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class="StickyHeroAdWrapper-eNLJUc gStsdY ad-stickyhero ad-stickyhero--standard ad-stickyhero-enable-mobile should-hold-space"><div class="AdWrapper-dQtivb fZrssQ ad ad--hero"><div class="adslot adslot--hero" data-no-id="mv52h3"></div></div><div class="ConsumerMarketgUnThemedWrapper-iUTMTf jssHut nsumer-marketg-un nsumer-marketg-un--display-hero" role="prentatn" aria-hidn="te"><div class="nsumer-marketg-unslot nsumer-marketg-unslot--display-hero"></div><div class="journey-un"></div></div></div><div class="SpaceHolr-oayp fXtswJ ad-height-hold"></div><ma id="ma-ntent" tabx="-1" class="BasePageMaContent-kFvAuh ewPCZH pagema-ntent"><article class="article ma-ntent" lang="en-US"><div class="ArticlePageLeBackground-EufvU tFsh"><hear class="ContentHearWrapper-clujbs hksevn ntent-hear articlentent-hear"><div data-ttid="ContentHearContaer" class="ContentHearContaer-cGKRbE knDxNq"><div class="ContentHearHedAccredatnWrapper-GFiQf cDNVlV"><div data-ttid="ContentHearTleBlockWrapper" class="ContentHearTleBlockWrapper-cjmSKp eiGjZk"><div data-ttid="ContentHearRubric" class="ContentHearRubricBlock-LmpbT tPofh"><div data-ttid="ContentHearRubricDateBlock" class="ContentHearRubricDateBlock-kAQcZP fTFWxD"><div class="RubricWrapper-dKmCNX gPBNpL bric ContentHearRubricContaer-eTudtt iRsSlw"><a class="RubricLk-gRWSOU cwyjHY briclk" href="/culture"><span class="RubricName-fVtemz cLxcNi">Culture</span></a></div></div></div><h1 data-ttid="ContentHearHed" class="BaseWrap-sc-gjQpdd BaseText-ewhhUZ ContentHearHed-NCyCC iUEiRd jdcWfa isouMH">What You Need to Know About LGBTQ+ Workplace Harassment — And How to Fight It</h1></div><div class="ContentHearAccredatn-lfctVB etVsnJ ntent-hearaccredatn" data-ttid="ContentHearAccredatn"><div class="ContentHearDek-bIqFFZ eijTxK">"Can we, as queer people, e Tle VII to fight queer discrimatn and harassment the workplace? As of today, some of n."</div><div class="ContentHearByle-kmPyCa emiglw"><div class="ContentHearByleContent-dpPmNn DRFq"><div data-ttid="BylWrapper" class="BylWrapper-KIudk irTIfE byl ContentHearByl-cZqgyJ bHLeKI"><p class="ByleWrapper-jWHrLH hdWCIC byle bylbyle" data-ttid="ByleWrapper" emProp="thor" emType="><span emProp="name" class="ByleNamWrapper-jbHncj fuDQVo"><span data-ttid="ByleName" class="ByleName-kwmrLn cYaBaU bylename"><span class="BaseWrap-sc-gjQpdd BaseText-ewhhUZ BylePreamble-iJolpQ iUEiRd bCbgyH gnILss bylepreamble">By </span><a class="BaseWrap-sc-gjQpdd BaseText-ewhhUZ BaseLk-eNWuiM ByleLk-gEnFiw iUEiRd hSmufO skIR eErqIx bylename-lk button" href="/ntributor/ari-ezra-waldman">Ari Ezra Waldman</a></span></span></p></div><time data-ttid="ContentHearPublishDate" dateTime="2018-04-18T11:02:23-04:00" class="BaseWrap-sc-gjQpdd BaseText-ewhhUZ ContentHearPublishDate-eIBicG iUEiRd dCoEhu bDGyxQ">April 18, 2018</time></div></div><div class="SocialInsWrapper-hKMEXV ffgPVr 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16.888C10.0027 17.5404 10.411 18.1109 10.961 18.5197C11.5109 18.9286 12.1749 19.1552 12.86 19.168C11.6971 20.0805 10.2611 20.5754 8.783 20.573C8.518 20.573 8.257 20.558 8 20.528C9.5011 21.4921 11.248 22.0038 13.032 22.002" fill="black"></path></svg></div></a></li><li class="SocialInsListItem-mbhR gQILrJ social-inslist-em social-inslist-em--email social-inslist-em--has-background"><a aria-label="Share via Email" class="external-lk SocialInExternalLk-huuzOU etOOvH social-inslk social-inslk--email" data-event-click="{"element":"ExternalLk","outgogURL":"mailto:?subject=What%20You%20Need%20to%20Know%20About%20LGBTQ%2B%20Workplace%20Harassment%20%E2%80%94%20And%20How%20to%20Fight%20It&" href="mailto:?subject=What%20You%20Need%20to%20Know%20About%20LGBTQ%2B%20Workplace%20Harassment%20%E2%80%94%20And%20How%20to%20Fight%20It& rel="nofollow noopener" target="_blank"><div class="SocialInContaer-huXzUC pMzVC social-insin-ntaer"><svg class="SocialInNetworkInComponent-cZaKGz dlOAhZ in in-email" 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class="AssetEmbedAssetContaer-eJxoAx dBHGoQ asset-embedasset-ntaer"><span class="SpanWrapper-umhxW kGxnNB rponsive-asset AssetEmbedRponsiveAsset-cXBNxi eCxVQK asset-embedrponsive-asset"><picture class="RponsiveImagePicture-cWuUZO dUOtEa AssetEmbedRponsiveAsset-cXBNxi eCxVQK asset-embedrponsive-asset rponsive-image"><noscript><img alt="Sexual Asslt Awarens Month" class="RponsiveImageContaer-eybHBd fptoWY rponsive-imageimage" src=" srcSet=" 120w, 240w, 320w, 640w, 960w, 1280w, 1600w" siz="100vw"/></noscript></picture></span></div></figure><p>The workplace n be unsafe for queer people. Acrdg to the <a href=">2008 General Social Survey</a> and the Williams Instute at UCLA School of Law, 27% of lbian, gay, and bisexual persons have experienced some form of harassment or discrimatn at the office. For transgenr workers, the number is 78%. Between 11% and 28% of LGB workers report <a href=">losg a promotn</a> bee of their sexual orientatn. Between 8% and 17% report beg fired bee of . Aga, transgenr workers face higher rat of discrimatn based on their genr exprsn.</p><div><div class="ConsumerMarketgUnThemedWrapper-iUTMTf jssHut nsumer-marketg-un nsumer-marketg-un--article-mid-ntent" role="prentatn" aria-hidn="te"><div class="nsumer-marketg-unslot nsumer-marketg-unslot--article-mid-ntent nsumer-marketg-unslot---ntent"></div><div class="journey-un"></div></div></div><p>Queer harassment and discrimatn, then, is a persistent feature of the workplace. After all, many stat, anti-gay harassment is perfectly legal. Only <a href=">20 stat</a> prohib employers om creatg a hostile environment for queer employe or discrimatg on the bas sexual orientatn and genr inty. Two more stat prohib sexual orientatn discrimatn only. And tradnally, the feral law on this issue, monly known as Tle VII, was read to perm anti-queer discrimatn. That, however, is startg to change.</p><div class="AdWrapper-dQtivb fZrssQ ad ad---ntent"><div class="adslot adslot---ntent" data-no-id="33ovb"></div></div><p>At a moment when women are, fally, steppg forward to document and rist the culture of sexual harassment they have faced sce enterg the workforce, queer survivors of sexual harassment and discrimatn mt step forward, too. In orr to do so, we mt te ourselv on the typ of discrimatn and harassment that exist the workplace, as well as what n we do about them.</p><div class="Contaer-bkChBi byNLHx"></div><p>Queer sexual harassment n take many forms, but ually falls to one of four tegori. The first is when queer people work environments where others e rogatory, threateng, or tntg language general nversatn. We’ve all heard “that’s so gay” or “what a faggot” ed mon nversatn. It may not have even been directed at , but even still, mak the environment hostile.