A Workplace Divided: Understanding the Climate for LGBTQ Workers Nationwide

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out inclusion frozen out unwelcoming environments invisibility at work the double standard egregious behavior in t A unaccountable systems pass over for opportun sexual orientation still fear of being fired feeling distracted Workplace depressed or unprofession unhappy Divided fired Understanding the Climate for LGBTQ Workers Nationwide

1 Contents

3 Letter from the HRC Foundation’s Senior VP for Programs, Research and Training 4 Introduction 6 Topline Findings 8 A Day in the Life of the American LGBTQ Worker 10 Off to a Different Start

The Human Rights Campaign Foundation – the educational arm 12 Workers Agree: Sharing Creates the Work Environment of the largest LGBTQ civil rights organization in the United States – improves the lives of lesbian, 14 The Double Standard gay, bisexual, transgender and queer (LGBTQ) people by working 16 Egregious Behavior in the Workplace to increase understanding and encourage the adoption of LGBTQ- inclusive policies and practices. 17 Little Faith in Accountability Systems

We build support for LGBTQ people 18 Frozen Out of Social Networks among families and friends, coworkers and employers, pastors and parishioners, doctors and teachers, 19 Consequences of Unwelcoming Environments neighbors, and the general public. Through our programs and projects, we are enhancing 20 Allies Stepping Up the lived experiences of LGBTQ people and their families, as we 21 Remedies: Using this Report to Start a Conversation change hearts and minds across America and around the globe. 22 What’s Next: Making Inclusion More Visible at Every Level The HRC Foundation is a nonprofit, tax-exempt 501(c)(3) organization. 23 Acknowledgements

2 Letter from the HRC Foundation’s Senior VP for Programs, Research and Training

From our schools to hospitals to workplaces, the Human Rights and energy that comes from people Campaign Foundation partners with key institutions of our daily bringing their full selves to work. lives to make them more inclusive of the lesbian, gay, bisexual, Allies are key to this transformation. At the HRC transgender and queer (LGBTQ) community. Through our Foundation, we strive to provide individuals and allied organizations research and tools they Workplace Equality Program, the Human Rights Campaign need to support the LGBTQ community. This Foundation works with thousands of employers, in the Unites States research is key to that support in that what and globally, to better their workplaces. gets measured, gets managed in workplaces. Whether they are coworkers or supervisors, Few spaces can have as deep an impact fear, for example of colleagues knowing her this research is an awareness-raising tool on the everyday lives of LGBTQ people as true identity. There is also a great cost to the for allies who want to make a difference. By the workplace. For starters, it is where most community of workplaces, both public and homing in on the dynamics shown in this of us spend a majority of our waking hours. private sector in terms of lost contributions. research and interrupting the patterns that Jobs account for our livelihood and financial so frequently keep LGBTQ colleagues in the security; we need work to put food on the table Today, there are no clear, consistent federal closet, allies have the ability to proactively for our families and make ends meet. Work is laws prohibiting discrimination based on sexual speak up and change workplaces. also about our identity, being able to contribute orientation and gender identity — and 31 states something of value greater than ourselves still lack these protections. Yet, major businesses Over the course of this year we will release and through that ultimately, work - and its – from across every industry and region – have deeper dives into the experiences of LGBTQ conditions - is about basic dignity and fairness. shown up in droves to adopt inclusive policies, workers and our intersecting identities – benefits and practices in order to attract and including race, age, gender, gender identity, Despite incredible progress in terms of broad retain LGBTQ talent. Look no further than the sexual orientation, region, industry of work public support for LGBTQ equality and in great HRC Foundation’s Corporate Equality Index and more – and the tools employers need strides being made across sectors adopting and its 609 top-rated businesses to see this to improve and sustain more inclusive LGBTQ-inclusive policies, millions of people investment in inclusion. What these businesses workplaces so everyone can thrive together. still do not feel comfortable being out at work. and we know is that policies are necessary, but not enough to create true culture change. When LGBTQ people are compelled to stay closeted on the job, everyone loses. Workplaces that go beyond inclusive Mary Beth Maxwell policies to truly cultivate climates of Senior Vice President for The persistence of the workplace closet inclusion are a win-win for employers Programs, Research and Training comes at a great cost to the individual holding - they mitigate the costs of the back every day, looking over her shoulder in closet and capitalize on the focus Human Rights Campaign Foundation

