As Times Are Modernizing The Ideology That One Must Be

In the late 1950’s to mid-1960’s, the transgender community faced discrimination such as physical and verbal harassment, denial of social spaces, and alienation in the media. This matters to us today because transgender individuals are still existing and are a part of our human population today. The community is also still struggling to find their representation in the media and in society. The transgender community is still facing a wide array of types of discrimination, from nasty looks to denied access of education. Gender identity should not be taken into consideration when determining another person’s worthiness of respect.

Since the beginning of their existence and in today’s society, the community of LGBT workers are not being treated fairly or getting their fair share that they deserve in the workplace. They are victims to high rates of workplace discrimination. Instead of being judged as workers and what they bring to their jobs and how they work, they are being judged by their sexual preferences and appearance. Being a gay or transgender worker causes them to be mistreated, not judged for the actual workers they are, and most importantly, halts a majority of them in better career and job opportunities. Although under federal law it is illegal to fire someone who is either gay or transgender, they are still either being denied employment or being terminated from their jobs because of their gender category or sexual orientation.

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

I would like to learn more about what else could be done to ensure a safe work environment for transgender individuals. I also would like to learn more about protective factors that these people have and what resources could be used as protective factors for young and middle adulthood transgender people. This project helps to increase awareness of oppression because, the cruel and prolong unjust treatment of individuals has been going on for a very long time and with understanding the trans community and the difficulties they face that I was unaware of we see how oppression very much still occurs today. This project also helped to relate intersectionality to oppression. As quoted in the power point by Audre Lord “There is no such thing as a

Kidd and Witten define the term transgender vaguely, stating it “describe[s] people who transcend the conventional boundaries of gender, irrespective of physical status or sexual orientation” (Kidd & Witten, 2007, p. 36). This term is a reference for the ‘other gender’ that is not particularly male or female. Currently, within the American society, there is a growing awareness of individuals who are transgender. Much of this awareness comes from LGBT movements and

Transgender people are a diverse population of individuals who cross or transcend culturally defined categories of gender ( Bockting ,Miner, Romine, Hamilton and Coleman, 2013). The world is evolving and people need to become acceptance of others especially transgender individuals. Transgender individuals are a group of people most vulnerable to workplace discrimination (Bailey, 2013) due to those that are prejudice or dislike the ideal of those unknown to them. Therefore, for those people that are not aware of how to confront their prejudice or biases towards people that are transgender, they should be more open minded to understand and accept diversity. There is a lot we need to learn about this phenomenon so having the willingness to understand

For many individuals in the LGBTQ+ community, finding healthcare professionals who understand their identities and are receptive to their needs can be difficult. Many in the community feel that they have difficulties finding a practice that will respect their identity and provide them with effective and reliable care. For those specifically in the transgender community, these difficulties can increase exponentially, as many doctors are not properly trained to address the specific health needs that transgender individuals can often require. By his senior year, recent Keene State College graduate Kennedy Redden had noticed that both the staff of his school’s health center and the nearby Planned Parenthood had a distinct lack of knowledge about the needs of transgender students. Because of this, Kennedy decided to write a Transgender Health Manual for the school to use in the general education of its healthcare professionals as his senior capstone piece in Community Health.

A REPORT OF THE NATIONAL TRANSGENDER DISCRIMINATION SURVEY” which is a comprehensive survey taken by over 7,500 respondents a part of the LGBT community to discuss their experiences of discrimination that will further encourage the implementation of better protection towards gender variants. Authors concluded the:

Living in the 21t century, diversity is seen all aspects of life, majorly in the workplace. A rising issue in America has been making headlines; discrimination in the workplace due to sexual orientation. Sexual orientation refers to “a person’s sexual identity in relation to the gender to which they are attracted” (Google). There has been a disturbing and substantial growing rate in the discrimination and harassment of gay and transgender individuals in the workplace as well as throughout the hiring process with limited attention being brought upon the issue. Individuals are being denied the same benefits, opportunities, and job titles due to their sexual orientation.

