Stanley Ellicott, Communications Project Manager

by Stanley Ellicott | Preparations for the 2012 Election are beginning to pick up steam. Over the last several weeks, Republican primaries have unfolded across the country, building momentum toward the Republican National Convention in late August. From this event a Republican presidential candidate should emerge to challenge President Obama’s run for a second term.

Here at Out & Equal, we encourage you to become civically engaged and be a part of the political dialogue in your country and hometown. No matter what color your stripes, learn the issues and play an active role in shaping the future of LGBT policy. To learn more about US LGBT political organizations, see below for a short-list representing the diversity of viewpoints:

LGBT Republicans are represented by the Log Cabin Republicans, http://www.logcabin.org

For the nation’s largest LGBT democratic club, look to the Stonewall Democrats for news and political commentary: http://www.stonewalldemocrats.org/

If you walk to the beat of ecology, social justice grassroots democracy and non-violence, check out the National Green Party: http://www.gp.org/

Individual liberty and personal responsibility are the key tenements of Libertarianism. Outright Libertarians represent these values for those who love differently: http://www.outrightusa.org/

Smaller political groups do not maintain as robust of an organized presence on the internet, but the Independent Political Report provides punditry and breaking news for a handful of so-called third parties, including Independents, Socialists, and Constitutionalists: http://www.independentpoliticalreport.com/

Bobby Wilkinson

By Bobby Wilkinson, California Zone Marketing Manager/Department Head at State Farm Insurance and Member of Out & Equal Board of Directors

“We are caught in an inescapable network of mutuality, tied in a single garment of destiny. Whatever affects one directly, affects us all indirectly.” These words, written by Dr. Martin Luther King Jr., remind us of the ways in which we are all connected and must each take the responsibility to advocate for equality.

During Black History month, I think of the powerful changes brought to our country by leaders like Martin Luther King Jr. and Rosa Parks. And, I think of the sacrifices made by individuals like my grandparents and parents, who worked long hours building and refurbishing furniture to give their children and grandchildren good values and more opportunities for the future.

It is also important to me during this month to recognize the people who are currently fulfilling the dreams that were created for us by our ancestors and the leaders of the past. Barak Obama’s election as the first African American President and his courage in the face of so many challenges inspires me immensely. I also admire California’s current attorney general, Kamala Harris, who is the first African American woman to hold this office in a major state. These fine leaders are bringing forth changes that will benefit society for generations to come.

The great progress made around civil rights for African Americans is undeniable. But, there is still so much more to be done so that everyone can live in a world free of discrimination. Returning to Dr. King’s words, “whatever affects one directly, affects us all indirectly,” I believe that this month is not only about African Americans, but about the basic rights we’re all still fighting for, whether it’s equality for the Latin American community, equal rights for women, or full rights for the lesbian, gay, bisexual, and transgender community. The lack of equality for every group affects us all as a society.

I hope to have the opportunity to contribute to bringing equality for LGBT individuals in the workplace by joining the Out & Equal Board of Directors. The ultimate goal at Out & Equal is for LGBT employees to feel safe being who they are at work so that they can give back to their companies and their communities. I’ve met many individuals who have been inspired by Out & Equal’s work. They come to the Workplace Summit and leave with the tools they need to bring equality to their workplaces.

It is especially meaningful to me that my tenure on the Board begins during Black History Month. I feel that serving on the Board is my chance to serve others in the community. It is also an opportunity for me to do more and help lead others in advocating for equality. I am so grateful to be part of Out & Equal and I feel a huge sense of responsibility to contribute to the great work being done every day. I hope to encourage others to initiate and bring about change across the US and internationally.

In sum, we have to acknowledge the progress that’s been made and remember how things were not so long ago. By doing this, we can find direction for our future.

Julie Beach, Associate Director, Career and IT Services

by Julie Beach | For LGBT employees, sometimes Valentine’s Day at work can be a day not of love, but loathing. While the day has been linked to romantic love since the 16^thcentury, few employers offer or mandate any sort of officially sanctioned Valentine’s workplace event. At most, employees will talk about their Valentine’s plans around the coffee pot or someone might bring in a special desert.  It’s these settings of casual workplace chit-chat that can fill LGBT employees with dread, but can also provide opportunities for you to share equally with your co-workers. With just a bit of forethought, you can relax and breeze right through the day.

If You Aren’t Out at Work-Don’t Worry!

