Brison Scholar Lee Downing Transgender Parents Disertation lgbt out gay entrepreneur lgbtq business owners lesbian queer online community OutBuro

Seeking Parents of Transgender Persons for Study

Parents of Transgender Youth: In this episode host, Dennis Velco chats with Ph.D. candidate Brison “Scholar Lee” Downing about his thesis project. Downing, a person of transgender experience himself knows all too well the adjustments, strains, and struggles family members can often experience when a child or loved one comes out as transgender and during the transitioning experience. As Downing expresses, family, loved ones, and friends are not the persons directly going through the physical changes, yet they too are going through the transition often experiencing emotions of loss of a loved one.

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We’d love your text comments at the bottom of each show episode page asking questions of me, our guests, and interacting with other commenters.

We also have the feature where you may “call-in” and leave a recorded message. Your recorded message may be used in future episodes and requires a simple registration on the podcast platform

These are normal feelings he explains. He explains there is a limited number of studies to date, yet the participant pool has been predominately US Caucasian families. Downing’s study is to broaden the current research study pool striving to include underrepresented minority families. He states that to better serve all we need the perspective that different races, ethnically and cultural backgrounds bring to the learning and sharing conversations.

Downing’s goal is to publish his findings in hopes to be a resource for all parents, loved ones, and family members to cope with the emotions and retain as well as grow stronger loving relationships.

Connect with Scott on OutBüro at https://www.outburo.com/profile/brisondowning/

Join Brison 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://www.outburo.com/profile/dennisvelco/

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97% of US LGBTQ Students Experience Homophobia at School

GLSEN, a US national LGBT+ education advocacy group completed a research study recently and found that an astounding near 97% of lesbian, gay, bisexual, or transgender students aged between 13 and 21 reported hearing disparaging comments about their sexuality or gender identity while at school. The GLSEN report, which surveyed students in all 50 U.S. states as well as the District of Columbia, Puerto Rico, American Samoa, and Guam, found homophobia was rife within educational establishments.

Almost 97% of respondents stated that they had heard the phrase “no homo” at school, while more than 95% reported hearing homophobic terms such as “dyke” and “faggot”. About 69% said they had experienced verbal harassment because of their sexual orientation, while just under 57% said they had also been called names or threatened because of their gender expression. Just under 10% reported the same experiences due to their gender expression, it added. Comments such as “that’s so gay” and “no homo” are regularly stated on playgrounds, in the cafeterias, and around school campuses. Almost 92% said the remarks had made them feel “distressed”, said the 2019 National School Climate Survey, which surveyed 16,700 LGBT+ students between April and August last year. 11% of LGBT+ students said they had been physically assaulted, or “punched, kicked (or) injured with a weapon” because of their sexuality, the report noted.

Aiden Cloud, a 17-year-old student who identifies as genderqueer and attends at a small, conservative private school in Nashville, Tennessee stated, “At my school, it’s very taboo for teachers especially to talk about LGBT issues. Even though there are a lot of queer students at my school – just as there are at any school – there’s a very big lack of visibility. It feels very isolating.”

“This is a very significant wake-up call about how the progress we’ve won is directly under attack,” said Eliza Byard, the executive director of GLSEN, formerly the Gay, Lesbian & Straight Education Network.

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LGBT Individuals Experience More Severe Eating Disorders New Study Finds - OutBuro - LGBTQ Professional Entrepreneur Community Gay Lesbian Transgender Queer

LGBT Individuals Experience More Severe Eating Disorders New Study Finds

LOS ANGELES, May 20, 2020 /PRNewswire/ — A new study published in the International Journal of Eating Disorders finds that eating disorder patients who identify as LGBT have more severe eating disorder symptoms, higher rates of trauma history, and longer delays between diagnosis and treatment than heterosexual, cisgender patients.

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“While we know there is a higher prevalence of eating disorders among LGBTQ folks, particularly trans and non-binary folks (with rates estimated to be anywhere from 40% to 70%), our field is in its infancy with researching this health disparity, so I believe research like ours is especially important,” said clinical psychologist Jennifer Henretty PhD, CEDS, one of the study’s co-authors who serves as the Executive Director of Clinical Outcomes for Discovery Behavioral Health, Center For Discovery.

