The Role Of Gender Discrimination In America

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.

Transgendered people in America have made many great strides since the 1990s. They have encountered violence, lack of health care, and the loss of homes, jobs, family and friends. There have been many phases of the struggle of being transgendered in America over the years. The current phase we must be in now is equal rights. There are many variations of discrimination against the transgendered community. In our society we simply do not like what we do not understand. It is easier to discriminate than to try and understand. We are all created different and we should appreciate our differences. The change must come by addressing the views of the public. There is much justification in the unequal rights of transgendered peoples. The Human

Recently, the issue of allowing transgender people access to public facilities according to the gender they identify with has caused much debate throughout the United States. The bathroom bill seeks to control access to public facilities of transgender individuals, based on the gender they were assigned at birth. In 2015, bills were passed stating entering a bathroom not assigned to a person at birth was a crime. Surrounded by misconception, the bill does “not legalize harassment, stalking, violence, or sexual assault.” Since the bill arose, there have not been a rise in violence or other incidents in the states protecting the transgender rights (Transgender Equality). The bill simply states if one is living as a woman, to use the women’s restroom,

We are all people, what separates one person’s sin from another? Who is to tell another, who they cannot love? Who is to judge a mother for feeding her child with her body? Who is to show disrespect to another because they want to be someone else? I believe this Bill will welcome more compassion for one another rather than hatred towards something unknown. The original Civil Rights Act of 1964 was to include sex, sexual orientation, and gender identity to all public accommodations. America needs laws in order for the government to stay in control, but times are changing. In which requires our laws to be more accommodating to the changes we are experiencing. A pending bill called H.R.3185 Equality Act has been introduced to Congress to bring

Title VII of the Civils Rights Act of 1964 is a U.S. federal law that prohibits employers from discriminating against employees on the basis of sex, race, color, national origin, and religion. Title V11 applies to private and public universities, local, state and federal governments, labor organizations and employment agencies. Today, the conversation surrounding discrimination has increasingly been based on race and gender and has emerged as an issues that many employers are trying to address in workforce development. Unfortunately, there are other groups that have similar attention or protection under U.S. laws and if so, they are still facing discrimination. LGBT employees are a group that has received minimal attention when it

Title VII of the Civil Rights Act of 1964 prohibits job discrimination based on race, color, gender, religion and nation of origin. With the recent acceptance of marriage equality, it may leave the population doubting if they can be open and honest about their life. While, Title VII now encompasses the lesbian, gay, bisexual, transgender (LGBT) population, individuals may continue to fear their protection within the employment process. This is due to the ongoing debate within each state to implement anti-discrimination laws protecting LGBT workers. This may encourage people to purse a career based on fear of discrimination rather than compatibility.

They deserve to feel safe in school, be protected from physical harm, and use the bathroom of their choice. The progress to giving them the liberties they yearn for, however, is slowed by the naive human beings that compose our society. Our country is filled with people that view themselves as kind, forgiving and welcoming, but they do not fight for what is right. Because our population is trapped in a utopian version of humanity, we cannot promote righteousness. Nevertheless, transgender students need us see the legitimate nature of civilization. In order for our world to match our currently inaccurate picture of life, we need to step out of our distorted reality. Since transgender students constantly face discrimination and violence, it is urgent that we create laws that specifically outline the freedoms belonging to transgender students, instead of mimicking the vague list of rights already part of federal law. With definitive legislation, we can effectively implement change. By making laws regarding the rights of transgender students, and then rigorously administering those rulings, we can change the way our society treats transgender students, and dramatically increase their quality of

While non-discrimination acts have been attempted to be pushed through the Texas legislation, almost all have failed. Most non-discrimination laws exclude orientation and while most major companies include that orientation does not factor into their hiring process, Texas law still allows for someone to be fired based on sexual orientation or gender identity. These laws that allow people to be fired based on orientation leads to a large number of the homeless population with an estimated 40% of the homeless youth being part of the LGBTQ community (Withers, 2012). If these laws were made to be more inclusive, it would not only decrease the number of homeless in Texas, but also would decrease the unemployment number and make Texas look good. However, Texas does not like to try and make itself look less crazy, instead they become driven by horrible ideological premises that do nothing but harm innocent people and cause massive controversy.

