Understanding Issues Facing Transgender Americans
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Model Policies for the Treatment of Transgender Students in Virgiinia
Model Policies for the Treatment of Transgender Students in Virginia’s Public Schools March 2021 1 Table of Contents Acknowledgements 3 Introduction 5 Background 6 Terminology 6 Related Laws 7 Guiding Principle to Support Transgender Students 8 Bullying, Harassment, and Discrimination 9 Student Privacy/Confidentiality 11 Student Identification 12 School Records 14 Dress Code 16 Access to Activities and Facilities 17 Student Participation in School Activities and Events 17 Access to Facilities 18 Professional Development and Training 19 Other Considerations 20 Appendix A: Resources 22 Resources for School Divisions 22 Model and Existing Policies and Guidelines 22 Professional Development Resources 23 Resources for Students 23 Resources for Parents 24 Advocacy Organizations 24 References 26 2 Acknowledgements The Virginia Department of Education (VDOE) would like to extend appreciation to those who provided input and offered expertise throughout the development of these model policies. Rebecca Askew (she/her), Senior Policy Analyst, Office of Policy, Virginia Department of Education Amy Aussiker (she/her), Ph.D., School Psychologist, Carroll County Public Schools, Jane Ball (she/her), School Social Worker, Hanover County Public Schools Anthony Belotti (he/they), Student Representative Jennifer Boysko (she/her), State Senator, Virginia Senate Erica Brown-Meredith (she/her), Ph.D., Assistant Professor, Longwood University, Virginia Association of School Social Workers L. Frances Brown (she/her), School Psychologist (retired), Henrico County -
Fired for Being Gay: Should Arkansas Ban This Form of Discrimination?
Fired for Being Gay: Should Arkansas Ban This Form of Discrimination? I. INTRODUCTION Picture this—you were offered a new job and prepared to move across the country, only to learn that the job was no longer yours because the company discovered that you are gay.1 What if you were forced to resign following your wedding celebration because your boss and colleagues did not approve of your new spouse?2 Or, what if, while expecting your first child with your lesbian partner, you were dismissed from your job because your colleagues heard the good news?3 In this third scenario, you even consulted an attorney, only to discover that the law would not protect you unless you were pregnant.4 However, because your partner was carrying the child, you had no recourse. These real-world examples demonstrate the missed opportunities suffered by many based simply on their sexual orientation. Further, it is a fate that many Arkansans could face if they reveal their sexual orientation in the workplace.5 To prevent this, Arkansas should ban workplace discrimination on The author would like to thank Eva C. Madison, Shareholder, Littler Mendelson P.C., and Brittany H. Pettingill, J.D. 2014, University of Arkansas School of Law, for their guidance and thoughtful insight during the drafting of this comment. The author would also like to thank her family, especially Kenneth King, Sandra King, and Emmanuel Asamoa, for their endless love and encouragement. 1. See Sam Dillon, Marquette Rescinds Offer to Sociologist, N.Y. TIMES, May 7, 2010, at A16. 2. See David Koon, Mount St. -
Gay Rights Through the Looking Glass: Politics, Morality, and the Trial of Colorado's Amendment 2
Columbia Law School Scholarship Archive Faculty Scholarship Faculty Publications 1994 Gay Rights Through the Looking Glass: Politics, Morality, and the Trial of Colorado's Amendment 2 Suzanne B. Goldberg Columbia Law School, [email protected] Follow this and additional works at: https://scholarship.law.columbia.edu/faculty_scholarship Part of the Civil Rights and Discrimination Commons, and the Sexuality and the Law Commons Recommended Citation Suzanne B. Goldberg, Gay Rights Through the Looking Glass: Politics, Morality, and the Trial of Colorado's Amendment 2, 21 FORDHAM URB. L. J. 1057 (1994). Available at: https://scholarship.law.columbia.edu/faculty_scholarship/970 This Article is brought to you for free and open access by the Faculty Publications at Scholarship Archive. It has been accepted for inclusion in Faculty Scholarship by an authorized administrator of Scholarship Archive. For more information, please contact [email protected]. GAY RIGHTS THROUGH THE LOOKING GLASS: POLITICS, MORALITY AND THE TRIAL OF COLORADO'S AMENDMENT 2 Suzanne B. Goldberg* Courts have long struggled to resolve the question of how far a community may go in exercising its power to treat minority mem- bers differently. Popular prejudice, "community morality" and in- vidious stereotypes repeatedly have had their day in court as judges work to reconcile equal protection and privacy rights with their own attitudes about the place of people of color, women and gay people in society.1 In the early 1990s, the tension between the American ideal of equality and the reality of human diversity starkly emerged. A national wave of citizen-sponsored initiatives seeking to amend state constitutions and local charters to prohibit governments from protecting lesbian, gay and bisexual citizens from discrimination spread across the country. -
Senate the Senate Met at 10 A.M
