There is a recent interest in the role of gender and sexual diversity in vocational education and training. After a steadily growing interest in LGBTIQ+ equality and marketing in the last 20 years, in the last decade a number of projects started to explore how vocational education and training could integrate attention to gender and sexual diversity. This development started with a series of projects in the Netherlands, which then expanded to the European level. This year, another project starts to experiment in some less welcoming countries, like Poland, Croatia, Cyprus and Greece.
You need a killer competition-crushing resume/CV to help you get that interview for whatever reason. It may be your first job out of school, just needing a career change, desiring to advance your career at your current employer, or wanting to make the big jump to a new employer. Wanting a change is good. Even if you aren’t really looking for a new job right now, you should update your resume at least once a year. We’ve written a few other articles already on this topic so where possible I’ll be brief here and link over to those more in-depth articles.
Be sure to also join the Out:Careers group here on OutBüro where all things career development is discussed, networking, sharing and engaging. Jump in there and ask questions. Post great stuff you find around the internet. Most importantly on OutBüro network with others. Friend/Connect, join several group and really start to engage. Be proactive. 80% of all jobs are filled through networks. Your activity, connections, and thoughtful engagement will make others notice you. Looking to apply at a particular company. You may find employees of that company right here and/or in our OutBüro on LinkedIn group.
OK, now to the meat of it.
Never Created a Resume or Haven’t Updated Mine in a Long Time
Ok. There may be a bit of work ahead of you, but hopefully, after reading over this and our other guides the feeling of panic and dread will be diminished and just viewed as a task to get accomplished.
Tip 1 – Add it to Your Calendar
As mentioned above until you retire your resume should be visited and likely updated at a minimum once a year. So, literally, right now pause reading this and open up your calendar of choice. 12 months from now, schedule at least one day devoted to updating your resume/CV.
Tip 2 – The No Stress Approach
Before starting to worry about resume design, layout, colors, and all that jazz, just start with a notepad, electronic notes on your phone or tablet, or even sticky notes to begin jotting important key information down that will allow you to organize your thoughts without the confines of that other stuff. Then when ready, all will be right in front of you and you’ll churn that fresh resume/CV out in no time at all.
Try this I solve so many problems, have really super focused memory and come up with innovative thoughts and solutions when I get away from my laptop and keyboard. I take long walks – usually an hour and a half a day. I do mindful meditation. But, it’s not just me sitting with my legs crossed with fingers in a certain posture while chanting some ancient hymn. I use both the walking and mindful meditation time interchangeably to go inside myself and think. To explore as many options as possible. To allow my thoughts full freedom. I always have my phone with a notes app handy and/or post-it notes or notepads handy. When great ideas strike me I pause and jot it down. Because in this state of thought freedom, 15-30 mintues later, unless I really lingered on the thought in depth, it will be gone. I won’t remember. Jotting it down allows me to know I captured the thought to revisit it with out fear of lossing it. I then can, delve further into it or let it now go and move on to something else returning to it once I’m back at my desk or another day.
This is great for everything you do. TRY IT. Where your resume/CV is concerned if updating it after some time, it may be hard to follow the below advice with the pressure of the computer screen and keyboard taunting you. The restrictions of the interface, the pressure to get that resume done so you can find a new job all can stifle your creative conscience and unconscious that you’ll need to see your past career and goals in an abstract connected pattern. Using my approach will allow you to be focused yet free to ponder, associate, and be creative to when ready create the best resume/CV you can that will amaze recruiters and burn up that resume sifting AI engine.
Tip 3 – Keep Sh!t Fresh
When creating your resume/CV or updating it, you want to consider style trends looking for things like fonts, font sizes, hot industry skills popping up on job descriptions, be aware of AI (artificial intelligence) and its impact on choosing your resume for more attention by a human. We’ll have an article about this soon and when that is complete this will be updated with a link. But right now you can search the internet for articles on AI and Resume tips, biases, and more to be in the know.
Consider having your resume reviewed by a professional. I would highly recommend you do your best job on your own first. There are tons of resume templates available for free on the internet if you search “free resume template”. I state this because it’s much quicker and if paying, cheaper, to have your resume reviewed and improved than to have one created from scratch with is more time consuming thus if not free costs quite a bit more.
