2011 Annual Report Goes to Those Plans to Life
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Hrc-Coming-Out-Resource-Guide.Pdf
G T Being brave doesn’t mean that you’re not scared. It means that if you are scared, you do the thing you’re afraid of anyway. Coming out and living openly as a lesbian, gay, bisexual, transgender or supportive straight person is an act of bravery and authenticity. Whether it’s for the first time ever, or for the first time today, coming out may be the most important thing you will do all day. Talk about it. TABLE OF CONTENTS 2 Welcome 3 Being Open with Yourself 4 Deciding to Tell Others 6 Making a Coming Out Plan 8 Having the Conversations 10 The Coming Out Continuum 12 Telling Family Members 14 Living Openly on Your Terms 15 Ten Things Every American Ought to Know 16 Reference: Glossary of Terms 18 Reference: Myths & Facts About LGBT People 19 Reference: Additional Resources 21 A Message From HRC President Joe Solmonese There is no one right or wrong way to come out. It’s a lifelong process of being ever more open and true with yourself and others — done in your own way and in your own time. WELCOME esbian, gay, bisexual and transgender Americans Lare sons and daughters, doctors and lawyers, teachers and construction workers. We serve in Congress, protect our country on the front lines and contribute to the well-being of the nation at every level. In all that diversity, we have one thing in common: We each make deeply personal decisions to be open about who we are with ourselves and others — even when it isn’t easy. -
Syllabus Anth 5900.713 Special Problems Queer Anthropology and Activism Spring 2018
SYLLABUS ANTH 5900.713 SPECIAL PROBLEMS QUEER ANTHROPOLOGY AND ACTIVISM SPRING 2018 Professor: Dr. Jara Carrington Email: [email protected] Voice/Text: 346-201-2888 Office Hours: Tuesdays 2:00-3:30, Thursdays 10:30-12, or by appointment Office: Chilton Hall 308C Class meetings: TBD Course Description: This guided readings course will help you, as an anthropologist, to think more “Queerly” about the construction and reproduction of sexual norms, identities, and subjects in the United States, and to consider how these norms, identities, and subject positions have influenced advocacy efforts for LGBTQ-identified individuals and communities. Like much of cultural anthropology, Queer anthropological theory and practice is by nature interdisciplinary. We will cover influential texts from a range of disciplines to understand how these ideas have helped shape the development and trajectory of queer anthropology. This collection of readings will also highlight the intersections of, and contradictions between, queer theoretical perspectives and ethnography. We will begin by tracing the development of queer anthropology as a subfield of anthropological theory and practice. Readings will elaborate a variety of frames that have been used to study sexuality as an object of analysis, and will reveal influential debates and contentions about its study. Next, we will examine foundational texts that interrogate how sexual norms, identities, and subject positions have been discursively produced in the west. To conclude, we will focus on Queer analyses of activism in the United States to understand how LGBTQ-identified individuals, communities, and activists have worked to navigate, and sometimes contest, processes of state recognition. Course Objectives: 1. -
Skills Identification Workshop
______________________________________________________________________________ Office of Career Services, A1120 (708) 235-3974 Fax (708) 534-1173 www.govst.edu/careerservices LGBTQ Career Resource Guide Out & Equal Workplace Advocates - http://www.outandequal.org/chicagoland Out & Equal Chicagoland Regional Affiliate works with leading Chicago area companies and organizations to promote LGBT workplace equality. The Affiliate offers learning opportunities around workplace and community issues and facilitates networking and connections that enhance business opportunities and the career aspirations of LGBT employees. Out & Equal’s LGBTCareerLink - http://outandequal.org/lgbtcareerlink LGBTCareerLink is a free Out & Equal service for job seekers that offers advanced job search options with inclusive employers, allows for increased exposure of one’s resume, and one can create email alerts when new jobs are posted. OUT for WORK - http://www.outforwork.com/ OUT for