|February 2013 - April 2013
Join us for these great upcoming learning opportunities:
(Calls start at 12pm Pacific for one hour)
February 20, 27 at 1:00pm Pacific for 75 minutes - Marketing to the LGBT Community (Bob Witeck and GLAAD)
February 14, 21 at 1:00pm Pacific for 75 minutes - Train the Trainer Certification for LGBT Diversity/Ally Development
Mar 26, Apr 2 - at 1:00pm Pacific for 75 minutes - Building Employee/Business Resource Groups (ERG/BRG) Value
Apr 3, 10, 17, 24 - at 1:00pm for 75 minutes - Dialogues on Gender Identity
Want to sponsor the 2013 Out & Equal University online courses? Contact us for details!
February 19, 26
+ March 5, 12
at 12:00pm Pacific for 75 minutes - Virtual Summit/Hurricane Series
- You can still register to hear the best rated and cancelled workshops from the 2012 Summit presented as live webinars (archived webinars will be available after the series)
Want to sponsor the Hurricane series? Contact us for details!
Featured Out & Equal University Archive Course
How do you encourage allies in your company and get them to think about LGBT workplace equality? You can purchase licenses for archived Out & Equal courses or provide training through your Learning Management System (LMS). A cost effective way to expand the LGBT workplace equality conversation in your workplace. Contact Pat for more details! Discounts for 5+ licenses.
[Out & Equal webinars and classroom courses are usually submitted to the Society for Human Resources Management's Human Resource Certification Institute. Check to see if you can receive continuing education credits for your participation.]
Tuesday, February 19 2:00 pm PST
Monthly Trainers' Forum Webinar
Moderated by Pat Baillie
Upcoming dates for Trainers Forums:
Monday, March 18, 2013 at 2:00pm, PST
Tuesday, April 16, 2013 at 2:00 pm, PST
Become an Out & Equal Certified Trainer and join the Trainer's Network
Thoughts from Pat Baillie, Director of Training & Professional Development
The news in late 2012 was the Equal Employment Opportunity Commission (EEOC) finding in the Macy
case that concluded that discrimination based on gender identity was covered by Title VII of the Civil Rights Act under gender discrimination. This was a landmark case brought to attention by the Transgender Law Center
, and it has opened the door to bring discrimination cases to the federal level. It is not the law of the land, but when discrimination cases come up, it provides a basis of argument on how the workplace should act toward their transgender employees.
Imagine my surprise when Gregory Nevins from Lambda Legal
sent me an update on two cases that were decided by the EEOC in 2011 based on "gender stereotyping" that provides harassment protection based on gender identity. Both the Castello
cases showed that harassment of and expectations of someone in the workplace based on sexual orientation and how they identify are also covered under Title VII.
These cases apply to federal employees and the EEOC findings apply immediately to the federal workplace. Complaints can also be taken from the private sector to local EEOC offices when discrimination occurs. The next step is to move from EEOC findings to challenges in courts to test the decisions as a basis of law. Lambda Legal is looking for cases that can be brought to the courts that will break down discrimination in the workplace based on sexual orientation and gender identity.
We still wait for the passage of the Employment Non-Discrimination Act but until then, be sure to get the word out that there is at least the first step to recourse at the federal level for all of us.
News for Out & Equal Certified Trainers
Some of the tools that we use as trainers are slides and handouts. We know that too many words on slides make them hard to read and that handouts should be logically put together using timelines, problem to solution, or process steps. Instead of writing out a paragraph of information on a slide, you can use a list of bullet points to simplify your slides. People read faster than you can speak so they are not listening to you if read right off the slide. If this is all you do, you miss an opportunity to engage the visual learners since these slides tend to be plain and boring. The trend over the last few years has been to add a lot of graphics and pictures.
Many presentations display great pictures, but images should be chosen carefully so the message (the point you are trying to make) does not gets lost in the graphics. However, thoughtfully chosen visuals definitely do help. If you are doing training online, this is even more important, and I like to personalize the slides with a picture of me myself so there is a sense I am talking to participants directly.
Here's some tips for slide presentations:
- Have a standard design for your slides
- Don't use a lot of animations and when you do, keep it simple and consistent
- Cover one point per slide
- Try to arrange points differently than just listing them (columns, circles - try using Smart Art on PowerPoint to convert lists)
- Add small graphics that relate to the point
- Don't use transitions between slides (it eats up time!)
- Look at each slide and decide whether it is necessary or decorative (be sure not to use the decorative approach to your presentation)
To learn more and to share your questions/insights, please join us for our next monthly Trainers' Forum Webinar on Tuesday, February 19
at 2:00 pm (PST). Contact Pat Baillie
for more information.
Study of the Month: Lack of Fit model for hiring
The "Study of the Month" column features LGBTA-related research studies conducted by members of the Society for Industrial & Organizational Psychology (SIOP). SIOP is the premier membership organization for those practicing and teaching Industrial-Organizational Psychology, the scientific study of the workplace. For more information about SIOP, please visit www.siop.org.
Sexual minorities, i.e., gay men, lesbians, bisexuals and transgender (GLBT) persons, represent one of the largest minority groups in the workforce, and research has shown this group faces pervasive workplace discrimination, both formal and informal. To understand the factors that might predict how sexual orientation is relevant to selection related decisions, Pichler, Varma and Bruce designed a study that integrated the "Lack of Fit model" of gender discrimination, which has shown that women are perceived to be a misfit with jobs that are perceived to require masculine characteristics (e.g., managerial jobs), with the implicit inversion model of homosexuality, which suggests that homosexual men and women are perceived to display gendered characteristics of the opposite gender.
In a fictitious hiring scenario, the authors found that both men and women, gay or straight were less likely to be perceived as hireable when their perceived gender is inconsistent with the gendered role of a particular job. In other words, both heterosexual men and lesbian women (masculine candidates) were favored for a masculine job (sales manager), and gay men and heterosexual women (feminine candidates) were favored for a feminine job (registered nurse). This finding was dependent upon diversity training, i.e., it was not true for persons exposed to such training, as well as the gender of the decision maker (male raters viewed "misfit" candidates as less hireable than female raters). Raters who were more socially dominant viewed sexual minority candidates as less suitable for employment, and those raters who had negative attitudes towards gay men and lesbians viewed them as less hireable.
In total, these results suggest that discrimination of sexual minorities in formal employment decisions may be related to belief systems of decision makers, the gendered nature of the job for which the candidate is being considered, as well as exposure to diversity training. It may be important to train persons responsible for selection related decisions about perceptions of gender and gender roles, and how these perceptions may affect employment decisions, so as to reduce the extent to which both gender and sexual orientation influence such decisions.
This study was published in the Journal of Applied Social Psychology in 2010 by Shaun Pichler, Arup Varma, and Tamara Bruce. For more information, please contact Shaun at firstname.lastname@example.org.
Out & Equal Workplace Advocates™ is a national nonprofit 501(c)(3) organization.
Out & Equal is committed to ending employment discrimination for lesbian, gay, bisexual, and transgender employees. We believe that people should be judged by the work they do, not by their sexual orientation or gender identity. Every day, we work to protect and empower employees to be productive and successful-so they can support themselves, their families, and contribute to achieving a world free of discrimination for everyone.