3 Introduction

Since 2008, the Human Rights Campaign Foundation’s Workplace Equality Program has conducted three major national studies of the workplace environment for lesbian, gay, bisexual, transgender and queer (LGBTQ) workers: Degrees of Equality, The Cost of the Closet and the Rewards of Inclusion, and now, A Workplace Divided: Understanding the Climate for LGBTQ Workers Nationwide. In the prior two studies, the number of LGBTQ workers nationwide feeling compelled to be in the closet on the job has remained at above 50 percent. In A Workplace Divided: Understanding the Climate for LGBTQ Workers Nationwide, we seek to uncover the prevalence of LGBTQ workers feeling pressure to hide their sexual orientation and/ or gender identity on the job and the cost of that hiding both to individuals and employers writ large. Conversely, we also research the benefits to employers and workers when workplace climates are more welcoming of LGBTQ people. Over this decade of research we have been able to better identify the key shapers of the workplace climate for LGBTQ inclusion, namely everyday non-work-related conversations and the primary impact of one’s immediate supervisor and working group over all other leaders and departments.

This body of research complements our history of work, anchored the workplace environment that are actionable and can lay the in the annual Corporate Equality Index, on systems-level change, groundwork for practical remedies to current challenges employees? primarily with major private sector employers to improve workplace policies, benefits and practices at major Unites States and global This is key because currently LGBTQ Americans are living under a corporations. With so many employers investing resources and patchwork of state and federal laws. While there has been significant human capital to create more equitable workplaces, how can they progress since the first study in 2008 - including the first federal law measure the daily impact on their LGBTQ workforce? Are these to specifically include the LGBTQ community (The Matthew Shepard policies borne out as daily practice and employers’ cultures? How and James Byrd Jr. Hate Crimes Prevention Act), to historic Supreme can we as strategic partners to employers and advocates in the Court victories ensuring full marriage equality, to groundbreaking LGBTQ community provide reliable data to get measurements of advancements in transgender visibility in the media and in politics,

4 and more - there are still no federal protections valued for who they are, which means that on the basis of sexual orientation or gender employers are losing out on potential talent. We identity with respect to employment, housing, hope that this research gives greater visibility to Methodology public accommodation, education, and a range the full spectrum of creativity, perspective and of aspects of daily life for LGBTQ Americans. untapped potential of LGBTQ people who hide This national study is in plain sight when they do not feel welcome to based on data from Even though the Supreme Court’s ruling has be themselves at work. a probability-based brought marriage equality to all 50 states, sample of self-identified 31 states still lack clear, fully-inclusive non- Data can validate experiences and can help to LGBTQ people (N= 804) discrimination protections for LGBTQ people, drive change by giving definition to a problem with a shorter survey meaning that despite the ruling, LGBTQ and helping to inform actionable solutions. One to gauge perceptions Americans can get legally married but still thing that we have learned in nearly 20 years and experiences of be at risk of being denied services for who as the Workplace Equality Program is that non-LGBTQ people they are or risk being fired simply for getting fundamentally many institutions and individuals (N=811). Probability- married and wearing their wedding ring to want to do better and want to treat people fairly based samples of LGBTQ the office the next day. Discrimination is a and oftentimes they simply need a roadmap people are rare in social real and persistent problem for too many and some help to get there. research: most studies LGBTQ Americans. Nearly two-thirds of are conducted through self-identified LGBTQ Americans reported This is the first of several reports to come opt-in or snowball experiencing discrimination in their personal out of this study. The following findings in methods of growing lives. Even at a time of historically broad and this report are based on the topline data. respondent pools. All deep support for full LGBTQ equality, an Subsequent reports will further break down research methods have estimated 12 million-plus LGBTQ Americans the data to look at workers’ experiences at their value: to capture and their families remain at risk, particularly the intersections of race, gender, age, region, the most diverse range if they live in one of the 31 states where laws industry and other variables that affect of representative do not adequately protect them against being someone’s experience at work. experiences, we opted fired, evicted or denied services because of for a smaller, probability- their sexual orientation or gender identity. At the end of this report, we provide a based sample rather than facilitation guide to continue this conversation a larger, non-probability- The data in the following report tells a story that within your organization. In addition to the based one. will be familiar to many LGBTQ workers. It tells subsequent reports, be on the lookout for a visual story. We chose this design because additional standalone toolkits and resources the experiences as reported by LGBTQ people to improve the workplace environment at over and over again is of not being seen or your organization.

