Arch Grants Case Study

This decision has affected people’s behavior as individuals and public institutions such as family, young, elderly, disabled, LGTB and those with pre-existing conditions. For example, Kates & Ranji (2014) report that health care access and coverage for the lesbian, gay, bisexual, and transgender (LGTB) community in the U.S. face opportunities and challenges when getting access to care. The authors report that LGBT individuals experience some discrimination because of their sexual orientation or gender identity, due to ongoing discrimination, access to health care have been limited to these people (Kaiser Family Foundation, 2014). LGBT individuals not only face discrimination when trying to receive care, but also face difficulties that limit them such as “barriers in obtaining insurance coverage, gaps in coverage, cost-related hurdles, and poor treatment by health care providers” (Kates & Ranji, 2014).

In the lesbian, bi-sexual, gay and transgender (LGBT) community affirmative action should also obtain continued changes. Brandi Bower, longtime Hastings resident and LGBT advocate notes some of the changes that are needed, starting with Nebraska Legislative Bill 568 (LB 586). LB 586 document states the following actions for the communities rights, “Prohibiting disqualification of any person from taking an examination, from promotion or from holding a position because of race, sex, unless it constitutes a bona fide occupational qualification, or national origin, physical disabilities, age, political or religious opinions or affiliations, sexual orientation, gender identity, or other factors which have no bearing upon the individual's fitness

MBLGTACC is a three day conference that celebrates identities within the lesbian, gay, bisexual, transgender, questioning, queer, intersex, asexual, and aromantic (LGBTQIA+) community. This conference will also explore issues related to oppression related to this community and how to resist that oppression. This conference will enhance my experience as an intern at The Pride Center at SVSU. The Pride Center is an office on campus that aims to provide resources, advocacy, and education related to the LGBTQIA+ community, to the University community as well as the Great Lakes Bay Region.

Although, an employee’s sexual orientation/identity isn’t a visible characteristic, it should be considered an important of diversity management. Bower and Blackmon (2003) states that managing diversity, particularly when it comes to sexual orientation diversity, may be just as significant as managing visible diversity (as cited in Ozeren, 2014, p. 1203). Research of those who identify as LGB (not T), indicates that they’re a sizeable population. Gates (2015) states that “it is generally thought that between 8.2 to 8.7 million United States citizens identity as LGB citizens (transgender number are less well-known), or between 3.5 to 3.7 percent of the population” (as cited in Shrader, 2016, p. 181). For my term paper, I will explore the following questions: How is the U.S. currently responding to complaints filled by LGBT employees? What is the government doing to improve policies, laws, initiatives or statutes to protect this population? I will answer these question by performing

The struggles not only happen by outsiders for African Americans LGBTQ individuals, but within their own communities. Yet the LGBT movement’s lack of substantive work on issues most relevant to people of color leaves the movement vulnerable to irrelevance and division—and leaves fully one-third of the members of the LGBT community underserved.

There are certainly various points in history that can be construed as trailblazing for the lesbian, gay, bisexual, and transgender community. One event in particular, however, sparked awareness and a call to action that previously could never have been conceptualized in the United States. This unforgettable incident, the Stonewall riots of 1969, altered the public’s view of the gay community and arguably jumpstarted the next revolution in an entirely new civil rights movement.

Oppression of minorities has had a detrimental aspect in the associated individual’s lives. History has demonstrated that as a western society, we devalue minorities’ rights and values through legislation and societal views. Today, this remains to be an issue for many individuals of many stigmatized groups. Although efforts to reach a more unified community have been taken, many minorities still fight oppression. Through activism, social and political movements, the LGBTQIA community have progressed immensely throughout the past few decades. History has demonstrated a slow, yet vast amount of success in this marginalized group. Activists endured a long journey toward gaining rights for the community which lead to a modern day civil rights movement for the LGBTQIA community. Although there has been a great amount of successes, non-heterosexual individuals still do not have full equal rights as their heterosexual counterparts. There are still adversities that are being faced in this population that hinder these individuals from thriving. The issue is even greater when the individual has an additional identity that is also marginalized. Specifically, individuals who identify as people of color (POC) and LGBTQIA still encounter prejudice from society.

The LGBTQ community has struggled for decades to receive equal treatment but despite many advancements, this group of people is still not treated justly. The prevalent discrimination and prejudice enacted against the LGBTQ community can be witnessed on accounts of the Stonewall Riots and laws that affect the community such as not allowing gay men to donate blood, sexual orientation in connection to the military, et cetera. The gay rights movement has united to eradicate these issues through support of the LBGTQ community and to help people understand the process, timing, advantages, dangers, and pitfalls of coming out, as well as recent local and international rulings of the Supreme Court on same-sex marriage and the methods, laws, and attitudes of having children.

The purpose of the Commission is to improve the climate for diversity within Penn State by specifically addressing issues affecting the welfare of lesbian, gay, bisexual, and transgender (LGBT) members of the University community. The Commission serves to improve the climate for lesbian, gay, bisexual, and transgender members of the Penn State community through examination of current policies and practices and through the initiation and promotion of programs which will result in a more equitable and supportive environment. This is accomplished through current standing committees and through the initiation of ad hoc committees for special

Diversity issues permeate all aspects of organizational operations in the United States, which includes both for-profit and nonprofit organizations. However, this poses a unique problem for nonprofits, as they traditionally aim to reflect the people they serve. “The central tenet of the theory of representative bureaucracy is that passive representation, or the extent to which a bureaucracy employs people of diverse social backgrounds, leads to active representation or the pursuit of policies reflecting the interests and desires of those people” (Selden & Selden, 2001, p. 308). The goals of this review are to (1) define diversity training, (2) examine diversity’s evolution though the civil rights movement, and (3) explore the emergence of affirmative action and equal employment.

There is arguably no group that has faced more discrimination in modern society than queer people of color. Although often pushed together into a single minority category, these individuals actually embrace multiple racial and sexual identities. However, they suffer from oppression for being a part of both the ethnic minority and queer communities. As a result, members are abused, harassed, and deprived of equal civil rights in social and economic conditions (Gossett). In response to the multiple levels of discrimination they face in today’s society, queer people of color have turned to the establishment and active participation of support organizations, resources, and policies to advocate

LGBTQA Student Services faculty and student activist leaders informed the 160 student attendees about the

Also Morgan Stanley already made statement for diversity hiring, genderless assessment. And their charity work is very impressive in the world wide size. Their giving back way is also divertible, one of impressing giving back is supporting minority business startup supporting. They hold competition for business starter to give money prize but it’s also great opportunity to let investor knows there is new business to invest. And I’d like to share what I found, http://www.morganstanley.com/articles/powermoves-miami This is very smart way to contribute both minority founder and investor, as entrepreneur such successful idea to

The world's increasing globalization requires more interaction among people from diverse cultures, beliefs, and backgrounds than ever before. People no longer live and work in an insular marketplace; they are now part of a worldwide economy with competition coming from nearly every continent. For this reason, profit and non-profit organizations need diversity to become more creative and open to change. Maximizing and capitalizing on workplace diversity

With the changing demographics of the U.S. workforce (Ng & Burke, 2005) and the need for organizations to continually innovate their products and services to remain competitive, embracing diversity and the benefits its brings is going to be key to driving a successful organization