</p></div></div></div><div class="GridItem-buujkM fVLMby grid--em grid-layoutasi"><div class="StickyBoxWrapper-jfYB kNleGZ sticky-box"><div class="StickyBoxPrimary-dzWDWL cdhYoN sticky-boxprimary"><div class="Contaer-bkChBi byNLHx"></div><div class="AdWrapper-dQtivb fZrssQ ad ad--rail"><div class="adslot adslot--rail" data-no-id="viwc59"></div></div><div class="ConsumerMarketgUnThemedWrapper-iUTMTf jssHut nsumer-marketg-un nsumer-marketg-un--display-rail" role="prentatn" aria-hidn="te"><div class="nsumer-marketg-unslot nsumer-marketg-unslot--display-rail"></div><div class="journey-un"></div></div></div><div class="StickyBoxPlaceholr-grPmrg dxAvXx"></div></div></div></div><div class="RowWrapper-UmqTg HEhan full-bleed-ad row-mid-ntent-ad"><div class="StickyMidContentAdWrapper-fSBzwl drzyIa ad-stickymidntent"><div class="AdWrapper-dQtivb fZrssQ ad ad--mid-ntent should-hold-space"><div class="adslot adslot--mid-ntent" data-no-id="wrvvmm"></div></div></div></div><div class="GridWrapper-cAzTTK kHBDeH grid grid-margs grid-ems-2 ArticlePageChunksGrid-hfxa bjczjj grid-layout--adrail narrow wi-adrail"><div class="GridItem-buujkM stRKV grid--em grid-layoutntent"><div class="BodyWrapper-kufPGa bectqB body bodyntaer articlebody" data-journey-hook="client-ntent" data-ttid="BodyWrapper"><div class="bodyner-ntaer"><p>A send type of queer harassment volv targeted slurs or ments, ually about a gay person’s sexual orientatn or any queer person’s genr exprsn. This n range om llg someone “flamboyant” or a “dyke” to far worse words and phras. Directed slurs are rarer, but nohels prevalent all typ of workplac.</p><div data-attr-viewport-monor="le-recirc" class="le-recirc-wrapper le-recirc-observer-target-1 viewport-monor-anchor"></div><p>Sexual harassment n also volve unwanted, appropriate touchg. This behavr often gets dismissed as “oh, that’s jt him. He’s like that wh everyone.” Or people ignore bee “boys will be boys.” Senr managers may also e appropriate sexual ntact to assert domance and display power as often, if not more so, than to exercise actual sexual tert.</p><p>And some survivors face what lawyers ll <em>quid pro quo</em> harassment, or when an employer mands sexual favors exchange for gettg hired, promoted, or not gettg fired.</p><p>Women face all of the typ of harassment, too. That’s why Tle VII of the Civil Rights Act of 1964 prohibs discrimatn, cludg hostile environment and <em>quid pro quo</em> harassment, “bee of sex.” At s re, this means that employers nnot treat women any differently than they treat men. They n’t promote men based on mer but only promote women if they have sex wh the boss or drs or behave a certa way. They n’t allow men to talk about treatg women as sex objects, or allow men to post pictur of pornography that make women unfortable. The list go on.</p><p>Can we, as queer people, e Tle VII to fight queer discrimatn and harassment the workplace? As of today, some of n.</p><p>Tle VII started g around to protect queer employe 1989, when the Supreme Court cid, <a href="><em>Price Waterhoe v. Hopks</em></a>, that employers uld not evaluate female employe for promotn based on how well they f to some prenceived notn of the proper behavr of women. Ann Hopks had effectively been nied promotn to partner even though she was a productive and succsful employee, facts that were reflected her evaluatns. But some of her -workers reacted negatively to her personaly bee she wasn’t sufficiently feme. She was lled “macho” and was advised to take “a urse charm school.” One partner said she is “a lady g foul language.” Another said she was a “tough-talkg mascule hard-nosed” manager, rather than an appealg ndidate wh ladylike manners. Hopks was, therefore, a victim of sex stereotypg; she was nied a partnership bee her behavr didn’t nform to how the partners felt women should behave. Had she been a man, this type of “macho” or “hard-nosed” behavr would have been seen as an asset. Bee she was a woman, those attribut were held agast her. That’s discrimatn “bee of sex”: treatg men different om women.</p></div></div></div><div class="GridItem-buujkM fVLMby grid--em grid-layoutasi"><div class="StickyBoxWrapper-jfYB jxBcTH sticky-box"><div class="StickyBoxPrimary-dzWDWL cdhYoN sticky-boxprimary"><div class="AdWrapper-dQtivb fZrssQ ad ad--rail"><div class="adslot adslot--rail" data-no-id="b0syrc"></div></div><div class="ConsumerMarketgUnThemedWrapper-iUTMTf jssHut nsumer-marketg-un nsumer-marketg-un--display-rail" role="prentatn" aria-hidn="te"><div class="nsumer-marketg-unslot nsumer-marketg-unslot--display-rail"></div><div class="journey-un"></div></div><div data-attr-viewport-monor="" class="RecircMostPopularWrapper-bRuGTi jkTTgR recirc-most-popular-wrapper viewport-monor-anchor"><div class="RecircMostPopularConter-jiViNn ktrplG recirc-most-popular-sparrow-trackg hi-asi-ad" data-most-popular-id="mod-most-popular-5"><div class="RecircMostPopularHeadg-iVzhzt jKtkdT">Most Popular</div><ul 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data-ttid="ByleName" class="ByleName-kwmrLn cYaBaU bylename">Samantha Riel</span></span></p></div></div></div></div></div></div></li><li><div class="AdWrapper-dQtivb fZrssQ RecircMostPopularSummaryItem-jQxxiw gmWMTZ ad ad--asi"><div class="adslot adslot--asi" data-no-id="tr6t5h"></div></div></li></ul><div class="RecircMostPopularFooter-enPjgs laPXdt"></div></div></div></div><div class="StickyBoxPlaceholr-grPmrg dxAvXx"></div></div></div></div><div class="RowWrapper-UmqTg HEhan full-bleed-ad row-mid-ntent-ad"><div class="StickyMidContentAdWrapper-fSBzwl drzyIa ad-stickymidntent"><div class="AdWrapper-dQtivb fZrssQ ad ad--mid-ntent should-hold-space"><div class="adslot adslot--mid-ntent" data-no-id="h732r"></div></div></div></div><div class="GridWrapper-cAzTTK kHBDeH grid grid-margs grid-ems-2 ArticlePageChunksGrid-hfxa bjczjj grid-layout--adrail narrow wi-adrail"><div class="GridItem-buujkM stRKV grid--em grid-layoutntent"><div class="BodyWrapper-kufPGa bectqB body bodyntaer articlebody" data-journey-hook="client-ntent" data-ttid="BodyWrapper"><div class="body__ner-ntaer"><p><em>Price Waterhoe</em> was a watershed moment for transgenr workers. The se alt wh genr stereotypg, which is a particularly mon form of workplace harassment and discrimatn faced by workers whose genr exprsn is different om tradnal perceptns related to their blogil sex.</p><p>Ne years later, Tle VII took another big step toward protectg queer workers a cisn wrten by the notorly anti-queer Anton Slia. <a data-offer-url=" class="external-lk" data-event-click="{"element":"ExternalLk","outgogURL":"" href=" rel="nofollow" target="_blank"><em>Onle v. Sundowner</em></a> volved an oil rig worker who had been physilly and verbally sexually harassed by his other male -workers. The victim sued unr Tle VII, argug that he had faced discrimatn bee of his sex; his attackers’ jok, threats, and forcible asslt were sexual nature. The judge led agast him bee up until that date, everyone assumed that Tle VII only vered oppose-sex harassment. The Supreme Court sid wh Onle: sex-based discrimatn was actnable as long as placed s victim a hostile workg environment regardls of the victim’s sex or genr.