5 Broad Social Acceptance for LGBTQ Community Topline Findings at All-Time High, But Subtle Biases Remain ●● 1 in 5 LGBTQ workers have been told or had coworkers The following topline results are from the HRC Foundation’s imply that they should dress more feminine or masculine Workplace Equality Program’s 2018 national, probability- (compared to 1 in 24 non-LGBTQ workers) based sample of 804 LGBTQ respondents and 811 ●● Both populations share: 73% of LGBTQ workers and 78% non-LGBTQ respondents to its LGBTQ Workplace Climate 7378+27 +22 of non-LGBTQ workers say that they are comfortable talking Survey administered in February and March of 2018. about their spouse, partner, or dating to coworkers, but: 25››+75 ¼ LGBTQ employers report that coworkers who they are out to seem uncomfortable once they say something LGBT Worker 100+0 related to their sexual orientation or gender identity (e.g. mentioning a partner, spouse, personal history, etc.) 100+0 Non-LGBT Worker 36››+64 36% of non-LGBTQ workers say they would feel uncomfortable hearing an LGBTQ colleague talk about dating, and 59% 59 +41 of non-LGBTQ workers think that it is unprofessional to talk Despite Legal Gains, LGBTQ Workers about sexual orientation and gender identity in the workplace Remain Closeted on the Job 46●●+54 46% of LGBTQ workers are closeted at work Sexual Orientation for LGBTQ People is Still Sexualized ●● 50% of non-LGBTQ workers reported that there are no employees 50+50 at their company who are open about being LGBTQ 54●●+46 54% of non-LGBTQ workers said that they would be very ●● Top reasons for not being open at work about their comfortable working with an LGBTQ coworker; of those who 100+0 sexual orientation and gender identity: wouldn’t be very comfortable, a majority said it was because they “didn’t want to hear about their coworker’s sex life” 38››+62 Possibility of being stereotyped: 38% 18●●+82 18% of LGBTQ workers reported that someone at work has made 36››+64 Possibly making people feel uncomfortable: 36% sexually inappropriate comments to them because their coworker thought their sexual orientation or gender identity made it okay 31››+69 Possibility of losing connections or relationships with coworkers: 31% 53●●+47 53% of LGBTQ workers report hearing jokes about lesbian 27››+73 People might think I will be attracted to them or gay people people (and 41% transgender-specific and just because I am LGBTQ: 27% 37% bisexual-specific jokes), while only37% of their non- LGBTQ counterparts report hearing the same jokes

6 Major Employers Losing Talent LGBTQ Workers Lack Faith Engagement to Anti-LGBTQ Biases at Work in Accountability Systems, Sometimes With Good Reason Working in an unwelcoming environment that is not always accepting of LGBTQ people leads to: ●● The top reason LGBTQ workers don’t tell a supervisor 100+0 or Human Resources about negative comments about ●● 25% of LGBTQ workers feeling distracted from work LGBTQ people is because they don’t think anything 25+75 would be done about it and because they don't 28●●+72 28% lying about their personal life want to hurt their relationships with coworkers ●● 17% felt exhausted from spending time ●● 1 in 10 employees have heard their own 17+83 and energy hiding their sexual orientation supervisor make negative comments about and 13% from gender identity LGBTQ people – this statistic has remained the same since our first study in 2008 20●●+80 20% of LGBTQ workers avoided a special event at work such as lunch, happy hour, or a holiday party 45●●+55 45% of LGBTQ workers agree with the statement that enforcement of the non-discrimination 25●●+75 25% of LGBTQ workers avoided certain people at work policy is dependent on their supervisor’s own feelings towards LGBTQ people 31●●+69 31% felt unhappy or depressed at work ●● 13% felt that they would be fired because their ●● 20% have stayed home from work because the 13+87 workplace was unwelcoming of LGBTQ people 20+80 workplace wasn’t always accepting of LGBTQ people 20●●+80 20% searched for a different job LGBTQ Climate Directly Affects Retention and Turnover