When approaching public restrooms, most look at the gender on the door that associates with their own gender. However, some stare at those labels wondering which one they belong in. These types of people are often referred to as transgenders. Transgenders are people who identify themselves with the opposite gender of their biological sex. Therefore, for this category of people, entering a restroom is not so easy. They often wonder whether they should go into the bathroom of their biological sex or of their gender identity. The debate has spread throughout America today. Transgender bathrooms have been discussed in politics, education, and even criminal cases. Both sides of the debate offer valid evidence to support their claims. The only compensation

According to the Center for American Progress, “studies show that anywhere from 15% to 43% of gay people have experienced some form of discrimination and harassment at the workplace. Moreover, a staggering 90 percent of transgender workers report some form of harassment or mistreatment on the job.” (Burns & Krehely, 2011) This doesn’t just affect the individual, it affects the worker’s productivity and confidence on the job, in some cases it may affect the pay which ultimately throws off the individual’s income for stability within their responsibilities, this can affect the business in a negative way. The list can go on and on of the consequences brought on by employment discrimination. According to USA Today’s Jennifer Calfas, “it is legal to fire someone based on his or her sexual orientation or gender identity. While there is some federal recourse through civil rights and equal employment claims, there's no national anti-discrimination law to protect LGBT workers from state whims. Title VII of the Civil Rights Act of 1964 prohibits job discrimination based on race, color, sex, religion and nation of origin, but does not extend those protections to LGBT people.” (Calfas, 2015) Luckily, USA Today’s Jennifer Calfas also states that “Twenty-two states and the District of Columbia have laws prohibiting employers from firing employees due to just their sexual orientation or gender

LGBT people continue to face real discrimination and there is no federal law preventing them fro being fired or denied work based on their sexual orientation. The military is notorious for their public discrimination of gays and lesbians They can lose their children for being gay or lesbian, and are even denied the right to marry in some states. In 1992 Colorado executed Amendment 2, which opposed the current state laws and blocked future laws protecting lesbians, gay men and bisexuals from discrimination. The U. S. Supreme Court case 1996 Romer v. Evans decision. We must conclude that Amendment 2 classifies homosexuals not to further a proper legislative end but to make them unequal to everyone else. Which Colorado could not do. A state cannot deem a class of persons a stranger to its laws. (Justice Anthony Kennedy, Majority Opinion in Romer v, Evans I)

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:

The U.S. federal government is backing the issue of gender neutral bathrooms. As Lisa Rein, publisher of an article in The Washington Post, writes, “The federal government is strongly urging employers to give transgender employees access to bathrooms that correspond to their gender identity, marking a new policy front in the fast-moving campaign for transgender equality” (Rein). Rein argues that bathrooms need to be made neutral, as it discriminates members of the LBGT community. Essentially, she argues throughout her article that emotional issues are the biggest reason to allow this. She states, “Among the many forms of discrimination advocates for transgender men and women say they face on the job,

The Employment Non-Discrimination Act (ENDA) is legislation proposed in the United States Congress from the mid 1990’s and finally became law in 2013. This law prohibits discrimination in hiring and employment on the basis of sexual orientation or gender identity by employers with at least 15 employees. Those which favored the law intend it to address cases where gay, lesbian, and bisexual and transgender (GLBT) employees have been discriminated against by their employers because of their sexual orientation of gender identity (Raghavan,2013). Employees were not able to find protection under the law and not seen as a suspect class by the federal courts and appropriate as the United States Constitution guarantees equal protection and due process to all (Wiki, 2013) Those who favored the law firmly believe that people should be judged by their work and not by unrelated factors. Not everyone say the law as necessary and voted against it (Raghavan, 2013).

The ENDA of 2009 prohibits businesses and employers from using a person’s sexual orientation (gay, lesbian, bisexual) and gender identity (transgender) in most areas of employment, including: hiring, promotions, wages, and termination. The legislation also extends protections to heterosexuals who may associate with GLBT staff, those who speak out against alleged LGBT discrimination, and heterosexuals who are be perceived as being GLBT. The language of the bill, for the most part, mirrors that of existing civil rights laws that address discrimination.