Eating disorders are a serious mental health concern: At least 30 million people—of all ages, sexual orientations, and gender-identities—experience an eating disorder in the U.S. alone, and every 62 minutes at least one person dies as a direct result of an eating disorder. In fact, eating disorders have the highest mortality rate of any mental illness. (Source: National Association of Anorexia Nervosa and Associated Eating Disorders)

The most common eating disorders are binge eating disorder, where people regularly eat a large amount in a short period of time; bulimia nervosa, where people regularly eat a large amount in a short period of time and then try to offset the food using harmful behaviors (like vomiting); and anorexia nervosa, where people regularly eat too little due to a fear of gaining weight and thus are malnourished. The causes of eating disorders are not clear but both biological and environmental factors are thought to play a role. Eating disorders typically begin in adolescence but it appears that the rate of the disorder may be on the rise in middle-aged and even older adults.

The peer-reviewed academic study analyzed data from 2,818 individuals treated in residential (RTC), partial hospitalization (PHP), and/or intensive outpatient (IOP) levels-of-care at a large eating disorder treatment organization; 471 (17%) of the participants identified as LGBT. The facilities were operated by Center for Discovery, a U.S. healthcare provider specializing in the treatment of eating disorders.

Research shows that individuals who identify as lesbian, gay, bisexual, transgender, or other non-heterosexual/non-cisgender identities have significantly higher rates of mental and physical health conditions compared to their heterosexual, cisgender peers.

“LGBT individuals are more likely to experience housing and employment discrimination, and to struggle with multiple mental health challenges related to minority stress; this perfect storm of barriers means eating behaviors are often overlooked,” said Vaughn Darst, RD, who serves as Operations Advisor for Discovery Behavioral Health, Center For Discovery and who also discussed in a TedX talk the complex issue at the intersection of gender, body image, food and identity.

Center For Discovery, which opened in 1997, is a leading provider of eating disorder treatment in the U.S. Weekly residential programming includes two to three individual sessions; one to two family sessions; dietary, medical, and psychiatric sessions; and between 35 and 40 therapeutic groups. Modalities such as Exposure Response Prevention, Dialectical Behavioral Therapy, Cognitive Behavioral Therapy, Acceptance and Commitment Therapy, and a Family Systems Approach are utilized. Importantly, Center For Discovery is trans/gender-affirming and trauma informed.

The study found a full 12-month delay in treatment for LGBT patients compared to non-LGBT patients. “Delays in accessing treatment are especially widespread for transgender and nonbinary individuals with eating disorders. Some of the causes include delayed diagnosis by providers who fail to assess non-cisgender female patients for disordered eating, as well as limited access to trans-affirming treatment options, particularly at the residential level of care” said Darst. Center For Discovery hopes to reduce this delay by being a trans-affirming treatment center and by providing trainings for staff and community providers on best practices for addressing eating concerns within LGBT communities.

For the full research article, please visit  https://onlinelibrary.wiley.com/doi/full/10.1002/eat.23257

About Discovery Behavioral Health

Discovery Behavioral Health is a leading, in-network, U.S. healthcare provider delivering accessible, evidence-based community care for substance use, eating disorders, and behavioral health.  Discovery’s programs include residential, partial hospitalization, and intensive outpatient care for teens and adults. The company was established in 1997 and is headquartered in Orange County, California. More: https://discoverybehavioralhealth.com

Press Contact:
Greg Ptacek
PR| Communications
323-841-8002 mobile
gregptacek@me.com

SOURCE Discovery Behavioral Health

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Understanding Gender Identity and Expression 101

Understanding gender identity and expression to support education in LGBTQ corporate equality for a welcoming workplace.

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 sexual attraction at all. It is separate and refers to a person’s sense of gender. Inside, do they feel like a male or female or even somewhere in between the two. This is referred to as gender identity.

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 assigned sex at birth but determined by a person’s sense, belief, and the ultimate expression of self.

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:

  • transsexuals
  • crossdressers
  • androgynous people
  • genderqueers
  • 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.

  • Androphilic are 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.
  • Gynephilia is 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.
    • Cis-male
    • Cis-female

See: List of LGBTQ+ terms with definitions

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 and feminine as each independent sliding scales from 0 to 100%.

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Gender Identity

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

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

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

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).

Same-Sex Partners 73 percent Discriminated Against by Mortgage Lenders - LGBT Study Iowa State University - OutBuro - Gay Lesbian Business News Professional Netowrk Information

Same-Sex Partners 73% Discriminated Against by Mortgage Lenders

Purchasing a home is a significant life event for most. The process is both exciting and stressful To add to that stress a new study suggests home mortgage lenders are less likely to approve gay and lesbian same-sex couples.

Same-sex borrowers may perform better – Gao

The study, by researchers at Iowa State University’s Ive’s
Ivy College of Business, focused on national mortgage data from 1990 to 2015 and found the approval rate for same-sex couples was 3 to 8 percent lower. The research also included more detail dive about applicants’ work history and creditworthiness analyzed from a smaller dataset. Based on this data, same-sex applicants were 73 percent more likely to be denied than heterosexual couples.