Tip 4 – Up Your Game
When you are looking at the jobs and skills that are in demand today. Are you finding that your skills, training, and certifications are relevant or maybe starting to become a bit dated? Hey, this can happen if someone works for the same employer in the same role for some time. It seems like stability. But if that employer isn’t keeping up with industry and technology trends and therefore not offering you the ability to be constantly learning, growing, and advancing your skills. In technology in particular. It is not uncommon to see moves every 18-24 months when a person is very focused on growth and their employer is not.
Tip 5 – Plan and Concour
So, take a hard honest assessment and if you need to bring your skills up to date to be competitive, or you have a career goal and need certain skills and certifications to qualify, make a plan. That plan should include what in-person or online courses you are going to take. What books you are going to read. What organizations and professional associations you are going to join. Decide if you’d like a mentor (more on that below). As you are gaining newly learned skills, if your current employer has no opportunity to put it into practice, consider how that new skill might be leveraged at local, regional, or national non-profits. Consider donating your time and skills to help the non-profit with your talents. In return, you get to put practical experience about that new skill/talent on your shiny new/updated resume/CV.
Tip 6 – Job Duties – No Sh!t
When crafting or updating your resume/CV remove everything that sounds like you are describing your general job function duties. It is a complete waste of space. If that sort of resume gets past the resume AI sorters, I can guarantee most recruiters will look at it and think to themselves, “No sh!t”. Then toss it aside. Don’t do that. I talk with recruiters at all levels all the time. I’ve interviewed several for our episodes.
If you were an executive assistant, you don’t need to write that you answered the phone, made copies, wrote letters, created spreadsheets, and ordered delivery lunches. Serious DUH factor! Every executive assistant does that.
Check out the Say “Bye Bye Felicia” to Duties on Your Resume article for more details.
Tip 7 – Holy Sh!t – WOW Factor
You know how much effort you now or use to put into looking good, standing out, to go out on a Friday or Saturday night? Bring it that level and more of WOW factor to your resume/CV.
I’m certainly not suggesting it be outlined in eyeliner and covered with glitter. But from Tip 2 above you need to put down all the amazing stuff. What did you do that was out of the ordinary? What did you improve? What is better now than when you took started the job? Was it your idea? Did you totally orchestrate that cool, fabulous new thing or improvement? Did you manage others in the process? Did it require sourcing, selecting, contracting, and managing vendors that may have been outside your normal job description? If you’ve never looked at your resume like this, the first time getting it to this format will take a bit of time. That’s why Tip 1 had you plan to keep it up to date at least once a year so that all that amazing stuff you accomplish in the previous year will be a bit fresher in your mind.
Tip 8 – Size Queen – ALL About Measurement
8 is good, but maybe I should have made this Tip 9. All joking aside, whe you are spelling out the 2-5 bullet points for the amazing Tip 7 improvement, enhancements, reductions. savings, gains, acquisitions, whatever those items are for you, provide NUMBERS. See the examples below:
Bad Example: “As a software license manager I managed all software vendors and associated contracts efficiently.
Great Example: “I initiated a software vendor assessment program that was never done before at this company. After my analysis I found overlaping solutions and was able to negiation consolidated licensing at a discount saving the compay $183,000 a year, reduced vendors from 3 to one simplifying relationship management and creating consistancy amoungst our users. After traning, this has improved the company Help Desks ability to support users in a timely manager reducing similar trouble tickes by 60%.”
The great example although a tad long has all the component. Job initiative, creative, take charge, wihout out saying it. Problem finder and more importantly a solution oriented, cost savings, support savings and quantified by numbers. This is someone I’d want to talk to. This is someone most recruiters would want to talk to. Your projects and results will differ, but you need to state:
- What you achieved and accomplished?
- What was your role – did you initiated it, your idea, or your boss’s idea but you led it?
- What was improved, enhanced, saved, etc?
- Show numbers even if it is an approximate guess. The numbers show impact and scale.
Tip 9 – Be Concise
Because employers may be receiving hundreds of resumes for one potential position, you need to catch their attention immediately. There is no effective way to list everything you have done. Choose what is most important, use phrases instead of full sentences, and implement bullet points to emphasize achievements. When you feel like you may be repeating yourself, check out use the thesaurus and think of new ways to phrase tasks and responsibilities.