●● 1 in 4 LGBTQ workers have stayed in a job primarily because the environment was very accepting of LGBTQ people

●● 1 in 10 LGBTQ workers have left a job because the environment was not very accepting of LGBTQ people

7 A Day in the Life of the American LGBTQ Worker

Bringing the Data to Life 1in5 In this report, you will % LGBTQ workers have been see how the results of told or had coworkers imply 53 that they need to dress our national survey of of LGBTQ more feminine or masculine workers are open as compared to… LGBTQ and non-LGBTQ to all friends workers play out over the course of a workday. You will follow workers 53+47+T before they arrive at their workplace and see how the days of LGBTQ and non-LGBTQ workers diverge, where common themes of invisibility on the job and double standards of inclusion play out day after day.

8 in ...1 24 non-LGBTQ workers who were told to dress more feminine or masculine

9 Off to a Different Start

Mindsets Heading into Work: 46% 50 % 28% of LGBTQ workers of non-LGBTQ workers Non-LGBTQ workers’ feelings of LGBTQ workers are closeted at work don’t think that there towards LGBTQ people have are totally closeted are any LGBTQ people been most shaped by their and not open to at their workplace upbringing, having a friend who anyone in their lives is LGBTQ, and their religion

10 LGBTQ employeees say that they are not open at work because: 38% 36% 31% 27% The possibility of The possibly making The possibility of losing “People might think I’m being stereotyped people feel uncomfortable connections or relationships attracted to them just with coworkers because I am LGBTQ”

11 Workers Agree: Sharing Creates the Work Environment

Percentage of LGBTQ and non-LGBTQ workers that say these The workplace, where we spend most of our daily ‘getting to know you’ topics come up at least once a week at work: lives, is full of seemingly innocuous chit chat - it is so common that its prevalence can go unnoticed. LGBTQ Worker Non-LGBTQ Worker

Spouses, relationships, Social life, such as TV shows, movies Children or dating what you did over the weekend or celebrities

% % % 61% 71 65% 63% 82 81 65% 62%

12 When asked to reflect on the subjects that often come up in this chit chat, both LGBTQ and non-LGBTQ workers notice the same topics coming up at nearly identical rates. Percentage of LGBTQ and non-LGBTQ workers that say these things you ‘aren’t supposed to talk about at work’ come up at least once a week at work:

LGBTQ Worker Non-LGBTQ Worker

Politics Religion Sex Workplace gossip

% % % 66 % 48 44 % % 59 22 21% 34 22%

We all share at work, but when LGBTQ workers share, something different happens from when their non-LGBTQ coworkers share... 13 The Double Standard

When LGBTQ workers try to engage in this everyday chit chat, they are met with a % % double standard. Every workplace demands 78 73 some level of sharing which informs % Non-LGBTQ workers LGBTQ workers the work environment, builds important 80 say they are of non-LGBTQ people comfortable talking rapport among workers, and creates agree that LGBTQ about their spouse, team cohesion. Despite this, a double people should not partner, or dating have to hide who they to coworkers standard for LGBTQ workers persists are at work in significant ways where they receive a message that their sharing is not welcome.

While 80% of non-LGBTQ people agree that LGBTQ people should not have to hide who they are at work, the messages that they send their LGBTQ colleagues betray these good intentions and create the double standard LGBTQ % % The number of LGBTQ employers workers are held to in the workplace 59 36 non-LGBTQ think non-LGBTQ feel that report coworkers it’s unprofessional uncomfortable Breaking it Down to talk about sexual talking dating with who they are out to orientation and an LGBTQ colleague seemed uncomfortable gender identity in ●● Both populations share: 73% of LGBTQ workers and 78% of non-LGBTQ workers say the workplace once they said some- that they are comfortable talking about their spouse, partner, or dating to coworkers, but: thing related to their sexual orientation or ›› ¼ LGBTQ employers report that coworkers who they are out to seem gender idenity uncomfortable once they say something related to their sexual orientation or gender identity (e.g. mentioning a partner, spouse, personal history, etc.)

