? Does your organization provide sponsorship to LGBTQ events such as local pride festivals? Does your organization act as a corporate sponsor to LGBTQ organizations like Family Pride? 

These five steps are by no means an extensive list. But, they’re a great place to start. What does your organization do to support family equality?