About Your Transgender Co-Worker

Getting along in the workplace is essential, especially in this fast paced world that relies on teambuilding and flexibility. In the course of the workday, you will undoubtedly work with people from different races, ethnicities and sexual orientation. It is important to know about how to treat all of your co-workers, including your transgender co–worker. not only to show sensitivity toward a fellow employee, but because it is specified in workplace law in many states.

According to the ACLU website, many US States, including California, Colorado, Connecticut, Delaware, Hawaii, Illinois, Iowa, Maine, Maryland, Massachusetts, Minnesota, Nevada, New Jersey, New Mexico, Oregon, Rhode Island, Vermont and the District of Columbia, have specific laws in place to bar discrimination against transgender people when it comes to housing. Many cites have also adopted laws to protect transgender individuals when it comes to equal opportunities for health care, housing, and employment.

Aside from the legal mandates, it is important to always treat your transgender co-worker the same as you would any other fellow employee. That means not advertising their status to your curious friends so they suddenly find reasons stop by your shop or office to “have a look” at the transgender person, as if he or she were on display. Also rude is watching to see which restroom they use, following them in to “sneak a peek” or asking questions about their sexuality that would be obviously be inappropriate if they were not transgender.

Avoiding your transgender co-worker is just as wrong as inappropriate interaction. Avoiding teamwork where you will come into contact with this person is unacceptable, whether stated outright or implied by making excuses or hastily requesting transfer to another project or division of your company.
The most important thing to remember is to relax and just treat your transgender co-worker as you would anyone else. Don’t be afraid to share ideas, and it is not required to sensor every word out of your mouth like “female” or “male”. If you approach this person with an attitude of camaraderie and good will as you would anyone else in your workplace, all will go well.

We all have our workplace personalities. Some co-workers are bubbly and inherently friendly to all in the workplace. This is the person or group who organize showers, going away parties and seem to have a bakery on call to produce a cake when someone has a birthday. Conversely, there are some workers who just punch in and out, and are pleasant, but whether due to family life at home or just their personality, don’t really engage in Friday’s happy hour. If that is your workplace personality, you do not have to fake a phony smile and fawn all over the co-worker. It will seem artificial, as it is artificial, and the transgender person, having perhaps been well used to discrimination, will be able to sniff out your phoniness a mile way. Treating someone different for any reason is discrimination, so don’t alter your normal workplace attitudes or routines.

Your transgender co-worker only wants to be treated like everyone else, nothing more or less.

A Brief Summary of Kim Davis’ Role in Same Sex Marriage

People who are looking for a brief summary of Kim Davis’ role in same sex marriage may be surprised at how comparatively minor her role really was. Gay marriage is the law of the land in the United States. People have been working to make it a reality for song long that it seems like a dream come true that it actually is legally available in the United States. People like Kim Davis appear to have no power at all in the face of the success of the gay rights movement. However, it should be noted that there are still plenty of people like her today, and that it is important to recognize the damage that they can still do, even from their comparatively limited vantage points.

Kim Davis is a government employee, or was when she did first become infamous. Kim Davis was the county clerk of Rowan County in Kentucky. It was her job to sign marriage licenses, among other things. She decided to stage her own veritable protest by not signing the marriage licenses for the gay couples who had recently gotten married, largely because she does not believe that their relationships deserve to be honored in the same way as those of straight couples.

Her miniature protest has made her famous, but it hasn’t had any long-term consequences for anyone but her. Even many of the people who agree with her politics did very little to help her when she was being attacked verbally and in other ways as the word of her actions managed to get out. The fact that the public was overwhelmingly against Kim Davis helps to illustrate just how much of a success the gay rights movement has been, and just how difficult it is going to be for the Kim Davis clerks of the world to try to turn back the clock. They’re going to need to do more than just refuse to sign a few marriage licenses in a way that manages to merit some notice.

Many people have noticed that Kim Davis shouldn’t believe that her protest was going to even stop the gay people in question from getting married. All it did was delay the signing of their marriage licenses, and all of them are married and together today. It should be noted that the act was a political protest to her, and she did not believe that the individual gay people or their marriages mattered very much. She was trying to spread the idea that people like her could randomly decide against doing their job in the name of religious freedom. She was trying to make a political statement.

