Hello! Finals are coming up, and my final project involves analyzing the treatment of LGBT+ people in the workplace/ in the hiring process! 

What I’m seeking to figure out is what sort of things effect our work experiences as LGBT+ people. 

Are certain identities treated differently than others in the workplace? Are some identities more or less likely to come out at work than others are? Is treatment different depending on location, and does location effect your likelihood of coming out (since some states and countries discriminate more than others). How many of us choose to come out at work or when applying, and how many of us think its a better idea to stay closeted? 

I’m seeking to answer these questions and more. As a member of the LGBT+ community who is going to be doing a lot of job hunting once they graduate, ...I’d like to see what people like myself could expect. 

If I get enough data, I may even post my findings here after my project is complete. 

anyway, I would appreciate it greatly if you all take this survey. It shouldn’t be too long. And please, remember to reblog this so it spreads around! The more data I get, the better! 

Even if you aren’t part of the LGBT+ community, a reblog wouldn’t hurt so others who are can still see this! 

Anonymous asked:

PART ONE) Hey there so I need advice on what to do about a coworker. I have disability parking (It damages nerves and muscles. In a lot of pain but not very visable) and the security guard asked how I got it and I said you go to a dr and they'll give it if you have need for it. He said theres no way I have a disability and since then hasn't layed off asking me where I got it (like i payed someone or am using someone elses),asking what disability I have, etc.

Fuck THIS GUY! Stop talking to him. Go straight to HR and report him. He has absolutely no right treating you in this manner! If you don’t have an HR department, go to your boss. Whoever is in charge legally HAS to take some sort of punative action. What the security guard is doing is discriminatory and against the law. He can and should be fired for this behavior. I’m so sorry that he’s doing this to you love! ❤️

Anonymous asked:

I'm autistic working a summer job. I haven't formally explained it to my employers, but I've casually (and purposely) mentioned being autistic enough for them to know. I've had to go home sick bc of executive dysfunction before but just said it was something else bc I didn't have the energy or words to explain. Next week I'm scheduled to work 8 hour shifts every single day even tho it's part time, and I DON'T have the spoons for it. How do I explain spoons/autism to them to ask for less hours?

Short answer: don’t. 

Long answer: We would suggest not formally disclosing your autism to your employers, particularly not in the circumstance of blaming it for why you can’t do something. That is likely to lead to termination. Your employer would be fine legally because they could say that you did not disclose pertinent information (that you can’t work full time) at the time of your hiring. Therefore, explaining autism to them to ask for less hours could be very risky. 

When dealing with an employer, it is best to remember that they are not your friends. You must always be guarded in what you say in the workplace and must be careful with what you disclose about yourself that does not directly pertain to the job. Disclosing your status as an autistic person is very risky in a workplace and companies are great at finding legal loopholes to fire you. 

However, you can ask for less hours without mentioning autism. For instance you could say “I didn’t realize that I would be expected to work full time hours when I took the job. I was under the impression that it was part time hours. I am not able to work full time hours.” This is all you need to say. You don’t have to give an explanation to your employer. 

-Sabrina and Sean

Anonymous asked:

Hi, so I live in Kansas, and I plan on going into education either in the USA or in Europe(probably France, Germany, or England). I don’t have a gender and I use whatever pronouns others want to use. I dress pretty fluidly, I think. Do you know if I can still teach while presenting nonbinary? Are there any examples of people doing this or laws in place? I don’t want kids pulled out of my class cause parents don’t agree with me. I have backup career options but those are also pretty homophobic.

Devon says:

I am genderfluid and also possibly going into education! This past year I volunteered in a preschool classroom (private school, group of kids ages 4-5), and the head teacher and director of the school both knew that I was transgender and nonbinary, and both of them were super accepting. The kids had questions about my gender occasionally (for example when I cut my hair very short because they thought I was a girl). For the most part, my gender was not brought up in the classroom at all, and it definitely wasn’t an issue for anyone in this class, including the parents of the students. 

[This is just my experience and other folks in different classrooms / communities have widely varied experiences.]

I also know two trans men who are teachers in public schools who are out to their students and school communities as transgender (though they are both binary / present very masculine).

So it definitely is possible to have a job as an educator while being trans.

There are laws in some areas that don’t allow employers to discriminate on the basis of gender identity, but not in all places.

Lambda Legal has information about laws in the USA.

Also you might want to look through our employment tag, which has more information about finding LGBT+ friendly employers, etc.

Lee says:

I honestly do think there’s a chance that a transphobic parent will pull their kid out of your class sometime during your teaching career. But that doesn’t mean that you should give up on the career- it’s just something to brace for.

As for examples of people doing this, if you remember 2016′s news cycle, you may have heard of Leo Soell who is an elementary school teacher too I believe, and who won a lawsuit that involved having their colleagues call them by their pronouns.

I’m sure you heard of Chloe Bressack who was an elementary school teacher when they came out as non-binary in 2017 and told their students to call them by they/them pronouns. There was a big parent backlash, the media repeatedly misgendered them, and they were transferred out of the classroom to an adult basic education program so they couldn’t influence children.

