Many Gays and Lesbians Still Don't Believe Male Bisexuality Is Real OutBuro LGBT professional entrepreneur online networking community gay lesbian bisexual transgender nonbinary 2

Many Gays and Lesbians Still Don’t Believe Male Bisexuality Is Real

The Advocate reports that new research has provided evidence that systematic biases exist in how we perceive female and male bisexuality. Researchers found that bisexual men were more likely to be viewed as being attracted to men more than women, while the same was not true for bisexual women. They were viewed as being equally attracted to men and women. Published in the European Journal of Social Psychology earlier this year, the study’s authors write that the findings, “add to the understanding of the unique bias bisexual people face by showing that perceived attraction patterns may underlie the labelling of bisexual men as ‘actually gay.’ “

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SFGN Cover Story: Research Reveals the Double Disparities Black LGBT People Face

Being a person of color is challenging in the United States. Being part of the LGBTQ community can be difficult too. Recently released research examining the intersection of anti-LGBTQ discrimination and racial discrimination highlights the shockingly disproportionate harms inflicted on LGBTQ people of color. The National Black Coalition lead the report. The National Center for Lesbian Rights, the National LGBTQ Task Force, and Freedom for All Americans, in collaboration with the What We Know project a research portal at the Study of Inequality at Cornell University. It found overwhelmingly consensus that discrimination inflicts profound and significant harm on LGBTQ people of color in various areas. Race-based bias leads to great economic insecurity, poor physical and mental heath, and higher rates of suicidal thoughts.

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“Straight” people might be more queer than they realize, according to a new study

A recent study published in Scientific Reports on August 16, 2021, consisted of two experiments. In the first experiment, 180 cis-gender straight self-identified university students read papers on either sexuality being a spectrum, sexuality being about gay, straight, and bisexual, or about global warming. After reading the article, students who read the article about sexuality as a spectrum were more likely to then identify a non-heterosexual. In the second experiment, 460 cis-gender and straight self-identifying adults between the ages of 18 and 83 read similar articles as well as articles on sexuality being fluid or stable. Those who read the articles on sexuality being a spectrum or fluid were 36 and 20.7% respectively to then identify as non-heterosexual. In other words, as limiting as labels can be pithier than non-exclusive heterosexuals might help normalize same-sex attraction which the study suggests is way more common than we once thought. The future really is queer. Some people just need the additional vocabulary that they too might be.

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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

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New Study Shows Gen-Z Has a Many as Four Times More Identifying as LGBTQ+ as Previously Thought

As we look to the future, diversity, equity, and inclusion (DEI) discussions are finding their way to our politics, offices, schools, homes, and communities. Inclusive rights and respect for diversity and inclusion are what protect and make visibility possible and a progressive world more feasible. In fact, a recent study on the number of young people who do not identify as straight or heterosexual might actually be an indicator of the impending change of the progress and progression of DEI efforts. The global study was conducted in 27 countries and found that 4% of those in Generation Z, people born between 1997 and 2012, identify as transgender, nonbinary, gender-nonconforming, or genderfluid. Conducted by IPSOS, a research organization, the survey captured the opinions of a relatively urban group of individuals with internet access.

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Study reveals LGBTQ+ elderly fear discrimination in long-term care

A new study from the Rush University Medical center has revealed that LGBTQ+ residents in long-term care are concerned about healthcare discrimination. The study published in the Journal of Clinical Gerontologists calls for a dramatic systematic change to ensure the correct protection for LGBTQ+ in assisted care residences. According to the study, in long-term care settings, LGBTQ+ older adults are forced to navigate the healthcare system that assumes heterosexuality and gender conformity amongst providers who are poorly trained to provide for their specific needs. The new study also suggests within healthcare facilities should have training pertaining to the LGBTQ+ community including training on LGBTQ+ identities and needs. In doing so the study argued the integration of inclusive policies will prevent possibilities of discrimination or an unequal healthcare experience.

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NEW SURVEY SHOWS 92 Percent OF LGBTQ+ ADULTS HAVE BEEN VACCINATED

A new survey from Community Marketing & Insights states in their finding that 92% of LGBTQ+ adults in the United States have received at least one dose of the COVID vaccine. LGBTQ adults are getting vaccinated at a remarkable rate. That number is significantly higher than the estimated 70% in the general population who have received at least one shot. The study was sponsored by the Rockafeller Foundation and included over 15,000 survey participants.

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LGBTQ+ Americans reported higher rates of food and economic insecurity than non-LGBTQ+ people

American adults who identify as lesbian, gay, bisexual, transgender, or queer experience a higher rate of food and economic insecurity than non-LGBTQ people (heterosexuals). These findings came from a key Corona Virus survey recently released by the US Census Bureau. The agency said of the survey, “Overall 13.1% LGBTQ adults live in a household where there was sometimes or often not enough to eat in the past 7 days compared to 7.2% of non-LGBTQ adults asked the same question. 36.6% of LGBTQ adults live in a household in the past 7 days that has difficulty paying for usual household expenses compared to 26.1% of non-LGBTQ adults.

While the COVID pandemic has affected nearly all Americans, the new study sheds light on how it has been especially detrimental for the LGBTQ community.

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Mon, Aug 2, 2021 Daily LIVE LGBTQ+ News Broadcast | Queer News Tonight

Get the top headlines from the LGBTQ+ perspective with anchors Al Ferguson, FAY WHAT?!, Orlando Gonzales, Dino Mosquera, and Steve Rothaus.

In this episode:
– The World Cheers as High Jumpers Ask, “Can We Both Get the Gold?”
– Study confirms gay and bisexual men earn less than straight men
– Scott Hollands “What’s Hot This Week In South Florida”
– There are more transgender elected officials than LGBTQ Republican officials, says the report
– Joe Biden appoints out lesbian rabbi to lead religious freedom commission
– Buck Angel and other Trans Men Launch an Attack on Trans Women
– Lollapalooza cancels DaBaby’s performance after homophobic comments
– Here are the Silliest Reactions to the “House of Gucci” Trailer
– Jack Whitehall & Dwayne Johnson Reflect on Gay ‘Jungle Cruise’ Moment
– ‘Flaming gay’ Raven Saunders wins silver medal in shot-put
– Anti-LGBT+ street preacher gets drenched in milk after refusing to stop his homophobic rant

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– TRANSlation, the first show BY the Transgender community FOR Trans allies. www.YouTube.com/TRANSlationTalk

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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.