It seems that whatever political statement that Kim Davis made or tried to make has been dismissed. Gay marriage is the law of the land, and the stigma against being gay only continues to weaken each and every day. Kim Davis’s actions were a case of too little too late for her side.

Workplace Practices That Promote LGBT Tolerance

There has been major improvement in the LGBT workplace equality, however, that does not change the fact that many members of the LGBT community fear going into work every day and losing their job just over the fact of who they love. There is no federal law yet that protects LGBT individuals from becoming discriminated against in their employment. Mercer Plumbers, a plumbing business in central New Jersey, has put several of these practices into places to promote workplace tolerance and acceptance. There have been multiple studies that have proved that around 40% of lesbian, gay, and bisexual individuals have been discriminated in the workplace. There have been reports of 90% of transgender individuals being discriminated. This type of discrimination not only hurts the member of the LGBT community, but it hurts the businesses as well. The US economy could save up to $9 billion annually if these businesses were more accepting and offered benefits to those that are being discriminated for their sexual preferences. There are many in the workforce that are willing to make this turn around but it needs the help of everyone.

One of the first things to do to promote a better workplace would be to set policies for the LGBT community. These policies will result in less discrimination of these individuals and would actually help in creating a higher acceptance rate for those who are lesbian, gay, bisexual, or transgender. According to a survey that was conducted, LGBT individuals who are trying so hard to hide their identity in the workplace environment, ended up experiencing higher levels of stress and anxiety which led them to have health issues and complaints in the workplace. Therefore, if the business were LGBT friendly, then it would result in a better and increased job satisfaction, lower the health risks for these individuals, there would be a greater work commitment with these individuals, and also create a better relationship between the co-workers and the supervisors that these individuals work with on a daily basis.

It would also help to benefit them from any legal lawsuits that many business have been through when it comes to this type of discrimination, and would help to improve the health insurance cost for these businesses because the LGBT community would be dealing with less stress and anxiety. It is important, for the economy, if these workplaces will change their view on who a person loves, that way they could save themselves a lot of lost time and money that they are flushing down the drain at the moment. Every single year the Human Right’s Campaign publishes Corporate Equality Index, which is basically viewed as a road map for the major United States businesses’ to adopt the necessary inclusive policies, the practices, as well as the benefits of the LGBT employees that work for them.

This means that in order for these businesses to receive a 100% score, these companies must have equivalent spousal and partner benefits as well as the coverage of transgender-inclusive health insurance, the proper training that is required for any and all employees, and an equal employment opportunity policy.

America is experiencing a shifting landscape in today’s society, and the best thing for the United States to do is to accept the LGBT community for who they are and to allow them to work within their working establishment. They need to focus on the skills and experience that these individuals possess when they apply with them, rather than focusing on that persons gender identity or sexual orientation.

There is a very large gap in the policies promoting equality the reality that the LGBT community has to face when it comes to the workplace. To make this easier for these individuals, it is prudent that these businesses and companies adapt the proper policies within their establishments to provide the safest, friendly, and smoothest environment for them, and any employee, to be able to work in. Even if these working establishments receive a 100% score, that still doesn’t take care of the fact that the LGBT people will still face the harassment from their fellow employees and supervisor’s. Without the proper policies in place, the LGBT community will always feel threatened wherever they work. These policies need to be adapted and set in place so that they can feel safe, protected, stress-free, and harassment-free.

Gay, Lesbian, Bisexual, Transgender Issues In The Workplace

There are many, of the LGBT community, who have to face many issues of harassment and discrimination in their places of work. Many studies have shown that there are about 15 to about 43 percent, have had to face and experience some form of harassment within the work place. The transgender community actually have experienced up to 90 percent of harassment in their work places, and a lot of mistreatment as well. All of these workplaces abuses have posed a very real and immediate threat to the security of the gay and transgender individuals. There are many who strongly believe, that Congress needs to quickly pass the Employment Non-Discrimination Act, so that every individual in the work force, are only judged on their skills, their quality of their work, and their qualifications to do the job, rather than on their sexual orientation. There are many workplaces who are, in fact, only judging these individuals by their gender identity and sexual orientation, and they are not focusing any of their attention on how well these individuals can and will perform their job.

