Public Sector LGBT Anti-Discrimination Policies Every day, society is changing its outlook on various social issues. Throughout the years, this would mean learning about slavery and desegregation of blacks and whites in the education system in the United States. Now, and onwards to the future, students will be studying the trials and tribulations of lesbian, gay, bisexual, and transgendered – the acronym LGBT – that these people have faced over the years. Ironically, as do many blacks, LGBT persons are still fighting for workplace rights, specifically discrimination. The fact of the matter is, is that there are very few LGBT anti-discrimination policies set in the public sector, many of which must be brought in by the company itself to
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However, if there are no LGBT lead staff members, some of the actions turn out to be non-visible or ignored since no one is willing to look into these incidences that occur on almost a daily basis (Wright). Jeff Guo pointed out very well in a Washington Post blog article that “the fight over gay rights continues in conservative corners of the country” because of the lack of “national laws protecting against…forms of discrimination,” which leads to people fighting and losing numerous battles for equality. Instead of the United States, as a whole, banning anti-discrimination, states and cities, as stated in this same post, are the ones making legislation. Individual security communities within the United States are the ones making these laws to help people out in dire times such as now. However, with the implementation of locality laws on anti-discrimination, The Washington Post article even states that the States have every right to create an anti-anti-discrimination bill that would overturn the anti-discrimination bills already in place within that state. Confusing, eh? Even the town of Thurmond, WV, a town of five people, passed a …show more content…
Employees of Marriott International, Inc., one of the largest hoteliers in the world, are given an associate handbook, as do all companies. This handbook can only be accessed by employees, but can be easily read by anyone who knows a certain someone. Within the text, this is what reads under the “Other Types of Harassment” section: “Marriott International also prohibits harassment on the basis of race,…,sexual orientation, gender identity or expression,…” (Marriott International, Inc.). And to cover their own butts, Marriott has also stated that “such prohibited harassment may also be evidenced by similar verbal, non-verbal, or physical conduct...,” which means that if an employee were to touch the male reproductive organ area of another employee that identifies as a woman and they say “you have a dick, you’re a guy,” the transgendered employee is protected under the gender identity or expression category and the sexual orientation category by prohibited harassment identifiers verbal and
However, if there are no LGBT lead staff members, some of the actions turn out to be non-visible or ignored since no one is willing to look into these incidences that occur on almost a daily basis (Wright). Jeff Guo pointed out very well in a Washington Post blog article that “the fight over gay rights continues in conservative corners of the country” because of the lack of “national laws protecting against…forms of discrimination,” which leads to people fighting and losing numerous battles for equality. Instead of the United States, as a whole, banning anti-discrimination, states and cities, as stated in this same post, are the ones making legislation. Individual security communities within the United States are the ones making these laws to help people out in dire times such as now. However, with the implementation of locality laws on anti-discrimination, The Washington Post article even states that the States have every right to create an anti-anti-discrimination bill that would overturn the anti-discrimination bills already in place within that state. Confusing, eh? Even the town of Thurmond, WV, a town of five people, passed a …show more content…
Employees of Marriott International, Inc., one of the largest hoteliers in the world, are given an associate handbook, as do all companies. This handbook can only be accessed by employees, but can be easily read by anyone who knows a certain someone. Within the text, this is what reads under the “Other Types of Harassment” section: “Marriott International also prohibits harassment on the basis of race,…,sexual orientation, gender identity or expression,…” (Marriott International, Inc.). And to cover their own butts, Marriott has also stated that “such prohibited harassment may also be evidenced by similar verbal, non-verbal, or physical conduct...,” which means that if an employee were to touch the male reproductive organ area of another employee that identifies as a woman and they say “you have a dick, you’re a guy,” the transgendered employee is protected under the gender identity or expression category and the sexual orientation category by prohibited harassment identifiers verbal and