Hua Sun portrait

Hua Sun

Gay and lesbian same-gender couples who were approved paid higher interest and fees. Co-authors Hua Sun (pictured right) and Lei Gao (pictured in featured image), associate and assistant professors of finance, respectively, say the difference in finance fees averaged less than .5 %, but combined added up as much as $86 million annually.

Another research study published by the Proceedings of the National Academy of Sciences, found no evidence that gay and lesbian couples had a higher risk of mortgage default.

“Lenders can justify higher fees, if there is greater risk,” Gao said. “We found nothing to indicate that’s the case. In fact, our findings weakly suggest same-sex borrowers may perform better.”

Protection needed

While mortgage applicants are not required to disclose their sexual orientation, however when two women or two men walk in for a home loan through information causally shared while the couple is just being themselves can lead to discrimination. As indicated in another study by the University of Surrey, indicating that during an employment hiring process, LGBT people are discriminated against based solely on their appearance and/or speech. The Surrey study found that person who may or may not be LGBT but are preceived as being so are less likely to be hired, promoted and paid less than their heterosexual counterparts. This perception is just as damaging in terms of discrimination in the mortgage lending process the researchers say.

Check out this related study by Prudential on the financial health of American by gender, race and sexual orientation.

Sun and Gao say the findings of their Mortgage Lending study illustrate a need for change to make the lending laws fair for everyone. Loan decisions should be not be based on, not skin color, sexual orientation or gender. Lending should be based only on fundamental economic factors. Sun says making sexual orientation a protected class would limit potential discrimination.

The Fair Housing and Equal Credit Opportunity acts prohibit discrimination based on a borrower’s race, gender, marital status or religion, however, neither specifically, list sexual orientation.S

“Policymakers need to guarantee same-sex couples have equal access to credit,” Sun said. “Using our framework, credit monitoring agencies also can take steps to investigate unfair lending practices.”

Mortgage lenders though can move ahead of government and as a business ensure their company polices include being open, welcoming and fair to the LGBT community in their lending practices.

Sun and Gao used data from the Home Mortgage Disclosure Act, the Federal Reserve Bank of Boston and Fannie Mae Loan Performance to test whether perceived sexual orientation affected mortgage approval, cost and performance. Utilizing these datasets allowed researchers to validate their findings and control for factors such as income, variations in lenders’ underwriting standards and property type, which may influence approval rates.

Co-applicants with the same gender were identified as same-sex couples for the study. The researchers used Gallup and Census Bureau data of geographic distributions of LGBT adults to verify their identification strategy and reported a good matching quality.

Location, location, location

Previous research has shown that recent home purchases or refinancing in a neighborhood can predict defaults, which influences mortgage lending approval and interest rates. To determine if the percentage of LGBT individuals living in a neighborhood contributed to the disparity in approval rates, Sun and Gao looked at county-level percentages of same-sex applicants each year.

What they found was somewhat surprising. In neighborhoods with more same-sex couples, both same-sex and different-sex borrowers seem to experience more unfavorable lending outcomes overall. The researchers say the findings should raise enough concern to warrant further investigation.

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Prudential study explores financial lives of Americans by race, gender, sexual identity, caregiver status

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Bright spots and areas of optimism exist within traditionally underserved groups in the face of income inequality, retirement insecurity and household debt, new data from Prudential Financial reveals. The in-depth exploration of data from Prudential’s Financial Wellness Census™ highlights the dramatic differences in the experiences of diverse populations within the U.S., many of whom were disproportionately impacted by the 2008 financial crisis.

The report, “The Cut – Exploring Financial Wellness Within Diverse Populations,” is based on a survey of more than 3,000 U.S. adults and examines the financial lives of a diverse group of Americans: women, black Americans, Latino Americans, Asian Americans, caregivers, and the LGBTQ community.

“Resilient and diverse communities are the foundation of a stable and strong economy. Their progress enables our progress,” said Judy Dougherty, Prudential’s financial wellness officer. “This new analysis presents a layered portrait of the financial lives of Americans and exposes factors that underlie and sometimes impede our ability to achieve financial security. These insights are critically important to Prudential’s businesses, informing our efforts to develop products and services that help more Americans improve their financial health.”