In the last few years the Lesbian, Gay, Bisexual, and Transgender (LGBT) community have made major strides in a positive direction toward equal rights within the legal system, including the recent Supreme Court decision ruling that same-sex marriages will be recognized in all 50 states. Sixteen of those states and the District of Columbia have full anti-discrimination laws that include protecting gender identity and expression. This leaves roughly 70% of the country’s population living in states without comprehensive anti-discrimination laws (Cobos & Jones, 2009). The work has just begun, as the LGBT population continue to face discrimination regarding education, employment, housing, and healthcare.

Employment is definitely a huge component of one's identity; we judge individual’s intellectual capability, their character, and socioeconomic position simply based off of their profession. Chapter nine reiterates some of the fundamental difficulties faced by transgender people in the workplace or when they are looking for employment. One major issue discussed is the fact that “there is no federal law that explicitly protects trans-employees” even though most courts have been claiming that all people are protected under the federal law that forbids sex discrimination (163). When a transgender employee first applies for a job opening they often are asked about their prior work history. Obviously it's common procedure for employers, but

Numerous studies have shown that transgender people face disproportionate amounts of discrimination in all areas of life, especially in employment. As the American economy worsens, the discrimination faced by transgender people is becoming even more acute. Often forced into already unstable jobs and careers, and often facing compounding bias because of race or age, the economic well being of transgender people is being challenged today like never before (National Center for Transgender Equality, 2011). The National Transgender Discrimination Survey showed that ninety percent (90%) of those surveyed reported experiencing harassment or mistreatment on the job or took actions to avoid it (Grant, M., Mottet, Tanis, Harrison, Herman, & Keisling, 2011). Lombardi, Wilchins, Priesing & Malouf (2001) asserted that people who are open about being trans or request accommodations are more likely to be harassed, intimidated, or fired. In addition, The National Transgender Discrimination Survey indicates that forty-seven percent (47%) of survey respondents said they had experienced an adverse job action; they did not get a job, were denied a promotion or were fired

According to Hagg and Fellows (2007:4), sex generally refers to anatomy and biology such as male or female, whereas gender refers to the qualities and behaviours society expects from a boy or girl, a man or woman. The definition of transgender refers to a person having no identification with, or no presentation as, the gender one was assigned at birth (Hagg and Fellows 2007:4). The definition of transsexual in Hagg and Fellows (2007:4) refers to a person who had undergone a sex change operation or a person identifying with the opposite sex.

Without job security, transgender people feel as if their rights are being violated, given the fact that discrimination in the work environment based on race or sex is strictly prohibited on a federal level. According to demographer Gary Gates of the UCLA School of Law's Williams Institute, “an estimated 3.4% of adults in the United States identify as lesbian, gay or bisexual, while only one-tenth that many are transgender” providing transgender people with an intense struggle over representation due to their incredibly small numbers (Thompson, The Transgender Rights). These small numbers tend to lead to misunderstanding with the masses who have no first-hand experience whatsoever with a person of transgender identity. If more people were exposed to transgenderism, supporters believe, then more people would be exposed to, understand, and even support their legal battle for equality. Furthermore, generally it is believed American people understand the simple bargain that that “workers will be judged and

According to previous research, many LGBTQIA individuals experience some sort of discrimination where they work (Van Den, 2003). There are two specific forms of discrimination that these individuals experience in the workplace: de facto, meaning failing to hire, fire, and deny promotion, and de jure, which implies subtle discrimination- failure to benefit coverage for the individual’s partner or avoiding LGBTQIA issues in trainings (Van Den, 2003). Van Den (2003) reported “a third of all gay employees experienced discrimination within the workplace and about seventeen percent had lost their jobs due to their sexual orientation.” Specifically, within the transgender community, 47 percent of transgender indiviuduals have experienced harassment or discrimination in the workplace as well as another 26 percent have been fired because of their sexual identity (ED). Although this issue has been improving throughout the years, especially with the current legalization of marriage, it still exists. Negative events and the consequences that are associated with these forms of discrimination are taken into consideration when LGBTQIA individuals select a career (Schmidt, Miles, & Welsh, 2011). LGBT students thoroughly consider their potential that they are pursuing and seek support in order to decide if the and workplace will be inclusive