</p><p>The nnectn between sexual orientatn, genr inty, and sex or genr me up aga the marriage equaly movement. Some scholars and advot <a data-offer-url=" class="external-lk" data-event-click="{"element":"ExternalLk","outgogURL":"" href=" rel="nofollow" target="_blank">argued</a> that laws prohibg same-sex upl om marryg were exampl of sex- or genr-based discrimatn. Wng that argument ma sense for same-sex marriage advot: genr discrimatn gets what nstutnal lawyers ll “heightened scty” at the urts, makg harr for a law to pass nstutnal mter.</p><div data-attr-viewport-monor="le-recirc" class="le-recirc-wrapper le-recirc-observer-target-2 viewport-monor-anchor"></div><p>The argument was simple. Say, for example, that Josephe and Rebec, two women, want to marry. Before marriage equaly, they uldn’t. But if Josephe were a man, she uld have married Rebec. Sce she was a woman, she uldn’t. That treats men and women differently and is, therefore, sex discrimatn.</p><p>The related Tle VII argument started gag more steam. In a 2012 cisn holdg that Tle VII bars discrimatn based on genr inty and transgenr stat, the Equal Employment Opportuny Commissn (EEOC), the feral admistrative body that hears and vtigat workplace civil rights claims, ced Slia’s opn <em>Onle</em>. So, too, did the landmark cisn the Chigo-based Seventh Circu Court of Appeals, <a data-offer-url=" class="external-lk" data-event-click="{"element":"ExternalLk","outgogURL":"" href=" rel="nofollow" target="_blank"><em>Hively v. Ivy Tech Communy College</em></a>. Kim Hively, a lbian, was nied full time employment at the llege bee of her sexual orientatn. Based on <em>Price Waterhoe</em>, <em>Onle</em>, the EEOC’s 2012 orr, and the sex discrimatn arguments om the marriage equaly fight, Hively sued, argug that Tle VII’s ban on sex discrimatn necsarily clud sexual orientatn discrimatn. In an 8-3 cisn, the Seventh Circu agreed. Had Hively been a man married to a woman, she would not have been fired; that she was fired for beg a woman married to a woman is treatg men different om women. That, aga, is sex discrimatn.</p></div></div></div><div class="GridItem-buujkM fVLMby grid--em grid-layoutasi"><div class="StickyBoxWrapper-jfYB jxBcTH sticky-box"><div class="StickyBoxPrimary-dzWDWL cdhYoN sticky-boxprimary"><div class="AdWrapper-dQtivb fZrssQ ad ad--rail"><div class="adslot adslot--rail" data-no-id="ejsokp"></div></div><div class="ConsumerMarketgUnThemedWrapper-iUTMTf jssHut nsumer-marketg-un nsumer-marketg-un--display-rail" role="prentatn" aria-hidn="te"><div class="nsumer-marketg-unslot nsumer-marketg-unslot--display-rail"></div><div class="journey-un"></div></div><div data-attr-viewport-monor="" class="RecircMostPopularWrapper-bRuGTi jkTTgR recirc-most-popular-wrapper viewport-monor-anchor"><div class="RecircMostPopularConter-jiViNn ktrplG recirc-most-popular-sparrow-trackg hi-asi-ad" data-most-popular-id="mod-most-popular-6"><div class="RecircMostPopularHeadg-iVzhzt jKtkdT">Most Popular</div><ul class="RecircMostPopularItems-dCAajf gqcRrp"><li><div 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class="body__ner-ntaer"><p>The Seventh Circu add a further pot. <em>Price Waterhoe</em> held that Tle VII prohibs employers om discrimatg agast someone for failg to nform to genr norms. As a lbian, the urt noted, “Hively reprents the ultimate se of failure to nform to the female stereotype (at least as unrstood a place such as morn Ameri, which views heterosexualy as the norm and other forms of sexualy as exceptnal): she is not a heterosexual.” More recently, on Febary 26, the New York-based Send Circu Court of Appeals me to a siar ncln on siar reasong <em>Zarda v. Altu Exprs</em>.</p><p>There are several notable implitns of the lgs.</p><p>First, for those of that live stat vered by the Send and Seventh Circus (New York, Connecticut, Vermont, Indiana, Illois, and Wisns), feral law prohibs our employers om firg jt bee of our sexual orientatn. Pl, sce the EEOC’s jurisdictn is natnwi, one uld argue that this protectn extends to workers all other stat, as well.</p><p>Send, electns matter. Durg the <em>Zarda</em> se, which spanned the transn om the pro-equaly Obama Admistratn to the more hostile current admistratn, the Tmp Jtice Department filed a stereotype-lan brief that argued that employers should be allowed to fire gay people. Pl, the Eleventh Circu, which vers Florida, Alabama, and Geia, and is domated by Republin-appote, has held that <a href=">Tle VII do not protect queer workers</a>. If we want to add to the list of pro-equaly jurisdictns, we need to vote for pro-equaly ndidat at the state and feral levels, and we need to get our alli engaged the polics of judicial appotments. Conservativ have been dog this aggrsively for years, tiltg the feral bench to the right. We nnot s this one out.</p><p>Third, the law is changg, but change the law is slow. Even though marriage equaly seemed like arrived an stant, the law normally tak s time. Cas move slowly through the feral urt system, briefgs and heargs n take years, cisns n take months. But the change is unmistakable. Today, queer workers are wng many Tle VII s. And although the Supreme Court has yet to say explicly that Tle VII prohibs sexual orientatn discrimatn, the momentum of history, law, and logic are on our si.</p><p>This mak today the perfect time to start tellg our stori of queer workplace harassment. #MeToo’s power rts s pervasive narrative: most women have at least one story of workplace harassment. Such stori are no ls mon, no ls powerful, and no ls opprsive queer populatns. The law is fally behd . This fight is long overdue.</p><div data-attr-viewport-monor="le-recirc" class="le-recirc-wrapper le-recirc-observer-target-3 viewport-monor-anchor"></div><p><em><a data-offer-url=" class="external-lk" data-event-click="{"element":"ExternalLk","outgogURL":"" href=" rel="nofollow" target="_blank">Ari Ezra Waldman</a> is an Associate Profsor of Law and Director of the Innovatn Center for Law and Technology at New York Law School. Waldman is also an affiliate scholar at Prceton Universy’s Center for Informatn Technology Policy.</em></p></div></div></div><div class="GridItem-buujkM fVLMby grid--em grid-layoutasi"><div class="StickyBoxWrapper-jfYB jxBcTH sticky-box"><div class="StickyBoxPrimary-dzWDWL cdhYoN sticky-boxprimary"><div class="AdWrapper-dQtivb fZrssQ ad ad--rail"><div class="adslot adslot--rail" data-no-id="em4q2s"></div></div><div class="ConsumerMarketgUnThemedWrapper-iUTMTf jssHut nsumer-marketg-un nsumer-marketg-un--display-rail" role="prentatn" aria-hidn="te"><div class="nsumer-marketg-unslot nsumer-marketg-unslot--display-rail"></div><div class="journey-un"></div></div></div><div class="StickyBoxPlaceholr-grPmrg dxAvXx"></div></div></div></div></div><div class="GridWrapper-cAzTTK kHBDeH grid grid-margs grid-ems-2 PaywallInleBarrierWhWrapperGrid-fyrGfS kLQIUk grid-layout--adrail narrow wi-adrail"><div class="GridItem-buujkM stRKV grid--em grid-layoutntent"><div class="body bodyle-barrier 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gay discrimination at work