The data highlights challenges and opportunities

The research details the wide range of outcomes, experiences and attitudes among traditionally underserved communities. For example:

  • By significant margins, black Americans at all income levels are more likely than the general population to prioritize helping others financially: taking care of parents or other family members, providing college tuition for their children, helping children with a down payment on a home, leaving an inheritance to their heirs, and giving to charity.
  • The average annual income for women in the survey was $52,521, compared with $84,006 for men—women reported earning about 63 cents for every dollar earned by men. Additionally, 54 percent of all women reported being the primary breadwinner in their household, irrespective of its makeup.
  • Thirty-eight percent of caregivers in the study do not think they will ever be able to retire versus only 25 percent of non-caregivers. Although caregivers for children with special needs were as likely as other caregivers and non-caregivers to have a defined contribution retirement plan, they were also the most likely to have taken a loan or hardship withdrawal.

“The journey to financial wellness is deeply personal,” said Lata Reddy, Prudential’s senior vice president, Diversity, Inclusion & Impact. “While there are common experiences that tie us all together, there are also distinct factors that are unique to our individual journeys that impact the ultimate destination. These factors need to be clearly understood for true progress to be made. The first step is to actively listen to the voices in our communities, and it is in this spirit that this research was conducted.”

For more information, view the full report, “The Cut – Exploring Financial Wellness Within Diverse Populations.” Prudential has also created a three-minute self-assessment to enable individuals to discover where they stand on their own personal path to financial wellness. To take the financial wellness assessment and to explore a visualization of its data, visit prudential.com/stateofus.

Prudential Financial Wellness Census methodology

The original Financial Wellness CensusTM was conducted by Prudential’s Decision Insights Group and Chadwick Martin Bailey within the United States between Sept. 20 and Oct. 9, 2017, among a nationally representative sample of 3,013 U.S. adults ages 25-70. For the complete survey methodology, including weighting variables and subgroup sample sizes, please contact prudential@sharpthink.com.

About Prudential Financial, Inc.

Contacts

MEDIA CONTACT:
Prudential Financial, Inc.
Yemi Rose
973-802-7641
yemi.rose@prudential.com

Sharp Communications
Beverly Basiga
212-829-0002 ext.113
bb@sharpthink.com

Know of a business news tip affecting the LGBTQ community?  Contact us so we can spread the word.

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LGBTQ Discrimination Limits Access to Health Care - LGBT Employees Rate Employer Review Company Employee Branding OutBuro - Corporate Workplace Equality Gay Lesbian Queer Diversity Inclusion

LGBTQ Discrimination Limits Access to Health Care

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A survey study conducted by the Center for American Progress in 2017 verified and revealed that LGBTQ people experience discrimination when seeking health care services.  Also, if they are turned away from service due to discrimination, harassment, and mistreatment LGBTQ people may have trouble finding alternative avenues for health services.  Those experiences discourage them from seeking needed care.  This data demonstrates the importance of protecting LGBTQ people from discrimination in health care.

When needing to see a doctor, whether for routine care or emergency services no one should have to consider if they will be refused service, or be subject to discrimination, harassment or be mistreated under any circumstance.  In the United States, the Affordable Care Act (ACA) addressed this concern by prohibiting insurance providers and health care facilities and professionals from discriminating.  Under the Obama administration, LGBTQ people were explicitly protected against discrimination in health care on the basis of gender identity and sexual orientation.  Since the current administration continues to attempt to dismantle the ACA leaving many to wonder how they’ll cover health costs in addition to how their now discrimination protection may be affected.

Health care discrimination endangers the lives of LGBTQ people

This endangerment happens through delays or denials of medically necessary care based on the learned prejudices and biases of the medical professional staff.

  • While at a hospital, a patient with HIV disclosed that he was gay and therefore has sex with other men.  Those who were supposed to be there to provide care refused to provide his HIV medication.
  • A transgender teenager who struggled with thoughts of suicide and followed through attempts of self-harm was subject to being repeatedly called by both genders by medical team members and discharged sooner than normal standards for no apparent reason.   Not long after the teen committed suicide.
  • An infant was turned away from a pediatrician’s office because she had same-sex parents. Half the US states, such as Michigan, lack statewide laws against LGBTQ discrimination.  However, Section 1557 of the ACA provides federal protections for LGBTQ people overriding state laws.

LGBTQ discrimination and mistreatment primary care doctor offices

Despite protections now in place, for the time being, LGBTQ people still face an alarming rate of health care discrimination, harassment, humiliation, to outright being turned away by hospitals, pharmacists, and doctors. The Center for American Progress study data outlines the types of discrimination that many LGBTQ people endure when seeking medical care.