›› 36% of non-LGBTQ workers say they would feel uncomfortable hearing an LGBTQ colleague talk about dating, and 59% of non-LGBTQ workers think that it is Signs of Change: unprofessional to talk about sexual orientation and gender identity in the workplace numbers dropped from 2012... ●● The Double Standard Emerges: non-LGBTQ workers don’t recognize that we 36% all have a sexual orientation and a gender identity, but it is only when an LGBTQ 43% person’s is discussed that they think it is inappropriate for the workplace Uncomfortable

●● Some encouraging signs of change: in 2012 43% of non-LGBTQ Unprofessional 75% workers agreed that they would be uncomfortable hearing about an 59% LGBTQ worker’s dating, and 75% thought it was unprofessional to discuss sexual orientation or gender identity in the workplace 2018 2012

14 1 Working in an Sexual Orientation for % % unwelcoming LGBTQ People is still Sexualized 78 73 environment that LGBTQ workers get the message that their input is making % Non-LGBTQ workers LGBTQ workers 4 is not always colleagues uncomfortable. 80 say they are of non-LGBTQ people comfortable talking accepting of agree that LGBTQ about their spouse, ●● 54% of non-LGBTQ workers said that they would be very people should not partner, or dating LGBTQ people comfortable working with an LGBTQ coworker; of those who have to hide who they to coworkers leads to... wouldn’t be very comfortable, a majority said it was because they are at work “didn’t want to hear about their coworker’s sex life”

Working in an unwelcoming environment that is not always accepting of LGBTQ people leads to: 17% % % The number of ●● 25% of LGBTQ workers feeling distracted LGBTQ employers Felt exhausted 59 36 hiding their from work non-LGBTQ think non-LGBTQ feel that report coworkers sexual orientation it’s unprofessional uncomfortable who they are out to % ●● 28% lying about their personal life to talk about sexual talking dating with (down from 42% in 2008) orientation and an LGBTQ colleague seemed uncomfortable gender identity in the workplace once they said some- 54 ●● 17% felt exhausted from spending time thing related to their and energy hiding their sexual orientation sexual orientation or (13% from hiding their gender identity) gender idenity ●● 31% felt unhappy or depressed at work

Signs of Change: numbers dropped The percentage ...of those who from 2012... �� 36% of non-LGBTQ wouldn’t be very Uncomfortable 43% workers that said comfortable, a they would be majority said it was Unprofessional 75% very comfortable because they didn’t Distracted from work Lie about personal life Depressed / Unhappy 59% working with want to hear about an LGBTQ their coworker’s 2018 2012 coworker... sex life 25% 28% 31% 15 Egregious Behavior in the Workplace

LGBTQ Workers are Singled Out at Work 18 % 53% 37% of LGBTQ workers reported that someone of LGBTQ workers report hearing of their non-LGBTQ at work has made sexually inappropriate jokes about lesbian or gay people counterparts comments to them because their (and 41% transgender-specific and report hearing coworker thought their sexual orientation 37% bisexual-specific jokes) at the same jokes or gender identity made it okay least one in a while, while only...

16 Little Faith in Accountability Systems

The top reason LGBTQ workers don’t tell a supervisor or HR about negative comments about LGBTQ people is because they don’t think anything would be done about it and because they don't want to hurt their relationships with coworkers

% HUMAN 20 RESOURCES of LGBTQ workers felt that they were passed over for job opportunities because they were LGBTQ 45% of LGBTQ workers agree with the statement that enforcement of the non-discrimination policy is dependent on their supervisor’s own feelings towards LGBTQ people 13 % felt that they would be fired because their workplace was unwelcoming of LGBTQ people

17 Frozen Out of Social Networks

1/5 1/4 of LGBTQ workers avoided of LGBTQ workers a special event at work avoided certain such as lunch, happy people at work hour, or a holiday party

18 Consequences of Unwelcoming Environments

1in5 1in5 1in10 employees have stayed home from work searched for a different job LGBTQ workers have left a job because the workplace wasn’t always because the environment was not very accepting of LGBTQ people accepting of LGBTQ people

19 Allies Stepping Up

When workers do hear jokes or negative Record Year Wave of comments about LGBTQ people, LGBTQ and for Transgender Anti-LGBTQ non-LGBTQ workers are less likely to just ignore the comments compared to six years ago. Visibility in Introduced the Arts Across States

Workers Willing to Let Negative Comments Go Unaddressed

LGBTQ Worker Non-LGBTQ Worker

49% 43% 37% 35%

UNITED AGAINST HATE

2018 | 2012 2018 | 2012

20 Remedies: Using this Report to Start a Conversation

What is the most surprising finding? What is the least?