16 Nov 2024

Feral civil rights law protects gay, lbian and transgenr workers, the Supreme Court led Monday.

PREVENTG EMPLOYMENT DISCRIMATN AGAST LBIAN, GAY, BISEXUAL OR TRANSGENR WORKERS (BROCHURE)

Lbian, gay, bisexual, and transgenr (LGBT) people Sat Vcent and the Grenad face bias-motivated vlence and discrimatn their daily life, Human Rights Watch said a report released today. The legislature should repeal the untry’s lonial-era laws that crimalize nsensual same-sex nduct and pass prehensive civil legislatn prohibg discrimatn based on sexual orientatn and genr inty. The 58-page report, “‘They Can Harass Us Bee of the Laws’: Vlence and Discrimatn agast LGBT People Sat Vcent and the Grenad,” expos the physil and verbal asslts, fay vlence, homelsns, workplace harassment, bullyg, and sexual vlence that sexual and genr mori face unr the shadow of discrimatory laws. Those rponsible for mistreatment clu people close to LGBT people – fay members, neighbors, workers, classmat, and teachers – as well as strangers and police officers. * gay discrimination at work *

In the EU, six tim as many trans people as cis lbian, gay and bisexual people report beg asslted at work.

Miller, who was raised a relig fay, and stggled to e to terms wh his gay and genr-fluid inty, first me out at work while bartendg. Rearchers at the stute surveyed 935 lbian, gay, bisexual, transgenr and queer adults May 2021, more than a year to a panmic that has dispted so many workplac. “Adults should be able to earn a livg and pursue a votn knowg that they will not be fired, moted, or mistreated bee of whom they go home to or bee how they drs do not nform to sex-based stereotyp, ” he said the Friday, a feral judge Charlotte, North Carola, led a Catholic high school uldn’t fire a gay drama teacher after he announced his engagement on Facebook.

The protectns n prevent discrimatn and lead to stabily for lbian, gay, bisexual, transgenr, and queer (LGBTQ+) workg people. Acrdg to the General Social Survey (GSS), a natnally reprentative survey on Amerin social trends done by the Universy of Chigo, 16 percent of lbian, gay, and bisexual (LGB) rponnts reported ever havg lost a job bee of their sexualy. Although sexual orientatn and genr inty have no relatnship to workplace performance, 1 durg the past four s a large body of rearch g a variety of methodologi has nsistently documented high levels of discrimatn agast lbians, gay men, bisexuals and transgenr (LGBT) people at work.

* gay discrimination at work *

Gerald Bostock, a child welfare servic ordator, was fired after his employer learned he had joed a gay softball league. Acrdg to the 2008 General Social Survey and the Williams Instute at UCLA School of Law, 27% of lbian, gay, and bisexual persons have experienced some form of harassment or discrimatn at the office.

