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US Medical Schools Are Not Addressing LGBTQ Health Disparities Well

CHICAGO, Aug. 25, 2021 /PRNewswire/ — To address sexual and gender minority health disparities, American medical schools must update their data collection practices, according to new research in the Journal of Osteopathic Medicine. The study found 80% of medical schools are not collecting sexual orientation information during the admission or enrollment process. Without data, support gaps cannot be identified, or programs implemented.

“We are flying in a data-free zone,” said study author Dr. Jesse Ehrenfeld, who is board certified in both anesthesiology and clinical informatics and trained at the Massachusetts General Hospital. “Fundamentally, LGBTQ students have remained invisible and will remain so until we make changes. We won’t bring a marginalized population out of the shadows and into the mainstream until we have the right data.”

Data supports diversity measures

Researchers sent secure, confidential electronic surveys to 180 osteopathic and allopathic medical schools in July 2019 to determine whether accurate sexual and gender minority (SGM) demographic data is being consistently collected by US medical schools during admissions and enrollment. The nine-question survey queried for the ability of students to self-report sexual and gender minority status during admissions and enrollment, and availability of sexual and gender minority specific resources and support services for students. 

Forty-two percent of the medical school programs responded to the survey. Of the 75 respondent schools, 73% allowed applicants to self-report a gender identity other than male or female, while only 20% allowed applicants to report sexual orientation.

“We don’t exactly know what the physician workforce looks like today in terms of sexual orientation and gender identity. We don’t know who is coming into medical school, who is finishing, what practices or specialties people are going into,” said Dr. Ehrenfeld. “Until we do, we’ll be grasping to understand why LGBTQ medical students, physicians, and ultimately patients, struggle to access the care they need.”

LGTBQ data and funding has historically been limited

Only 0.1% of National Institutes of Health (NIH) funded projects were related to LGBTQ health in 2014. In 2015, the NIH developed the first agency-wide strategic plan to focus on increasing funding for sexual and gender minority health research. That same year it designated sexual and gender minorities as a health disparity population for which increased research funding would contribute to improved treatment and health outcomes.

“We must recognize that understanding sexual orientation and gender identity is essential to training and retaining the qualified and motivated LGBTQ medical students who will develop into competent practicing physicians,” said Dr. Ehrenfeld. “Just as LGBTQ patients are underserved, we believe LGBTQ medical students are underrepresented and under-supported. One is unlikely to change without the other.”

In 2020, the National Academies of Sciences, Engineering, and Medicine released a report that highlighted inequities faced by individuals from LGBTQ groups across multiple domains, including but not limited to the legal system, public policy and stigma, community and civic engagement, family and social relationships, educational environment, economic stability, physical and mental health, and health care coverage, access, and utilization.

“This is the start of work to understand the challenges LGBTQ physicians and students face during their training,” said Dr. Ehrenfeld. “Once we have an understanding of where there are gaps, we’ll be able to determine how we create the channels that lead to success.”

About the Journal of Osteopathic Medicine

The Journal of Osteopathic Medicine, founded in 1901 and known for 119 years as The Journal of the American Osteopathic Association, is the premier scholarly, peer-reviewed publication of the osteopathic medical profession. JOM conducts peer review of academic research manuscripts from a wide variety of medical specialties, covering the full spectrum of clinical settings in which osteopathic physicians practice. All submissions are vetted by a distinguished group of Section Editors led by Editor-in-Chief Ross Zafonte, DO, and supported by a full Editorial Board.

Cision View original content to download multimedia:https://www.prnewswire.com/news-releases/us-medical-schools-are-not-addressing-lgbtq-health-disparities-well-301362090.html

SOURCE American Osteopathic Association


Understanding the LGBTQ Workplace Experience OutBuro lgbt professionals community gay lesbian transgender queer bisexual online community

Understanding the LGBTQ+ Workplace Experience

With the current mass job migration in where recent studies have found that around 70% of employees are considering a job change employers need to focus on work culture, benefits, and equality in its full spectrum to retain and attract top talent. Check out our page for employers with numerous employee statistics based on studies to gain a clear perspective. Focusing on diversity, equity, and inclusion is a key metric that most job candidates are seeking. Fabrice Houdart, the co-author of the United Nations’ Business Strategies for LGBTQ+ Inclusion stated in a recent interview with OutBüro that. “LGBTQ+ inclusion is like the canary in the coal mine. If an organization is not doing that well, they likely aren’t doing well diversity and inclusion at all.”