Tip 10 – Lock that Sh!t Down – Clean it Up
Hey, we love social networking and hope you’re a member here at OutBüro. You better believe that potential employers are going to temporarily stalk you online as much as possible. They will try to find you on Facebook – ya know all those pics of you in your underwear hanging on other near-naked guys looking all glassy-eyed with a disco ball glimmering in the background. And pick after pic of similar images. Yep. You need to LOCK your accounts on ALL social media to “friends” only and be very very careful about adding any new friend requests for the foreseeable future. Employers will often have junior young cute guys and gals request friends/connections to potential candidates. In reality, they are just doing research scoping you out. They’ll take screenshots of all those party boy/gal images, you sporting the leather harness and jockstraps you gifted yourself this past X-mas, those jockstrap and thong images, you laying in bed with those two other people, that image of you laying in bed with your ass bare nake posing where you seemed like you confused Facebook for Grindr or Scruff (like so many of you do). They take all that, screenprint, electronically file, print, and stuff in a folder and report back their findings to the recruiter if not also the hiring manager. And guess what. If the example is the case, the likelihood of you being offered the new job is pretty slim.
So. I recommend LOCKING your accounts AND cleaning up your images and posts as much as possible. You be the judge on what stays and what’s removed, but really does anyone care what you posted 18 months ago? DELETE. Keep posts of you and your pets, what you ate for dinner, you hugging your grandmother. But DELETE any potential less than office safe images. DELETE old post where you went on a political rant. Absolutely DELETE any negative comments you made about past employers, hating to go go to work, hating your job, etc. For images and other posts that are similar but posted by others and you are TAGGED in. UNTAG yourself.
Basically, DELETE as much as possible keeping only OFFICE SAFE non-sexualized, non-political, non-super pro or anti-religious. Do you get what I’m saying here?
Do you want a new job or not? Then do this. You can say “Yes Sir. Thank you, Sir“, if you like. LOL ?
For more great related info, check out the LGBTQ Online Privacy and Safety – Take Control article.
Tip 11 – Should you be OUT on your Resume/CV
This is important and I’ve already written a full article exactly on this topic and got a former HR director of Disney’s thoughts. So check out the Should You be OUT as LGBTQ on Your Resume/CV article with interview video/podcast.
Tip 12 – Keep Your Sh!t Organized
Keep all of your past job information in a folder, hard copy, or electronic copy with a job description, notes of projects you initiated or contributed to. Measurement and pretty much all the information you’ll need to update your resume and to have for references should you ever need it. This might also have copies of all your pay stubs, employee guides, and any other documents related to your employment. Maybe that’s one file per employer with everything or structure it how you find useful. Along with employer files, be sure to maintain college, training, and certification records too.
Tip 13 – 60 MORE Awesome Resume/CV Tips
For even more resume/CV tips, check out the 60 Awesome Resume-CV Tips for the Queer Professional article. All the content there is still relevant.
In this episode of OutBüro Voices featuring LGBTQ professionals, entrepreneurs, and community leaders from around the world, host Dennis Velco chats with Jacob Kneip who saw a need to create an LGBTQ+ community support center in a conservative suburb 45 minutes outside of Chicago – Wheaton, Illinois. The organization is OutSpoken Leaders (https://www.outspokenil.org/)
I apologize for my mis-introduction. Neither caught that to rerecord.
Watch or listen to Jacob share his ah-ha moment and his journey so far in creating a safe and welcoming space for gay, lesbian, bisexual, transgender, asexual, intersex, queer, and questioning youth.
01:30 Jacob shares his background and how never thought he was going to be an activist or community leader and how he need up in the Chicago suburb that is predominantly conservative.
04:00 One door closes and another opens.
06:00 A young person comes out to him and shares their fear of parents knowing. This was his ah-ha moment that a need for an LGBTQ+ support group/center existed.
08:00 How it got started, a grassroots effort.
10:00 The local library immediately, rejected his space request. He moved on to the Parks and Recreation Center immediately jump on to host the group on a regular basis.
14:30 Jacob describes his first meeting where a Mom attended and strategy for growth.
17:00 Regular programs are now in place both in-person and virtual.
18:30 COVID actually helped the organization grow and they started offering virtual support groups every day.
19:00 Beers with Queers spawned allowing the group to meet outdoors in a COVID-safe way and support a local business.
19:20 The group spans three communities with a combined population of around 100,000 people. We chat about recent studies showing 15.9% of Americans between 18-23 self-identify as LGBTQ. How to acquire the area general population and leverage that in grants and other fundraising efforts
25:00 Jacob shares how the group was initially funded and his amazing response from local businesses.
27:00 Jacob describes the benefits of getting business support.