BEAR-MAGAZINE.COM GAY DISCRIMINATION AT WORK

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data-ttid="ContentHearContaer" class="ContentHearContaer-cGKRbE knDxNq"><div class="ContentHearHedAccredatnWrapper-GFiQf cDNVlV"><div data-ttid="ContentHearTleBlockWrapper" class="ContentHearTleBlockWrapper-cjmSKp eiGjZk"><div data-ttid="ContentHearRubric" class="ContentHearRubricBlock-LmpbT tPofh"><div data-ttid="ContentHearRubricDateBlock" class="ContentHearRubricDateBlock-kAQcZP fTFWxD"><div class="RubricWrapper-dKmCNX gPBNpL bric ContentHearRubricContaer-eTudtt iRsSlw"><a class="RubricLk-gRWSOU cwyjHY bric__lk" href="/culture"><span class="RubricName-fVtemz cLxcNi">Culture</span></a></div></div></div><h1 data-ttid="ContentHearHed" class="BaseWrap-sc-gjQpdd BaseText-ewhhUZ ContentHearHed-NCyCC iUEiRd jdcWfa isouMH">What You Need to Know About LGBTQ+ Workplace Harassment — And How to Fight It</h1></div><div class="ContentHearAccredatn-lfctVB etVsnJ ntent-hear__accredatn" data-ttid="ContentHearAccredatn"><div class="ContentHearDek-bIqFFZ eijTxK">"Can we, as queer people, e Tle VII to fight queer discrimatn and harassment the workplace? As of today, some of n."</div><div class="ContentHearByle-kmPyCa emiglw"><div class="ContentHearByleContent-dpPmNn DRFq"><div data-ttid="BylWrapper" class="BylWrapper-KIudk irTIfE byl ContentHearByl-cZqgyJ bHLeKI"><p class="ByleWrapper-jWHrLH hdWCIC byle byl__byle" data-ttid="ByleWrapper" emProp="thor" emType="><span emProp="name" class="ByleNamWrapper-jbHncj fuDQVo"><span data-ttid="ByleName" class="ByleName-kwmrLn cYaBaU byle__name"><span class="BaseWrap-sc-gjQpdd BaseText-ewhhUZ BylePreamble-iJolpQ iUEiRd bCbgyH gnILss byle__preamble">By </span><a class="BaseWrap-sc-gjQpdd BaseText-ewhhUZ BaseLk-eNWuiM ByleLk-gEnFiw iUEiRd hSmufO skIR eErqIx byle__name-lk button" href="/ntributor/ari-ezra-waldman">Ari Ezra Waldman</a></span></span></p></div><time data-ttid="ContentHearPublishDate" dateTime="2018-04-18T11:02:23-04:00" class="BaseWrap-sc-gjQpdd BaseText-ewhhUZ ContentHearPublishDate-eIBicG iUEiRd dCoEhu bDGyxQ">April 18, 2018</time></div></div><div class="SocialInsWrapper-hKMEXV 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16.9633 10.2852 16.9825 9.793 16.888C10.0027 17.5404 10.411 18.1109 10.961 18.5197C11.5109 18.9286 12.1749 19.1552 12.86 19.168C11.6971 20.0805 10.2611 20.5754 8.783 20.573C8.518 20.573 8.257 20.558 8 20.528C9.5011 21.4921 11.248 22.0038 13.032 22.002" fill="black"></path></svg></div></a></li><li class="SocialInsListItem-mbhR gQILrJ social-ins__list-em social-ins__list-em--email social-ins__list-em--has-background"><a aria-label="Share via Email" class="external-lk SocialInExternalLk-huuzOU etOOvH social-ins__lk social-ins__lk--email" data-event-click="{"element":"ExternalLk","outgogURL":"mailto:?subject=What%20You%20Need%20to%20Know%20About%20LGBTQ%2B%20Workplace%20Harassment%20%E2%80%94%20And%20How%20to%20Fight%20It&" href="mailto:?subject=What%20You%20Need%20to%20Know%20About%20LGBTQ%2B%20Workplace%20Harassment%20%E2%80%94%20And%20How%20to%20Fight%20It& rel="nofollow noopener" target="_blank"><div class="SocialInContaer-huXzUC pMzVC social-ins__in-ntaer"><svg 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class="body__ner-ntaer"><figure class="AssetEmbedWrapper-eVDQiB byBkf asset-embed"><div class="AssetEmbedAssetContaer-eJxoAx dBHGoQ asset-embed__asset-ntaer"><span class="SpanWrapper-umhxW kGxnNB rponsive-asset AssetEmbedRponsiveAsset-cXBNxi eCxVQK asset-embed__rponsive-asset"><picture class="RponsiveImagePicture-cWuUZO dUOtEa AssetEmbedRponsiveAsset-cXBNxi eCxVQK asset-embed__rponsive-asset rponsive-image"><noscript><img alt="Sexual Asslt Awarens Month" class="RponsiveImageContaer-eybHBd fptoWY rponsive-image__image" src=" srcSet=" 120w, 240w, 320w, 640w, 960w, 1280w, 1600w" siz="100vw"/></noscript></picture></span></div></figure><p>The workplace n be unsafe for queer people. Acrdg to the <a href=">2008 General Social Survey</a> and the Williams Instute at UCLA School of Law, 27% of lbian, gay, and bisexual persons have experienced some form of harassment or discrimatn at the office. For transgenr workers, the number is 78%. Between 11% and 28% of LGB workers report <a href=">losg a promotn</a> bee of their sexual orientatn. Between 8% and 17% report beg fired bee of . Aga, transgenr workers face higher rat of discrimatn based on their genr exprsn.</p><div><div class="ConsumerMarketgUnThemedWrapper-iUTMTf jssHut nsumer-marketg-un nsumer-marketg-un--article-mid-ntent" role="prentatn" aria-hidn="te"><div class="nsumer-marketg-un__slot nsumer-marketg-un__slot--article-mid-ntent nsumer-marketg-un__slot---ntent"></div><div class="journey-un"></div></div></div><p>Queer harassment and discrimatn, then, is a persistent feature of the workplace. After all, many stat, anti-gay harassment is perfectly legal. Only <a href=">20 stat</a> prohib employers om creatg a hostile environment for queer employe or discrimatg on the bas sexual orientatn and genr inty. Two more stat prohib sexual orientatn discrimatn only. And tradnally, the feral law on this issue, monly known as Tle VII, was read to perm anti-queer discrimatn. That, however, is startg to change.</p><div class="AdWrapper-dQtivb fZrssQ ad ad---ntent"><div class="ad__slot ad__slot---ntent" data-no-id="33ovb"></div></div><p>At a moment when women are, fally, steppg forward to document and rist the culture of sexual harassment they have faced sce enterg the workforce, queer survivors of sexual harassment and discrimatn mt step forward, too. In orr to do so, we mt te ourselv on the typ of discrimatn and harassment that exist the workplace, as well as what n we do about them.</p><div class="Contaer-bkChBi byNLHx"></div><p>Queer sexual harassment n take many forms, but ually falls to one of four tegori. The first is when queer people work environments where others e rogatory, threateng, or tntg language general nversatn. We’ve all heard “that’s so gay” or “what a faggot” ed mon nversatn. It may not have even been directed at , but even still, mak the environment hostile.</p></div></div></div><div class="GridItem-buujkM fVLMby grid--em grid-layout__asi"><div class="StickyBoxWrapper-jfYB kNleGZ sticky-box"><div class="StickyBoxPrimary-dzWDWL cdhYoN sticky-box__primary"><div class="Contaer-bkChBi byNLHx"></div><div class="AdWrapper-dQtivb fZrssQ ad ad--rail"><div class="ad__slot ad__slot--rail" data-no-id="viwc59"></div></div><div class="ConsumerMarketgUnThemedWrapper-iUTMTf jssHut nsumer-marketg-un nsumer-marketg-un--display-rail" role="prentatn" aria-hidn="te"><div class="nsumer-marketg-un__slot nsumer-marketg-un__slot--display-rail"></div><div class="journey-un"></div></div></div><div class="StickyBoxPlaceholr-grPmrg dxAvXx"></div></div></div></div><div class="RowWrapper-UmqTg HEhan full-bleed-ad row-mid-ntent-ad"><div class="StickyMidContentAdWrapper-fSBzwl drzyIa ad-stickymidntent"><div class="AdWrapper-dQtivb fZrssQ ad ad--mid-ntent should-hold-space"><div class="ad__slot ad__slot--mid-ntent" data-no-id="wrvvmm"></div></div></div></div><div class="GridWrapper-cAzTTK kHBDeH grid grid-margs grid-ems-2 ArticlePageChunksGrid-hfxa bjczjj grid-layout--adrail narrow wi-adrail"><div class="GridItem-buujkM stRKV grid--em grid-layout__ntent"><div class="BodyWrapper-kufPGa bectqB body body__ntaer article__body" data-journey-hook="client-ntent" data-ttid="BodyWrapper"><div class="body__ner-ntaer"><p>A send type of queer harassment volv targeted slurs or ments, ually about a gay person’s sexual orientatn or any queer person’s genr exprsn. This n range om llg someone “flamboyant” or a “dyke” to far worse words and phras. Directed slurs are rarer, but nohels prevalent all typ of workplac.</p><div data-attr-viewport-monor="le-recirc" class="le-recirc-wrapper le-recirc-observer-target-1 viewport-monor-anchor"></div><p>Sexual harassment n also volve unwanted, appropriate touchg. This behavr often gets dismissed as “oh, that’s jt him. He’s like that wh everyone.” Or people ignore bee “boys will be boys.” Senr managers may also e appropriate sexual ntact to assert domance and display power as often, if not more so, than to exercise actual sexual tert.