IBM has been a global leader in the space of LGBTQ+ workplace inclusion for a long time. Its earliest LGBTQ+ champion was Stan Kimer, now the VP of Training at the US National Diversity Council. OutBüro had the honor to interview him and he now is part of the OutBüro Advisory Board. Gain an understanding of the transgender experience through hearing from Celia Daniels who is also. on the Advisory Board.

Interviews to further your diversity, equity, and inclusion understanding:

United Nations GLOBE President Gurchaten “Nanoo” Sandhu – LGBTQ+ Leader

Actions employers can take to create inclusive workplaces

Employees are to be more willing than ever before to change employers to find an environment where they can bring their full selves to work, so it is essential for organizations to be proactive to retain and attract top talent.

Around the world we are much more aware of the impact of intersectionality discrimination becomes more pronounced where race, gender identity, gender expression, and sexual orientation intersect.

Discrimination and harassment remain all too real for LGBTQ+ employees and job seekers.

Nearly half (45%) of lesbian, gay, and bisexual Americans surveyed by the IBM Institute for Business Value say their employer discriminates against people who are LGBTQ+. More than 66% of the study respondents say they don’t feel equipped to overcome professional challenges. Underrepresentation of LGBTQ+ in workplace leadership roles continues – only 7% of senior executives surveyed identify as lesbian, gay, or bisexual.

Retaining and attracting top talent is a company’s greatest competitive advantage. COVID has made employee question their current employers. As mentions employees today seem to be more willing than ever before to change employers to find an environment where they can bring their full selves to work and feel aligned with the company’s values and purpose. This makes it even more critical for employers to be proactive and diligent in creating an inclusive work culture and safe workplace environment for employees to thrive.

IBM’s new study, created in collaboration with Out & Equal, calls out a few of the most important actions HR leaders should consider creating more inclusive workplaces and cultures for the LGBTQ+ community and beyond.

Set clear expectations and show employees how they can create an inclusive environment

Organizations need to be very clear about what they expect from employees and leaders in creating a working environment where everyone can be themselves. Key to this is providing education and training for all employees, but especially managers, on LGBTQ+ inclusivity, empathetic leadership, and identifying and addressing unconscious bias.

HR leaders should also share formal guidance on how all employees can use inclusive language, such as gender-neutral greetings (e.g. hi everyone vs hi ladies and gentlemen) and sharing pronouns. An online poll of nearly 600 people conducted supporting the IBM study found that 9% do not feel that the gender they express at work matches their true gender identity, which shows that we still have a long way to go to ensure transgender and non-binary employees feel able to bring their whole selves to work.

Another poll from this study showed 82% of respondents feel more comfortable at work when other employees display their pronouns in email signatures and/or on messaging platforms. At IBM, for example, we have a feature that enables IBMers to display their pronouns on their profiles in our global intranet employee directory and also encourage IBMers to share their pronouns on their email signature and Slack. These changes in language are vital to ensure everyone feels seen, heard and included.

Institute non-discrimination policies and practices

In addition to formal non-discrimination policies, corporate offerings like gender-neutral restrooms, gender affirmation treatment benefits or family leave policies that are LGBT+-friendly are critical. On this front, engaging in ongoing dialogue with LGBT+ employees is crucial to understanding what is working and what is not and what the community needs around the globe. That can include everything from regular virtual meetings to quick pulse surveys. Employee Resource Groups are great communities to tap into to get this feedback.

Use brand eminence as a tool for positive change

Minority groups need to know that their organization supports their human rights, and this goes far beyond the internal policies, training, and benefits. This means that it is critical for organizations to have a deep understanding of the legislative issues facing their employees and to be working towards positive change. I’m proud that at IBM, we have continually supported and pushed for the passage of the Equality Act in the United States, for example.

Invest in filling the LGBT+ leadership pipeline

I strongly believe in the power of role models, as well as sponsorship and mentorship programs to address the LGBTQ+ leadership gap. They are critical tools to help raise up the ideas and concerns of out members of the LGBTQ+ community, and help them overcome challenges they may be facing. From personal experience, I know how helpful it can be to have a senior leader in your corner, and I have also learned a lot from my own mentees. Additionally, by having conversations with my straight, cisgender colleagues about the LGBTQ+ community, I am teaching them new things and giving them an insight into a community they are not a part of. My hope is that those conversations have a ripple effect, and the information is shared with their friends, family members, and colleagues.