28:00 Leveraging CenterLink’s resources, education, development, programming curriculum guidance, curated funding lists, and cross-country network of other center leaders to mentor and support each other. https://www.CenterLink.org
38:00 Jacob shares projects such as the area’s Pride is in planning that will be a hybrid virtual and in person.
45:00 Jacob offers to chat with you if you are considering starting a community resources center/group in your area no matter where you are in the world.
To connect with Jacob find him on OutBüro here. https://outburo.com/profile/outspokenil/
OutSpoken Illinois: https://www.outspokenil.org/
Join me and Jacob on OutBüro, the LGBTQ professional and entrepreneur online community network for gay, lesbian, bisexual, transgender, queer, allies, and our employers who support LGBTQ welcoming workplace equality-focused benefits, policies, and business practices. https://www.OutBuro.com
Would you like to be a featured guest on the show? Contact the host Dennis Velco. https://outburo.com/profile/dennisvelco/
There are many resources in the United States that US and international lesbian, gay, bisexual, transgender, queer, asexual, intersex, queer, and questioning (LGBTQ) students should be aware of during their time on U.S. campuses. This more important than ever since the number of American young adults ages 18-23 who self-identify as LGBTQ+ is 15.9% according to a February 2021 Gallop Poll study. In that study, 7.9% of all respondence chose not to answer the question of sexual orientation so the actual number could be statistically much higher. Further, a study by the University of Surrey found that 29% of American’s between 18-30 years old who self-identify as heterosexual self-report having same-gender sexual experience occasionally.
The below links and information is meant to provide prospective international LGBTI students with a better understanding of the resources available to them at U.S. colleges and universities and through LGBTI organizations in the United States. Many individual campuses also have LGBTI student services and associations that maintain further information.
OutBüro: OutBüro is an LGBTQ online community for LGBTQ professionals and entrepreneurs. It is NOT like Facebook, Instagram, Tiktok, or a hookup site. It is more like LinkedIn, only queer. recently a former Facebook head of Human Resources said in an interview with OutBüro that 80% of jobs are filled through connection networks. Start building your LGBTQ professional network on OutBüro through groups. There is a group for LGBTQ students, industry groups, entrepreneur groups, local groups, and more. Consider starting a group for your school to interact with current students to over time build an alumni presence. You can even search for LGBTQ professional who has indicated they are open to being a mentor. As employers come on to the site and share all they do for their LGBT employees and the community. Additionally, check out the growing number of current and recent past employer ratings/reviews from LGBTQ employees right alongside job listings by those employers.
Consortium of Higher Education Lesbian Gay Bisexual Transgender Resource Professionals: The combined vision and mission of the Consortium of Higher Education Lesbian Gay Bisexual Transgender Resource Professionals is to achieve higher education environments in which lesbian, gay, bisexual, and transgender students, faculty, staff, administrators, and alumni have equity in every respect.
Point Foundation: Point Foundation empowers promising lesbian, gay, bisexual, transgender, and queer students to achieve their full academic and leadership potential – despite the obstacles often put before them – to make a significant impact on society. Their website includes a host of resources, including scholarship information. See our article: Point Foundation: LGBTQ Students Apply for Scholarships
CenterLink: Many cities and towns in the United States have large LGBTI community centers that often work on specific LGBTI rights issues and provide a safe space for all LGBTI persons. CenterLink is a U.S. member-based organization that supports the development of strong, sustainable LGBT community centers.
LGBTI Health Resources: The United States Centers for Disease Control (CDC) provides information on LGBTI health issues and a listing of health clinics and service providers that serve the LGBTI community in particular.
Crisis Intervention: The Trevor Project is a the leading national organization providing crisis intervention and suicide prevention services to LGBTI youth. Call, text or live chat with trained persons who can help.
Legal Status of LGBTI Issues in United States: The legal protections for LGBTI persons vary from state to state; the Human Rights Campaign (HRC) has created digital maps to illustrate these.
Consular Questions: For more information on consular issues for LGBTI students who are planning to apply for a student visa and their spouses or partners, please check the State Department’s Consular Affairs page on student visas.
PFLAG: Does your parent, guardian, or family members need support? Suggests Parents and Friends of Lesbians and Gays. They have lots of information on their website and hundreds of local chapters.
Important Notice: Same-sex spouses of U.S. citizens and Lawful Permanent Residents (LPRs), along with their minor children, are now eligible for the same immigration benefits as opposite-sex spouses. Consular officers at U.S. embassies and consulates will adjudicate their immigrant visa applications upon receipt of an approved I-130 or I-140 petition from U.S. Citizenship and Immigration Services. For further information, please see the Consular Affairs Frequently Asked Questions page.
