Workplace

  • Share Button
    ND

    Employment Discrimination Based on Sexual Orientation and Gender Identity in North Dakota

    By Christy Mallory and Brad Sears
    December 2015

    Approximately 6,800 LGBT workers in North Dakota are not explicitly protected from discrimination under state or federal laws. Discrimination against LGBT employees has been documented in surveys, legislative testimony, the media, and in reports to community-based organizations. Many corporate employers and public opinion in Louisiana support protections for LGBT people in the workplace. If sexual orientation and gender identity were added to existing statewide non-discrimination laws, three more complaints would be filed in North Dakota each year. The cost of enforcing those complaints would most likely be negligible, and would not require additional court or administrative staff.

    Read more
  • Share Button
    LA

    Employment Discrimination Based on Sexual Orientation and Gender Identity in Louisiana

    By Christy Mallory and Brad Sears
    November 2015

    Approximately 88,400 LGBT workers in Louisiana are not explicitly protected from discrimination under state or federal laws. Discrimination against LGBT employees has been documented in surveys, media reports and complaints to community-based organizations. Many corporate employers and public opinion in Louisiana support protections for LGBT people in the workplace. If sexual orientation and gender identity were added to existing statewide non-discrimination laws, 41 more complaints would be filed in Kansas each year. The cost of enforcing those complaints would most likely be negligible, and would not require additional court or administrative staff.

    Read more
  • Share Button

    Gender Identity and Sexual Orientation Discrimination in the Workplace: A Practical Guide

    By Brad Sears and Christy Mallory
    October 2015

    Two chapters summarizing the Williams Institute’s research were published in Gender Identity and Sexual Orientation Discrimination in the Workplace: A Practical Guide. Co-authored by Brad Sears and Christy Mallory, the first chapter documents discrimination against LGBT people. The second chapter shows the business case for LGBT inclusion in the workplace.

    Read more
  • Share Button

    Model Employment Policies for Federal Contractors Related to Sexual Orientation and Gender Identity

    By Christy Mallory, Adam Romero, and Brad Sears
    October 2015

    This document provides model policies for federal contractors, subcontractors, and federally-assisted contractors (collectively, “federal contractors”) to comply with Executive Order (“EO”) 11246 and other laws prohibiting sexual orientation and gender identity discrimination in employment. Federal contractors are prohibited by executive order from engaging in sexual orientation and gender identity discrimination. In addition, federal courts and agencies are increasingly concluding that Title VII’s prohibition on sex discrimination covers sexual orientation and gender identity discrimination and a growing number of state and local laws prohibit also such discrimination.

    Read more
  • Share Button

    Evidence of Employment Discrimination Based on Sexual Orientation and Gender Identity: An Analysis of Complaints Filed with State Enforcement Agencies

    By Christy Mallory and Brad Sears
    October 2015

    LGBT people use sexual orientation and gender identity employment non-discrimination laws as frequently as people of color and women use race and sex non-discrimination laws. This study examines complaints filed based on sexual orientation or gender identity, race, and sex and adjusts them by the number of people in the workforce most likely to experience each type of discrimination – LGBT people, people of color and women.

    Read more
  • Share Button

    Employment Discrimination Based on Sexual Orientation and Gender Identity in Kansas

    By Christy Mallory and Brad Sears
    September 2015

    Approximately 55,000 LGBT workers in Kansas are not explicitly protected from discrimination under state or federal laws. Discrimination against LGBT employees has been documented in surveys, media reports and complaints to community-based organizations. Many corporate employers and public opinion in Kansas support protections for LGBT people in the workplace. If sexual orientation and gender identity were added to existing statewide non-discrimination laws, 26 more complaints would be filed in Kansas each year. The cost of enforcing those complaints would most likely be negligible, and would not require additional court or administrative staff.

