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64 Cards in this Set
- Front
- Back
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Niche with a Niche |
All interests, cultures, races, religions are represented in the LGBT community. |
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Sub Sectors of the LGBT Market |
Depend upon Race, Gender, Age, Martial Status, Location Examples: Nursing Homes for the LGBT Community (Age and LGBT) |
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Way to approach the LGBT Market |
Use a Multi-dimensional approach through PR and Media Relations along with Events, partnerships, social media, marketing |
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The LGBT Market is "High-Touch" |
Like face-to-face opportunities with companies that are targeting them for business |
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TAG Approved |
Hotels can be TAG approved, meaning they are "Gay-friendly" companies, that do not discriminate on the basis of sexual orientation or gender identification |
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Sport and Rec LGBT Industry Example |
Gay Community Nights: Phillies & Flyers both hold one |
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Federation of Gay Games |
largest sports and culture festival in the world open to all
takeplace every four years under the founding principles ofParticipation, Inclusion, and Personal Best |
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You Can Play |
Equality, respect, safety for all athletes, regardless of sexual orientation Fair opportunity to compete, only judged by on field performance |
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Mistakes to Avoid |
Pricing is important, preference for value being perceived as "going after the gay buck" |
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Issues faced by LGBT |
Homophobia Invisibility Discrimination Parenting Rights Relationship Recognition Healthcare Funding Safety from Violence Workplace Equity |
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When Issues arise |
use policy based responses all employees should follow the policy and be punished based on policy |
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Workplace & Service Strategies |
Self - Assessment (Personal & Organizational) Proactive Role in Changing Work environment |
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How to be Proactive in Changing Work Environment |
Educate yourself and staff Avoid hetero-sexist assumptions Open Communication Inclusive Language Encourage Active Participation among staff Advocate for LGBT keep abreast of legislation |
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IGLTA |
Tourism Company dedicates to LGBT Promote Travel for LGBT community, through travelers and businesses |
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Legislation for LGBT already passed |
Matt Shepard/James Byrd Hate Crimes Act Title VII of Civil Rights Act |
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Legislation for LGBT in the pipeline |
Employment Non-Discrimination Act Safe Schools Improvement Act |
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Matt Shepard/James Byrd Hate Crimes Act |
Hate cries act currently says you can investigate/prosecute bias-motivated violence where the victim is selected based on who they are This expanded the act to include sexual orientation & gender identity |
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Title VII of Civil Rights Act (LGBT) |
Prohibits employers from discriminating on the basis of sex, race, color, national origin, religion Has been interpreted to include sex/Gender identity This has significance for Transgender employees |
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Employment Non-Discrimination Act |
Would make it illegal to fire, refuse to hire, or refuse to promote employees based on sexual orientation or gender identity |
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Safe Schools Improvement Act |
Would address the bullying & harassment of students who are or perceived to be LGBT |
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Consumers with Disabilities |
Recognized as a large untapped market Estimated 54+ million persons with disabilities Estimated 175+ dollars in discretionary income |
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Americans with Disabilities Act (ADA) |
This legislation made it a violation of federal law to discriminate against people with disabilities
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Architectural Barriers Act |
All buildings receiving federal funds must be accessible and usable for everyone |
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6 Steps to Promote Inclusion |
1) Physical Access 2) Access to Service 3)Attitudinal Access 4)Effective Communication 5)Using Human Resources Strategically 6)Committing to Change & Action |
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Physical Access |
Know/Execute Current Legislation Architectural Barriers Act has guidelines Job Accommodations that are necessary should be made (Adaptive Telephones, Computers, etc) |
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Access to Services |
Activity Modification Areas: Procedural/Operational (Change rules/roles of participants) Environmental Adaptations Human Intervention Equipment Adaptations |
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Attitudinal Access |
Awareness of Attitudes and their Access Those of: Administration and staff Consumers with Disabilities Other Consumers |
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Effective Communication |
Use symbols of accessibility photographs in materials full disclosure about access Accessible Web Design Inclusion statement |
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Using Human Resources Strategically |
Partners Caregivers Volunteers |
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Committing to Change & Action |
Self- Evaluations Leadership Development Continual staff training and development |
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Vocational Rehabilitation Act |
Cannot be excluded from the participation in, be denied the benefit of, or be subject to discrimination under any federally funded program just because of a disability |
