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Homophobia and discrimination in the workplace
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In college I wrote my senior thesis on homophobia in the workplace. I had to give a presentation to my classmates, most of whom had never considered the issue. The common sentiment was that homosexuality belonged behind bedroom doors and should not be discussed in the workplace. It is the equivalent of a 'don't ask, don't tell' employment contract. Like many people, my classmates were oblivious to the many ways they indirectly, and directly, identify themselves as heterosexual to their co-workers every day.
Whether you have a picture of your spouse, boyfriend, girlfriend or kids in your office or you chat with co-workers about a camping trip, movie or dinner last night with your family or beloved, you are identifying your sexual orientation indirectly, in countless ways, every day.
When you are gay and do the same thing, it may make co-workers uncomfortable, you risk becoming water cooler fodder and/or you may be fired. If you don’t talk about your personal life at all, you don’t form connections or friendships with your co-workers. You are perceived as ‘distant.’ That is not a behavior that tends to lead to promotion or professional recognition.
The remaining option is to change pronouns and names. This is a nuisance. Forming relationships with co-workers based on lying is not likely to lead to long-term friendships. If you do form friendships, you have to go to great lengths to keep your work friends away from your real friends, where ‘real’ is defined as people you don’t feel compelled to lie to.
I have never been ‘closeted’ at work. I have been fortunate to work for several companies where my sexual orientation was irrelevant. I have worked for a few companies where I became premium gossip fodder. This is common in industries that are predominantly male. Evidently being a lesbian makes you infinitely exotic and fascinating in some circles. Small-minded people are remarkably easy to entertain. There have been two instances where my sexual orientation played a role in my dismissal, though it was only directly referenced as the reason on one occasion. It can be difficult, if not impossible, to prove.
There are people who are happy to shout their hatred from the rooftops. I appreciate their candor. There is no doubt about where they stand, because they broadcast it loudly and frequently. However, most people are slightly more socially savvy. They hold their prejudices close to their chests, finding ways to express it without social reprisal or conflict. They won’t say anything to your face, but they will speculate and malign you to anyone who will listen behind your back. If your manager or the owner of the company you work for happens to be one of the latter, then they will find a way to eliminate you without directly addressing sexual orientation. It happens to someone every day.
20 states and the District of Columbia prohibit discrimination based on sexual orientation in private employment: California, Colorado, Connecticut, Hawaii, Illinois, Iowa, Maine, Maryland, Massachusetts, Minnesota, Nevada, New Hampshire, New Jersey, New Mexico, New York, Oregon, Rhode Island, Vermont, Washington, and Wisconsin. Some of these states specifically prohibit discrimination based on gender identity. There is also an executive order in place specifically prohibiting discrimination based on sexual orientation in the federal government. However, there is no federal law prohibiting discrimination against gay employees. In 30 states across America, it is legal to fire someone based on sexual orientation. In 38 states, it is legal to fire someone for being transgender.
Last week Barney Frank (D-MA) re-introduced a bill that would prohibit workplace discrimination based on sexual orientation and gender identity on the federal level. The bill has bipartisan support. The Employment Non-Discrimination Act (ENDA) would address discrimination in the workplace by making it illegal to fire, refuse to hire or refuse to promote an employee based on the person's sexual orientation or gender identity. ENDA is supported by a broad range of civil rights, religious, civic and professional organizations, including the AFL-CIO, American Civil Liberties Union, Anti-Defamation League, Leadership Conference on Civil Rights, NAACP, National Education Association, National Employment Lawyers Association, Religious Action Center, Unitiarian Universalist Association, United Church of Christ, etc.
According to drjillygirl of Pamshouseblend the Democrats need more votes: “218 votes are needed for passage of ENDA in the House, and that's just if you want a very bare majority. There are only 197 probable yes votes now. That means unless another 25 come through, no ENDA. No federal law protecting GLBT folks from job discrimination.”
48 Democrats are undecided on ENDA. They are:
Bobby Bright (AL), Parker Griffith (AL), Vic Snyder (AR), Dennis Cardoza (CA), Allen Boyd, (FL), Sanford Bishop (GA), David Scott (GA), Walt Minnick (ID), Bobby Rush (IL), Daniel Lipinksi (IL), Deborah Halvorsen (IL), Jerry Costello (IL), Peter Visclosky (IN), Joe Donnelly (IN), Brad Ellsworth (IN), Ben Chandler (KY), Frank Kratovil (MD), Dutch Ruppersberger (MD), Bart Stupak (MI), Mark Schauer (MI), Travis Childers (MS), Bennie Thompson (MS), Dina Titus (NV), Michael McMahon (NY), Scott Murphy (NY), Paul Tonko (NY), Daniel Maffei (NY), Earl Pomeroy (ND), Dan Boren (OK), Kathleen Dahlkemper (PA), Jason Altmire (PA), Christopher Carney (PA), Paul Kanjorski (PA), John Murtha (PA), John Spratt (SC), Stephanie Herseth Sandlin (SD), Al Green (TX), Solomon Ortiz (TX), Henry Cuellar (TX), Gene Green (TX), Glenn Nye (VA), Bobby Scott (VA), Thomas Perriello (VA), Rick Boucher (VA), Gerald Connolly (VA), Alan Mollohan (WV), Ron Kind (WI), David Obey (WI).
You can find their contact information here. If you live in one of these states, please take a few moments to jot a note to your representative. Sample letter below.
Dear Congressman/woman ______
I encourage you to support the Employment Non-Discrimination Act (HR 2981). If passed, ENDA would promote workplace equality by expanding protections for sexual orientation and gender identity. Employment discrimination hurts families and the economy by creating hostile workplaces and reducing the earning power of LGBT people. Gay employees should be allowed to fulfill their professional ambitions based on merit and skill. As your constituent I support ending discrimination in the workplace based on sexual orientation or gender identity.
Sincerely, _______
As a motivational tool, I am including a video from a group opposing ENDA. Whereas it is offensive, I am hoping it prompts a few readers in key states to email their local Representative.
To end on a positive note, 260 Businesses made the 2009 HRC Corporate Equality Index, an annual report rating corporate America’s treatment of LGBT employees. Several of the companies are based in Atlanta. Click the links below to see details about each company or click the link above to see the entire list.
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