If you’re a business owner in the United States who identifies as lesbian, gay, bisexual, transgender, asexual, intersex, or queer you can become a Certified LGBT Business Enterprise® and take advantage of the benefits the NGLCC offers.
To do so, you must first become a member of a local LGBTQ Chamber of Commerce. Find an affiliated chamber directly on the NGLCC that is in your city. If there is not one yet, locate the one closest to you. Often local LGBTQ Chambers of Commerce have options for those living in their state but beyond their home base city. Check out their website. If it doesn’t have information regarding living a distance away, don’t get discouraged. Call and/or email them to get a conversation going.
After becoming a member of a NGLCC local LGBTQ Chamber of Commerce, you may then apply to the NGLCC to become a certified LGBTQ owned business. For our research, in most cases the application for this certification is at no additional cost. But, be sure to get all the facts from your local LGBTQ Chamber of Commerce. There are requirements, documentation, and even an in-person (maybe virtual right now due to COVID) to go through. The process can take a few months, so prepare and practice patience.
Once accomplished, celebrate. You have now distinguished your business as an underrepresented minority owned business.
Okay – Now What?
Big Client Potential B2B
The NGLCC has partnered with many corporations that have Diversity Supplier Policies and are seeking LGBTQ-owned businesses that provide products and/or services they need. You can learn more on the NGLCC website.
Local Client Potential – B2B
Even if you are a local business serving local businesses, organizations that aren’t part of the NGLCC you may encounter business prospects who have official diversity supplier programs, and some who even if not official will value the distinction and view it as a competitive advantage.
Consumers – B2C
Even if you are a local business serving the public, getting certified and displaying the accreditation logo for all to see can create tryst and loyalty with your customers.
Other Minority Certifications
There are other minority owned business certifications that you may qualify for. After or during the process of becoming a Certified LGBTQ Business Enterprise seek out others. Why not? You now likely have most of the documentation required. With just a little bit more effort to prepare jump in and go for it. Check this great resource to learn more about other diversity certifications.
Join Out:Biz Owners Group
We’d love to have you join OutBüro and then join the group of out LGBTQ+ entrepreneurs just like you where you can connect, share, engage, and grow together. Additionally, create a group around your location, industry, business, or interests. We are looking to add services to the site with entrepreneurs in mind.
In the 2021 LGBTQ-focused Gallop poll survey released in February, Americans who self-identify as LGBTQ have risen to an average of 5.6% compared to the last survey in 2017 where that number was 4.5%.Tweet
The interesting point in the 2021 LGBTQ-focused Gallop poll is that 7.6% of respondents chose to not answer the question of how they self-identify meaning they wouldn’t even say they are heterosexual. So, 5.6% self-identify as LGBTQ and for 7.6% it is unknown. I have never known a heterosexual not comfortable with stating that. So, I personally believe a good portion of that 7.6% are LGBTQ or questioning. So the statistical number is somewhere between 5.6% and 13.2% (5.6 + 7.6). If I were to bet, the real number is in the 10-11% area.
Of the self-identifying LGBTQ the numbers look like this:
- 54.6% bisexual
- 24.5% gay
- 11.7% lesbian
- 11.3% transgender
- 3.3% another non-heterosexual preference
Respondents can give multiple responses when describing their sexual identity; thus, the totals exceed 100%.
Rebasing these percentages to represent their share of the U.S. adult population finds 3.1% of Americans identifying as bisexual, 1.4% as gay, 0.7% as lesbian and 0.6% as transgender.
Gen Z More Comfortable Identifying as LGBTQ
Due to progress made in society, today Gen Z are much more comfortable in being their authentic self identifying as LGBTQ. In this recent Gallop poll for those aged 18-23 about one in six (15.9%) identified as something other than heterosexual.
One of the main reasons LGBT identification has been increasing over time is that younger generations are far more likely to consider themselves to be something other than heterosexual. This includes about one in six adult members of Generation Z (those aged 18 to 23 in 2020).
LGBT identification is lower in each older generation, including 2% or less of Americans born before 1965 (aged 56 and older in 2020).
Americans’ Self-Identification as LGBT, by Generation
Currently, Generation Z leans heavily on the bisexual side of LGBT. This means that nearly 12% of all Gen Z adults identify as bisexual. For comparison’s sake, about half of millennials who identify as LGBT say they’re bisexual. Also, another study completed in early 2019 found that 29% of Americans from 18-30 years old who identify as heterosexual occasionally have same-gender experiences which is called “heteroflexible“.