There have been many controlled experiments performed in the workplace, and it is now known that there is many evidence to prove that the harassment and discrimination does exist within these places. Many of the managers in these places of business who receive applications from any individual who is known as gay, they will refuse to hire them, even with a lot of experience, and choose individuals who are straight even if they do not obtain all of the experience required. Transgender individuals experience much more harassment and discrimination, than the gay and lesbian communities experience. These transgender individuals were refused jobs, were also denied any type of beneficial promotions, and were even fired when the employer found out that they were in fact transgender. Behind a numerous amounts of these statistics, there are many heartbreaking stories of American individuals who were losing their jobs every day based upon their characteristics, rather than the ability and experience of the work that they accomplish.

There are many in the LGBT community who let it shine out about who they are and this causes them to be confident with themselves and progress in a great way in the business that they work within. However, there are many who remain inside of the closet because they are not shown the proper respect and the proper treatment at their job because of who they are. If a business that hires individuals not according to their skin color or sexual preference, than that business stands to prosper in a great way and be able to build more. However, those who are prejudice against skin color and sexual orientation are less likely to be able to grow in their company. The opportunities can be completely endless for any business who will promote diversity, however, it takes some time to get to that point because it will not happen over night, of course.

So, it stands to reason that if companies would hire based on the qualifications of the individual, rather than the sexual orientation of the individual, then these companies can be changed and prosper from these individuals from the experience that they have. The issues in the workplace that the gay, lesbian, bisexual, and transgender individuals have to face each and every day, are not going to help the business field, and it will not help the world to grow stronger.

LGBT Domestic Partner Benefits

Amongst the many largest employers, a majority of them have began to give benefits to same-sex partners, as well as spouses, of employees that work within their company. This move began to slowly grow when the first Fortune 500 company took this action and did this in the year 1990. The term, domestic Partnership, means that a couple of the same-sex or opposite sex, who are not married, who live together who are looking to receive economic and noneconomic benefits that are comparable to those who are granted their married counterparts. There are many states, such as Washington, California, D.C., Oregon, and Nevada, whose domestic partnership status is offered and grants some, or sometimes all, the responsibilities and rights of their marriage counterparts. Other states such as Illinois, Hawaii, New Jersey, and Colorado refer to domestic partnership as a civil unions, therefore, they offer these couples statewide spousal rights.

There are many other places, where these benefits for domestic partnerships are offered by businesses, and smaller governmental entities, but they are a bit more limited. These benefits include sick and bereavement leave, death benefits, accident and life insurance, dental, health, and vision insurance, use of recreational facilities, parental leave, and housing rights and intuition reduction. Whenever a state, business, college, or organization offers these domestic partnerships with benefits, there are many questions and areas that they must cover before giving them these benefits. There are several issues that need to be covered and they are very important. They will need to find out who exactly qualifies as a domestic partner, must the couple be together for a certain amount of years, must they be required to share expenses, how exactly will the employer identify them as a domestic partner, do they need to be financially responsible for each other, do they need to live together, and they will need to find out how the domestic partners would terminate their domestic partnership.

The next important thing to do when it comes to domestic partnerships, is to figure out exactly what benefits that are offered or available to you in the state that you live within. Whether it is due to medical insurance or having your partner listed as the one to receive the life insurance after you pass, or if they are covered by the insurance that you have with the business or company that you are working for. Some places only offer sick and bereavement leave for the domestic partners, however, in other places the benefits are comprehensive but can be incredibly costly and expensive. You will, however, be required to pay the taxes for these benefits. This is required since the IRS does not consider benefits that are given or rewarded to an unmarried couple as any type of taxable compensation.

When a same-sex couple is looking for their domestic partner to receive benefits, it is important to do research and find out exactly what is offered to domestic partnerships for benefits, from whichever state it is that you reside within. Once this is learned, then you and your domestic partner can try and receive the benefits that you feel that you and they deserve.

Pope Francis’ Position on Gay Marriage

Many people are interested in learning Pope Francis’ position on gay marriage, especially because he is a very popular pope compared to his predecessor. His predecessor is memorable for all of the worst reasons, and many Catholics are thrilled at the fact that Pope Francis tends to project a much more favorable image of the organization that they hold in such high regard. He has spoken out on the subjects of global poverty and global climate change, making him significantly more liberal than many of the popes that came before him. However, the Catholic Church is still fundamentally a conservative organization, with all that this implies.