</p><p>And some survivors face what lawyers ll <em>quid pro quo</em> harassment, or when an employer mands sexual favors exchange for gettg hired, promoted, or not gettg fired.</p><p>Women face all of the typ of harassment, too. That’s why Tle VII of the Civil Rights Act of 1964 prohibs discrimatn, cludg hostile environment and <em>quid pro quo</em> harassment, “bee of sex.” At s re, this means that employers nnot treat women any differently than they treat men. They n’t promote men based on mer but only promote women if they have sex wh the boss or drs or behave a certa way. They n’t allow men to talk about treatg women as sex objects, or allow men to post pictur of pornography that make women unfortable. The list go on.</p><p>Can we, as queer people, e Tle VII to fight queer discrimatn and harassment the workplace? As of today, some of n.</p><p>Tle VII started g around to protect queer employe 1989, when the Supreme Court cid, <a href="><em>Price Waterhoe v. Hopks</em></a>, that employers uld not evaluate female employe for promotn based on how well they f to some prenceived notn of the proper behavr of women. Ann Hopks had effectively been nied promotn to partner even though she was a productive and succsful employee, facts that were reflected her evaluatns. But some of her -workers reacted negatively to her personaly bee she wasn’t sufficiently feme. She was lled “macho” and was advised to take “a urse charm school.” One partner said she is “a lady g foul language.” Another said she was a “tough-talkg mascule hard-nosed” manager, rather than an appealg ndidate wh ladylike manners. Hopks was, therefore, a victim of sex stereotypg; she was nied a partnership bee her behavr didn’t nform to how the partners felt women should behave. Had she been a man, this type of “macho” or “hard-nosed” behavr would have been seen as an asset. Bee she was a woman, those attribut were held agast her. That’s discrimatn “bee of sex”: treatg men different om women.</p></div></div></div><div class="GridItem-buujkM fVLMby grid--em grid-layout__asi"><div class="StickyBoxWrapper-jfYB jxBcTH sticky-box"><div class="StickyBoxPrimary-dzWDWL cdhYoN sticky-box__primary"><div class="AdWrapper-dQtivb fZrssQ ad ad--rail"><div class="ad__slot ad__slot--rail" data-no-id="b0syrc"></div></div><div class="ConsumerMarketgUnThemedWrapper-iUTMTf jssHut nsumer-marketg-un nsumer-marketg-un--display-rail" role="prentatn" aria-hidn="te"><div class="nsumer-marketg-un__slot nsumer-marketg-un__slot--display-rail"></div><div class="journey-un"></div></div><div data-attr-viewport-monor="" class="RecircMostPopularWrapper-bRuGTi jkTTgR recirc-most-popular-wrapper viewport-monor-anchor"><div class="RecircMostPopularConter-jiViNn ktrplG recirc-most-popular-sparrow-trackg hi-asi-ad" data-most-popular-id="mod-most-popular-5"><div class="RecircMostPopularHeadg-iVzhzt jKtkdT">Most Popular</div><ul 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data-ttid="ByleWrapper" emProp="thor" emType="><span emProp="name" class="ByleNamWrapper-jbHncj fuDQVo"><span data-ttid="ByleName" class="ByleName-kwmrLn cYaBaU byle__name">Samantha Riel</span></span></p></div></div></div></div></div></div></li><li><div class="AdWrapper-dQtivb fZrssQ RecircMostPopularSummaryItem-jQxxiw gmWMTZ ad ad--asi"><div class="ad__slot ad__slot--asi" data-no-id="tr6t5h"></div></div></li></ul><div class="RecircMostPopularFooter-enPjgs laPXdt"></div></div></div></div><div class="StickyBoxPlaceholr-grPmrg dxAvXx"></div></div></div></div><div class="RowWrapper-UmqTg HEhan full-bleed-ad row-mid-ntent-ad"><div class="StickyMidContentAdWrapper-fSBzwl drzyIa ad-stickymidntent"><div class="AdWrapper-dQtivb fZrssQ ad ad--mid-ntent should-hold-space"><div class="ad__slot ad__slot--mid-ntent" data-no-id="h732r"></div></div></div></div><div class="GridWrapper-cAzTTK kHBDeH grid grid-margs grid-ems-2 ArticlePageChunksGrid-hfxa bjczjj grid-layout--adrail narrow wi-adrail"><div class="GridItem-buujkM stRKV grid--em grid-layout__ntent"><div class="BodyWrapper-kufPGa bectqB body body__ntaer article__body" data-journey-hook="client-ntent" data-ttid="BodyWrapper"><div class="body__ner-ntaer"><p><em>Price Waterhoe</em> was a watershed moment for transgenr workers. The se alt wh genr stereotypg, which is a particularly mon form of workplace harassment and discrimatn faced by workers whose genr exprsn is different om tradnal perceptns related to their blogil sex.</p><p>Ne years later, Tle VII took another big step toward protectg queer workers a cisn wrten by the notorly anti-queer Anton Slia. <a data-offer-url=" class="external-lk" data-event-click="{"element":"ExternalLk","outgogURL":"" href=" rel="nofollow" target="_blank"><em>Onle v. Sundowner</em></a> volved an oil rig worker who had been physilly and verbally sexually harassed by his other male -workers. The victim sued unr Tle VII, argug that he had faced discrimatn bee of his sex; his attackers’ jok, threats, and forcible asslt were sexual nature. The judge led agast him bee up until that date, everyone assumed that Tle VII only vered oppose-sex harassment. The Supreme Court sid wh Onle: sex-based discrimatn was actnable as long as placed s victim a hostile workg environment regardls of the victim’s sex or genr.</p><p>The nnectn between sexual orientatn, genr inty, and sex or genr me up aga the marriage equaly movement. Some scholars and advot <a data-offer-url=" class="external-lk" data-event-click="{"element":"ExternalLk","outgogURL":"" href=" rel="nofollow" target="_blank">argued</a> that laws prohibg same-sex upl om marryg were exampl of sex- or genr-based discrimatn. Wng that argument ma sense for same-sex marriage advot: genr discrimatn gets what nstutnal lawyers ll “heightened scty” at the urts, makg harr for a law to pass nstutnal mter.</p><div data-attr-viewport-monor="le-recirc" class="le-recirc-wrapper le-recirc-observer-target-2 viewport-monor-anchor"></div><p>The argument was simple. Say, for example, that Josephe and Rebec, two women, want to marry. Before marriage equaly, they uldn’t. But if Josephe were a man, she uld have married Rebec. Sce she was a woman, she uldn’t. That treats men and women differently and is, therefore, sex discrimatn.</p><p>The related Tle VII argument started gag more steam. In a 2012 cisn holdg that Tle VII bars discrimatn based on genr inty and transgenr stat, the Equal Employment Opportuny Commissn (EEOC), the feral admistrative body that hears and vtigat workplace civil rights claims, ced Slia’s opn <em>Onle</em>. So, too, did the landmark cisn the Chigo-based Seventh Circu Court of Appeals, <a data-offer-url=" class="external-lk" data-event-click="{"element":"ExternalLk","outgogURL":"" href=" rel="nofollow" target="_blank"><em>Hively v. Ivy Tech Communy College</em></a>. Kim Hively, a lbian, was nied full time employment at the llege bee of her sexual orientatn. Based on <em>Price Waterhoe</em>, <em>Onle</em>, the EEOC’s 2012 orr, and the sex discrimatn arguments om the marriage equaly fight, Hively sued, argug that Tle VII’s ban on sex discrimatn necsarily clud sexual orientatn discrimatn. In an 8-3 cisn, the Seventh Circu agreed. Had Hively been a man married to a woman, she would not have been fired; that she was fired for beg a woman married to a woman is treatg men different om women. That, aga, is sex discrimatn.