Have a clear LGBTQ

+ Employer Branding and Talent Acquisition Strategy

Learn more about how OutBüro can be a tool to showcase your organization through LGBTGQ+ targeted employer branding and talent acquisition at https://outburo.com.

Cultivating a truly diverse and inclusive workplace where all people can thrive is a high bar, but it’s worth the effort.

New Lightspeed study sheds light on impact of COVID-19 on LGBTQ+ businesses in North America

  • Study finds that gay villages have seen a disproportionate amount of closures, boarded up storefronts and high rents compared to the rest of the LGBTQ+ business community.
  • Women entrepreneurs and business owners are significantly underrepresented in LGBTQ+ businesses with greater attention needed to develop more opportunities and support for intersectionality amongst the community.
  • Canada is lagging behind the US in recognizing LGBTQ+ businesses as a minority group for preferential spending, procurement and relief funds.

MONTRÉAL, July 12, 2021 /PRNewswire/ – Lightspeed (TSX: LSPD) (NYSE: LSPD), the one-stop commerce platform for merchants around the world to simplify, scale and create exceptional customer experiences, today announced the results of a study on the impacts of COVID-19 on the LGBTQ+ North American business community.

Lightspeed commissioned the exploratory study to Carleton University’s Sprott School of Business along with the support from Canada’s LGBT+ Chamber of Commerce (CGLCC).This study is part of Lightspeed’s overarching Community through Commerce initiative, which serves as a tactical, data-driven approach to better understand the businesses Lightspeed powers with its one-stop commerce platform. As such, Lightspeed sought to gather actual data that would support some of the assumptions made about the true impacts of COVID-19 on this community. As a next step in this initiative, Lightspeed will engage with local North American LGBTQ+ Chambers of Commerce to identify ways of helping merchants continue to build thriving businesses.

Lightspeed’s inaugural Global Diversity and Inclusion survey revealed that 16.81% of its global employees identify as LGBTQ+ and 9 out of 10 report that they feel comfortable talking about their culture and background with their colleagues. 83% of survey respondents feel they can be their authentic selves in the workplace.

“Lightspeed was founded in 2005, in Montreal’s gay village and its original members were all part of the LGBTQ+ community. The ethos of our business has always been about diversity and inclusion from the very start, so it shouldn’t come as a surprise that this research was particularly important to us,” said Dax Dasilva, Founder and CEO of Lightspeed. “Both in the US and in Canada, majority-owned LGBTQ+ businesses generate trillions of dollars of contributions to the total GDP. Given their importance and influence on our economies, we wanted to understand exactly how the pandemic has affected this community and start a conversation with businesses and chambers of commerce, to help us build even better tools for resiliency.”

Purpose of the study:

  • To assess whether there has been a disproportionately negative or positive impact from the pandemic on LGBTQ+ businesses and entrepreneurs.
  • To explore whether LGBTQ+ businesses, in responding to the COVID-19 crisis, have explicitly turned to or benefited from gay villages/neighbourhoods and/or similar community organizations.
  • To explore the options for investment and support that respondents perceive as necessary or helpful for post-pandemic recovery.

Key results:

According to qualitative data gathered from the study, gay villages saw a disproportionate amount of closures, boarded up storefronts and high rents compared to the rest of the LGBTQ+ led business community.

