Many states and localities prohibit bias in hiring, promotion, job assignment, termination, and compensation, as well as harassment on the basis of one's sexual orientation. Fewer extend those protections to cover sexual identity. Protections at the national level are limited.
Despite the progress made towards LGBT workplace equality, millions of Americans today go to work fearing losing their jobs because of who they are or who they love. No current federal law protects LGBT workers from employment discrimination. This is not only bad for LGBT workers, it is also bad for business.
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Employment discrimination is illegal. Discrimination occurs when you are being treated differently than others or are harassed because of your race, color, national origin, sex, pregnancy, religion, age, disability, or genetic information. It is also against the law for an employer to retaliate against you because you report discrimination against you or on behalf of others.
On December 15,the Hoey committee released this report, concluding that homosexuals were unsuitable for employment in the Federal Government and constituted security risks in positions of public trust. Records of the U. Senate, RG
Reuters Health - Sexual minorities are less likely to be employed or to have health insurance than their straight peers, a new U. They are also more likely to report being in poorer health and having a lower quality of life, according to the results published in the online journal BMJ Open. Chan School of Public Health in Boston.
Over the past decade, lesbian, gay, bisexual, and transgender LGBT people have made significant legal and political gains in the United States, including the freedom to marry. Despite this progress, federal law does not expressly prohibit discrimination based on sexual orientation and gender identity in fields like employment, housing, and access to services, and fewer than half of the states offer explicit protections for LGBT people at the state level. Without these protections, LGBT people across the United States lack clear recourse and redress when they are fired, evicted, or refused service because of their sexual orientation or gender identity.
This belief has been widely rejected as false by sociologists and psychologists. Allegations of such recruitment have been used in opposition to institutionalized HIV prevention programs, anti-bullying legislationanti-discrimination laws, in-school discussions of feminism and LGBT rightsand against the establishment of Gay-Straight Alliance school programs. They are seen as part of a larger narrative by opponents of LGBT rights to further the myth of gay people being predators.
For more recent information on discrimination against lesbian, gay, bisexual, and transgender people in the workplace, housing, and the public square, click here. Download this column pdf. Download to mobile devices and e-readers from Scribd.
At Shell, we support and enable remarkable people from every background, and strive to be a pioneer of LGBT inclusion in the workplace. At Shell, we care about the diversity of our people because we believe that a fully inclusive workplace allows our employees to flourish and so allows our business to flourish. When our employees excel, we excel. Meet Kathleen, an executive speechwriter at Shell who shares her experience of coming out a second time when she started a new career.