Data below is from those gay, lesbian, bisexual, and queer (LGBQ) who responded and had visited a doctor or health care provider in the year just prior to the survey:

  • 8% indicated that a doctor or other health care provider refused to see them because of their actual or perceived sexual orientation.
  • 6% responded that a doctor or other health care provider refused to give them health care related to their actual or perceived sexual orientation.
  • 7% replied that a doctor or other health care provider refused to recognize their family, including a child or a same-sex spouse or partner.
  • 9% said that a doctor or other health care provider used harsh or abusive language when treating them.
  • 7% indicated that they experienced unwanted physical contact from a doctor or other health care provider (such as fondling, sexual assault, or rape).

Among transgender people who had visited a doctor or health care providers’ office in the past year:

  • 29% said a doctor or other health care provider refused to see them because of their actual or perceived gender identity.
  • 12% responded a doctor or other health care provider refused to give them health care related to gender transition.
  • 23% indicated doctor or other health care provider intentionally misgendered them or used the wrong name.
  • 21% replied a doctor or other health care provider used harsh or abusive language when treating them.
  • 29% indicated that they experienced unwanted physical contact from a doctor or other health care provider (such as fondling, sexual assault, or rape).

Discrimination discourages LGBTQ people from seeking health care

Discrimination, even the perceived potential for discrimination, can create anxiety and trepidation in LGBTQ people making seeking care when they need it difficult and scary.  The Center for American Progress survey data validated that past actual and the perceived potential of discrimination played a factor in discouraging or preventing a large number of LGBTQ people from seeking health care.

  • 8% of all LGBTQ people reported avoided or postponed needed medical care because of the perceived potential of being disrespected or discriminated against from health care staff.
  • Further for those who have experienced direct negative experiences in their past, the number jumped to 14%.
  • Among transgender people, 22% reported such avoidance.
  • When it came to preventative screenings such as for HIV or cholesterol, 7% of LGBTQ respondents reported avoiding or postponing care in the year prior to the survey, while 17 percent of LGBTQ respondents who had experienced discrimination that year and 19% of transgender people reporting avoidance during that period.

An earlier CAP analysis reported other findings from this survey that also indicated the effect of discrimination on LGBTQ people’s willingness to seek out health care. In that analysis, 6.7 percent of LGBTQ people reported that they avoided doctor’s offices in the past year out of fear of discrimination. This avoidance behavior is even more common among LGBTQ people who reported having experienced discrimination in the past year: 18.4 percent reported avoiding doctor’s offices to avoid discrimination, nearly seven times the rate of LGBTQ people who had not experienced discrimination in the past year, at 2.7 percent.

These Center for American Progress findings are consistent with other research. The 2015 U.S. Transgender Survey found that nearly 1 in 4 transgender people (23 percent) had avoided seeking needed health care in the past year due to fear of discrimination or mistreatment.

Finding another doctor is not an answer for all LGBTQ patients

The expansion of legislation, lawsuits, and administrative rule-making allowing for broad learned religious beliefs exemptions from providing services puts another hurdle in the way of LGBTQ people receiving medical care. For those patients that do seek medical care and are turned away by providers, alternatives may not be easily accessible depending on where they live and their travel abilities.  This concern is exacerbated by a shortage of medical providers in key areas of treatment such as mental health care and specialty services.  Not all LGBTQ people live in metro areas and the shortage of LGBTQ friendly medical providers in rural areas is common.

The Center for American Progress survey data illustrate that many LGBTQ people would face significant difficulty neding to locate an alternative provider if they were turned away by a health care provider, such as a pharmacy, hospital, community clinic or primary care provider.

  • 18% of LGBTQ people indicated it would be “very difficult” or “not possible” to find the same type of service at a different hospital.
  • 17% of LGBTQ people responded that it would be “very difficult” or “not possible” to find the same type of service at a different community health center or clinic.
  • 8% of LGBTQ people said it would be “very difficult” or “not possible” to find the same type of service at a different pharmacy.

LGBTQ people living outside of a metropolitan area report a high rate of difficulty accessing alternative services, which may be because such services could be further away and lack transportation or related costs is a hinderance.

  • 41% of nonmetro LGBTQ people responded stating it would be “very difficult” or “not possible” to find the same type of service at a different hospital.
  • 31% of nonmetro LGBTQ people indicated it would be “very difficult” or “not possible” to find the same type of service at a different community health center or clinic.
  • 17% of nonmetro LGBTQ people said it would be “very difficult” or “not possible” to find the same type of service at a different pharmacy.

Transgender people also report difficulty accessing alternatives at a high rate:

  • 31% of transgender people said it would be “very difficult” or “not possible” to find the same type of service at a different hospital.
  • 30% of transgender people responded stating it would be “very difficult” or “not possible” to find the same type of service at a different community health center or clinic.
  • 16% of transgender people indicated it would be “very difficult” or “not possible” to find the same type of service at a different pharmacy.