    Read more
  • Share Button

    Employment Discrimination Based on Sexual Orientation and Gender Identity in Mississippi

    By Christy Mallory and Brad Sears
    September 2015

    Approximately 34,800 LGBT workers in Mississippi are not explicitly protected from discrimination under state or federal laws. Discrimination against LGBT employees has been documented in surveys, media reports, and court cases. Many corporate employers and public opinion in Mississippi support protections for LGBT people in the workplace.

    Read more
  • Share Button

    Employment Discrimination Based on Sexual Orientation and Gender Identity in South Dakota

    By Christy Mallory, Brad Sears
    August 2015

    About 19,900 LGBT workers in South Dakota are not explicitly protected from discrimination under state or federal laws. Many corporate employers and public opinion in the state support protections for LGBT people in the workplace. If sexual orientation and gender identity were added to existing statewide non-discrimination laws, nine more complaints would be filed in South Dakota each year. The cost of enforcing those complaints would be negligible, and would not require additional court or administrative staff.

    Read more
  • Share Button

    Employment Discrimination Based on Sexual Orientation and Gender Identity in Alaska

    By Christy Mallory, Brad Sears
    July 2015

    About 13,100 LGBT workers in Alaska are not explicitly protected from discrimination under state or federal laws. Many corporate employers and public opinion in the state support protections for LGBT people in the workplace. If sexual orientation and gender identity were added to existing statewide non-discrimination laws, six more complaints would be filed in Alaska each year. The cost of enforcing those complaints would be negligible, and would not require additional court or administrative staff.

    Read more
  • Share Button

    The Impact of Wage Equality on Sexual Orientation Poverty Gaps

    By M. V. Lee Badgett and Alyssa Schneebaum
    June 2015

    This report uses data on same-sex couples in the 2012 American Community Survey to assess the impact on LGB and heterosexual poverty rates of several types of hypothetical changes: one that reduces the gender wage gap between men and women, one that reduces the wage gaps for people of color (the gap between white and black workers and the gap between Hispanic and non-Hispanic workers), and one that reduces the wage gap for gay and bisexual men compared with heterosexual men. These changes could come from new policies designed to address wage gaps, such as reductions in the gender wage gap resulting from a policy of paid family leave, or through more stringent enforcement of new or existing nondiscrimination laws.

    Read more
  • Share Button

    Employment Discrimination Based on Sexual Orientation and Gender Identity in Texas

    By Christy Mallory and Brad Sears
    May 2015

    By Christy Mallory, Brad Sears May 2015 About 429,000 LGBT workers in Texas are not explicitly protected from discrimination under state or federal laws. Discrimination against LGBT employees has been documented in surveys, complaints to community-based organizations, media reports, court cases, and other sources. Many corporate employers and public opinion in the state support protections for LGBT …

    Read more
  • Share Button

    The Cost of Employment Discrimination against Transgender Residents of Florida

    By Taylor N.T. Brown and Jody Herman
    April 2015

    The State of Florida spends more than a half million dollars each year as the result of employment discrimination against transgender residents. Currently, 10 counties and 14 cities in Florida have ordinances prohibiting discrimination based on gender identity in public and private sector employment, but nearly 22,000 transgender adult residents are not covered by these laws. Employment discrimination against transgender adults in Florida costs the state an estimated $570,000 annually in state Medicaid expenditures alone.

    Read more
  • Share Button

    Employment Discrimination Based on Sexual Orientation and Gender Identity in Montana

    By Christy Mallory, Brad Sears
    March 2015

    About 13,400 LGBT workers in Montana are not explicitly protected from discrimination under state or federal laws. Discrimination against LGBT employees has been documented in surveys, complaints to community-based organizations, media reports, court cases, and other sources. Many corporate employers and public opinion in the state support protections for LGBT people in the workplace. If sexual orientation and gender identity were added to existing statewide non-discrimination laws, six more complaints would be filed in Montana each year. The cost of enforcing those complaints would be negligible, and would not require additional court or administrative staff.