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Activity Modification Areas |
Procedural/Operational Environmental Adaptations Human Intervention Equipment Adaptations |
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Procedural/Operational |
change rules, roles ofparticipants, social interaction patterns, all thingsoperations related
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Environmental Adaptations |
spacing, lighting, furnitureetc |
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Human Intervention |
leader, volunteer or peer assistedparticipation
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Equipment Adaptations |
aids to existing equipment orcreation/purchase new specialized equipment, assistive technology
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Key Features to Adaptable Stadiums |
Seating Concessions Access to playing Fields stages used by players and performers Assistive Listening Systems Parking Drop-off/Pick-up Entrances Restrooms Phones Signs Visual Alarms |
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Glass Ceiling |
artificial barrier based on attitudinal ororganizational bias that preventsqualified women (as well as otherminorities) from advancing upward intheir organization into managementlevelpositions
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Federal Glass Ceiling Commission |
Conducts research about the nation's use of human capital |
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Title IX |
Gender equity in all educational programs receiving some sort of federal funding |
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10 areas of Title IX |
Access to Higher Education Athletics Career Education Education for Pregnant/Parenting Students Employment Learning Environment Math & Science Sexual harassment Standardized Testing Technology |
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Title VII of Civil Rights Act (Gender) |
Prohibits employmentdiscrimination based on race,color, religion, sex, or nationalorigin
Deals with Sexual Harassment as well |
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Equal Pay Act |
Protects men andwomen who performsubstantially equalwork in the sameestablishment fromsex-based wagediscrimination
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Family Medical Leave Act |
Provides up to 12 weeks of job protected, unpaid leave for certain medical or family situations |
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Lilly Ledbetter Fair Pay Act |
Extends the time period in which an employee can file a complaint about unfair pay |
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Paycheck Fairness Act |
requires EEOC to collect pay information, to bring more transparency to worker pay |
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Industry Initiatives for Gender |
Eagles Academy for Women Wine & Women Tours |
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Strategies for addressing Women as Consumers |
Foster Gender inclusiveness in Services Establish policies and practice standards thatensure Behavioral and Attitudinal Change |
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Addressing Societal Barriers for Gender |
Value equality in relationships Value gender differences Open communication across the gender gap Begin process early in life |
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Addressing Business Barriers for Gender |
Promote gender equity in corporate culture Address compensation & promotion concerns Support Training Strong policies and enforcement of laws |
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"I" Triad |
Invite Include Involve |
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Invite |
invite racial and ethnic groups to your services |
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Include |
include racial and ethnic groups in the leisure field. Get their opinions on matters and see how they feel about decisions |
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Involve |
involve racial and ethnic groups in the leisure field. Hire them as employees, do business with them |
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Leadership Strategies for successful Diversity training |
Keep abreast of Legislation Manage Organizational Demographics Undersand the Multi-cultural marketplace Manage perceptions about organizational culture Lead by example |
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Keep abreast of legislation |
domestically and Internationally Examples: Civil Rights Act, Affirmative Action, No Fear Act, E-Race Initiative |
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Affirmative Action |
Proactive efforts to achieve a diverse workforce though strategic recruitment sought to decrease institutional racism |
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No Fear Act |
imposes additional duties upon Federal agencyemployers intended to reinvigorate their longstandingobligation to provide a work environment free ofdiscrimination and retaliation |
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E-Race Initiative |
improve EEOC's efforts to ensure workplaces are free of race and color discrimination |
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Manage Organizational Demographics |
There is large disparity when it comes to race and upper-level, management positions and lower-level, hourly positions |
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Understand Multicultural Marketplace |
African-American, Asian-American, &Hispanic-American have extremely large buying powers that are growing |
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Manage Perceptions Of Organizational Culture |
Stay ahead of potential issues understand how multicultural customers/employees dynamics differ Barriers Encountered Control the Communication |
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Industry Examples for Multicultural |
Washington Nationals Hispanic Heritage Night
Snider Hockey NBA's Basketball without boarders |
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Business Case |
Attracting/Retaining the best talent Greater Market share Organizational Flexibility Improving Quality Management Creating/Innovating more powerfully Increase Productivity Better problem Solving Reduce Costs Social Responsibility Bottom Line: Increased Profits |