</p></div></div></div><div class="GridItem-buujkM fVLMby grid--em grid-layout__asi"><div class="StickyBoxWrapper-jfYB jxBcTH sticky-box"><div class="StickyBoxPrimary-dzWDWL cdhYoN sticky-box__primary"><div class="AdWrapper-dQtivb fZrssQ ad ad--rail"><div class="ad__slot ad__slot--rail" data-no-id="ejsokp"></div></div><div class="ConsumerMarketgUnThemedWrapper-iUTMTf jssHut nsumer-marketg-un nsumer-marketg-un--display-rail" role="prentatn" aria-hidn="te"><div class="nsumer-marketg-un__slot nsumer-marketg-un__slot--display-rail"></div><div class="journey-un"></div></div><div data-attr-viewport-monor="" class="RecircMostPopularWrapper-bRuGTi jkTTgR recirc-most-popular-wrapper viewport-monor-anchor"><div class="RecircMostPopularConter-jiViNn ktrplG recirc-most-popular-sparrow-trackg hi-asi-ad" data-most-popular-id="mod-most-popular-6"><div class="RecircMostPopularHeadg-iVzhzt jKtkdT">Most Popular</div><ul class="RecircMostPopularItems-dCAajf gqcRrp"><li><div 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class="BodyWrapper-kufPGa bectqB body body__ntaer article__body" data-journey-hook="client-ntent" data-ttid="BodyWrapper"><div class="body__ner-ntaer"><p>The Seventh Circu add a further pot. <em>Price Waterhoe</em> held that Tle VII prohibs employers om discrimatg agast someone for failg to nform to genr norms. As a lbian, the urt noted, “Hively reprents the ultimate se of failure to nform to the female stereotype (at least as unrstood a place such as morn Ameri, which views heterosexualy as the norm and other forms of sexualy as exceptnal): she is not a heterosexual.” More recently, on Febary 26, the New York-based Send Circu Court of Appeals me to a siar ncln on siar reasong <em>Zarda v. Altu Exprs</em>.</p><p>There are several notable implitns of the lgs.</p><p>First, for those of that live stat vered by the Send and Seventh Circus (New York, Connecticut, Vermont, Indiana, Illois, and Wisns), feral law prohibs our employers om firg jt bee of our sexual orientatn. Pl, sce the EEOC’s jurisdictn is natnwi, one uld argue that this protectn extends to workers all other stat, as well.</p><p>Send, electns matter. Durg the <em>Zarda</em> se, which spanned the transn om the pro-equaly Obama Admistratn to the more hostile current admistratn, the Tmp Jtice Department filed a stereotype-lan brief that argued that employers should be allowed to fire gay people. Pl, the Eleventh Circu, which vers Florida, Alabama, and Geia, and is domated by Republin-appote, has held that <a href=">Tle VII do not protect queer workers</a>. If we want to add to the list of pro-equaly jurisdictns, we need to vote for pro-equaly ndidat at the state and feral levels, and we need to get our alli engaged the polics of judicial appotments. Conservativ have been dog this aggrsively for years, tiltg the feral bench to the right. We nnot s this one out.</p><p>Third, the law is changg, but change the law is slow. Even though marriage equaly seemed like arrived an stant, the law normally tak s time. Cas move slowly through the feral urt system, briefgs and heargs n take years, cisns n take months. But the change is unmistakable. Today, queer workers are wng many Tle VII s. And although the Supreme Court has yet to say explicly that Tle VII prohibs sexual orientatn discrimatn, the momentum of history, law, and logic are on our si.</p><p>This mak today the perfect time to start tellg our stori of queer workplace harassment. #MeToo’s power rts s pervasive narrative: most women have at least one story of workplace harassment. Such stori are no ls mon, no ls powerful, and no ls opprsive queer populatns. The law is fally behd . This fight is long overdue.</p><div data-attr-viewport-monor="le-recirc" class="le-recirc-wrapper le-recirc-observer-target-3 viewport-monor-anchor"></div><p><em><a data-offer-url=" class="external-lk" data-event-click="{"element":"ExternalLk","outgogURL":"" href=" rel="nofollow" target="_blank">Ari Ezra Waldman</a> is an Associate Profsor of Law and Director of the Innovatn Center for Law and Technology at New York Law School. Waldman is also an affiliate scholar at Prceton Universy’s Center for Informatn Technology Policy.</em></p></div></div></div><div class="GridItem-buujkM fVLMby grid--em grid-layout__asi"><div class="StickyBoxWrapper-jfYB jxBcTH sticky-box"><div class="StickyBoxPrimary-dzWDWL cdhYoN sticky-box__primary"><div class="AdWrapper-dQtivb fZrssQ ad ad--rail"><div class="ad__slot ad__slot--rail" data-no-id="em4q2s"></div></div><div class="ConsumerMarketgUnThemedWrapper-iUTMTf jssHut nsumer-marketg-un nsumer-marketg-un--display-rail" role="prentatn" aria-hidn="te"><div class="nsumer-marketg-un__slot nsumer-marketg-un__slot--display-rail"></div><div class="journey-un"></div></div></div><div class="StickyBoxPlaceholr-grPmrg dxAvXx"></div></div></div></div></div><div class="GridWrapper-cAzTTK kHBDeH grid grid-margs grid-ems-2 PaywallInleBarrierWhWrapperGrid-fyrGfS kLQIUk grid-layout--adrail narrow wi-adrail"><div class="GridItem-buujkM stRKV grid--em grid-layout__ntent"><div class="body 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media="(m-width: 768px)" srcSet=" 120w, 240w, 320w, 640w" siz="100vw"/><img alt="Caster Semenya Ws Discrimatn Lawsu Over Her Ttosterone Levels" class="RponsiveImageContaer-eybHBd fptoWY rponsive-image__image" src="></noscript></picture></div></div></span></a></div><div class="SummaryItemContent-eiDYMl XMZX summary-em__ntent"><div class="RubricWrapper-dKmCNX gPBNpL bric SummaryItemRubric-dguGKN lapGFj summary-em__bric"><span class="RubricName-fVtemz cLxcNi">News</span></div><a class="SummaryItemHedLk-civM dVrbhU summary-em-trackg__hed-lk summary-em__hed-lk summary-em__hed-lk--unrle-disable" data-ponent-type="recirc-river" data-recirc-id="em-hed-1" data-recirc-pattern="summary-em" href=" target="_self"><div data-ttid="ClampWrapper" class="ClampWrapper-kZxfkB hTTNGO clamp SummaryItemHedBase-hiFYpQ kBFaWv summary-em__hed"><div class="ClampContent-hilPkr jVhSBH"><div class="SummaryItemHedTag-TWblf gxaOcP" data-ttid="SummaryItemHed">Caster Semenya Ws Discrimatn Lawsu Over Her Ttosterone Levels</div></div></div></a><div class="SummaryItemByleWrapper-boCfbi cuRXdL summary-em__byle-date-in"><div class="SummaryItemBaseByle-fFbXkY dHMSJg summary-em__byle"><div class="summary-em__byle__ntent"><div data-ttid="BylWrapper" class="BylWrapper-KIudk irTIfE byl"><p class="ByleWrapper-jWHrLH ecFEgL byle byl__byle" data-ttid="ByleWrapper" emProp="thor" emType="><span emProp="name" class="ByleNamWrapper-jbHncj fuDQVo"><span data-ttid="ByleName" class="ByleName-kwmrLn cYaBaU byle__name"><span class="BaseWrap-sc-gjQpdd BaseText-ewhhUZ BylePreamble-iJolpQ iUEiRd bCbgyH gnILss byle__preamble">By </span>Jam Factora</span></span></p></div></div></div></div></div></div><div class="SummaryItemWrapper-iwvBff gjCHLu summary-em summary-em--has-le summary-em--ARTICLE summary-em--no-in summary-em--text-align-left summary-em--layout-placement-text-below summary-em--layout-posn-image-left summary-em--layout-proportns-50-50 summary-em--si-by-si-align-center summary-em--si-by-si-image-right-mobile-false summary-em--standard SummaryCollectnGridSummaryItem-WColm hCwuiO" role="button" tabx="0"><div class="SummaryItemAssetContaer-gwhFFH VOyg summary-em__asset-ntaer"><a class="SummaryItemImageLk-dshqxb cPpCwE summary-em__image-lk summary-em-trackg__image-lk" href=" aria-hidn="te" tabx="-1" data-ponent-type="recirc-river" data-recirc-id="em-image-2" data-recirc-pattern="summary-em" target="_self"><span class="SpanWrapper-umhxW kGxnNB rponsive-asset SummaryItemRponsiveAsset-hjGIGg bDvSkO summary-em__image"><div data-tt="aspect-rat-ntaer" class="AspectRatContaer-bJHpJz hlQxkn"><div class="aspect-rat--overlay-ntaer"><picture class="RponsiveImagePicture-cWuUZO dUOtEa SummaryItemRponsiveAsset-hjGIGg bDvSkO summary-em__image rponsive-image"><noscript><source media="(max-width: 767px)" srcSet=" 120w, 240w, 320w, 640w" siz="100vw"/><source media="(m-width: 768px)" srcSet=" 120w, 240w, 320w, 640w" siz="100vw"/><img alt="In Medil Breakthrough, A Sixth Person May Have Been Cured of HIV" class="RponsiveImageContaer-eybHBd fptoWY rponsive-image__image" src="></noscript></picture></div></div></span></a></div><div class="SummaryItemContent-eiDYMl XMZX summary-em__ntent"><div class="RubricWrapper-dKmCNX gPBNpL bric SummaryItemRubric-dguGKN lapGFj summary-em__bric"><span class="RubricName-fVtemz