  • The types of businesses located in the villages are mostly retail, restaurants, bars and entertainment, which, according to Statistics Canada, were hardest hit during the pandemic.
    • Real gross domestic product (GDP) of food services and drinking places fell 39.5% in March 2020 and by another 40.8% in April 2020 as many of these businesses either closed completely or operated at a greatly reduced capacity, providing take-out or delivery services exclusively.
    • More than half (56%) of food service and drinking place operators reported being closed at some point last April, while 41% reported being closed for the entire month.
    • By the end of April 2020, sales in the food services and drinking places subsector fell 61.3% from pre-pandemic levels observed in February 2020.
  • Similarly in the United States, the National Restaurant Association reported that restaurant and food-service sales were $240 billion below their 2020 pre-pandemic forecasts.
  • 110,000 eating and drinking establishments closed either temporarily or for good, and 2.5 million restaurant industry jobs disappeared.
  • Our study showed that villages were not seen to be fostering business and entrepreneurship or providing a community or resources for businesses outside of retail and hospitality.
  • Greater collaboration and partnership with Economic Development and the BIAs (Business Improvement Area) could bolster the opportunities in the gay villages.
  • There is an opportunity for villages to promote diversity within LGBTQ+ businesses in their services and outreach, and to become safe spaces and hubs of innovation.
  • Gay villages (areas or neighborhoods) are seen to have a strong social fabric, tight knit communities, with the potential to reach out to intersectional community members.
  • There is an opportunity for villages to reach out to and bring in young entrepreneurs and businesspeople, who value the community and opportunity to collaborate.

Women entrepreneurs and business owners are significantly underrepresented in LGBTQ+ businesses and greater attention is needed to develop more opportunities and support for intersectionality amongst the community.

  • Participants in the study were predominantly male (70%) reflecting nation-wide studies showing that 80% of businesses had majority male ownership in the United States (United States Census Bureau) and 79% in Canada (Statistics Canada).
  • The majority of respondents did not identify as intersectional (80%).

Study reveals that Canada is lagging behind the US in recognizing LGBTQ+ businesses for preferential spending, procurement and relief funds.

  • In the US, recognition is occurring at the city and state level, with strong movement toward federal recognition of LGBTQ+ businesses.
  • As of January 2021, New York City recognized LGBTQ-owned companies as minority-owned businesses, making them eligible for billions in city contracts, as well as access to consulting, mentorship, educational programs and other resources.
  • In Canada however, the federal government lags behind in recognition of the LGBTQ+ business community within the same categorization, which prevents them from benefiting from government funds.
  • Small businesses/new entrepreneurs want to have a range of finance options, including loans, grants and investment.
  • Intersectional business owners found it especially challenging to gain access to funding.


  • This exploratory study focused on businesses in six North American cities: Toronto, Montreal, Vancouver, San Francisco, New York and Los Angeles.
  • There were two parts to the exploratory study:
    • A survey of business leaders
    • Interviews with leaders of organizations that represent, support or advocate for the LGBTQ+ business community.
  • Survey: The pilot survey was open to any senior executive or founder of a business that is majority owned by a self-identified member of the LGBTQ+ community.
  • Interviews: Structured interviews were conducted with leaders of the LGBT Chambers of Commerce, with leaders of similar advocacy organizations and with LGBTQ+ business leaders.
  • A wide range of businesses were included, varying in size and sector, mainly service and technology-based businesses.
  • The demographics presented in the findings may be reflective of our approach to participants through city business Chambers, with the Canadian Chambers as the main partners.
  • This study is replicable in more cities and across a greater number of industries.
  • The survey was available in both English and French with data being gathered from May 2021 and is current as of the publication date of this release.

“Our research team at Carleton University was pleased to undertake this exciting research. The findings of our exploratory study demonstrate the need to better understand the LGBTQ2S+ business community and the opportunities that exist to realize the full potential of LGBTQ2S+ entrepreneurs and businesses, which already make a significant contribution to the Canadian and American economies” said Dr. Dana Brown, Dean at Carleton University’s Sprott School of Business along with Drs Alastair Summerlee, Adjunct Professor and Rick Colbourne, Assistant Dean, Equity and Inclusive Communities.

The study also confirmed trends that Lightspeed reported during its third quarter earnings regarding revenue growth in Australia which had recently re-opened its economy. Much like those findings revealed, LGBTQ+ respondents of our North American study said that they were intentionally buying local and supporting cities and neighborhoods to recover. This was also in line with our pan-European consumer behaviour results, which showed that Europeans have been returning to in-person dining and willing to pay more, tip more and prioritize local restaurants over chains.

The study remains open in order to capture evolving North American trends. Leaders/founders of LGBTQ+ majority owned businesses can participate anonymously by going to: https://carletonu.az1.qualtrics.com/jfe/form/SV_bIaKhXjubYRqzrM

It is also being extended to the UK where it will be led by the University of Southampton Center for Inclusive and Sustainable Entrepreneurship and Innovation, in partnership with the Innovation Hub and Sprott School of Business at Carleton University.