Which teams at your organization do you think most need to hear these results?

Would your organization (or Employee Resource Group or Diversity & Inclusion teams) consider adopting a climate survey to assess your workplace for LGBTQ experiences?

How does your organization deal with unconscious or subtle bias in the workplace?

21 What’s Next: Making Inclusion More Visible at Every Level

For Senior Leaders

●● Evaluate personal comfort level speaking specifically and directly to LGBTQ inclusion

●● Reflect upon obligation to organization when it comes to recognizing LGBTQ inclusion

●● Assess tools leadership has to communicate about corporate inclusion values – address knowledge gaps in the evolving vocabulary of LGBTQ inclusion and utilize partners to bolster comfort

For Mid-level Managers

●● Lead conversations about unconscious bias proactively

●● Equip teams with a vocabulary around spotting unconscious bias and talking to each other and you as their manager around experiences of unconscious bias

●● Be intentional with team-building activities to ensure inclusion (i.e. ensure that they are not over-reliant on one point of bonding such as parenting, happy hours, etc.)

For Individuals

●● Ask yourself what informed your earliest impressions and beliefs about LGBTQ identity and how you express that at work

●● Define respect for yourself and others and how you demonstrate that in workplace

●● Practice mirroring – if your colleague asks about your weekend, ask about theirs