One of the reasons why so many people are curious about Pope Francis’ position on gay marriage is the simple fact that he tends to avoid talking about gay marriage at all. He has actively told other members of the Catholic clergy to do the exact same thing, so his position on the subject seems like it is part of a veritable conspiracy of silence. The liberal Catholics and the people who are outside the church can often find themselves with no information to draw on when they are actually looking for his position on the subject of same-sex marriage.

However, no amount of evasion can ultimately keep his views on gay marriage a secret, even though he is actively trying to do so. Pope Francis has defined the family as the fruitful covenant between a man and a woman. He makes no allowance for a covenant that includes two women or two men. Incidentally, he also seems to be excluding child-free people in many of his speeches, as if couples who do not want to have children are deficient, or if they do not constitute a family. Pope Francis has a very pro-natal view of the world, which is going to let out the voluntarily childless and the people who adopt children, including gay people.

Pope Francis is also frequently talking about threats to the family, and the supposed idea that the family is experiencing the sorts of dangers that it never experienced before now. Conservatives know that gay marriage and gay rights are mainstream enough today that they cannot obliquely refer derisively to gay people. They have resorted to code words as a result. All across the board, talking about threats to the traditional family have become code words for how gay people are supposedly threatening the family just for wanting to get married and to have their loving relationships legally recognized. People who talk about this issue in those terms are almost never referring to any other threats to the family, unless they are insulting feminism, abortion rights, or other progressive causes. Pope Francis has done this as well, demonstrating the fact that being more liberal than the last pope is not much of an accomplishment. Pope Francis could explicitly proclaim his support for gay marriage in an historic shift. Instead, he has tried quietly hating gay marriage and has encouraged his followers to do the same.

Should clergy that refuse to perform same-sex marriages be protected?

Now that same-sex marriage is the law of the land in the United States and in many other countries, plenty of people are asking the question: should clergy that refuse to perform same-sex marriages be protected? This question is complicated by the fact that no one asking this question is going to have an unbiased view. The people who try to have an unbiased view and who are arguing in favor of individual rights and religious freedom are going to be supporting the conservatives in practice, even if they do not support them in principle, which is going to polarize the issue even more.

The people who argue that there should be protections in place for the clergy in question are arguing from the standpoint of religious freedom. However, religious freedom is not going to get people off the hook for everything. The people who commit crimes and who say that they did so because their religion warrants such crimes frequently do not receive religious protection, even if that is the angle that their lawyers will try during the trial. The clergy members who do not perform same-sex marriages are going against what the law of the land says and failing to recognize the manner in which laws have changed, which seems to indicate that they have strayed into territory where religious freedom offers no protection.

There is also the fact that plenty of religious people do support gay rights, even if their churches technically do not. Plenty of individual clergy members are fine with same-sex marriage, and they will perform same-sex ceremonies. These people clearly do not believe that their religions are incompatible with the tolerance of gay people, so it seems that the clergy members who do are using their religion as an excuse for their bigotry in practice. It is also important to note that there are plenty of gay religious people as well, which will complicate the situation further.

People often regard religions as being the sorts of institutions that never change. However, this is empirically false. The Church of England once scoffed at the idea of female vicars, and they are now common. Gay vicars were once controversial as well, but this stigma has started to fade away in recent years. The stigma against same-sex marriage in most religions is not the sort of thing that is going to last forever. Society is tolerating LGBT people more, and churches are going to need to change if they have any intention of staying relevant. This trajectory is inevitable, and even many conservatives have given up on trying to hold onto their homophobia. In a generation, many churches are probably going to sweep their history of homophobia under the rug.

However, if clergy are protected from their duty to recognize same-sex marriage, this natural process is going to be circumvented. The churches are going to be frozen in time, and they will not adapt according to the right process. Society should not allow this to happen.

The Current State of Same-Sex Marriage

The current state of same-sex marriage is going to look very bright from the perspective of almost anyone who has lived through a good portion of the twentieth century. Even fifteen years ago, many liberals were very cynical about the possibility of gay marriage happening in the future. They would have regarded the idea of same-sex marriage being the law of the land in the United States in the year 2015 as being far too optimistic. Many of them have hopefully learned from this experience. However, it is important to remember that holding onto the progress that has been achieved and going even further will still be part of the process, and that same-sex marriage is not the only gay civil rights issue.

