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    Employment Discrimination Based on Sexual Orientation and Gender Identity in Montana

    By Christy Mallory, Brad Sears
    March 2015

    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 …

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    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.

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    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.

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    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.

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    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 …

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    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.

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    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.

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    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.

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    Employment Discrimination Based on Sexual Orientation and Gender Identity in Arizona

    By Christy Mallory, Brad Sears
    January 2015

    About 119,000 LGBT workers in Arizona 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, 56 more complaints would be filed in Arizona each year. The cost of enforcing those complaints would be negligible, and would not require additional court or administrative staff.

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

    By Christy Mallory, Brad Sears
    October 2014

    Approximately 159,000 LGBT workers in North Carolina are not expressly protected from discrimination under state or federal laws. Adding sexual orientation and gender identity to existing statewide non-discrimination laws would result in 58 additional complaints being filed in the state each year; 50 filed by private sector workers in the courts, and eight filed administratively by government workers. The cost of enforcing the additional complaints would be negligible, and would not require additional court or administrative staff.

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    Employment Discrimination Based on Sexual Orientation and Gender Identity in Georgia

    Christy Mallory, Brad Sears
    October 2014

    Approximately 7,500 LGBT workers in Georgia are vulnerable to employment discrimination absent state legal protections. At least 35 localities in Georgia prohibit public sector employment discrimination against LGBT people. While Georgia law protects state workers from discrimination based on personal characteristics including race, religion, national origin, sex, disability, and age, it does not include sexual orientation or gender identity.

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    Testimony on Workplace Discrimination to High Officials of Montenegrin Government

    By Andrew Park
    July 17, 2014

    Andrew Park, Director of International Programs, testified before a meeting of the ministries of Health, Labor, Human Rights, Justice and Interior in Podgorica, Montenegro. The ministries were meeting to evaluate Montenegro’s compliance with the international human rights standards. Park’s testimony focused on workplace discrimination issues as well as the response of Montenegro’s Supreme Prosecutor to incidents of hate crimes.

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    Discrimination Against State and Local Government LGBT Employees: An Analysis of Administrative Complaints

    By Christy Mallory, Brad Sears
    July 2014

    Based on employment discrimination complaints with state and local administrative agencies, 589 complaints of sexual orientation and gender identity discrimination were filed by public sector workers in 123 jurisdictions. Discrimination against LGBT people in the public sector is pervasive and occurs nearly as frequently as discrimination in the private sector, at rates similar to discrimination based on sex and race. Currently, no federal law prohibits discrimination against LGBT people, and most states do not have laws prohibiting such discrimination.

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    Employment and Housing Discrimination Based on Sexual Orientation and Gender Identity in Idaho

    By Amira Hasenbush, Christy Mallory
    May 2014

    Approximately 21,000 LGBT workers in Idaho are vulnerable to employment discrimination absent state or federal legal protections. Approximately 72% of Idaho’s workforce is not covered by a local ordinance prohibiting employment discrimination based on sexual orientation or gender identity, and 75% of Idaho residents are not protected against housing discrimination based on sexual orientation or gender identity.

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    Update: Economic Motives for Adopting LGBT-Related Workplace Policies

    By Brad Sears, Christy Mallory
    October 2011

    Ninety-eight percent of the country’s largest companies now prohibit discrimination based on sexual orientation and nearly 85 percent prohibit discrimination based on gender identity. The study also finds that 86 percent of the top 50 federal contractors prohibit discrimination based on sexual orientation and over 60 percent prohibit discrimination based on gender identity. Combined, these contractors represent 48 percent of all contracting dollars awarded by the federal government—over $218 billion in spending.

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    The Impact of a Higher Minimum Wage on Poverty Among Same-Sex Couples

    By M. V. Lee Badgett, Alyssa Schneebaum
    April 2014

    An increase in the federal minimum wage to $10.10 per hour would lift at least 20,000 people in same-sex couples out of poverty. The study also finds that a minimum wage increase would reduce the poverty rate by 24 percent or more for couples. Poverty rates fall for the most vulnerable people in same-sex couples—particularly women and African Americans—as well as for children in households led by same-sex couples. For example, among all people in same-sex couples, 7 percent of people are African American, but they are 14 percent of the group of people in same-sex couples who would move out of poverty.

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

    By Christy Mallory, Gregory K. Davis, Amira Hasenbush
    February 2014

    Approximately 66,000 LGBT workers in South Carolina are vulnerable to employment discrimination absent state legal protections. Four localities in South Carolina prohibit public sector employment discrimination against LGBT people. Only 18% of the state’s labor force works in those localities, and only a small proportion of those workers are employed by their local governments. Currently none of South Carolina’s LGBT-inclusive local ordinances prohibit discrimination in private employment.

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    Employment Discrimination Based on Sexual Orientation and Gender Identity in Ohio

    Amira Hasenbush, Christy Mallory
    January 2014

    Approximately 212,000 LGBT workers in Ohio are vulnerable to employment discrimination absent state or federal legal protections. At least 13 localities in Ohio prohibit private employment discrimination against LGBT people, yet 81 percent of the workforce remains unprotected by local ordinances. A statewide non-discrimination law would result in approximately 100 additional complaints being filed with the Ohio Civil Rights Commission each year.

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    Employment Discrimination Based on Sexual Orientation and Gender Identity in Utah

    Christy Mallory, Sarah Liebowitz
    January 2014

    Approximately 37,000 LGBT workers in Utah are vulnerable to employment discrimination absent state or federal legal protections. At least 17 localities in Utah prohibit private employment discrimination against LGBT people, yet 53 percent of the workforce remains unprotected by local ordinances. A statewide non-discrimination law would result in 17 additional complaints being filed with the Utah Anti-discrimination and Labor Division each year.

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    Employment Discrimination Based on Sexual Orientation and Gender Identity in West Virginia

    By Christy Mallory, Sarah Liebowitz, Amira Hasenbush
    December 2013

    More than 25,000 LGBT workers in West Virginia continue to face widespread and persistent employment discrimination absent state or federal legal protections. Charleston, Morgantown, Lewisburg, Harpers Ferry, and Buckhannon have local ordinances that prohibit employment discrimination against LGBT people, but they do not provide as much protection for LGBT people as the state’s law that prohibits other types of discrimination. Approximately 95 percent of West Virginia’s workforce is not covered by a local ordinance prohibiting employment discrimination based on sexual orientation or gender identity.

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