22 Acknowledgements

Report Authors Reforma and other news outlets. Prior to joining the Lana Williams, Manager Deena Fidas and Liz Cooper Human Rights Campaign in 2007, she worked in fund- Lana Williams joined the Workplace team in November raising for the American Civil Liberties Union and Hillary 2016. As the Workplace Equality Program Manager, she HRC Foundation’s Clinton for President, among other clients. Fidas holds a is responsible for the oversight and coordination of the Workplace Equality Program master’s degree in sociology from American University daily activities for the annual Corporate Equality Index HRC Foundation’s Workplace Equality Program is a in Washington, D.C., where she also worked as a re- and Buying for Workplace Equality Guide. In this role, nationally recognized source of expert information and searcher for the university’s Women & Politics Institute. she provides companies with the resources they need to advice on lesbian, gay, bisexual, transgender and queer improve non-discrimination policies, benefits and other workplace issues. It provides decision makers with practices that are essential for businesses to retain tal- cutting-edge research, expert counsel, online resources, Beck Bailey, Deputy Director ent and customers, and remain committed to equality in best practices information and on-site training and Beck Bailey joined HRC in June of 2014. As Deputy the workplace. Williams is also responsible for managing education. Program staff serve as trusted consultants to Director, Bailey focuses on helping America’s largest global business engagement, including the Equidad MX diversity professionals and other executives seeking to employers become more LGBTQ inclusive through em- survey. Williams brings her background in communica- position their business as welcoming workplaces that re- ployee engagement, training and education. He regularly tions and management to support her work in advocat- spect all employees, regardless of sexual orientation and supports corporate stakeholders – from executive leading for LGBTQ workplace equality. Williams graduated gender identity or expression. The Workplace Equality ership, to human resource professionals, to employee from The New School in New York City with a MS in Program also makes available the expertise of the HRC network leaders – in building greater LGBTQ-inclu- Nonprofit Management and holds a BA in Communi- Business Council for invaluable peer-to-peer advice. sion through public speaking, facilitated workshops, cation from Wake Forest University in North Carolina. customized training and in one-on-one consultation. Bailey also conducts outreach to engage corporations in Deena Fidas, Director deepening their impact by supporting legislative action Madeline Perrou, Assistant Deena Fidas is the Director of the Workplace Equality to create workplace protections for LGBTQ people. Madeline Perrou joined the Workplace team in October Program at the Human Rights Campaign Founda- 2017 as the Workplace Equality Program Assistant. tion. She leads the team in producing the annual A lifelong LGBTQ advocate and out transgender man, In this role, she provides support to the entire team Corporate Equality Index (CEI) survey and report of Bailey often speaks about his personal journey as a through assisting companies with the Corporate over 1,200 major employers’ policies, benefits and way to increase awareness and understanding. He Equality Index, researching and updating brands for the practices for LGBTQ workers. Fidas consults directly proudly serves on the Advisory Board of Reaching annual Buyer’s Guide, and completing daily adminis- with hundreds of Fortune 500 and other major busi- Out MBA (ROMBA). Beck holds a BS in Management trative tasks. Perrou has been with the Human Rights nesses on the implementation of equitable policies from Virginia Tech and an MBA from the Isenberg Campaign for several months beginning with her and benefits for diverse employee populations. School of Management at UMass Amherst. internship with the Federal Club Program in the summer of 2016 and a temporary position with Membership In addition, she leads the organization’s public policy Outreach. She recently graduated from Appalachian efforts with the business community, including historic Liz Cooper, Associate Director State University in North Carolina with a BS in Political mobilizations of businesses for marriage equality, federal Liz Cooper joined HRC in August 2010. As Associate Science, a concentration in American Politics and a LGBTQ protections and state-level engagement. Director, Liz engages directly with employers to identify minor in Gender, Women, and Sexuality studies. and improve policies and practices affecting LGBTQ Most recently, Fidas expanded the work of the employees. Cooper brings her background in sales program to include global LGBTQ workforce best marketing research to develop the Program’s resources practices and launched CEI-style programs in Latin on LGBTQ diversity and inclusion best practices America where she designs trainings, manages aimed at employers, employees, and consumers. She in-country partnerships and develops bi-lingual has a special focus on engaging new businesses to business resources to drive change. She also leads participate in the CEI survey, and oversees the annual the HRC Foundation’s decade of research on the Buying for Workplace Equality Guide. In her eight experiences of LGBTQ workers nationwide. years at HRC, Cooper has enlisted the support of dozens of major businesses for pro-equality public A contributor to national discussions on LGBTQ policy across the country. She also uses her advocacy workplace inclusion, Fidas has been a featured guest on to elevate the role of allies in the LGBTQ community. various programs including the Diane Rehm Show, On Cooper holds a BA in Political Science from David- Point, CNN Money, Marketplace, Quest Means Business son College in North Carolina and an MA in Writing and dozens of print media including Associated Press, from Johns Hopkins University in Washington, D.C. The Wall Street Journal, Forbes, Fortune Mexico’s