The most interesting part of these numbers may be that they could very easily be much higher. The survey was only able to gather info from the oldest segment of Generation Z, aged 18 to 23, so pollsters are expecting the percentages to continue to rise as time goes on and people feel more comfortable to live their truth.
According to the survey, more than half of LGBT adults (54.6%) identify as bisexual. About a quarter (24.5%) say they are gay, with 11.7% identifying as lesbian and 11.3% as transgender. An additional 3.3% offered another non-heterosexual preference or term to describe their sexual orientation, such as “queer.”
Americans’ Self-Identified Sexual Orientation, by Generation
The pronounced generational differences raise questions about whether higher LGBT identification in younger than older Americans reflects a true shift in sexual orientation, or if it merely reflects a greater willingness of younger people to identify as LGBT.
In this episode of OutBüro Voices featuring LGBTQ professionals, entrepreneurs, and community leaders from around the world, host Dennis Velco chats with Alfred Verhoeven, marketing consultant and Marketing Ph.D. candidate.
01:15 Brief intro by Alfred
02:30 Alfred’s background includes a law degree and initially stubbled into marketing and has worked in corporate financial institutions yet has been in private practice for around 20 years so far.
04:20 In the military, Alfred was a language specialist where he learned Russian working in the military intelligence realm.
06:00 We discuss how both sales and marketing are areas where training helps to hone natural skills and abilities 08:00 Dennis shares a common connection via language learning, military intelligence, and a related story
15:00 How to lose someone following you using 3 modes of transportation
17:00 Alfred shares his inspiration to work on a Marketing Ph.D. and its focus titled Marketing the Rainbow – No one has done this study before
19:00 How the stereotype of high wealth, disposal income, dual income no kids come from and how the original niche study has been incorrectly used and referenced. See interview with Todd Evans of Rivendale Media. https://outburo.com/spanning-95-of-lgbtq-print-online-media-rivendell/
26:00 Alfred discusses how and how the LGBTQ community became a focus for corporate marketing
27:45 How LGBTQ persons often become caregivers due to often not having kids
30:00 Alfred’s research is large and still growing but has focused the Ph.D. thesis to be manageable while providing the larger set of research articles through his website. https://marketingtherainbow.info/
31:00 Alfred discusses how companies stand for equality and how being inclusivity supports corporate profitability.
34:50 The dangers of right-wing backlash and how it can turn around and benefit the company and has changed over time through social and legal advances
36:00 How LGBTQ inclusive marketing is now pretty much mainstream and companies are pretty much foolish to not adopt inclusive marketing
39:00 We chat about the evolution of LGBTQ equality acceptance.
44:00 Alfred is taking the research content and creating articles outlining a company’s LGBTQ marketing history and journey. See the website and YouTube channel listed below.
51:00 We chat about past marketing mistakes and learning from them.
To connect with Alfred find him on OutBüro here. https://outburo.com/profile/tawv/
Check out his YouTube channel featuring LGBTQ marketing commercials.
YouTube channel: https://www.youtube.com/c/AlfredVerhoeven
Join me and Alfred on OutBüro, the LGBTQ professional and entrepreneur online community network for gay, lesbian, bisexual, transgender, queer, allies, and our employers who support LGBTQ welcoming workplace equality-focused benefits, policies, and business practices. https://www.OutBuro.com
Would you like to be featured like this? Contact the host Dennis Velco. https://outburo.com/profile/dennisvelco/
New research (Feb 2021) from the CIPD has confirmed that LGBT+ employees experience higher level of work-based conflict, and almost one in five transgender workers feel psychologically unsafe at work.
The CIPD’s recent report, Inclusion at work: perspectives on LGBT+ working lives confirms that while workplace inclusivity is fundamental to good, fair work and positive employee outcomes, many organisations have been slow to make headway to support their LGBT+ workforces.
Unfortunately, LGBT+ employees are more likely to experience workplace conflict and harassment than their heterosexual, cisgender counterparts. In particular, 40% of LGB+ workers and 55% of transgender workers have experienced workplace conflict in the last 12 months, compared with 29% of heterosexual, cisgender employees. When conflicts occurred, many reported that their issues hadn’t been fully resolved. Close to half (44%) of LGB+ workers who had experienced being undermined or humiliated said this had not been resolved, and almost four in ten said this had only been partly resolved (38%). Close to a quarter (23%) of transgender workers said they had experienced discrimination because of their sexual orientation or gender identity. Additionally, 16% of LGB+ workers feel psychologically unsafe in the workplace compared with heterosexual workers (10%). For transgender workers, this figure is even higher at 18%.
