Professionalism & Productivity: LGBT “Safe Spaces” October 15, 2013.
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Transcript of Professionalism & Productivity: LGBT “Safe Spaces” October 15, 2013.
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Professionalism & Productivity: LGBT “Safe Spaces”
October 15, 2013
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Presenters
• D’ARCY KEMNITZ, Executive Director, National LGBT Bar Association
• LORI L. LORENZO, Deputy Director, Leadership Council on Legal Diversity
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Agenda
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• What is a Safe Space?
• Why are Safe Spaces important?
• What do you need to do to create a Safe Space?
• What do allies and advocates need to know?
• Resources & Questions
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PART 1:What is a Safe Space?
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A Safe Space is …
An environment in which everyone is respected and valued without regard to sexual orientation, gender identity or gender expression
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A Safe Space in practice…
Takes the form of a particular person or office that has committed to being a resource and advocate for LGBT needs.
• Human Resources• Career Services• LGBT affinity group leader• A partner or diversity officer
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DiscussionAfter meeting at a networking event, a law student calls you to discuss an upcoming interview. His question is: My legal name is Catherine, but I go by Ryan, can I use that on my resume? You assumed the student was male based on your in-person meeting.
What do you do?
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PART 2:Why do we need Safe Space?
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Workplace Discrimination
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Why being out matters
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48% of LGBT employees are not out at work. Being closeted is a negative stressor and a drain on a person’s morale, job satisfaction and productivity.
“Their silence around the water cooler leaves [LGBT employees] out of critical workplace networking.”
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42% of closeted employees feel “isolated at work,” and these employees are 73% more likely to say they plan to leave their companies within three years.
Why being out matters
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Discussion
An employee in your organization is very religious. One day, he comes to you and says that an LGBT colleague is threatening his beliefs.
What do you do?
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PART 3:What do you need to create a Safe Space?
• Understanding• Awareness
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Authentic Gender ModelBIRTH SEX
INTERSEX
MALE FEMALE
GENDER EXPRESSION
ANDROGYNOUS
MASCULINE FEMININE
GENDER IDENTITY
GENDER DIVERSE
MAN WOMAN
SEXUAL ORIENTATION (PARTNERS WITH…)
WOMEN MEN
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VocabularyProblematic• transgenders,
a transgender• transgendered• sex change
Preferred• transgender people
or a transgender person
• transgender• transition
• Whenever possible, ask transgender people which pronoun they would like you to use.
• If it is not possible to ask, use the pronoun that is consistent with the person’s appearance.
• If you make a mistake, correct yourself. If someone else makes a mistake, correct them.
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Coming out
Val Dumontier, 1993
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Discussion
As an ally, you have designated your office as a Safe Space for LGBT employees. A colleague comes in and asks you about your experience working for Company X while identifying as LGBT. How do you respond?
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PART 4:What allies and advocates need to know.
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What Allies Can Do
Address Issues: Be “SASSI”
• SPEAK up• ADMONISH the
offender’s actions publically
• SPECIFICALLY identify the issue
• SET the rule• IDENTIFY the
expectation
• Use “partner” in addition to husband, wife, boyfriend or girlfriend
• Never assume you know someone’s sexual orientation
• Learn and use a transgender person’s preferred gender pronoun
• Recognize that you will make mistakes - keep trying anyway
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DiscussionWhat is the best way to handle news relating to LGBT rights – such as the Supreme Court hearing arguments about the Defense of Marriage Act – when people in your office might have different political leanings?
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PART 5:Resources & Questions
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Resources• National Association for Law Placement (NALP),
www.nalp.org/lgbtresources• National LGBT Bar Association, www.lgbtbar.org • Lambda Legal www.lambdalegal.org • Out & Equal Workplace Advocates
www.outandequal.org • Institute for Inclusion in the Legal Profession
www.theiilp.com • Gay, Lesbian and Straight Education Network
(GLSEN), www.glsen.org• Gay and Lesbian Alliance Against Defamation,
(GLAAD), www.glaad.org
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Questions?
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