About Lightspeed

Powering the businesses that are the backbone of the global economy, Lightspeed’s one-stop commerce platform helps merchants innovate to simplify, scale and provide exceptional customer experiences. The cloud solution transforms and unifies online and physical operations, multichannel sales, expansion to new locations, global payments, financing and connection to supplier networks.

Founded in Montréal, Canada in 2005, Lightspeed is dual-listed on the New York Stock Exchange and Toronto Stock Exchange (NYSE: LSPD) (TSX: LSPD). With teams across North America, Europe and Asia Pacific, the company serves retail, hospitality and golf businesses in over 100 countries.

For more information, see www.lightspeedhq.com
Follow us on social media: LinkedInFacebookInstagramYouTube, and Twitter

About Carleton University

Carleton is a dynamic, research-intensive institution that engages in partnerships to address the world’s most pressing issues. The university’s corporate collaborations bring together world-class companies, researchers and a new generation of talent of more than 32,000 students to deliver innovations and results that are driving a more prosperous, sustainable future.

Forward-Looking Statements

This news release may include forward-looking information and forward-looking statements within the meaning of applicable securities laws (“forward-looking statements”). Forward-looking statements are statements that are predictive in nature, depend upon or refer to future events or conditions and are identified by words such as “will”, “expects”, “anticipates”, “intends”, “plans”, “believes”, “estimates” or similar expressions concerning matters that are not historical facts. Such statements are based on current expectations of Lightspeed’s management and inherently involve numerous risks and uncertainties, known and unknown, including economic factors. A number of risks, uncertainties and other factors may cause actual results to differ materially from the forward-looking statements contained in this news release, including, among other factors, those risk factors identified in our most recent Management’s Discussion and Analysis of Financial Condition and Results of Operations, under “Risk Factors” in our most recent Annual Information Form, and in our other filings with the Canadian securities regulatory authorities and the U.S. Securities and Exchange Commission, all of which are available under our profiles on SEDAR at www.sedar.com and on EDGAR at www.sec.gov. Readers are cautioned to consider these and other factors carefully when making decisions with respect to Lightspeed’s subordinate voting shares and not to place undue reliance on forward-looking statements. Forward-looking statements contained in this news release are not guarantees of future performance and, while forward-looking statements are based on certain assumptions that Lightspeed considers reasonable, actual events and results could differ materially from those expressed or implied by forward-looking statements made by Lightspeed. Except as may be expressly required by applicable law, Lightspeed does not undertake any obligation to update publicly or revise any such forward-looking statements, whether as a result of new information, future events or otherwise.

Media Contacts:

Lightspeed Media Relations

Victoria Baker

SOURCE Lightspeed POS Inc.


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LGBTQ+ Consumers Aim High With Retirement Savings Goals, Says New Lincoln Financial Study

Yet the Pandemic Still Created Financial Stress and Retirement Uncertainty That Underscores Areas for Improvement to Achieve Financial Security

RADNOR, Pa.–(BUSINESS WIRE)–LGBTQ+ Americans have big goals when it comes to retirement. According to Lincoln Financial Group’s (NYSE:LNC) 2021 Retirement Power® Study, LGBTQ+ respondents feel they should save a higher median amount of their annual salary for retirement — 20% — when compared to the broader population at 15%. LGBTQ+ respondents are also more likely to have increased their retirement plan contribution rate in the last year (31% of LGBTQ+ consumers took this action vs. 23% of the broader population) and almost half (45%) of LGBTQ+ consumers said they followed the performance of their investments more closely last year.

“Our research shows that LGBTQ+ consumers are actively engaged in retirement planning and in managing their finances overall,” said Jamie Ohl, executive vice president, president of Workplace Solutions, Operations and Brand for Lincoln Financial Group. “And despite the market volatility and uncertainties all Americans have faced this past year, this community has not put their financial futures on hold, instead focusing on long-term goals to achieve the retirement they envision.”

Solutions for Retirement Uncertainties

However, despite an enhanced focus on retirement planning, Lincoln Financial’s research found financial concerns still exist for LGBTQ+ consumers, who were more likely than the general population to report worrying they would never be able to retire (53% vs. 39%). That sentiment may be driven by the LGBTQ+ survey respondents’ focus on saving a higher percentage of their annual salary than the broader population to achieve this milestone. It could also suggest a need for better understanding of the steps needed to feel more confident about achieving financial security, as well as encourage employers to play a more active role.