All of this suggests that employers’ handling of conflict and harassment towards LGBT+ workers must improve. It is further clear that employers need to develop a greater understanding of the specific experiences – and needs – of their LGBT+ workforce.
All of this news is obviously disappointing to hear, and disappointing to hear while we remain in a pandemic, where the majority of workers remain working from home, many of whom feel lonely and isolated – particularly those within the LGBT+ community.
The current status quo therefore must change, not just for the LGBT+ community but for all. There is no more an important time to do this as we seek to recover and thrive after the pandemic. Recommendations for all in this area therefore include the following:
- Reviewing and ensuring that anti-discrimination policies and practices are fit for purpose, well understood, and carried out throughout the organisation. These should set clear expectations of what is and is not acceptable behavior, with practical examples, and provide robust guidance to managers on how to report and deal with incidences of conflict. A zero-tolerance approach to discrimination is fundamental for all employers regardless of size. Employers have legal obligations to prevent and address discrimination and should take a zero-tolerance approach to this.
- Create visible leadership in this area, supportive and knowledgeable about the difficulties that LGBT+ workers may face at work. Reciprocal mentoring is encouraged, to enable both groups to learn from each other. Gaining true buy-in and support from senior leadership is vital for building more inclusive workplaces.
- Provide training to enable the entire workforce to recognize where conflict exists or may exist and the value of equal opportunity, diversity, and inclusion. Understanding people’s differences, why they are important, and why they should be protected is key and will enable the creation of positive and inclusive work relationships.
- Encourage the reporting of any and all forms of conflict and ensure that all such matters are properly and seriously investigated.
- Offer support through the use of LGBT+, and allyship, networks. These can be used for LGBT+ workers to discuss difficult matters with other like-minded people. Appropriate training is of course necessary here, particularly for signposting purposes as network members should not act as counselors or dispute resolution experts. Such networks also allow LGBT+ workers to collectively raise important issues and suggestions to improve inclusion and diversity within the organization.
- Leverage OutBüro’s (www.OutBuro.com) LGBTQ Employer Branding platform to share your organization’s strides and process with current and prospective employees. Utilize its employee reviews to create an open dialog while demonstrating your organization takes their feedback seriously and is striving to be a welcoming workplace where all are respected equally.
Employers are therefore encouraged, off the back of the CIPD’s report, and as prompted by LGBT History Month, to improve their understanding of challenges faced by their LGBT+ workforce, to combat all possible opportunities for conflict or prejudice in this area, and thereafter to celebrate their diverse and inclusive workforces. The fight for LGBT+ rights and equal opportunity is clearly not over yet; we all have an important role to play to ensure that everyone is treated equally and fairly.
Understanding gender identity and expression to support education in LGBTQ corporate equality for a welcoming workplace. In Feb 2021 we updated our model to include scales for “other” in our own continued learning evolution and striving to provide content and resources that are reflective of you and all your beautiful complexities. We hope this now is fully inclusive and we remain open to constructive feedback.
Most people when they hear – LGBTQ – they think of it is a group of individuals who are attracted to members of the same sex to some degree. Interestingly, most don’t realize that the “T” does not directly relate to a person’s
Before the 19th century, the terms gender and sex were interchangeable. It was believed was what you physically appeared as at birth was cut and dry. Binary. Female or male from birth in body, mind, and soul.
Around 1925, a sexologist named Magnus Hirschfeld from Germany published an article. In it, he described for the first time the difference between the sexual desire for persons of the same gender compared to a deep desire to live and/or dress as the opposite gender because it matches how you feel and view yourself.
In the 1950s the concepts and theories about gender, gender roles, and gender identity were introduced and defined in the psychological literature. Psychologists, such as Jerome Kagan and John Money, initially believed that gender identity was simply a degree a person felt feminine or masculine coupled with the ability to live openly and freely as who they are supporting a secure sense of self.
From around 1965 through 1985 researchers such as Sandra Bem, Richard Green, Harry Benjamin, and, Robert Stoller furthered the understanding of gender and gender identity. Green, Benjamin, and Stoller pioneered gender identity clinics, as well as gender-related medical and surgical treatments.