Valentine’s Day is not for everyone ─ many employees don’t give much thought to it. If you don’t say anything about your personal plans with a special someone, don’t be afraid that you are setting yourself up for curiosity and suspicious prying into your private life. Many employees, whether they are partnered, dating or single, won’t say much about Valentine’s Day at work; it’s just not that important. Increasingly employers have done a good job of explaining the value of diversity to their employees, so it’s extremely unlikely that anyone will make you feel uncomfortable by tempting you into a lie or any other defensive posture. As one straight-ally employee here at Out & Equal told me, “I haven’t had a date for Valentine’s Day in 12 years, so tell them it’s no big deal—many people don’t even want to hear about Valentine’s Day.”

A Day for Coming Out?

If you’ve made an assessment of personal risk and you feel your employer is an LGBT-inclusive employer, Valentine’s Day can be a conversation-starter in which you come out for the first time or come out “a little further” beyond your personal work friends. If this circumstance fits you, just join in the casual workplace chit-chat and mention your own Valentine’s plans. Match your co-workers tone and demeanor with “I’m taking Bill out to dinner,” or “I am going to a party with Paulo.” Don’t make apologies or give unnecessary explanations –just act equal to your co-workers because you are.

Leave Any Overtly Personal Talk about Valentine’s Plans OUT of the Workplace

Like any other employee, LGBT employees should keep any discussion about their Valentine plans limited to references and language that is acceptable in the workplace. It’s fine to mention you are going out to dinner with your partner or date to a special restaurant, just like any other employee. If others are speaking in more detail than that, you should definitely walk away or change the subject, LGBT or not.

Looking at the language in the decision itself, the message is very clear: marriage equality does not have any effect on others’ marriage, religion, and children; nor does it threaten others’ freedom and liberty:

“Although the Constitution permits communities to enact most laws they believe to be desirable, it requires that there be at least a legitimate reason for the passage of a law that treats different classes of people differently. There was no such reason that Proposition could have been enacted. Because under California statutory law, same-sex couples had all the rights of opposite-sex couples, regardless of their marital status, all parties agree that Proposition 8 had one effect only. It stripped same-sex couples of the ability they previously possessed to obtain from the State, or any other authorized party, an important right—the right to obtain and use the designation of ‘marriage’ to describe their relationships. Nothing more, nothing less. Proposition 8 therefore could not have been enacted to advance California’s interests in childrearing or responsible procreation, for it had no effect on the rights of same-sex couples to raise children or on the procreative practices of other couples. Nor did Proposition 8 have any effect on religious freedom or on parents’ rights to control their children’s education; it could not have been enacted to safeguard these liberties.”

The decision also points out that marriage is an important legal and social right, and that Proposition 8 was created with the sole reason to place same-sex couples in a “different” and “lesser” category:

“All that Proposition 9 accomplished was to take away from same-sex couples the right to be granted marriage licenses and thus legally to use the designation of ‘marriage,’ which symbolizes state legitimization and societal recognition of their committed relationships. Proposition 8 serves no purpose, and has no effect, other than to lessen the status and human dignity of gays and lesbians in California, and to officially reclassify their relationships and families as inferior to those of opposite-sex couples. The Constitution simply does not allow for ‘laws of this sort’.” pp. 4-5

In another part of the ruling, the court unanimously rejected the argument that Judge Walker should have been disqualified, and recused himself, because he did not reveal at the time of the trial that he is a gay man with a longtime partner.

“We also affirm … the denial of the motion by the official sponsors of Proposition 8 to vacate the judgment entered by former Chief Judge Walker, on the basis of his purported interest in being allowed to marry his same-sex partner.”  pp. 7-8

Everyone at Out & Equal celebrates the court’s decision today, and we feel energized and motivated by the strong current sweeping us into the next phase for the fight for marriage equality, and the validation that we can be out and equal in every aspect of our lives.

Click here to read the entire Prop 8 decision.
Click here to watch the press conference from Los Angeles from earlier today.

“This ruling takes us one step closer to full equality under the law,” commented Selisse Berry, the founding executive director of Out & Equal Workplace Advocates. “The judges recognized that all Californians deserve to be treated fairly and equally, with the same rights and responsibilities of marriage.”

The ruling also addressed a challenge made by opponents of same sex marriage that Judge Vaughn Walker, the judge who oversaw the trial, should have recused himself because he is a gay man and in a relationship. The appeals panel ruled that Justice Walker’s sexual orientation was not relevant to his decision in the case. “The fair application of our laws requires that all judges decide each case on its merits, and that a judge recuses herself or himself when that is not possible,” Berry continued. “To suggest that Judge Walker was incapable of impartiality in this case simply because he is gay is offensive; just as suggesting that a female judge could not rule on a case that impacts women would be insulting. We are heartened that the appeals panel understood and upheld this principle of fairness.”

