Transcript Sexual Orientation at USDA

History of LGBT at USDA
The United States Department of
Agriculture Lesbian, Gay, Bisexual and
Transgender Special Emphasis Program
Sexual Orientation at USDA,
April, 1993
• Secretary Mike Espy issued the Department’s
EEO and Civil Rights Policy Statement which
specifically prohibited discrimination and
harassment based on sexual orientation
Sexual Orientation at USDA
June, 1993
• A departmental task force was formed to
develop recommendations designed to
implement the Secretary’s policy regarding
sexual orientation.
Sexual Orientation at USDA,
July, 1999
• USDA announced the formation of the second
USDA Task Force on Sexual Orientation.
Second USDA Task Force on Sexual
Orientation Report
• “ If the Department fully implements its sexual
orientation non-discrimination and diversity policy,
USDA stands to gain greater openness, job
satisfaction, and retention among its’ workforce;
increased productivity and customer service; and the
prevention of costly complaints. We have estimated
the potential savings that could be realized by the
Department through this course of action to
approximately $23 million annually.”
Sexual Orientation at USDA
Fall 2000
• A Secretary’s Advisory Council on Sexual
Orientation was established: Gay, Lesbian
Employees Advisory Council (GLEAC).
Goals of GLEAC
Advise USDA leadership on issues affecting LGBT
employees.
Assist in the implementation of Departmental
polices.
Develop and deliver training addressing sexual
orientation and gender identity nondiscrimination.
Sexual Orientation at USDA,
June 2009
• Secretary Tom Vilsack signed Departmental
Regulation 4230-002 creating a Special
Emphasis Program for LGBT employees.
USDA Secretary Tom Vilsack, USDA
Pride Celebration, June 4, 2009
• “ We’re going to sign a document that is our
collective commitment from the leadership of
the Department down to every single
employee that suggest that diversity, including
gay and lesbian diversity, is going to be
celebrated, going to be recognized, and going
to be part of the USDA experience.”
Sexual Orientation at USDA
• USDA had the Gay and Lesbian Employees
Advisory Council (GLEAC) from 1999 until
2009.
• From 2009 to Present, USDA has recognized
LGBT employees as a Special Emphasis
Program just as we recognize employees who
are disabled, Hispanic, African-American,
Native American, American Indian, Asian and
Pacific Islanders, women, and veterans.
LGBT Issues Still on the Table in the
United States
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Employee Protections
Same Sex Partnerships/ Marriage Equality
Domestic Partner Benefits
Violence
Hate Crimes
Don’t Ask, Don’t Tell (achieved)
Workplace Issues Still on the Table in
the United States
• Heterosexism (Institutional Homophobia
Overt and Hidden)
• Fear (Harassment and Hostile Work
Environment, Jokes, Comments, Threats)
• Lavender Ceiling (Advancement and
Promotion, Unconscious Bias)
Workplace Issues Still on the Table in
the United States
• Heterosexism is a system of attitudes, bias and
discrimination in favor of opposite-sex sexuality
relationships. It can include the presumption that everyone
is heterosexual or that opposite-sex attractions and
relationships are the only norm and therefore superior.
People of any sexual orientation can hold such attitudes
and bias. Nonetheless, heterosexism as discrimination
ranks gay men, lesbians, bisexuals, transgender people as
second-class citizens with regard to various legal and civil
rights, economic opportunities, and social equality in the
majority of the worlds jurisdictions and societies.
Workplace Issues Still on the Table in
the United States
• Heterosexism can be implicit or hidden discrimination
operating through invisibility, underrepresentation and
erasure. Exclusion of historical and political figures and
celebrities homosexuality or bi-sexuality to complete
avoidance of mentioning these people and their positive
contributions to society. Work environments that tacitly
require LGBT employees to reveal their sexual orientation
via discussion of their relationship status while
heterosexual can discuss their relationships and marital
status freely.
Workplace Issues Still on the Table in
the United States
• Heterosexism can be implicit or hidden
discrimination through the removal of gaythemed materials from public libraries or
bookstores or by the refusal to recognize
families headed by same-sex partners at
businesses or school events.
Workplace Issues Still on the Table in
the United States
• Current employees are coming out of the
closet.
• New employees won’t go back in the closet.
• Some discriminatory attitudes are hardening.
A Better Work Place
• Where diversity and social justice is
recognized and respected, overall employee
morale goes up.
• Commitments to LGBT equality and social
justice reinforces other commitments to
equality such as to women, African American,
Hispanics, veterans, persons with disabilities,
Asian, Alaskan Native, Native American, etc.
A Better Work Place
• Employees who feel forced to hide their
identities, relationships, or life experiences are
less effective and lack the cohesion with
colleagues they need to best do their jobs.
• LGBT employees who are out at work are 20%
to 30% more productive than their closeted
counterparts (from Anchoring Equality).
Benefits of An Inclusive Workforce
• Fewer discrimination lawsuits.
• A more productive workplace.
• Allows use the opportunity to better serve all
of our customers.
Number of Hate Crimes Based on
Sexual Orientation
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2005
2006
2007
2008
2009
1171
1451
1460
1617
1436
People Are Being Murdered…..
……..for Being Themselves
As a Workforce We Adapt
• Good Employees work best when they know
all the rules.
• USDA has a non-discrimination policy that
includes lesbians, gays, bisexuals, and
transgendered individuals.
• Zero tolerance for discrimination of any kind.
Employees in Transition
• Has happened many times at USDA
• Likely to be an increase in the number of
employees who choose to undergo transition
in the workplace.
• Transition process usually includes the
individual living for a year as the new gender
before undergoing surgery.
• Leads to a number of questions.
Questions and Transition
• What bathroom do they use?
• How are we supposed to address them?
• How do we respond to co-workers who give
them a hard time?
• New guidelines issued from OPM, and USDA
are now being drafted in a policy letter
specific to our department.
What About Religious Objections?
• USDA does not change your belief or
challenge your faith.
• USDA does inform you about Human Resource
Policy.
• Your duty as and employee is to comply with
USDA’s policies.
USDA’s Cultural Transformation
• Secretary Tom Vilsack has made Cultural
Transformation a top priority at USDA.
• Cultural Transformation includes ensuring the
workforce at USDA accurately reflects and
represents the public we serve.
• The USDA LGBT Special Emphasis Program is an
important part of the transformation.
• The LGBT SEP focuses on the needs and issues of
the LGBT employee, but also strengthens our
ability to provide excellent customer service for
all Americans.
Thank You!
For Attending This Session
Maurice W. Dorsey, Ph. D. National Program Leader for Public Policy, NIFA Diversity Officer, and
Special Emphasis Program Manager, Lesbian, Gay, Bisexual, and Transgendered Employees
[email protected]
202-720-6014
For Further Information