Anti-LGBTQ Bias
All prejudice and discrimination toward various groups is related.
Systematic inequities (institutionalized discrimination) of a group/individual members of a group based on sex, race, age, disability, national or ethnic origin, color, religion, marital status, veteran’s status, sexual orientation, and/or gender identity. Institutionalized discrimination generates misinformation and ignorance about these groups of people (stereotypes) which become socially sanctioned attitudes, beliefs, feelings, and assumptions (acceptable prejudice) which become the justification for further mistreatment and/or maintaining the status quo regarding the inequitable treatment (“-isms” such as racism, sexism, heterosexism…). The “-ism” further perpeturates the institutionalized discrimination.
While all forms of discrimination are similar, there are also differences. It is difficult to identify someone based on perceived sexual orientation (unlike sex or race). In this way, sexual orientation is like religion and some disabilities. Invisibility and silence surrounding LGBTQA issues are key factors regarding prejudice and discrimination experienced by the LGBTQA community. One of the factors correlated with more positive attitudes toward LGBTQA individuals is whether or not someone realizes that they know and care about someone who is LGBTQA. For more information on sexual prejudice visit: http://psychology.ucdavis.edu/rainbow/html/sexual_prejudice.html
“…I still hear from people who claim to be followers of Martin Luther King, Jr. but who think I should be silent about the human rights concerns of gay and lesbians. All I can do is tell these folks that the civil rights movement that I believe in thrives on unity and inclusion, not division and exclusion. All of us who oppose discrimination and support equal rights should stand together to resist every attempt to restrict civil rights in this country…” - from remarks by Coretta Scott King accepting the “Honoring Our Allies” Award presented to her by the National Gay and Lesbian Task Force, Sept. 15, 1997.
Signs of Inclusiveness
- All segments of the population are represented in administration.
- No one group dominates the discussion at meetings.
- Ethnic, racial, gender, sexual, sexual orientation and other slurs or jokes are not welcome.
- Group cliques are absent.
- Variety in appearance is the norm.
- Warm, collegial relationships exist between people of diverse backgrounds.
- There is sensitivity and awareness of different religious and ethnic holidays & customs.
- Selection of food & refreshments takes religious & personal preferences into account.
- Language is inclusive (language is not sexist or heterosexist; e.g., partners and guests are included when invitations are extended that include spouses; booths are staffed rather than “manned”).
- The non-discrimination policy and diversity presentations include sexual orientation and gender identity. LGBTQA sensitivity training is included in all leadership workshops.
- Sexual minorities find the organization a comfortable place to work.
- Gay, lesbian, bisexual and transgender (LGBTQA) issues, how they relate to the organization, and how policies and activities can be developed that meet the needs of individuals and the groups are discussed.
- Attempts to create and maintain an inclusive and welcoming environment are evaluated and updated regularly.
- LGBTQA people would say that the organization is visibly supportive; it is safe for sexual minorities to be visible and open.
- Publications, fliers, posters, and other written materials are monitored to make sure they do not exclude LGBTQA people by assuming heterosexuality.
- Gender neutral / all gender facilities are available.
- There is a strong commitment to treat all people equitably and with respect.