    Read more
  • Share Button

    Employment Discrimination Based on Sexual Orientation and Gender Identity in Wyoming

    By Christy Mallory, Brad Sears
    March 2015

    About 8,900 LGBT workers in Wyoming are not explicitly protected from discrimination under state or federal laws. Discrimination against LGBT employees in Wyoming has recently been documented in surveys, court cases, and other sources. Many corporate employers and public opinion in the state support protections for LGBT people in the workplace. If sexual orientation and gender identity were added to existing statewide non-discrimination laws, four more complaints would be filed in Wyoming each year. The cost of enforcing those complaints would be negligible, and would not require additional court or administrative staff.

    Read more
  • Share Button

    Employment Discrimination Based on Sexual Orientation and Gender Identity in Florida

    By Christy Mallory, Brad Sears
    March 2015

    About 328,000 LGBT workers in Florida are not explicitly protected from discrimination under state or federal laws. If sexual orientation and gender identity were added to existing statewide non-discrimination laws, 154 more complaints would be filed in Florida each year. The cost of enforcing those complaints would be negligible.

    Read more
  • Share Button

    Employment Discrimination Based on Sexual Orientation and Gender Identity in Kentucky

    By Christy Mallory, Brad Sears
    February 2015

    Approximately 80,000 LGBT workers in Kentucky are not explicitly protected from discrimination under state or federal laws. Seven localities in Kentucky prohibit discrimination based on sexual orientation and gender identity in private and public sector employment, and state government employees are protected. If sexual orientation and gender identity were added to existing statewide non-discrimination laws, 38 more complaints would be filed in Kentucky each year. The cost of enforcing those complaints would be negligible, and would not require additional court or administrative staff.

    Read more
  • Share Button

    Employment Discrimination Based on Sexual Orientation and Gender Identity in Michigan

    By Christy Mallory, Brad Sears
    February 2015

    By Christy Mallory, Brad Sears February 2015 Approximately 184,000 LGBT workers in Michigan are not explicitly protected from discrimination under state or federal laws. Discrimination against LGBT employees in Michigan has recently been documented in surveys, complaints to community-based organizations, media reports, and other sources. Many corporate employers and public opinion in the state support protections …

    Read more
  • Share Button

    Employment Discrimination Based on Sexual Orientation and Gender Identity in Virginia

    By Christy Mallory, Brad Sears
    January 2015

    LGBT workers in Virginia are not explicitly protected from discrimination under state or federal laws. Three localities in Virginia prohibit discrimination based on sexual orientation in private and public sector employment; only one locality prohibits discrimination based on gender identity. If sexual orientation and gender identity were added to existing statewide non-discrimination laws, 5 more complaints would be filed in Virginia each year. The cost of enforcing those complaints would be negligible, and would not require additional court or administrative staff.

    Read more
  • Share Button

    Employment Discrimination Based on Sexual Orientation and Gender Identity in Oklahoma

    By Christy Mallory, Brad Sears
    January 2015

    Approximately 62,000 LGBT workers in Oklahoma are not explicitly protected from discrimination under state or federal laws. Seven cities in Oklahoma prohibit discrimination based on sexual orientation in public sector employment, but do not include gender identity or private sector employment. If sexual orientation and gender identity were added to existing statewide non-discrimination laws, 29 more complaints would be filed in Oklahoma each year. The cost of enforcing those complaints would be negligible, and would not require additional court or administrative staff.

    Read more
  • Share Button

    Employment Discrimination Based on Sexual Orientation and Gender Identity in Arkansas

    By Christy Mallory, Brad Sears
    January 2015

    None of the approximately 47,000 LGBT workers in Arkansas are explicitly protected from discrimination under local, state or federal laws. If sexual orientation and gender identity were added to existing statewide non-discrimination laws, 22 more complaints would be filed in Arkansas each year. The cost of enforcing those complaints would be negligible, and would not require additional court or administrative staff.

    Read more