E PL UR UM IB N U U S Congressional Record United States th of America PROCEEDINGS AND DEBATES OF THE 117 CONGRESS, FIRST SESSION Vol. 167 WASHINGTON, THURSDAY, JUNE 17, 2021 No. 106 Senate The Senate met at 10 a.m. and was appoint the Honorable JACKY ROSEN, a Sen- INFRASTRUCTURE called to order by the Honorable JACKY ator from the State of Nevada, to perform the duties of the Chair. Mr. SCHUMER. Madam President, on ROSEN, a Senator from the State of Ne- another issue, infrastructure, despite a vada. PATRICK J. LEAHY, President pro tempore. consensus in Washington that America f needs more investment in our infra- Ms. ROSEN thereupon assumed the PRAYER structure, it has been decades since Chair as Acting President pro tempore. Congress passed a stand-alone bill to The Chaplain, Dr. Barry C. Black, of- f address the issue. This Congress is fered the following prayer: RESERVATION OF LEADER TIME working hard to remedy that fact. Let us pray. As I have repeated, discussions about Eternal God, although we cannot see The ACTING PRESIDENT pro tem- infrastructure are moving forward You with our eyes or touch You with pore. Under the previous order, the along two tracks. One is bipartisan, our hands, we have experienced the re- leadership time is reserved. and the second deals with components ality of Your might and majesty. Every f of the American jobs and families plan, time we hear a newborn baby cry or which we will consider even if it lacks touch a leaf or see the sky, we know RECOGNITION OF THE MAJORITY LEADER bipartisan support—though, I would why we believe. -
STRENGTHENING ECONOMIC SECURITY for CHILDREN LIVING in LGBT FAMILIES January 2012
STRENGTHENING ECONOMIC SECURITY FOR CHILDREN LIVING IN LGBT FAMILIES January 2012 Authors In Partnership With A Companion Report to “All Children Matter: How Legal and Social Inequalities Hurt LGBT Families.” Both reports are co-authored by the Movement Advancement Project, the Family Equality Council, and the Center for American Progress. This report was authored by: This report was developed in partnership with: 2 Movement Advancement Project National Association of Social Workers The Movement Advancement Project (MAP) is an independent National Association of Social Workers (NASW) is the largest think tank that provides rigorous research, insight and membership organization of professional social workers in analysis that help speed equality for LGBT people. MAP works the world, with 145,000 members. NASW works to enhance collaboratively with LGBT organizations, advocates and the professional growth and development of its members, to funders, providing information, analysis and resources that create and maintain professional standards, and to advance help coordinate and strengthen their efforts for maximum sound social policies. The primary mission of the social work impact. MAP also conducts policy research to inform the profession is to enhance human well-being and help meet the public and policymakers about the legal and policy needs of basic human needs of all people, with particular attention to LGBT people and their families. For more information, visit the needs and empowerment of people who are vulnerable, www.lgbtmap.org. oppressed, and living in poverty. For more information, visit www.socialworkers.org. Family Equality Council Family Equality Council works to ensure equality for LGBT families by building community, changing public opinion, Acknowledgments advocating for sound policy and advancing social justice for all families. -
Anti-Gay Curriculum Laws Clifford J
SJ Quinney College of Law, University of Utah Utah Law Digital Commons Utah Law Faculty Scholarship Utah Law Scholarship 2017 Anti-Gay Curriculum Laws Clifford J. Rosky S.J. Quinney College of Law, University of Utah, [email protected] Follow this and additional works at: http://dc.law.utah.edu/scholarship Part of the Civil Rights and Discrimination Commons, Constitutional Law Commons, Human Rights Law Commons, Law and Gender Commons, and the Sexuality and the Law Commons Recommended Citation Rosky, Clifford J., "Anti-Gay Curriculum Laws" (2017). Utah Law Faculty Scholarship. 13. http://dc.law.utah.edu/scholarship/13 This Article is brought to you for free and open access by the Utah Law Scholarship at Utah Law Digital Commons. It has been accepted for inclusion in Utah Law Faculty Scholarship by an authorized administrator of Utah Law Digital Commons. For more information, please contact [email protected]. DRAFT: 117 COLUM. L. REV. ___ (forthcoming 2017) ANTI-GAY CURRICULUM LAWS Clifford Rosky Since the Supreme Court’s invalidation of anti-gay marriage laws, scholars and advocates have begun discussing what issues the LGBT movement should prioritize next. This article joins that dialogue by developing the framework for a national campaign to invalidate anti-gay curriculum laws—statutes that prohibit or restrict the discussion of homosexuality in public schools. These laws are artifacts of a bygone era in which official discrimination against LGBT people was both lawful and rampant. But they are far more prevalent than others have recognized. In the existing literature, scholars and advocates have referred to these provisions as “no promo homo” laws and claimed that they exist in only a handful of states. -
Accelerating Acceptance 2016
Accelerating Acceptance 2016 A Harris Poll survey of Americans’ acceptance of LGBT people 1 GLAAD’s“ findings point to a culture of Accelerating complacency, wherein Acceptance 2016 the non-LGBT public is under the false and Introduction potentially dangerous 2015 represented an especially historic year in the movement impression that for LGBT equality, with the Supreme Court’s landmark ruling in Obergefell v. Hodges, which guaranteed same-sex couples the right the work for LGBT to marry nationwide. Notwithstanding the American public has grown well beyond majority status in support for marriage equality equality is done. and we have reached what TIME Magazine called the “transgender tipping point,” GLAAD’s recent survey results, conducted by Harris Poll, reveal that other key, yet perhaps more nuanced attitudes about LGBT people are lagging and the cause of Accelerating “ Acceptance in 2016 and beyond must continue. With the monumental progress achieved for marriage equality also comes a misperception that LGBT people are now fully equal in the eyes of the law. For example, half of non-LGBT Americans (50%) currently believe that “gay people have the same rights as everybody else,” GLAAD’s survey reveals. GLAAD’s findings point to a culture of complacency, wherein the non-LGBT public is under the false and potentially dangerous impression that the work for LGBT equality is done. Yet, GLAAD’s survey also reveals that slow but steady progress is being made for acceptance of LGBT people. In many of the ‘comfortability’ questions central to GLAAD’s Accelerating Acceptance survey, non-LGBT Americans report significantly less discomfort than was reported in 2014. -
Testimony on Behalf of Legal Services-NYC by Daniel F. Pepitone at The
The Gender Expression Non-Discrimination Act (GENDA) Testimony on Behalf of Legal Services-NYC By Daniel F. Pepitone at the Public Forum Called By New York State Senator Daniel Squadron & New York State Assembly Member Richard Gottfried October 24, 2012 Hello, I am Dan Pepitone and I am a staff attorney at Manhattan Legal Services. Thank you both for having me here today. As New York City’s largest free civil legal services program, Legal Services NYC (“LS-NYC”) regularly sees the discrimination experienced by lesbian, gay, bisexual and transgender (“LGBT”) members of our community. The discriminatory treatment of transgender New Yorkers is particularly shocking, and exacerbated by poverty, race and lack of access to safe housing and healthcare. LS-NYC has responded to this need by expanding our LGBT advocacy, with projects now resident in our Manhattan, Brooklyn and Queens offices. Working closely with community partners and long-time defenders of transgender rights like Callen-Lorde Community Health Center and Sylvia Rivera Law Project, our advocates are challenging transgender discrimination through legal advocacy, law reform efforts and community education. As a community-based program with deep neighborhood roots, our clients are our neighbors, family and friends—equally deserving of equal protection under the law. This past June, LS-NYC filed a lawsuit under the State Human Rights Law and the NYC Human Rights Law against the NYC Human Resources Administration (“HRA”) on behalf of a Latina transgender woman living with HIV. Our client was harassed and demeaned by HRA staff based on her gender identity while being denied benefits and services routinely provided by the agency. -
DOL Issues Final Rule on Government Contractor Sexual Orientation and Gender Identity Non-Discrimination and Affirmative Action Requirements
® One Minute Memo 60s DOL Issues Final Rule on Government Contractor Sexual Orientation and Gender Identity Non-Discrimination and Affirmative Action Requirements By Lawrence Z. Lorber, Laura J. Maechtlen, Cameron A. Smith, and Annette Tyman On December 9, 2014, the U.S. Department of Labor’s Office of Federal Contract Compliance Programs (OFCCP) issued the Final Rule implementing Executive Order (“EO”) 13672, which will require affirmative action and non-discrimination in employment on the basis of sexual orientation and gender identity for federal government contractors. See our prior post on EO 13672, which President Obama signed on July 21, 2014.1 The Final Rule becomes effective on April 10, 2015, 120 days after its publication in the Federal Register today. While the Final Rule was expected to be published in the Federal Register on December 3, 2014, later that morning the OFCCP published a notice soliciting comments under the Paperwork Reduction Act (“PRA”), which requires an analysis of the administrative burdens new regulations will have on small businesses. The agency had already issued its FAQs on the effect of EO 13672 and we do not expect the substance of the Final Rule to change despite the PRA comments period. EO 13672 amends EO 11246, first introduced by President Lyndon Johnson in 1965, to add sexual orientation and gender identity to the list of categories, specifically race, color, religion, sex and national origin that are protected from discrimination and require affirmative action. EO 13672 is the first federal action prohibiting discrimination on these grounds, given that efforts to extend workplace protections to LGBT employees through the Employment Non-Discrimination Act (“ENDA”) have been mired in legislative gridlock. -
Executive Summary Affirmative Action Plan 2019-2020 Academic Year
Executive Summary Affirmative Action Plan 2019-2020 Academic Year Eastern Illinois University Office of Civil Rights & Diversity 0 | P a g e Table of Contents 1. Overview ................................................................................................................................................................................ 2 1.1 University Mission Statement .......................................................................................................................... 2 1.2 Eastern Illinois University Profile ................................................................................................................... 2 1.3 Nondiscrimination Statement ........................................................................................................................... 3 2. Responsibility for Implementation.......................................................................................................................... 3 3. The Recruitment and Hiring Process ...................................................................................................................... 4 3.1 Civil Service Positions ........................................................................................................................................... 4 4. Discussion: Placement Goals Report ....................................................................................................................... 5 4.1 Faculty ........................................................................................................................................................................ -
LGBTQ+ Nondiscrimination Laws in Kentucky
University of Louisville ThinkIR: The University of Louisville's Institutional Repository Electronic Theses and Dissertations 12-2017 LGBTQ+ nondiscrimination laws in Kentucky. Christopher M Wales University of Louisville Follow this and additional works at: https://ir.library.louisville.edu/etd Part of the American Politics Commons, Lesbian, Gay, Bisexual, and Transgender Studies Commons, Other Legal Studies Commons, Public Policy Commons, Social Policy Commons, and the Urban Studies Commons Recommended Citation Wales, Christopher M, "LGBTQ+ nondiscrimination laws in Kentucky." (2017). Electronic Theses and Dissertations. Paper 2874. https://doi.org/10.18297/etd/2874 This Master's Thesis is brought to you for free and open access by ThinkIR: The University of Louisville's Institutional Repository. It has been accepted for inclusion in Electronic Theses and Dissertations by an authorized administrator of ThinkIR: The University of Louisville's Institutional Repository. This title appears here courtesy of the author, who has retained all other copyrights. For more information, please contact [email protected]. LGBTQ+ NONDISCRIMINATION LAWS IN KENTUCKY By Christopher Michael Wales B.A. Northern Kentucky University, 2014 A Thesis Submitted to the Faculty of the College of Arts and Sciences of the University of Louisville in Partial Fulfillment of the Requirements for the Degree of Master of Public Administration Department of Public Administration University of Louisville Louisville, Kentucky December 2017 LGBTQ+ NONDISCRIMINATION LAWS IN KENTUCKY By Christopher Michael Wales B.A. Northern Kentucky University, 2014 A Thesis Approved on November 16, 2017 by the following Thesis Committee: Dr. Janet Kelly, Chair Dr. Matthew Ruther Dr. Catherine Fosl ii DEDICATION This thesis is dedicated to Carrie Donald, who inspired and encouraged me to pursue social justice, and whose guidance will be greatly missed. -
Toward Equal Rights for Lgbt Employees: Legal and Managerial Implications for Employers
Ohio Northern University Law Review Volume 43 Issue 1 Article 5 2019 TOWARD EQUAL RIGHTS FOR LGBT EMPLOYEES: LEGAL AND MANAGERIAL IMPLICATIONS FOR EMPLOYERS Michael T. Zugelder Old Dominion University Strome College of Business Follow this and additional works at: https://digitalcommons.onu.edu/onu_law_review Part of the Civil Rights and Discrimination Commons, and the Labor and Employment Law Commons Recommended Citation Zugelder, Michael T. (2019) "TOWARD EQUAL RIGHTS FOR LGBT EMPLOYEES: LEGAL AND MANAGERIAL IMPLICATIONS FOR EMPLOYERS," Ohio Northern University Law Review: Vol. 43 : Iss. 1 , Article 5. Available at: https://digitalcommons.onu.edu/onu_law_review/vol43/iss1/5 This Article is brought to you for free and open access by the ONU Journals and Publications at DigitalCommons@ONU. It has been accepted for inclusion in Ohio Northern University Law Review by an authorized editor of DigitalCommons@ONU. For more information, please contact [email protected]. Zugelder: TOWARD EQUAL RIGHTS FOR LGBT EMPLOYEES: LEGAL AND MANAGERIAL IMPL Toward Equal Rights for LGBT Employees: Legal and Managerial Implications for Employers MICHAEL T. ZUGELDER* American lesbian, gay, bisexual, and transgender (LGBT) workers have made great strides toward equal employment rights, and the trend toward equal rights is clear. Still, 52% of LGBT workers can be denied employment or fired simply for being LGBT. This state of the law makes the U.S. lag behind many of its major trading partners, who have already established equal employment in their national laws. While there are a number of routes U.S. law may soon take to end LGBT employment discrimination, private firms, especially those with international operations, will need to determine the best course to take.