For example, one of the provisions of the SECURE Act made it easier for plan sponsors to provide a retirement plan design that can generate guaranteed income for plan participants in retirement. As a result, employer-sponsored retirement plans can become more than an accumulation vehicle — they can provide a stream of income in retirement, so that participants have the potential to receive income regularly for the rest of their lives. According to Lincoln’s study, LGBTQ+ savers are more likely to say they are interested in an in-plan income solution (54% vs. 46% of the broader population).

“Retirement savers are focused on protecting their savings from market volatility and ensuring that they will not outlive those savings,” said Ohl. “In-plan protected income products can serve as a powerful protection tool during periods of volatility, while still benefitting savers when the market goes up. Meeting with a financial professional can also enable LGBTQ+ consumers — and all savers — to better understand solutions like these and what might be the right fit for one’s situation, helping to alleviate some of the stress many may feel in financial planning.”

Higher Stress Levels Ultimately Hit Wallets

The LGBTQ+ community expressed feeling significant stress over the last six months, even more so than the broader population (47% vs. 36%). According to our findings, the LGBTQ+ community is also more likely to say stress impacts their ability to manage or improve their personal finances (69% vs. 60%).

To help manage financial stress created by the pandemic, Ohl recommends all savers start with an accurate snapshot of where they are now. A good place to start is with a financial wellness program, which many employers offer to their employees. With these tools, savers can create a personalized action plan and improve their financial well-being — whether they are creating a budget, building an emergency fund or paying down debt — and achieve their goals.

“We know that the events of this last year have impacted everyone, and our research shows us how those events are changing Americans’ views on their financial situations,” said Ohl. “By better understanding our customers and the communities we serve, we can focus on driving innovation in our customer experience, products and service, to ensure we are helping more people achieve financial security.”

About Lincoln Financial Group

Lincoln Financial Group provides advice and solutions that help people take charge of their financial lives with confidence and optimism. Today, more than 17 million customers trust our retirement, insurance and wealth protection expertise to help address their lifestyle, savings and income goals, and guard against long-term care expenses. Headquartered in Radnor, Pennsylvania, Lincoln Financial Group is the marketing name for Lincoln National Corporation (NYSE:LNC) and its affiliates. The company had $311 billion in end-of-period account values as of March 31, 2021. Lincoln Financial Group is a committed corporate citizen included on major sustainability indices including the Dow Jones Sustainability Index North America and FTSE4Good. Dedicated to diversity and inclusion, we earned perfect 100 percent scores on the Corporate Equality Index and the Disability Equality Index, and rank among Forbes’ Best Large Employers and Best Employers for Women, and Newsweek’s Most Responsible Companies. Learn more at: www.LincolnFinancial.com. Follow us on Facebook, Twitter, LinkedIn, and Instagram. Sign up for email alerts at http://newsroom.lfg.com.



Holly Fair

Lincoln Financial Group



More than 35K Hotel Partners Sign Orbitz Pledge to Provide LGBTQ-Welcoming Lodging

CHICAGO, June 14, 2021 /PRNewswire/ —  Today Orbitz is introducing a new search capability that improves access to lodging partners that have signed an Inclusivity Pledge against discrimination on the basis of gender and sexual identity. More than 35,000 independent, boutique and name-brand hotels have opted in, making it a powerful search tool for LGBTQIA travelers.

Guests can explore LGBTQ-welcoming hotels via the dedicated search engine on Orbitz.com/Pride or check the LGBTQ-welcoming hotel filter during their search on Orbitz.com.
Guests can explore LGBTQ-welcoming hotels via the dedicated search engine on Orbitz.com/Pride or check the LGBTQ-welcoming hotel filter during their search on Orbitz.com.

Guests can explore LGBTQ-welcoming hotels via the dedicated search engine on Orbitz.com/Pride or check the LGBTQ-welcoming hotel filter during their search on Orbitz.com and mobile sites. Hotels that sign on agree at a minimum to enforce a zero-tolerance policy for discriminatory behavior. Some LGBTQ-welcoming hotels have adopted additional measures, such as training staff on gender identities and use of gender-neutral language. The search tool features U.S. and international properties.