Out & Equal notes that the denial of marriage benefits to same sex couples is costly for both businesses and individuals. Employers committed to full equality in the workplace are subjected to increased payroll taxes when they offer equal benefits to all of their employees. Businesses operating in more than one state are forced to comply with a patchwork of laws, where some states recognize same sex marriage and others do not. America’s largest and most vibrant employers—including a majority of the Fortune 500 companies—provide job protections and benefits for their LGBT employees and their partners. You can learn more at The Business Case for Marriage Equality, available on our website.

Out & Equal Workplace Advocates, founded in 1999, 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.

Q Wilson

by Q Wilson, Out & Equal Senior Program Associate | I started doing what I do nearly two decades ago. I knew as soon as I came out that I wanted to be an advocate for those LGBT people who couldn’t speak up for themselves. It wasn’t until sixteen months ago that I was given a new focus for my activist lens. I am now learning to meld my grassroots activism with what I do here at Out & Equal.

I was born, raised, and lived the majority of my life in the southeastern United States. Being an out Black woman didn’t gain me many friends that were similar. It was then, and still is in some cases, hard to even start discussions around LGBT issues when other people of color were so reluctant to even be out. For many people of color, the reluctance to engage in conversations around openly identifying as lesbian, gay, bisexual, or transgender centers for fear of being shunned from our community. For most people of color, our community is so very central to who we are. Knowing that, I feel training and education around LGBT issues when it comes to communities of color needs to happen in spaces in, or connected vitally to, those communities.

While those conversations have been hard to get started, there are people who have started them and are doing amazing work at keeping the conversations going — the National Black Justice Coalition, the Zuna Institute, and the National Black Gay Men’s Advocacy Coalition to name a few.  I feel collaboration with these preexisting organizations is the best path to both offering a platform for them to expand their message and outreach, and for other organizations to have their messages heard in the community.

One Million Moms.com, a project of the American Family Association, and an organization designated as a hate group by the Southern Poverty Law Center (SPLC), has since launched a campaign demanding JCPenney fire Ellen Degeneres because she is a lesbian.

JCPenney has been a great supporter of Out & Equal, and has been a sponsor for the past five years. In fact, Mike Ullman, chairman of the board and chief executive officer of JCPenney and Liz Sweney, executive vice president general merchandise manager, women’s apparel, were plenary speakers at the 2011 Out & Equal Workplace Summit in Dallas.

“The LGBT cause for us is central…when I look back on my career the thing I probably get the most satisfaction out of is watching other people thrive in a diverse and challenging environment,” said Ullman at the event. You can watch their entire conversation here.

JCPenney also hosted a fashion show at the 2011 Summit; the first ever fashion show at the event.

For more than a decade, we have been working with organizations to create places of employment whose cultures embrace the contributions of lesbian, gay, bisexual and transgender employees and those who support them. Out & Equal stands in support of JCPenney, and all organizations that believe in diversity, inclusion, and equality.

In support of JCPenney and Ellen DeGeneres, GLAAD has created a website with more information: glaad.org/standupforellen

At the site, you can take action by:

1. Adding your name to the list of supporters for JCPenney’s decision: change.org/petitions/stand-up-for-ellen

2. Calling JCPenney to remind the retailer that hate should not be for sale in America’s stores.
J.C. Penney, Customer Service – (972) 431-8200
J.C. Penney, Corporate Headquarters – (972) 431-1000

Marga Gomez

Entertainer Marga Gomez has signed on to be the Emcee for the 2012 Out & Equal Leadership Celebration. The event, which takes place on March 14 at the InterContinental Mark Hopkins hotel in the Nob Hill district of San Francisco, is now in its fifth year.

The Leadership Celebration, a fundraising event that includes an exclusive hosted-reception and a special dinner, recognizes those who have become role models and inspirations in the movement to achieve equality in the workforce. Please join us this year as we honor President of the Golden State Warriors, Rick Welts and Mayor of Houston, Annise Parker.

Marga Gomez, who is openly gay, has performed on cruises and Gay Prides from coast to coast and entertained at conferences and corporate events including the California Hispanic Chamber of Commerce and the National Association of Hispanic Journalists. (source: margagomez.com)

Tom Johnson

Out & Equal Workplace Advocates is happy to announce that Tom Johnson, Clorox vice president – Global Business Services, has been elected president of the board of directors.