Where available, some LGBTQ go to a LGBT focused community health center to avoid such discrimination and many do not provide comprehensive services.  For the states that have them, such LGBT comunity health centers are normally located in large metropolian areas.  A total of 13 states—mainly those in the central United States—do not have any LGBTQ community health centers at all. On the U.S. Transgender Survey, 29 percent of respondents seeking transition-related care reported having to travel 25 miles or more to access such care.

Conclusion

Despite the importance of protecting people from discrimination in health care settings, current regulations are under attack by the current White House administration, state governments and organization based on their learned reliougous beliefs. On August 23, 2016, a group of conservative religious organizations and eight states filed a lawsuit against the U.S. Department of Health and Human Services (HHS), challenging the 1557 rule. They made dubious claims that the nondiscrimination protections would require doctors to provide treatment that violated their learned religious beliefs while they see and treat othe patients who don’t adhere to all the laws of their religious docturine such as adulturers and persons who where clothing of mixed fibers.

Even though numerous courts have ruled that laws such as 1557 protect LGBTQ people, in December 2016, a single federal judge issued a nationwide injunction prohibiting HHS from enforcing the 1557 rule’s prohibition on discrimination on the basis of gender identity. On May 2, 2017, the Trump-Pence administration filed a motion indicating that the 1557 rule was under review, and in August, it announced that HHS had already written a draft proposal to roll back the rule. Given the Trump-Pence administration’s record on LGBTQ issues, new regulations will likely deny the existence of protections to LGBTQ people and make equal health care access and treatment more difficult to obtain for this historically marginalized community. While the administration cannot change the protections for LGBTQ people that exist under the law, a regulatory rollback would cause fear and confusion for patients and promote discrimination by providers and insurers.


Are you aware of additional studies on LGBTQ healtcare that we can bring to our audience?  Contact us with a link for consideration.  Much appreciated.

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Survey - Not a Single Philippine Company is LGBTQ Inclusive - LGBT Employees Rate Employer Review Company Employee Branding OutBuro - Corporate Workplace Equality Gay Lesbian Queer Diversity Inclusion

Survey – Not a Single Philippine Company is LGBTQ Inclusive

Philippine LGBT Chamber of Commerce - OutBuro - Gay Professional Networking LGBT Business News GLBT Entrepreneur Community Lesbian Owner Queer Jobs

There are zero LGBTQ diversity and inclusive supportive Philippine companies as found by a recent survey study according to a study conducted by the Philippine LGBT Chamber of Commerce with the support of the research firm Cogneica and the Netherlands.  What they did find is that the only companies in the Philippines to offer gay, lesbian, bisexual, transgender and queer employees any level of inclusive policies and benefits are all foreign-owned businesses.  Of these small number of companies, everyone is a business process outsourcer leaving the opportunity for Philippine employees a diverse range of employment while feeling safe and welcomed at work is dismal.  To start A recent study found that internationally even being perceived as LGBTQ can impact your ability to get hired, get promoted and even if hired the salary the employer decides you are worth is typically far reduced than what they pay a perceived heterosexual.  Another recent study found that on average  72% of LGBTQ people report experiencing unhealthy stress due to anti-LGBTQ hostile work environments experiencing discrimination in its many ways.

Sexuality, gender identity or expression (SOGIE) LGBTQ friendly policies and benefits have been proven to be good for business.  Naturally, around the world and Philippines being no different, there are long-standing cultural biases to move beyond and grow from.  The work that the Philippine LGBT Chamber of Commerce is doing is outstanding.

Part of that work was conducting the Philippine Corporate SOGIE Diversity & Inclusiveness Index 2018 which surveyed 100 companies which employ a total of 267,231 people.  Of the 56 companies and government agencies that responded not a single one has any form of an LGBTQ anti-discrimination policy nor did they indicate any plans to change their policies in the forthcoming 5 years.

Philippine LGBT Chamber of Commerce Report LGBTI diversity inclusivity 2

Photo via the organization’s Facebook page.

LGBTQ anti-discrimination law

Brian Tenorio, Chair of the Philippine LGBT Chamber of Commerce, said the survey was a ‘wake up call’ to enact the Philippines’, LGBTQ Anti-Discrimination Bill.  Meanwhile, Senate Bill No. 1271 has been stalling in the Senate for almost 2 years.  When passed, the new anti-discrimination law would make it illegal to deny access to public services, hire or dismiss, impede access to education, or harass a person based on sexuality, gender identity or expression.  That is and will progress considering even in the United States nearly half the states do not provide full LGBT legal protection.

Without LGBTQ anti-discrimination laws, LGBT+ professionals continue to face harassment, discrimination, prejudice, and bigotry without any recourse every day.

This report shines light on the problem and the scope.  It can be leveraged to help to create change toward equality and fair treatment of all employees.

Philippine LGBT Chamber of Commerce Report LGBTI diversity inclusivity
Photo via the organization’s Facebook page.

Plans for change

#ZEROto100PH plans to work hard to get 100 companies to pledge their commitment to make their businesses LGBT-inclusive with non-discrimination and equal employment policies, education, and benefits.  They will educate the companies on the benefits of being LGBTQ inclusive and welcoming and leverage international resources to make it happen.

About the LGBT Philippine Chamber of Commerce

The Philippine LGBT Chamber of Commerce is an industry organization of businesses of, by, and for the LGBT in the Philippines. The main bottom line of the organization is good business and national economic development via the efforts of its LGBT members.  They offer a diverse range of programs for their members.

About Cogencia

Based in the Philippines, Cogencia provides strategic insights to business and organizations.  Their end-to-end market, social and stakeholder services cover the entire delivery cycle from planning to implementation.  They support an organization’s effectivity, growth, and expansion through market insights, in-house research, and strategic capabilities.


Have an LGBTQ related news tips focused on the professional side of life? Contact us to get the word out.

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LGBTQ Students Apply for Scholarships - Point Foundation - LGBT Employees Rate Employer Review Company Employee Branding OutBuro - Corporate Workplace Equality Gay Lesbian Queer Diversity Inclusion

Point Foundation: LGBTQ Students Apply for Scholarships

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LOS ANGELESOct. 26, 2018 /PRNewswire/ — Lesbian, gay, bisexual, transgender, and queer (LGBTQ) students enrolling in undergraduate or graduate programs for the 2019-2020 academic year are encouraged to apply online for a Point Foundation Scholarship. Point Foundation (Point) is the nation’s largest scholarship-granting organization for LGBTQ students of merit and currently is providing financial assistance and programmatic support to 97 students.

Also see: LGBT Education Resources – College and University

Apply for Point Foundation scholarshipsApplications open online November 1, 2018 at www.pointfoundation.org/apply.

Students may submit their application until 11:59 p.m. PST January 28, 2019

A short application information video is available online.

Point-Foundation-2019-LGBTQ-Student-Scholarship-Application-OutBuro-Business-News-Gay-Professional-Networking-GLBT-LGBT-Gay-Lesbian-Bisexual-Transgender-Queer

According to a survey by StudentLoanHero.com, LGBTQ students accrue $16,000 more debt on average than their heterosexual peers. Moreover, nearly a third of LGBTQ students report being discriminated against because of their gender identity or sexual orientation when seeking financial assistance for higher education. Recognizing that LGBTQ students face distinct financial disadvantages and marginalization, Point Foundation provides its scholarship recipients with mentoring and leadership development training as well as financial support.

“Despite the constant attacks on our community, our LGBTQ young people are eager to develop the skills they need to fight back against discrimination and become the leaders our country so desperately needs,” said Jorge Valencia, Executive Director & Chief Executive Officer of Point Foundation. “These students’ determination to create an equitable society that values and celebrates diversity needs to be – and can be – realized with our support.”

To receive a Point Foundation Scholarship, candidates must demonstrate academic excellence, leadership skills, community involvement, and financial need. Attention is given to applicants who have experienced marginalization and/or are working to improve the lives of marginalized groups, particularly the LGBTQ community.

Point-Foundation-2019-LGBTQ-Student-Scholarship-Past-Awardees-OutBuro-Business-News-Gay-Professional-Networking-GLBT-LGBT-Gay-Lesbian-Bisexual-Transgender-Quee
Past Point Foundation scholarship recipients

Speaking at the 2018 Point Honors Los Angeles event, Herb Hamsher Point Scholar Nia Clark, a social work student at California State University, proudly told the audience:

“I am bigger than the discrimination that threatens my black Trans existence every day. I am somebody. I’m a leader. I’m a Point Scholar. And I’m going to change the world by living authentically and unapologetically in my truth.”

Once selected, each scholar is paired with a mentor and participates in leadership development training with fellow Point Scholars. Point Scholars also give back to the LGBTQ community by completing an individual community service project each year. After graduation, scholars become part of Point’s growing alumni network, connecting them with caring individuals and professional contacts in a wide range of fields throughout the nation. Since 2002, Point has awarded more than 450 scholarships.