The ongoing work of these and other pioneer researchers in the field of gender identity development raised awareness that gender is not exclusively determined by
A bit more to understand
The term transgender is an overall term for people whose gender identity, expression and/or behavior is different from those typically associated with their assigned sex at birth. Since the 1990s, transgender has also been used to describe:
- androgynous people
- gender non-conforming people
Transgender men had or have female body parts; however, they may identify and/or express themselves as male. Female to male or F2M.
Transgender women had or have male body parts; however, they may identify and/or express themselves as female. Male to female or M2F.
Research shows that gender identity, in many cases, is independent of sexual orientation.
Androphilicare people that were born with a male body, have a female gender identity, and are attracted to men. My understanding is like this:
- M2F Straight
- F2M Straight.
Gynephiliais people that were born with a male body, have a female gender and are attracted to women. My understanding is like this:
- M2F Lesbian
- F2M Gay
- Cis-Gender, is a person who feels that how they mentally identify matches their physical body.
Marketors, employers, prevention specialists, and healthcare providers should be aware that beliefs impact almost all areas of a person’s life, their feeling of accepted and being welcomed.
Think about not only your own beliefs and attitudes but how can you impact your place of business, your working environment, policies, benefits. How can you make your company, business, institution more accessible and in some cases safe?
If in my attempts to simplify for the sake of understanding a very complex field I’m happy to be constructively corrected and happy to edit the content if necessary. Please add your comments below.
I’ve already written about the Surrey University study demonstrating a clear bias against persons who are perceived as LGBT in the hiring process, promotions, and salary. Added to the stress of work anyone faces, adds being verbally harassed or worse not just at work but everywhere.
At this point, it’s – Duh!. In order to understand you have to get to know.
If you work for a company if not already happening, suggest or start social gatherings to get to know others out of the work environment. Maybe host a company talent show or other activities that foster interaction embracing the differences. The biggest is connect with others and be open and willing to give everyone an opportunity to shine. Listen carefully. Do you have interests in common? Do you hear an opportunity to partner on a project to help each other and maybe others in the company or community?
OutBüro’s Gender Identity and Expression Model
The concept of gender identity and expression graphic to help explain the concepts is not new. Hower, OutBüro decided to create our own with some modifications to past models to help further clarify the concepts.
Most models to date have a scale with feminine on one end of a spectrum and masculine on the opposite. We believe that having them separately represented is more accurate was of thinking and helps to better understand.
Meet Chris – the OutBüro Gender Identity and Expression Model
In the diagram below consider the lines noting masculine, feminine, and other as each independent sliding scales from 0 to 100%. If using this as a worksheet, consider marking each scale with a pencil where you feel you are on each scale. Either right-click to download as a JPG file or click here to download a PDF version.
Gender Identity is how you, in your head, experience and define your gender, based on how much you align (or don’t align) with what you understand the options for gender to be. Common associations: personality traits, jobs, hobbies, likes, dislikes, roles, expectations
Gender Expression is how you present gender (through your actions, clothing, and demeanor, to name a few), and how those presentations are viewed based on social expectations. Common associations: style, grooming, clothing, mannerisms, affect, appearance, hair, make-up
Anatomical Sex is the physical traits you’re born with or develop that we think of as “sex characteristics,” as well as the sex you are assigned at birth. Common associations: body hair, chest, hips, shoulders, hormones penis, vulva, chromosomes, voice pitch
Attraction is how you find yourself feeling drawn (or not drawn) to some other people, in sexual, romantic, and/or other ways (often categorized within gender).
Have you stumbled on these letters or heard someone use them and not quite sure about its meaning? LGBTQ stands for Lesbian, Gay, Bisexual, Transgender, and Queer.
You may also see LGBTQ+, many feel Queer is an umbrella all-inclusive all-encompassing term. Other Don,t and will add the “+” symbol to represent the full spectrum of the community.
On social media, in marketing, in texting, and generally anywhere you may see other variations. Basically here is what each letter represents and for definitions and a broader list check out our List of LGBTQ+ terms with definitions.
- L = Lesbian
- G = Gay and/or Genderqueer. Sometimes two G’s are presented
- B = Bisexual
- T = Transgender
- Q = Queer and/or questioning sometimes a second Q is provided
- I = Intersex
- A = Asexual
- P = Pansexual and/or Polygamous
- A = a second A is for Allies and/or Aromantic. Sometimes all three A’s will be present
- K = Kink
Here are some variations you may see: