Showing posts with label discrimination. Show all posts
Showing posts with label discrimination. Show all posts

Companies are changing to support transgender employees

When workers undergo a change in gender, their employers need to address new needs
"IT specialist Brad Sensabaugh can't help but wonder how some of his colleagues at the TD Bank Group in London, Ont., will react when the story of his private life hits the media spotlight.
That he is anything more than the bright, tech savvy 33-yearold man they've come to know and respect in the months since he joined the bank has likely never crossed their minds.Even among those who know his past - that he was once a 'she' - there can be confusion.
'I think I pass very well,' he said in a recent telephone interview about his gender transition.
So unless you get into the nuances of saying, 'I was born female', they don't necessarily know which direction you are going or where you've come from."

Companies in Canada have come a long way in recent years in welcoming diversity into the workplace.



Read more: http://www.vancouversun.com/health/Companies+changing+support+transgender+employees/5250992/story.html#ixzz1V2bVuNDe


Read the full analysis at Vancouver Sun

Tripping About The Bathroom-Transman Division

Peep this video about two transmen who were handling their business in Seattle's Pacific Place Mall restroom when some cisman had a problem with it and called security.

Predictably the security guard tripped and the transmen are justifiably pissed (pardon the pun) about it.

No Trans Need Apply

If you're wondering why I and other trans people spend a lot of time griping about ENDA not moving toward becoming law as expeditiously as possible, this latest story out of New York is evidence why.

A group called Make the Road New York filed a complaint with the NY State Attorney General's office after testing 24 New York City retailers for discrimination.

The group sent a trans and cis person to each one of the targeted retailers to apply for jobs with matching resumes. The resumes matched in respects of age, race, and work experience.

42 percent net rate of discrimination for transgender job applicants... [and] 49 percent of transgender workers surveyed reported that they have never been offered a job in the time that they have lived openly as transgender."

J. Crew was singled out for blatantly violating the New York City Human Rights Law. According to Make The Road NY spokesperson Irene Tung, one of the transgender employment testers, Julian Brolaski, applied at the 5th Avenue J. Crew store and "was treated brusquely, told to fill out an application and was never called.

His testing partner, Leigh Cambre, who entered the store a few minutes later, described a very different experience, 'I filled out an application, was interviewed on the spot and offered a job soon after.'

A separate pair of testers also documented a similar situation.

You can click on the chart to see the distressing results.

This BS Is Why ENDA Needs To Be Passed NOW!

The Transgender Legal Defense and Education Fund filed a discrimination complaint today with the Florida Department of Human Relations against an Orlando McDonald's restaurant for refusing to hire 17-year-old transwoman Zikerria Bellamy.

On July 10, 2009, Zikerria applied online for a position as a Shift Manager or Crew Leader at McDonald's. On July 28, after managers at McDonald’s learned that Zikerria is transgender, she received the following transphobic voicemail message from one of the managers:



Needless to say Zikerria wasn't hired by the Mickey D's in question.

As matter of fact, why protect that Mickey D's? Let the whole world know the location of the Orlando McDonald's restaurant that serves up trans discrimination with its fries and shakes so it can be properly protested.

I'm damned sure not lovin' this.

But this is a prime example of why ENDA needs to be passed ASAP, not delayed. It has been delayed long enough.

Few protections exist for transgender people who experience employment discrimination. In 38 states, there is no law protecting transgender people from being fired because of who they are. Federal law similarly offers no job protection for transgender people.

Too many times African-American transwomen such as Zikerria and other transwomen of color bear the brunt of the job discrimination the community faces.

Despite being introduced in the House on June 24 and hearings being held in September, little action has occurred on ENDA since then.

Time for the trans community and our allies to start calling Capitol Hill and pestering congressmembers just like we did in 2007 after we were cut out of ENDA.

And here's the number to call Congress and get you started: 202-224-3121

Fortunately for Zikerria and other Florida transpeople, while no law explicitly addresses discrimination based on gender identity, administrative agencies in Florida have ruled that transgender people are protected by the Florida Human Rights Act’s prohibitions on sex and disability discrimination. The Competitive Workforce Bill, which would add gender identity and sexual orientation to the Florida Civil Rights Act, was introduced in the Florida legislature on November 20.

We can't be productive members of society if we can't get a job, much less stay employed in the first place because of somebody's naked transphobia.

May TLDEF be successful in getting justice for Zikerria and sending the message once again that discrimination against transpeople is bad for business.

Lambda Legal Files Complaint For Trans Teen Discriminated Against By Philly DHS

Lambda Legal on October 27 filed a complaint with the Philadelphia Commission on Human Relations (PCHR) against the City of Philadelphia and the Youth Study Center (YSC) on behalf of a now 17 year old trans girl who was physically attacked by other residents and verbally abused by staff every day for almost a year and a half.

The then 16-year-old teen was placed in the now torn down Youth Study Center's boys' unit, where, she said, staff and residents harassed her despite a judge's order that she be addressed by her preferred female name and female pronouns.

The transteen has asked to be unnamed for safety reasons and has been in the foster care system since she was eleven.

In February 2008, Common Pleas Court Judge Abram Frank Reynolds ordered Department of Human Services to provide her with all appropriate medical treatment for Gender Identity Disorder (GID), including hormone therapy and mandated that her female gender identity be respected.

However, YSC staff and administrators failed to treat her in accordance with her female gender identity. They refused to refer to her by her preferred female name and to use female pronouns. YSC staff also refused her access to clothing and grooming options that matched her gender identity and reprimanded her for acting in a feminine manner. When she asked to be referred to by her preferred female name, YSC staff told her: "You ain’t no fucking female, you are a dude. . . Till you get your dick cut off, I’m not going to call you [by your preferred female name.]"

In addition, YSC staff subjected Lambda Legal's client to ridicule and cruel and degrading treatment and allowed abuse by residents on a daily basis. She endured verbal harassment, including slurs such as: "You're a faggot," "Wanna-be-girl," "You are not a girl," and "You will never be a girl." On several occasions, the verbal harassment escalated to physical attacks.

The complaint filed by Lambda Legal to the PCHR claims that the YSC, operated by DHS, violated the Philadelphia Fair Practices Ordinance because she was harassed and discriminated against on the basis of her actual and/or perceived gender identity, sexual orientation, sex, and disability.

"Even though I asked the administration and staff at the Youth Study Center on multiple occasions to stop the harassment, to call me by the right name, to let me wear clothes that match who I am, and to allow me to sleep in a unit where I would feel safe, I continued to be degraded by staff and residents," said the 17-year-old girl. "Nobody, including sexual minorities, should have to experience the physical and emotional abuse that I encountered there."

The case is being handled for Lambda Legal by Flor Bermudez, Youth in Out-of-Home Care Staff Attorney with Miriam S. Edelstein from Reed Smith LLP will serve as co-counsel.

TransGriot Note: This case is another concrete example of why trans people's civil rights need to be immediately encoded into federal law. Philadelphia Inquirer reporter Sam Wood also wrote an article about this story.

Golden Nugget Hotel...harasses patrons and discriminates against individuals attired in Calvin Klein fashions!





 


Fabulous Las Vegas?
Not!






Today I was involved in a shocking and disturbing incident at the Golden Nugget Hotel here in Las Vegas, which has shaken me considerably!

After having a coffee and doughnut on Fremont Street, I stepped into the Golden Nugget to play a few of the slot machines. I selected a one-arm bandit, and began to place bets, as usual. A cocktail waitress sauntered by at one point, offered me a beverage, and wished me good luck with my game.

In a short while, I got up and picked another machine, to try my luck there. In fact, I probably bet on a handful of machines over the course of a half-an-hour.

Suddenly, as I was pondering whether to exit and go uptown - and perhaps take in a show - a woman in a dark suit who identified herself as "security" - blocked my path and demanded to see my identification!

I was in total shock! Had I done something wrong? Was there a case of mistaken identity or something? My thoughts started running wild, I suddenly felt dizzy, and nauseous, and out-of-breath.

When I gathered my emotions, and my head stopped reeling, I asked her, "Why?"

She claimed she observed me walking about the Hotel Casino without betting, scanning the machines, and accused me of looking suspicious!

Well, that was a total lie. In my hand, I was holding a voucher which verified I was betting for at least the last half hour (both time stamped & dated); in addition, the cocktail waitress could also verify the security guard's statements were a total falsehood.

When I noted this, she bristled, then retorted in a nasty, demeaning tone of voice, "Well, I have a right to ask for your ID."

But, the grounds on which she based her decision, had no merit whatsoever!

I felt insulted at this point.

Because there were no sufficient grounds for harassing me, and I was a patron of the Casino for the past few days, it was evident to me that the woman had not only acted out-of-line, but was discriminating against me for some inexplicable reason - and in the process - was seriously violating my rights, as well.

I asked to see her supervisor, who appeared behind me moments later.

When I started to complain, he smiled like a Cheshire cat, and tried to wave me off.

"We can ask to see anyone's ID," he replied smugly.

I pointed out, however, that she based her actions on the grounds that I was wandering about the lobby, that I was not patronizing the Hotel, and appeared to be some kind of bum or street person, with no right to be in their Casino!

Which was totally untrue.

When it was evident he was trying to protect her, and shoo me off, I asked to see the Manager.

He responded quite adamantly, "You're speaking to him."

"You're the Manager of the Hotel," I queried further.

He hesitated, stammered a bit, then blurted out, "No, I'm not".

In response, I said, "I demand to see the manager right away so I can lodge a formal complaint."

And, I proceeded to explain why.

"I am thoroughly insulted by the woman's inappropriate actions, which unnecessarily humiliated me, in front of all the patrons in this section of the Casino."

He trotted off to find the Casino Manager with me in tow. After a guard managed to secure his whereabouts by walkie-talkie, he appeared about fifteen minutes later.

At first, Mr. Realmuto tried to use the same excuse - that the woman was correct in her position - because the Hotel had the right to ask anyone on the premises for ID at any given time at their discretion.

However, when I pointed out that the grounds on which the woman stated her reasons for making the request were totally without merit - and that she had slandered me in front of other hotel guests in the vicinity of the incident in the process - he recanted.

At this juncture, he agreed to have a word with her supervisor, and try to resolve the issue. In addition, he assured me that she would apologize for her outrageous conduct which caused me undue mental and emotional distress in front of a roomful of strangers.

After about fifteen minutes, Mr. Realmuto returned and informed me that he had spoken with her supervisor, that she would apologize - and that if she did not - he'd put her on suspension.

As he walked off, he noted that matter was now in the hands of her supervisor.

Meanwhile, out of the corner of my eye, I spied the man in question with another security guard about fifteen feet away, laughing at me, and making jokes about the incident. After the Casino Manager was out of sight, the supervisor walked over and informed me the woman refused to apologize - but added - that he would do so on her behalf.

I pointed out that Mr. Realmuto assured me that if she did not make amends herself, that she would be suspended. In response, he stared at me coldly for a moment, then panicked.

Our talks went downhill after that.

When I informed the man (who would not provide his name) that I wanted to file a formal complaint, he arranged for the Director of Security to bring a standard form down to fill out; however, when the gentleman arrived, he argued with the supervisor most strenuously against providing it. In fact, he was downright reticent about handing over the paperwork.

In retrospect, it would appear that he did not want any record of the incident, in spite of the fact there was a roomful of witnesses standing on the sidelines, watching the drama unfold with great intensity.

I noted my intention to file a complaint with the Executive Management of the Hotel and the owners.

At this juncture, I also noted that Mr. Realmuto let it slip that the security woman who harassed me, may have acted the way she did because I was dressed in the manner I was - in a plaid shirt and black jeans.

So, I asked the supervisor - point-blank - to state for the record if the Golden Nugget discriminated against patrons based on casual attire.

He replied with a stunned look, "...it depends on the circumstance."

Well now, is that not discrimination in its truest form?

It should be noted that I was wearing Calvin Klein designer clothes, which were clean and pressed, and relatively new. Are Mr. Klein's clothes not acceptable at the Golden Nugget Hotel?

It should be noted that I was also carrying a flap jacket, so I have to wonder if the woman thought I was in the Military; in that event, does the Golden Nugget discriminate against individuals they suspect to be members of the Armed Forces?

Are the young men who fight for this country, and put themselves at risk and in harm's ways - to ensure our basic rights and freedoms are secure - not welcome at the Golden Nugget either?

Obviously, something is clearly amiss at the Golden Nugget!

The actions of the security staff were wild and reckless, discriminatory in nature, and amounted to harassment. Throughout the shocking, disturbing incident, my rights were violated in the process.

So, I intend to lodge a formal complaint with the Hotel Executive Management, and the owners of the Golden Nugget.

In addition, I shall seek appropriate legal counsel to bring litigation forward - if necessary - to deter such outrageous, heinous, wrongful conduct in the future.

In the interim, I urge all tourists, and visitors to the Las Vegas resort area, to boycott the Golden Nugget - or at least - steer clear of patronage.

After all, this could happen to any one of you.

According to employees I spoke to after the incident, this is the kind of typical, disturbing conduct, that is ongoing at the Golden Nugget Hotel in Las Vegas.

I say, steer clear of this establshment like the plague.

Amen!

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