When same-sex marriage became legal in the United States in 2015, one of the most important milestones in American history had officially been reached. Same-sex marriage is already legal throughout most of the developed world, and the fact that the United States has managed to become part of that tremendous movement is significant in its own right. The United States still has a lot of power on the global scale, which makes this change in the culture of the United States so important. The developing world still needs to make a lot of progress when it comes to gay rights, and many religions still do not support same-sex marriage for their followers. However, the trend is towards broader marriage equality.

However, there are conservatives who are trying to turn back the clock. Some conservatives are content to keep this at the level of personal protests that will be ultimately ineffective. Some conservatives have surrendered, and they are now moving onto other relationship styles in search of new targets. However, other conservatives have grand plans for what they’re going to do if the balance of power in the Supreme Court shifts, so activists cannot get too comfortable.

There is also the fact that gay rights issues are more complicated than this. Gay people still face disproportionate problems with homelessness and employment discrimination, as do trans people. There are still conservatives who are trying to advocate for their supposed rights to discriminate against gay people. There’s also the fact that marriage equality in the United States and elsewhere in general has other problems. Many people struggling with disabilities and many poor people still struggle to marry the people who they love, and some of them are also going to be LGBT people. Removing one legal barrier to marriage is important, but people should not act as if all legal barriers to marriage have been removed.

Naturally, social barriers to gay marriage have not entirely dissolved. Interracial marriage has been legal for a long time, and many interracial couples are still going to face discrimination. Gay couples, especially if they are gay and interracial or gay and trans, will still face social discrimination. However, the relative lack of legal discrimination for them still represents hard-won progress that people will have to fight to keep.

Understanding Your Transgender Employee

As an employer, what are the things that you need to understand if you have a transgender employee?

This is something that a lot of employers seem to struggle with, especially for those that have spent their entire lives in a corporate environment where they were never really forced to consider what it would be like to have a transgender employee working for them. Without a doubt, some people manage to handle the situation better than others but the truth is, all employers have to learn how to handle it because it is no different than learning how to run a corporation with employees of different genders, races or physical capabilities.

Opening Your Mind to New Possibilities

Having a transgender employee is really no different than having any other employee. Employers routinely deal with people that are in wheelchairs, are blind or that are homosexual. That is because any type of business, no matter how large or small, is a melting pot of people from all walks of life. They all have different experiences to bring to the table and they have different viewpoints and opinions on life in general. In reality, the workplace is not the proper place to bring up personal preferences, so is important to be considerate and professional at all times.

Things to Consider

The biggest concern that any employer will probably have to consider when it comes to transgender employees is how other employees will react. In an ideal world, the workplace should be completely professional and the only merits that a person should be judged on is their ability to do the work and do it well. Unfortunately, reality is often far different from an ideal world and it often becomes a source of contention for employees when anyone is different from what they consider to be acceptable. As far is the employer is concerned, the relationship between employees should remain professional at all times, regardless of personal preferences.

Lines of Communication

In any work setting it is essential to keep the lines of communication open at all times. Employees perform best when the employer has an open door policy that allows them to come in and voice their concerns without fear of repercussions. No one wants to feel like they have to fear bringing up a concern or a question. The lines of communication have to be open for everyone. Singling someone out or treating someone differently only serves to make the problem worse, not better.

Setting the Standard

As the employer, it is essential to set the standard each and every day. This begins by keeping a professional environment and refusing to allow anyone to get away with anything that is less than professional. It is essential that strict policies be set concerning the way that other employees will act toward one another from day one. Any tolerance leaves the door wide open for people to discriminate against other coworkers simply because of their personal choices and having a transgender employee only makes this more important. Unfortunately, there are people that will single that individual out if they find out that they are transgender. As a result, it is the employer’s job to ensure that this does not happen and to put a stop to it immediately any time that a problem is discovered.

Your transgender employee is just like every other employee.

It should not matter whether a person is transgender or not in the workplace, regardless of the personal feelings of either the employer or the co workers. Unfortunately, people have a tendency to make targets out of individuals that do not fit into their box, making it that much more difficult for anyone who stands out in any way. Life can be difficult for a transgender individual, especially when other people decide to treat them unfairly or to single them out because of their decision.

As more and more individuals who are transgender join the workforce, it becomes the job of the employer to help them understand that they will be judged based on their performance and that any type of harassment will simply not be tolerated. They should be treated just like every other employee is treated because in reality, they are no different than anyone else. They simply live a lifestyle that some people consider to be different. Every person must live their own life in the way that suits them. They should not be penalized in the workforce because of it.