The article Ms., Mr. or Mx.? Nonbinary teachers embrace gender-neutral honorific interviews 4 non-binary teachers, and you may find that interesting as well, and these short interviews in the Transgender Teachers: In Their Own Voices article. 

In 2018, More Than Half Of Transgender Teachers Surveyed Told NPR They Are Harassed At Work. It seems like their colleagues and school administrators are the main issue, followed by student’s parents. The students tend to be more accepting but they aren’t the ones deciding if you get to keep the job or not. It also obviously seems to be easier for stealth or passing trans people than for out non-binary people.

I also have seen the Tumblr blog @blkteacher212, and I believe they’re a non-binary teacher.

Followers, any personal experiences with early education while being out as NB?

Followers say:

sounds-of-stormy-nights said: At my school there’s a teacher who is more or less openly nb, but she presents relatively feminine and is also addressed as “Mrs”.

mrring99 said: Hi I’m in the uk. There are few barriers for trans / nb in the uk education field. However the older the age group you teach the more tricky nb will get. Largely due to the fact that in most schools teaching  the 12-16 age group the kids are required to address the staff by sir or miss or mr ….. or miss/mrs……. so I think that is likely to be the only major hurdle you will need to square in your own mind. I wish you all the best. Fred. Xx

Anonymous asked:

How do I reconcile with The Fact that i'll never be the person I wish i could be even after hormones? It's so exhausting to be trans when all I want to do is live a good happy life but in reality people are largely ignorant of trans experiences and it's just hard not to go through life so damn wounded all the time. Me being trans isn't a big deal for me but somehow it'll be for everyone else. Especially being queer and trans and poc it's like how will i ever get a job

i felt like this a lot earlier in my transition, that no matter how hard i tried i’d never be “a real boy” but many years later,the wounds don’t sting so much, and people actually are becoming more accepting of trans people even though it sometimes doesn’t feel like it.   While i cant speak to the intersectional difficulties being a POC while trans, i believe attitudes are changing, and we’re working hard to help move that along.  It won’t always feel this hopeless.  

GoDaddy shows that acknowledging our inherent biases can be the keystone of moving past chauvinism and deep-seated workplace discrimination:

Today, as Silicon Valley sexism again draws attention, it’s worth studying those shifts at GoDaddy. There’s a regular procession of headlines about sexual harassment scandals at venture capital firms and large tech companies. But learning to address this problem requires studying where things have gotten better, as well. And GoDaddy has become, surprisingly, a lodestar among gender equity advocates — an example of how even regressive cultures can change. So what did GoDaddy do right? The answer is more complicated than just stamping out overt sexism. GoDaddy also focused on attacking the small, subtle biases that can influence everything from how executives evaluate employees to how they set salaries. “The most important thing we did was normalize acknowledging that everyone has biases, whether they recognize them or not,” said Debra Weissman, a senior vice president at the company. “We had to make it O.K. for people to say, ‘I think I’m being unintentionally unfair.’” Though GoDaddy still has work to do, the company is “evidence that things can change,” said Lori Mackenzie, executive director of the Clayman Institute for Gender Research at Stanford, which has worked with the firm. “Oftentimes, what keeps companies from shifting is believing the existing system is already fair. Blake is really committed to undermining that.”
Some of the problems applicants and workers faced were subtle. For years, for instance, GoDaddy’s job descriptions were needlessly aggressive, saying the company was looking for “rock stars,” “code ninjas,” engineers who could “knock it out of the park” or “wrestle problems to the ground.”
Moreover, when GoDaddy’s human resource department began reviewing how the company analyzed leadership capacities, it found that women systematically scored lower because they were more likely to emphasize past team accomplishments and use sentences like “we exceeded our goals.” Men, in contrast, were more likely to use the word “I” and stress individual performance.
“There’s a lot of little things people don’t usually notice,” said Katee Van Horn, GoDaddy’s vice president for engagement and inclusion. “But they add up. They reinforce these biases you might not even realize you have.”
GoDaddy began focusing on countering these biases, assessing the company’s hiring, employee evaluations and promotions. In particular, executives scrutinized employee reviews, which evaluated workers using questions similar to those found at many companies: Does this person reply to emails promptly? Have they sought leadership roles? Have they shown initiative?
“We realized a lot of those are invitations for subjectivity,” said Ms. Van Horn.
GoDaddy’s data indicated that women tended to systematically be scored lower than men on communication, in part because they were more likely to be a family’s primary parent, and so were more likely to be off email in the early evening during homework and bedtime hours.
“And the more important question isn’t whether someone responds to email right away,” said Ms. Van Horn. “It’s what they say, whether their responses have impact. We shouldn’t be judging people based on how fast they communicate. We should be looking at whether they achieved the goals set for them.”
Women also, on average, scored lower than men on evaluations of taking initiative, because most of GoDaddy’s midlevel managers were men, and the culture was top-down, which made it harder for female employees to participate in and get attention for prominent projects, employees say.

Changing workers are measured, relative to promotion and advancement, changes everything, especially moving from subjective ‘leadership’ qualities to more objective measures of progress.

Today, almost a quarter of GoDaddy’s employees are women, including 21 percent of its technical staff. Half of new engineers hired last year were female, and women make up 26 percent of senior leadership. Female technologists, on average, earn slightly more than their male counterparts.