23 Acknowledgements

Prior to joining the Obama Administration, Maxwell PerryUndem Research/Communication Tony Frye, Creative was the Founding Executive Director of American Tony Frye has over 25 years of graphic design Rights at Work, a leading voice for modernizing Tresa Undem, Partner experience specializing in publication design, corporate and reforming our nation’s labor laws. She has also Tresa Undem has conducted public opinion research identity, brand creation and how best to apply design This research was primarily funded served in various other senior-level positions at for 17 years for non-profit organizations, foundations, to advertising, marketing and public relations. Tony by a grant from JPMorgan Chase. Jobs with Justice, NARAL Pro-Choice America, and universities, and government agencies. She works on has a broad array of clients including non-profit the United States Student Association. She lives a number of health-related policy issues, including organizations and associations such as Human Rights in Washington, D.C., with her 15-year-old son. health reform implementation, delivery system Campaign, Governors Highway Safety Association, HRC Foundation reform, health IT, costs, and quality. Tresa also works PATH, The Campaign for Tobacco Free Kids and The Human Rights Campaign Foundation im- on LGBT issues, reproductive health, and food/ PFLAG; educational institutions such as National proves the lives of lesbian, gay, bisexual, trans- Jay Brown, Deputy Director of nutrition. She has briefed numerous state and federal Institute for Literacy, National Science Foundation, gender and queer (LGBTQ) people by working to Programs, Research and Training policymakers on her work, including members of Spelman College, Wellesley College and Xavier increase understanding and encourage the adop- An experienced non-profit leader with nearly 20 years of Congress, White House officials, and Department of University; and publications such American Community tion of LGBTQ-inclusive policies and practices. experience, Jay Brown helps drive the innovative work of Health and Human Services leadership. Tresa holds Banker and Metro Weekly — winning awards for the HRC Foundation, the organization’s educational arm. a Master’s Degree from the Annenberg School for it's art direction and redesign from 2000-2007. We build support for LGBTQ people among families He works closely with the Senior Vice President of Pro- Communication at the University of Pennsylvania. and friends, co-workers and employers, pastors and grams, Research and Training and a team of profession- She is a member of the American Association of His design work has been recognized for excellence parishioners, doctors and teachers, neighbors, and the als who manage HRC Foundation programs — aiming to Public Opinion Research, and has been a reviewer, by juried exhibitions from PRINT magazine, The general public. Through our programs and projects, ensure equality for LGBTQ people at every intersection presenter, and discussant at its national conferences. Art Directors and Illustrators Clubs of Metropolitan we are enhancing the lived experiences of LGBTQ of their identities and lives. These programs span a Washington. He has also lectured in the field people and their families, as we change hearts and range of issues, including the workplace; children, youth of design and illustration and currently serves minds across America and around the globe. and LGBTQ families; health and aging; HIV and AIDS; Naomi Mulligan Kolb, Managing Director as an Adjunct Professor at the University of religion and faith; and the global LGBTQ movement. Naomi Mulligan Kolb has conducted public opinion Baltimore Klein Family School of Communications The HRC Foundation is a nonprofit, tax-ex- research since 2008. Her expertise is managing Design, specializing in the Publishing Arts. empt 501(c)(3) organization. Brown has a long-standing history with the LGBTQ complex studies for numerous policy organizations, movement and the organization, including previ- foundations, and universities, from research develop- ous roles as HRC’s Communications Director and ment to implementation and analysis. In addition to Mary Beth Maxwell, Senior Vice President HRC’s Director of Research and Public Education. conducting and analyzing public opinion research across Additional thanks to John Baez, Vice President for Programs, Research and Training He’s held senior communications and marketing a broad range of issues, Naomi leads the supervision of Marketing, Bob Villaflor, Senior Design Director, A longtime leader in social justice movements, Mary roles at Carnegie Mellon University and Reading Is of survey fielding and focus group recruiting. Naomi Human Rights Campaign for their creative guidance Beth (M.B.) Maxwell leads the groundbreaking and Fundamental, and also has experience consulting began her public policy research career while studying and Kelly James, Intern at the Human Rights Campaign innovative efforts of HRC’s educational arm, the HRC for progressive organizations on strategic commu- in Washington, DC at UCLA’s Center for American Foundation for her production assistance on this report. Foundation. She oversees the organization’s public nication and organizational development needs. Politics and Public Policy. She holds a BA in Sociol- education and programmatic initiatives covering a wide ogy from the University of California, Los Angeles. range of issues affecting LGBTQ people in the United A longtime advocate for transgender equality and out States and around the globe. Her portfolio includes transgender man, Jay lives in Maryland with his spouse, the programs focused on the workplace, children and Kendra, and their two children. Kathleen Perry, Associate Analyst youth, LGBTQ families, health and aging, HIV and Kathleen joined PerryUndem in May 2014. In her AIDS, religion and faith, and LGBTQ issues abroad. role as an associate analyst, she has contributed to research on a broad range of progressive policy issues, Maxwell previously served in the Obama Administra- including health care reform, reproductive rights, and tion as the Principal Deputy Assistant Secretary for social justice. Kathleen employs both qualitative and Policy at the U.S. Department of Labor (DOL) where quantitative research methods to analyze data and she was a key figure in shaping the Administration’s communicate results. She holds a BA in Government policy agenda for working families, including raising the and Politics from the University of Maryland, College minimum wage, expanding paid leave, ensuring labor Park and an MA in Global Security and Govern- standards for home care workers, and advocating for ment Analytics from Johns Hopkins University. collective bargaining rights and workers’ voice in the workplace. She played a lead role in the Administra- tion’s many accomplishments for LGBTQ workers.

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