Tom has been an Out & Equal board member since January 2009.

“I’m honored to take on this role for an organization that is leading the way to workplace equality for LGBT people and helping corporations drive employee engagement and business results,” said Johnson. “Together, organizations like Out & Equal and Clorox are partnering to create inclusive environments where people can bring their whole self to the job each day and do their best work.”

Click here to read the official press release on the Clorox website.

In 2010, the Clorox Pride employee resource group (ERG) received the ERG of the Year award from Out & Equal.

Glenn Alexander, Director of Events

by April Hawkins | Recently, there’s been some important focus on LGBT youth and bullying in the press, but what about bullying that happens to children with gay, lesbian, bisexual, or transgender parents? A report issued in August 2011 by the American Psychiatry Association concluded that these children “do not differ from children with heterosexual parents in their emotional development or in their relationships with peers and adults.” It is also true that children of LGBT parents living in some communities might be teased or bullied because their family is unique.

We want to share with you the ways in which Glenn Alexander, Director of Events for Out & Equal, has created a safe environment as a gay man raising three adopted sons. Then, we’ll provide some tips on how you can take action.

I’ve always been open and honest with my children.  They are aware of their adoption and they are also aware that they have a gay father.  We practice transparency in the home.

The schoolyard is a different story.  I’ve taught them that it is not necessary to announce that their dad is gay at every turn, but if the question is asked directly, they should not shy away from it.  I tell them, “Answer the question honestly and if you receive negative feedback from your peers, stand strong in your beliefs.” There is no shame in being gay, lesbian, bisexual or transgender. My children have been raised knowing that each human being is made in the image and likeness of God, that God loves us all equally and that’s the bottom line. I tell my children that we need to be thankful each and every day for God’s blessings.

I’m also really proud of my sons. They stand up for themselves and strongly believe that if their friends can’t accept all of who they are, gay father included, then the friendship is not worth developing. I think this is partially a product of the strong network of family and friends we’ve developed. My kids can call on others to share things that they may not feel comfortable about discussing with me.

Community support, faith, and openness are so important for raising healthy kids and creating a safe environment for our youth. Most importantly, I believe that you have to be open and honest with your children, and teach them that being gay is not something to be ashamed of.

Developing this sort of community support and creating a safe environment isn’t as difficult as one might think. Here are four tips for how you can make sure kids are getting all the support they need:

1. Provide a cushion for kids by developing a supportive community. If possible, join a lesbian, gay, bisexual, and transgender family group in your area. You can search for meetup groups online, or ask your local LGBT community center for guidance.
2. Come out to your kid’s teachers. Barb Wrigley, Out & Equal Senior Director, provided this tip. She advises going to Back to School night or to a parent/teacher conference and coming out to your child’s teacher(s). “Tell  teachers that you will not tolerate bullying and you want to be made aware of any instance where your child may feel ostracized.” By being transparent and communicating with teachers, you can create clear consequences for bullying.
3. Reach out at the child’s school. Effect change in your community and help your children and other students by creating a safe school environment. Check out GLSEN (Gay, Lesbian & Straight Education Network)’s Four Steps Schools Can Take to Address Bullying to guide schools in creating a safe environment. Talk to the school principal about creating an action plan to address bullying.
4. Connect with national organizations on a local level. If you’re living in or near a large city, chances are you have a whole network available to you and your family. Here are some of our top picks:

• COLAGE (Children of Lesbians and Gays Everywhere) is a national movement of children, youth, and adults with one or more lesbian, gay, bisexual, transgender and/or queer (LGBTQ) parent/s. They  build community and work toward social justice through youth empowerment, leadership development, education, and advocacy. COLAGE chapters host events to teach people age 8 and older about taking care of themselves and their families through a social justice perspective. Find your local chapter here.
• PFLAG (Parents, Families and Friends of Lesbians and Gays) promotes the health and well-being of lesbian, gay, bisexual and transgender persons, their families and friends through: support, to cope with an adverse society; education, to enlighten an ill-informed public; and advocacy, to end discrimination and to secure equal civil rights. Find your local PFLAG chapter here.
• If you live in a remote area and don’t have access to a community resource, read Families Like Mine or take a look at the Kids of Trans Parents Guide.

Promoting a safe school environment through education, strong community, and advocacy work ensures that everyone will be treated with respect and dignity. As Dr. Seuss said in Horton Hears a Who, “A person’s a person, no matter how small.”