Individuals, corporations, and organizations can support Point’s mission by designating a scholarship with a “Name,” which recognizes the donor, an individual, or an institution. Named Scholarship donors pledge to cover the financial assistance and programmatic support Point provides its scholars. New Named Scholarships for the 2019 – 2020 academic year will include: CAA Point Scholarship; FedEx Point Scholarship; Stacy R. Friedman Point Scholarship; and the Patti Sue Mathis Point Scholarship.

The 2019 class of Point Foundation Scholarship recipients will be announced in June 2019 for LGBTQ Pride Month.

About Point Foundation
About Point Foundation: Point Foundation empowers promising LGBTQ students to achieve their full academic and leadership potential – despite the obstacles often put before them – to make a significant impact on society. Since 2002, Point has awarded more than 400 scholarships. The Foundation promotes change through scholarship funding, mentorship, leadership development and community service training. www.pointfoundation.org

Contact:
Eugene Patron
(212) 512.7807
203889@email4pr.com

SOURCE Point Foundation

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Best European Countries for LGBTQ Professionals to Live and Work - LGBT Employees Rate Employer Review Company Employee Branding OutBuro - Corporate Workplace Equality Gay Lesbian Queer Diversity Inclusion

Best European Countries for LGBTQ Professionals to Live and Work

Globally, gay, lesbian, bisexual, transgender, queer and heteroflexible equality rights, protections, and benefits differ greatly from country to country.  Even in the U.S. over half the states do not provide LGBTQ legal protections.   A recent study found that even being perceived as LGBTQ can impact your ability to get hired, get promoted and even if hired the salary the employer decides you are worth is typically less than what they’d offer a perceived heterosexual.

LGBTQ professionals may have great experience to bring to their next employer that is based on volunteer or paid work they performed at an LGBTQ non-profit.  The gay/lesbian professional has to decide if to be out on their resume to best represent that experience to land that new job.  They have to consider the current work environment and if the new work environment will not only a great career move but also if it will be free from harassment and discrimination.  Often they have to put up with “less will be better”.  With all the study backed data, it is no wonder that  72% of LGBTQ people report experiencing unhealthy stress due to un-supportive and sometimes hostile work environments through discrimination in its many forms. No matter the political landscape where you do business, your company can establish policies and benefits to support your LGBTQ employees and reap the benefits as a company.

Initiated by the European Court of Justice’s recent call for same-sex spouses to receive residential rights in all European countries, the study conducted an extensive review of the 26 different European countries to assess the landscape of right and quality of life for LGBTQ citizens.

Malta Number 1 Best European Country to Live and Work for LGBTQ Professionals OutBuro Gay Networking Community business news LGBT GLBT Lesbian Transgender Queer bisexual information
Malta – Number 1 Best European Country for LGBTQ Professionals to Live and Work

For this study, researchers considered a wide array of important issues such as:

  • LGBTQ inclusive employment rights
  • Laws protecting sexual orientation and gender expression
  • fair and equal housing laws
  • housing rental costs
  • LGBT hate crime rates

Top 5

  1. Malta
  2. Denmark
  3. Croatia
  4. Austria
  5. Spain

Malta – Lots of Reasons it is Number 1

Malta sored to the top of the ranking to claim the title of the best place to work and live if you’re LGBTQ+ professional.  Malta has the second lowest unemployment rate in Europe, coupled with its well-known nightlife for letting loose over the weekend.  It is one of Central Europe’s fastest growing tech scene, and the most extensive laws to protect their LGBTQ+ residents.  In addition, Malta believes in work-life balance providing the highest minimum amount of annual paid leave and bank holidays of 38 days combined.

Bottom 5

26. Latvia

25. Bulgaria

24. Italy

23. Lithuania

22. Ireland

Expert Market Research Info Graphic - Best Places to Work in Europe for LGBTQ Professionals - OutBuro Gay Business Networking Community Owner Entrepreneurs Lesbian Leaders Startup Queer
Infographic courtesy of Expert Market

From these various facts and figures, they then allocated each country with a ‘rainbow score’ to determine which would be the best options for young, travel-hungry LGBT+ professionals.

The United Kingdom also featured in the top 10, although close neighboring countries including Spain, France, and Germany all boasted a higher ‘rainbow score’ – a fact which can probably be attributed to rising rental prices and overall cost of living.

Researchers also note that city-wide legislation protecting against hate crime in the UK hasn’t been implemented nationally, also contributing to its comparatively low rating.

Meanwhile, countries like Italy – known for its repeated refusals to recognize same-sex marriage – and Latvia – officially the worst, a fact which has been acknowledged in the past – populate the bottom end of the list. Bulgaria, Lithuania, and Ireland all round out the lowest five, proving that there’s still work to be done in order to make Europe truly LGBT+-friendly.


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