WORK is focused on the success of LGBTQ students, primarily in the development and implementation of career plans and opportunities. OUT for WORK’s programs, resources, and services provide assistance to students in the cultivation and enhancement of skills to explore career options, master job search techniques and strategies, and research employment opportunities. Human Rights Campaign - http://www.hrc.org/ Human Rights Campaign is the largest civil rights organization working to achieve equality for lesbian, gay, bisexual and transgender Americans. The Human Rights Campaign represents a force of nationwide supporters, all committed to making HRC's vision a reality. Human Rights Campaign advocates on behalf of LGBT Americans, mobilizes grassroots actions in the community, and educates about LGBT issues. Human Rights Campaign Corporate Equality Index - http://www.hrc.org/corporate-equality-index/ Human Rights Campaign Foundation’s Corporate Equality Index is the national benchmarking tool on corporate policies and practices related to LGBT employees. -
38Th UPR WORKING GROUP SESSIONS SOGIESC RECOMMENDATIONS (3 - 14 May 2021)
38th UPR WORKING GROUP SESSIONS SOGIESC RECOMMENDATIONS (3 - 14 May 2021) This report contains a summary and the SOGIESC recommendations of the 38th UPR Working Group Sessions. The structure of the report includes SOGIESC remarks made by the State under Review, advanced questions from Member States and recommendations of Cycle II and III. The report is based on the draft report submitted by the Working Group and notes taken by ILGA during the Working Group Sessions and drafted by Gabriel Galil (Senior Programme Officer) and Farai Chikwanha (UN Advocacy Intern) For further information on the UPR, please contact: [email protected]. TABLE OF CONTENTS BELGIUM 3 DENMARK 8 ESTONIA 15 LATVIA 22 MOZAMBIQUE 29 NAMIBIA 34 NIGER 42 PALAU 45 PARAGUAY 48 SEYCHELLES 55 SIERRA LEONE 61 SINGAPORE 64 SOLOMON ISLANDS 72 SOMALIA 76 BELGIUM UPR SOGIESC RECOMMENDATIONS DATE AND TIME OF THE REVIEW: 5 MAY 2021, 09:00-12:30 DATE AND TIME OF THE ADOPTION OF THE REPORT: 7 MAY 2021, 15:00-1800 During the 38th UPR Working Group Sessions, Belgium received 4 SOGIESC recommendations. It will respond to these recommendations no later than the 48th session of the Human Rights Council. A. SOGIESC Information National Report 31. At all levels of government, Belgium has developed tools to tackle discrimination against LGBTQI+ persons and vulnerable groups more generally. At the regional level, the Flemish Region’s plan of action against discrimination in the workplace focuses on awareness-raising, self-regulation, monitoring and sanctions. Self-regulation has been introduced through sectoral agreements and an action plan providing for “mystery calls” to be made to service-voucher companies. -
Media Reference Guide
media reference guide NINTH EDITION | AUGUST 2014 GLAAD MEDIA REFERENCE GUIDE / 1 GLAAD MEDIA CONTACTS National & Local News Media Sports Media [email protected] [email protected] Entertainment Media Religious Media [email protected] [email protected] Spanish-Language Media GLAAD Spokesperson Inquiries [email protected] [email protected] Transgender Media [email protected] glaad.org/mrg 2 / GLAAD MEDIA REFERENCE GUIDE TABLE OF CONTENTS INTRODUCTION FAIR, ACCURATE & INCLUSIVE 4 GLOSSARY OF TERMS / LANGUAGE LESBIAN / GAY / BISEXUAL 5 TERMS TO AVOID 9 TRANSGENDER 12 AP & NEW YORK TIMES STYLE 21 IN FOCUS COVERING THE BISEXUAL COMMUNITY 25 COVERING THE TRANSGENDER COMMUNITY 27 MARRIAGE 32 LGBT PARENTING 36 RELIGION & FAITH 40 HATE CRIMES 42 COVERING CRIMES WHEN THE ACCUSED IS LGBT 45 HIV, AIDS & THE LGBT COMMUNITY 47 “EX-GAYS” & “CONVERSION THERAPY” 46 LGBT PEOPLE IN SPORTS 51 DIRECTORY OF COMMUNITY RESOURCES 54 GLAAD MEDIA REFERENCE GUIDE / 3 INTRODUCTION Fair, Accurate & Inclusive Fair, accurate and inclusive news media coverage has played an important role in expanding public awareness and understanding of lesbian, gay, bisexual and transgender (LGBT) lives. However, many reporters, editors and producers continue to face challenges covering these issues in a complex, often rhetorically charged, climate. Media coverage of LGBT people has become increasingly multi-dimensional, reflecting both the diversity of our community and the growing visibility of our families and our relationships. As a result, reporting that remains mired in simplistic, predictable “pro-gay”/”anti-gay” dualisms does a disservice to readers seeking information on the diversity of opinion and experience within our community. Misinformation and misconceptions about our lives can be corrected when journalists diligently research the facts and expose the myths (such as pernicious claims that gay people are more likely to sexually abuse children) that often are used against us. -
LGBTQ Glossary of Terms Adapted from the Human Rights Campaign, July 2016, with Some Definitions from Gender Wiki
LGBTQ Glossary of Terms Adapted from the Human Rights Campaign, July 2016, with some definitions from Gender Wiki. Please use the list of living language as a reference resource, but know that no list can be inclusive of all LGBTQ-related terms or encompass all definitions of identities and experiences. General Terms Ally | A person who is not LGBTQ but actively shows support and consistently promotes equality. Closeted | Describes an LGBTQ person who has not disclosed their sexual orientation or gender identity. Coming out | The process in which a person first acknowledges, accepts and appreciates their sexual orientation or gender identity and begins to share that with others. LGBTQ | An acronym for “lesbian, gay, bisexual, transgender and queer.” Living openly | A state in which LGBTQ people are comfortably out about their sexual orientation or gender identity – where and when it feels appropriate to them. Outing | Exposing someone’s lesbian, gay, bisexual or transgender identity to others without their permission. Outing someone can have serious repercussions on employment, economic stability, personal safety or religious or family situations. Queer | A term people often use to express fluid identities and orientations. Often used interchangeably with "LGBTQ." **Some people do not use this term because of its history as a slur. Allies should be especially thoughtful when using the word “queer.” Questioning | A term used to describe people who are in the process of exploring their sexual orientation or gender identity. * | Some people use an asterisk (*) to indicate expansiveness, such as with trans*. Many people feel the * is not a symbol of inclusion, but rather marginalization. -
Echoes of Imperialism in LGBT Activism
354 Echoes of Empire generated a late nineteenth century politics of imperial Victorian feminism that saw the rescue of distant global sisters as a means towards improving the condition of women in the imperial metropolis. Both temporal contexts present a bewildering array of tendencies: contemporary Western LGBT activism is a deeply divided space, some of whose constituents are complicit in imperial ventures even as others are deeply antagonistic to them. The past is no less complicated a space, so full of Echoes of Imperialism in LGBT Activism contradictory tendencies that it is difficult to regard our ‘postcolonial’ age as self- evidently more progressive or reflexive than times gone by. Rahul Rao The construction of a global discourse of LGBT rights and a politics of LGBT solidarity6 has been empowering for many of its participants. But it has not been an entirely benign development, free from questions of power and hierarchy. Struggles against heteronormativity within Western societies have tended to be marked by a fundamental tension between what might be described as a liberal politics of inclusion or assimilation into the mainstream – marked by such priorities as the At least one early critical reaction to the emergence of the term ‘postcolonial’, right to marry or to serve in the military – and a more radical queer politics that expressed disquiet about its ‘premature1 celebration of the pastness of colonialism’.2 seeks to challenge the very basis of institutions that are seen as oppressive, rather Writing in 1992 and citing the -
The Strengths and Weaknesses of the ‘LGBTI’
BLAKE CONNELL ・ Volume 5 n° 9 ・ Spring 2017 Is it Really ‘All for One and One for All’? The Strengths and Weaknesses of the ‘LGBTI’ Label in Australian Rights Advocacy International Human Rights Internships Program - Working Paper Series About the Working Paper Series The Centre for Human Rights and Legal Pluralism (CHRLP) Working Paper Series enables the dissemination of papers by students who have participated in the Centre’s International Human Rights Internship Program (IHRIP). Through the program, students complete placements with NGOs, government institutions, and tribunals where they gain practical work experience in human rights investigation, monitoring, and reporting. Students then write a research paper, supported by a peer review process, while participating in a seminar that critically engages with human rights discourses. In accordance with McGill University’s Charter of Students’ Rights, students in this course have the right to submit in English or in French any written work that is to be graded. Therefore, papers in this series may be published in either language. The papers in this series are distributed free of charge and are available in PDF format on the CHRLP’s website. Papers may be downloaded for personal use only. The opinions expressed in these papers remain solely those of the author(s). They should not be attributed to the CHRLP or McGill University. The papers in this series are intended to elicit feedback and to encourage debate on important public policy challenges. Copyright belongs to the author(s). 1 Abstract The LGBTI initialism is ubiquitous in Australian rights advocacy. Under this banner, the lesbian, gay, bisexual, trans and intersex communities have fought together to achieve important rights advances. -
They Want All of Your Kids to Be Gay
Eastern Illinois University The Keep Masters Theses Student Theses & Publications 2014 "They Want All of Your Kids to be Gay and Oppose God": Incivility and Othering in Yahoo! News Comments Emily Vajjala Eastern Illinois University This research is a product of the graduate program in Communication Studies at Eastern Illinois University. Find out more about the program. Recommended Citation Vajjala, Emily, ""They aW nt All of Your Kids to be Gay and Oppose God": Incivility and Othering in Yahoo! News Comments" (2014). Masters Theses. 1272. https://thekeep.eiu.edu/theses/1272 This is brought to you for free and open access by the Student Theses & Publications at The Keep. It has been accepted for inclusion in Masters Theses by an authorized administrator of The Keep. For more information, please contact [email protected]. Thesis Reproduction Certificate Page 1of1 THESIS MAINTENANCE AND REPRODUCTION CERTIFICATE TO: Graduate Degree Candidates (who have written formal theses) SUBJECT: Permission to Reproduce Theses An important part of Booth Library at Eastern Illinois University's ongoing mission is to preserve and provide access to works of scholarship. In order to further this goal, Booth Library makes all theses produced at Eastern Illinois University available for personal study, research, and other not-for-profit educational purposes. Under 17 U.S.C. § 108, the library may reproduce and distribute a copy without infringing on copyright; however, professional courtesy dictates that permission be requested from the author before doing so. By signing this form: • You confirm your authorship of the thesis. • You retain the copyright and intellectual property rights associated with the original research, creative activity, and intellectual or artistic content of the thesis. -
Beyond Trans: Does Gender Matter? Heath Fogg
Beyond Trans: Does Gender Matter? Heath Fogg Davis, New York: New York University Press, 2017 Reviewed by Blase A. Provitola Transgender Justice and the Administration of Sex/Gender Following the Trump administration’s repeated attempts to further legalize discrimi- nation against transgender people, Heath Fogg Davis’s Beyond Trans: Does Gender Matter? seems a refreshing push for an immediate public policy shift towards great- er trans inclusion. Davis draws from his expertise as a Political Science professor and consultant, coupled with his experience as a transgender man, to ask: Is there a legitimate basis for public and private sector institutions classifying us according to sex and gender? Davis challenges the ways in which sex classification has become an unques- tioned structuring principle of our daily lives, dedicating each of four concise chap- ters to a different case study: government-issued identification documents, public restrooms, same-sex college admissions, and sports. Davis examines a variety of recent legal texts, policy documents, and press articles in a prose clear enough to be accessible to anyone interested in the administration of sex/gender. Indeed, he even includes gender audit documents as an appendix, so that readers may be able to, when relevant, evaluate and pursue changes to their own organizations. At the same time, his focus on reform within current legal and policy frameworks limits the sorts of futures we might imagine when we think about moving “beyond trans.” I. Beyond Trans Inclusion Beyond Trans can be considered as part of recent feminist, queer, and transgender studies scholarship that questions whether existing legal structures are an appropri- ate foundation for resistance movements (Duggan, 2003; Sycamore, 2004; Spade, 2011; Conrad, 2014), and that points to a future where gender might go far beyond the binary (Bornstein and Bergman, 2010; Halberstam, 2017). -
Lgbtq Self-Identification in the Workplace
LGBTQ SELF-IDENTIFICATION IN THE WORKPLACE Employers committed to diversity and inclusion routinely invest in the lesbian, gay, bisexual, transgender and queer (LGBTQ) community with initiatives related to recruiting, retention, professional development or other employee satisfaction measurements. In order to track the impact of those investments employers may adopt LGBTQ self-identification programs that gather important data on the composition of their workforce with respect to sexual orientation and gender identity. In fact, 54% of employers in the 2020 Corporate Equality Index reported having self- identification initiatives. Employers generally capture employee demographic information in two ways: 1) in confidential employee records via Human Resource Information Systems (HRIS), and 2) through anonymous employee engagement surveys. Whether storing this information as part of the HRIS record or collecting it in a survey, employers should be sensitive to lesbian, gay, bisexual, transgender and queer employees in how they request the information. In addition, specifically for transgender and gender non-conforming employees, employers will want to expand the options to allow employees to self-identify beyond the binary of female/male. The question of gender with only “female” and “male” options can pose a challenge for transgender and gender non-conforming people. Many transgender and gender non-conforming people do not identity with either one of the simple binary gender designations, and some may feel limited by the “female” or “male” options. Questions to ascertain sexual orientation and gender identity can be structured to allow anywhere from quite restrictive answers to quite open ones. Employers should evaluate how best to capture the data they need while allowing for a range of expression. -
Sexual Orientation and the Federal Workplace
SEXUAL ORIENTATION and the FEDERAL WORKPLACE Policy and Perception A Report to the President and Congress of the United States by the U.S. Merit Systems Protection Board MAY 2014 THE CHAIRMAN U.S. MERIT SYSTEMS PROTECTION BOARD 1615 M Street, NW Washington, DC 20419-0001 The President President of the Senate Speaker of the House of Representatives Dear Sirs: In accordance with the requirements of 5 U.S.C. § 1204(a)(3), it is my honor to submit this U.S. Merit Systems Protection Board (MSPB) report, Sexual Orientation and the Federal Workplace: Policy and Perception. The purpose of our study was to examine Federal employee perceptions of workplace treatment based on sexual orientation, review how Federal workplace protections from sexual orientation discrimination evolved, and determine if further action is warranted to communicate or clarify those protections. Since 1980, the U.S. Office of Personnel Management has interpreted the tenth Prohibited Personnel Practice (5 U.S.C. § 2302(b)(10)), which bars discrimination in Federal personnel actions based on conduct that does not adversely affect job performance, to prohibit sexual orientation discrimination. As this prohibition has neither been specifically expressed in statute nor affirmed in judicial decision, it has been subject to alternate interpretations. Executive Order 13087 prohibited sexual orientation discrimination in Federal employment but provided no enforceable rights or remedies for Federal employees who allege they are the victims of sexual orientation discrimination. Any ambiguity in the longstanding policy prohibiting sexual orientation discrimination in the Federal workplace would be resolved by legislation making that prohibition explicit. Such legislation could grant Federal employees who allege they are victims of sexual orientation discrimination access to the same remedies as those who allege discrimination on other bases.