cLxcNi">News</span></div><a class="SummaryItemHedLk-civM dVrbhU summary-em-trackg__hed-lk summary-em__hed-lk summary-em__hed-lk--unrle-disable" data-ponent-type="recirc-river" data-recirc-id="em-hed-2" data-recirc-pattern="summary-em" href=" target="_self"><div data-ttid="ClampWrapper" class="ClampWrapper-kZxfkB hTTNGO clamp SummaryItemHedBase-hiFYpQ kBFaWv summary-em__hed"><div class="ClampContent-hilPkr jVhSBH"><div class="SummaryItemHedTag-TWblf gxaOcP" data-ttid="SummaryItemHed">In Medil Breakthrough, A Sixth Person May Have Been Cured of HIV</div></div></div></a><div class="SummaryItemByleWrapper-boCfbi cuRXdL summary-em__byle-date-in"><div class="SummaryItemBaseByle-fFbXkY dHMSJg summary-em__byle"><div class="summary-em__byle__ntent"><div data-ttid="BylWrapper" class="BylWrapper-KIudk irTIfE byl"><p class="ByleWrapper-jWHrLH ecFEgL byle byl__byle" data-ttid="ByleWrapper" emProp="thor" emType="><span emProp="name" class="ByleNamWrapper-jbHncj fuDQVo"><span data-ttid="ByleName" class="ByleName-kwmrLn cYaBaU byle__name"><span class="BaseWrap-sc-gjQpdd BaseText-ewhhUZ BylePreamble-iJolpQ iUEiRd bCbgyH gnILss byle__preamble">By </span>Samantha Riel</span></span></p></div></div></div></div></div></div><div class="SummaryItemWrapper-iwvBff gjCHLu summary-em summary-em--has-le summary-em--ARTICLE summary-em--no-in summary-em--text-align-left summary-em--layout-placement-text-below summary-em--layout-posn-image-left summary-em--layout-proportns-50-50 summary-em--si-by-si-align-center summary-em--si-by-si-image-right-mobile-false summary-em--standard SummaryCollectnGridSummaryItem-WColm hCwuiO" role="button" tabx="0"><div class="SummaryItemAssetContaer-gwhFFH VOyg summary-em__asset-ntaer"><a class="SummaryItemImageLk-dshqxb cPpCwE summary-em__image-lk summary-em-trackg__image-lk" href=" aria-hidn="te" tabx="-1" data-ponent-type="recirc-river" data-recirc-id="em-image-3" data-recirc-pattern="summary-em" target="_self"><span class="SpanWrapper-umhxW kGxnNB rponsive-asset SummaryItemRponsiveAsset-hjGIGg bDvSkO summary-em__image"><div data-tt="aspect-rat-ntaer" class="AspectRatContaer-bJHpJz hlQxkn"><div class="aspect-rat--overlay-ntaer"><picture class="RponsiveImagePicture-cWuUZO dUOtEa SummaryItemRponsiveAsset-hjGIGg bDvSkO summary-em__image rponsive-image"><noscript><source media="(max-width: 767px)" srcSet=" 120w, 240w, 320w, 640w" siz="100vw"/><source media="(m-width: 768px)" srcSet=" 120w, 240w, 320w, 640w" siz="100vw"/><img alt="An O to Allan, The Quietly Queer Heart of Barbie" class="RponsiveImageContaer-eybHBd fptoWY rponsive-image__image" src="></noscript></picture></div></div></span></a></div><div class="SummaryItemContent-eiDYMl XMZX summary-em__ntent"><div class="RubricWrapper-dKmCNX gPBNpL bric SummaryItemRubric-dguGKN lapGFj summary-em__bric"><span class="RubricName-fVtemz cLxcNi">TV and Movi</span></div><a class="SummaryItemHedLk-civM dVrbhU summary-em-trackg__hed-lk summary-em__hed-lk summary-em__hed-lk--unrle-disable" data-ponent-type="recirc-river" data-recirc-id="em-hed-3" data-recirc-pattern="summary-em" href=" target="_self"><div data-ttid="ClampWrapper" class="ClampWrapper-kZxfkB hTTNGO clamp SummaryItemHedBase-hiFYpQ kBFaWv summary-em__hed"><div class="ClampContent-hilPkr jVhSBH"><div class="SummaryItemHedTag-TWblf gxaOcP" data-ttid="SummaryItemHed">An O to Allan, The Quietly Queer Heart of Barbie</div></div></div></a><div class="SummaryItemByleWrapper-boCfbi cuRXdL summary-em__byle-date-in"><div class="SummaryItemBaseByle-fFbXkY dHMSJg summary-em__byle"><div class="summary-em__byle__ntent"><div data-ttid="BylWrapper" class="BylWrapper-KIudk irTIfE byl"><p class="ByleWrapper-jWHrLH ecFEgL byle byl__byle" data-ttid="ByleWrapper" emProp="thor" emType="><span emProp="name" class="ByleNamWrapper-jbHncj fuDQVo"><span data-ttid="ByleName" class="ByleName-kwmrLn cYaBaU byle__name"><span class="BaseWrap-sc-gjQpdd BaseText-ewhhUZ BylePreamble-iJolpQ iUEiRd bCbgyH gnILss byle__preamble">By </span>Michael Cuby</span></span></p></div></div></div></div></div></div><div class="AdWrapper-dQtivb fZrssQ SummaryCollectnGridSummaryItem-WColm hCwuiO ad ad--read-more"><div class="ad__slot ad__slot--read-more" data-no-id="mw8ig2"></div></div><div class="SummaryItemWrapper-iwvBff gjCHLu summary-em summary-em--has-le summary-em--ARTICLE summary-em--no-in summary-em--text-align-left summary-em--layout-placement-text-below summary-em--layout-posn-image-left summary-em--layout-proportns-50-50 summary-em--si-by-si-align-center summary-em--si-by-si-image-right-mobile-false summary-em--standard SummaryCollectnGridSummaryItem-WColm hCwuiO" role="button" tabx="0"><div class="SummaryItemAssetContaer-gwhFFH VOyg summary-em__asset-ntaer"><a class="SummaryItemImageLk-dshqxb cPpCwE summary-em__image-lk summary-em-trackg__image-lk" href=" aria-hidn="te" tabx="-1" data-ponent-type="recirc-river" data-recirc-id="em-image-4" data-recirc-pattern="summary-em" target="_self"><span class="SpanWrapper-umhxW kGxnNB rponsive-asset SummaryItemRponsiveAsset-hjGIGg bDvSkO summary-em__image"><div data-tt="aspect-rat-ntaer" class="AspectRatContaer-bJHpJz hlQxkn"><div class="aspect-rat--overlay-ntaer"><picture class="RponsiveImagePicture-cWuUZO dUOtEa SummaryItemRponsiveAsset-hjGIGg bDvSkO summary-em__image rponsive-image"><noscript><source media="(max-width: 767px)" srcSet=" 120w, 240w, 320w, 640w" siz="100vw"/><source media="(m-width: 768px)" srcSet=" 120w, 240w, 320w, 640w" siz="100vw"/><img alt="Buffy Fans, Get This: Melanie Lynskey Almost Played Willow" class="RponsiveImageContaer-eybHBd fptoWY rponsive-image__image" src="></noscript></picture></div></div></span></a></div><div class="SummaryItemContent-eiDYMl XMZX summary-em__ntent"><div class="RubricWrapper-dKmCNX gPBNpL bric SummaryItemRubric-dguGKN lapGFj summary-em__bric"><span class="RubricName-fVtemz cLxcNi">Entertament</span></div><a class="SummaryItemHedLk-civM dVrbhU summary-em-trackg__hed-lk summary-em__hed-lk summary-em__hed-lk--unrle-disable" data-ponent-type="recirc-river" data-recirc-id="em-hed-4" data-recirc-pattern="summary-em" href=" target="_self"><div data-ttid="ClampWrapper" class="ClampWrapper-kZxfkB hTTNGO clamp SummaryItemHedBase-hiFYpQ kBFaWv summary-em__hed"><div class="ClampContent-hilPkr jVhSBH"><div class="SummaryItemHedTag-TWblf gxaOcP" data-ttid="SummaryItemHed"><em>Buffy</em> Fans, Get This: Melanie Lynskey Almost Played Willow</div></div></div></a><div class="SummaryItemByleWrapper-boCfbi cuRXdL summary-em__byle-date-in"><div class="SummaryItemBaseByle-fFbXkY dHMSJg summary-em__byle"><div class="summary-em__byle__ntent"><div data-ttid="BylWrapper" class="BylWrapper-KIudk irTIfE byl"><p class="ByleWrapper-jWHrLH ecFEgL byle byl__byle" data-ttid="ByleWrapper" emProp="thor" emType="><span emProp="name" class="ByleNamWrapper-jbHncj fuDQVo"><span data-ttid="ByleName" class="ByleName-kwmrLn cYaBaU byle__name"><span class="BaseWrap-sc-gjQpdd BaseText-ewhhUZ BylePreamble-iJolpQ iUEiRd bCbgyH gnILss byle__preamble">By </span>Abby Monteil</span></span></p></div></div></div></div></div></div></div><div class="SummaryCollectnGridToActnWrapper-gnReGN eGayfk"></div></div></div></div></div></div><div class="RowWrapper-UmqTg HEhan"><div class="TaboolaWrapper-hMVdpE iYfBhy"><div class="TaboolaWidgetWrapper-egPIjc hkSrgt TaboolaWidget-eUSdED hQCCRa" data-ttid="TaboolaWidgetWrapper"><div class="TaboolaWidgetContent-iBEQTO eXroXG TABOOLA" id="taboola-below-article-thumbnails---f" data-ttid="TaboolaWidgetContent"></div></div></div></div><div class="RowWrapper-UmqTg HEhan"><div 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PREVENTG EMPLOYMENT DISCRIMATN AGAST LBIAN, GAY, BISEXUAL OR TRANSGENR WORKERS (BROCHURE)

BEAR-MAGAZINE.COM GAY DISCRIMINATION AT WORK

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PREVENTG EMPLOYMENT DISCRIMATN AGAST LBIAN, GAY, BISEXUAL OR TRANSGENR WORKERS (BROCHURE)

*BEAR-MAGAZINE.COM* GAY DISCRIMINATION AT WORK

BEAR-MAGAZINE.COM GAY DISCRIMINATION AT WORK