Test Your Knowledge On The LGBT Community

Diversity experts including the folks at Diversity Best Practices have documented how employees are less productive (some internal studies say up to 30-40%) when they don't bring their whole selves to work, due to the physical and emotional energy consumed by covering their true identities. This disadvantage far outweighs any perceived advantages of avoiding discrimination or conversation about sexuality. More info: http://www.huffingtonpost.com/andres-t-tapia/coming-out-is-about-more-than-being-lgbt_b_1956113.html

A 2011 survey by the Center for Work-Life Policy revealed that almost half of LGBT people don't feel comfortable enough to be open about their sexual orientation or gender identity at work. More info: https://www.worklifepolicy.org/documents/CWLP%20-%20LGBT%20-%20Final%206.21.11.pdf

A 2011 study published in the American Journal of Sociology showed that a male resume mentioning involvement in a gay college campus organization was 40% less likely to gain an interview than an identical one mentioning involvement in a "progressive and socialist alliance." More info: http://www.huffingtonpost.com/2011/10/04/gay-resume-study_n_994098.html

The National Gay and Lesbian Task Force's 2011 National Transgender Discrimination Survey revealed that 90% of transgender people experience at least one incident of harassment or mistreatment at work. More info: http://www.thetaskforce.org/reports_and_research/ntds

No federal law prevents employment or housing discrimination based on sexual orientation, and state laws only protect them in 21 states.
More info at the Movement Advancement Project: http://www.lgbtmap.org/equality-maps/employment_non_discrimination_laws and http://www.lgbtmap.org/equality-maps/housing_non_discrimination_laws

A 2011 Center for American Progress poll revealed that almost 3/4 of voters support protection for LGBT people from workplace discrimination, across all political affiliations, religions, and ages. More info: http://www.americanprogress.org/issues/lgbt/news/2011/06/02/9716/polls-show-huge-public-support-for-gay-and-transgender-workplace-protections/

Changing your language, using visible identifiers, starting conversations, and showing up are all great ways to be a strong ally. Approaching people who may be in the closet is not a great way to be supportive because it reveals your own stereotypes and may make a person feel uncomfortable; every LGBT person comes out at their own pace. On the other hand, ignoring a negative comment or anti-gay joke implies accepting that those are okay things to say, so it is important to speak up rather than stay silent when anti-LGBT language is used.

The New York Times in 2009 calculated the potential costs and benefits over a lifetime to same-sex couples who do not have federal marital status, estimating the worst-case scenario at $468k. More info: http://www.nytimes.com/2009/10/03/your-money/03money.html

A 2012 analysis by Witeck-Combs Communications estimates the buying power of the LGBT adult population at $790B. More info: http://www.echelonmagazine.com/index.php?id=2597

There are 1,138 benefits, rights and protections provided on the basis of marital status by American federal law. Same-sex couples are denied these because their unions are not recognized as marriages by the federal government. More info:: http://www.hrc.org/resources/entry/an-overview-of-federal-rights-and-protections-granted-to-married-couples

Allies are important for many reasons, including: straight people represent the vast majority of the US population and therefore have the capability to build a mainstream movement; allies can show a critical mass of support to LGBT people within their workplace and school communities; and some people may be more likely to listen to a straight person talk about LGBT issues than an LGBT person themself. However, allies can be targeted for their views and don't necessarily help the movement by being "louder". One thing that is clear is that allies have a key role to play in the movement for LGBT inclusion.

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Talk to your ally leader and/or LGBT club leaders to get more information on resources within your community, and check out www.friendfactor.org for more info, facts, and current events.

This question is asking the respondent to identify their sexual orientation and gender identity. The options provided include a range of identities such as Straight, Gay, Lesbian, Bisexual, Queer, Male, Female, Transgender, Genderqueer, Other, and Prefer not to say. The respondent can select all the options that apply to them, allowing for a comprehensive understanding of their identity.