A recent OnePoll survey commissioned by Orbitz finds that 58% of LGBTQIA Americans agree that they spend more time researching travel destinations and accommodations than cisgender or heterosexual travelers1. More than that, six in 10 respondents said they’ve canceled a trip or changed their travel plans due to feeling unsafe as a result of their gender identity or sexual orientation.

“Most of us plan a trip with the fundamental expectation that we’ll find a place to stay where we can be ourselves, but that’s not a reality for all travelers today,” says Carey Malloy, Orbitz Brand Director. “More than a quarter of respondents in our survey said that they feel the need to downplay their LGBTQIA identity while traveling. Today, we’re helping them start their trip search with a place where they’ll feel welcomed.”

Shop LGBTQ, Earn a Free Stay on Orbitz
Orbitz is offering two limited-time incentives at Orbitz.com/Pride encouraging travelers to support LGBTQ-welcoming hotels and queer-owned businesses in exchange for up to $150 in free travel money from the site.

  • Visitors who reserve a stay at an LGBTQ-welcoming hotel on Orbitz June 15-21, 2021, will receive $50 back in Orbucks.2 Orbucks are travel dollars equal to $1 USD that can be redeemed on future hotel stays booked through Orbitz.3
  • Additionally, anyone who supports an LGBTQ-owned business this month is eligible to receive $100 in Orbucks.4 Celebrities Jonathan Bennett and Stacy London are collaborating with Orbitz to spotlight their favorite queer-owned shops and restaurants, including Chicken Ranch in Palm Springs and Blue Stocking Bookstore in NYC. The offer, available only at Orbitz.com/Pride, is capped at the first 500 participants.

“Coming out of the pandemic I think we’re all looking for ways to invest in the communities and people and places we care about more than ever,” says Malloy. “Whether it’s staying a property that shares your values or lifting up LGBTQIA-owned businesses, that’s what’s important right now.”

Nearly half of survey respondents said they are planning to participate in Pride this year (48%), and of those, 66% said their first big, post-COVID trip will be something to help them celebrate. To assist travelers making Pride travel plans, Orbitz released a list of top places to shop and stay in U.S. cities celebrating Pride this summer and fall. The travel brand is also donating to five LGBTQIA non-profits this month. For more information, follow Orbitz on Instagram.

About Orbitz 
For over 20 years, Orbitz has led the way in advocating for LGBTQIA equality and inclusion in travel. At Orbitz.com/Pride, travelers can find LGBTQIA-welcoming hotels that have signed our pledge of inclusivity, plan their next vacation with queer travel guides, products and advice, and earn free travel dollars through the award-winning Orbitz Rewards loyalty program. With Orbitz Rewards, travelers instantly earn Orbucks on bookings which can be redeemed on 385,000+ hotels worldwide. See Terms and Conditions. Based in Chicago, Illinois, Orbitz is owned by Expedia Group, one of the world’s foremost travel companies. 

© 2021 Orbitz, LLC, An Expedia Group company. All rights reserved. Orbitz, Orbitz.com, and the Orbitz logo are either registered trademarks or trademarks of Orbitz, LLC in the U.S. and/or other countries. Other logos or product and company names mentioned herein may be the property of their respective owners. CST #2063530-50 


Greater Percentage of Americans Self-Identify as LGBTQ OutBuro professionals entrepreneurs gay lesbian bisexual transgender queer community

Greater Percentage of Americans Self-Identify as LGBTQ

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

LGBTHeterosexualNo opinion
Generation Z (born 1997-2002)15.978.95.2
Millennials (born 1981-1996)
Generation X (born 1965-1980)3.888.67.6
Baby boomers (born 1946-1964)
Traditionalists (born before 1946)1.389.98.9
GALLUP, 2020

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

Generation Z (born 1997-2002)
Millennials (born 1981-1996)
Generation X (born 1965-1980)
Baby boomers (born 1946-1964)
Traditionalists (born before 1946)
Figures represent the percentage of all adult members of each generation who have that sexual orientation
GALLUP, 2020

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. 

OutBuro Voices 1-36 Brison Downing

Brison Downing: Seeking Parents of Transgender Persons for Study

In this episode of OutBüro Voices featuring LGBTQ professionals, entrepreneurs, and community leaders from around the world, 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.

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/