Welcome to the simulation titled Building A More Inclusive Workplace: LGBTQ. This is a transcript of the didactic movies and interactive conversations that focus on creating an inclusive work environment for LGBTQ staff and clients. You will learn and practice how to:
MONICA: Hi, thanks for joining us today. I’m Monica and I work for the county government. This is my colleague, Ralph.
RALPH: Hi.
SOFIA: And I’m Sofia. I’m a resident of the county.
MONICA: We’re here today to talk about ways to create an inclusive work environment, so our LGBTQ staff and clients can feel safe, valued, and respected.
SOFIA: LGBTQ stands for “lesbian, gay, bisexual, transgender, queer, and questioning.”
RALPH: Let’s look at what each of those words mean…
LGBTQ:
RALPH: Okay, so sometimes I feel like language is evolving a little faster than I can keep up. The first time I heard words like gender expression or cisgender… I felt a little defensive. I’ve always thought of myself as a friend to the LGBTQ community, but suddenly I felt out of the loop... and somehow… maybe even a little in the wrong.
MONICA: Ralph, I completely hear you, and sometimes I feel the same way.
SOFIA: This is a type of cultural competency--understanding and showing respect for people’s backgrounds.
MONICA: The challenge we’re facing is staying up-to-date and getting continual education on how to be the best supports to those who most need our support. It’s a continuous learning process and crucial to our role as government employees and fellow community members.
RALPH: I know now there’s a reason these words are important -- it’s not the words themselves but the attitudes behind them. By learning more about what it means to be LGBTQ, I’m showing my respect and support. I’m creating a more inclusive space, where more people feel safe, included, and valued.
SOFIA: Today we’ll talk about ways to show your support and contribute to a bias- and harassment-free office.
MONICA: You’ll get to practice by playing through two interactive conversations -- one with a county client and one with a coworker.
RALPH: So let’s get started...
This will cover:
SOFIA: These days, it seems like more people are comfortable with what it means to be lesbian, gay, or bi. But, being trans, I feel a lot less understood and, frankly, sometimes I feel invisible, outright disrespected, and even unsafe.
RALPH: Sofia, perhaps you can explain a little. I’m not sure everyone knows exactly what it means to be transgender…
SOFIA: Of course. Well, for starters.. Being lesbian, gay, bisexual, heterosexual... That’s about sexual orientation - who are you attracted to? If you’re transgender, like me, it’s about your gender identity - do you identify as male, female, or another identity.
Sexual Orientation - Who are you attracted to?
Examples:
Gender Identity - Who you identify as?
Examples:
SOFIA: Because I’m transgender, my gender is different than the sex I was assigned at birth. There are generally two options for sex assignment: male or female. But gender can be different from biology; it’s about who we know we are, how we think and feel -- sometimes regardless of what our bodies look like. There’s a lot of diversity in how people identify.
SOFIA: Being trans is not a choice or preference. I didn’t just wake up one morning and decide I’ll try being a woman. It’s who I am.
MONICA: Being trans is really just an aspect of human development and diversity.
SOFIA: Right! It’s also important to support a person’s gender expression-- how people choose to express their gender through their outward appearance.
SOFIA: This topic seems to make some people uncomfortable, and for others, it raises many questions. There’s a lot of transphobia - fear or hatred of transgender people - which is a type of discrimination just like racism or sexism. Trans people face a real threat of violence everyday, and there is still a lack of understanding in the way people see us.
RALPH: What are some things you wish people knew?
SOFIA: Well, I can’t speak for all trans people, but a few things I try to remind others…
SOFIA: First, try to avoid making assumptions about people’s gender identity and sexual orientation. You can’t know a person’s gender identity based on their appearance. For example, a client who looks male to you may not identify as a man. They may identify as a woman or another gender identity.
SOFIA: You also can’t know a person’s sexual orientation based on who they date or who they’re married to. That ignores the possibility that they may identify as bisexual or another sexual orientation.
SOFIA: And remember that gender identity is different from sexual orientation. Trans people may date people of any gender and may identify as straight, gay, bi, lesbian, queer, or another identity; you can’t know a person’s sexual orientation just by knowing their gender identity.
SOFIA: Second, use inclusive language to show you’re not making assumptions. Rather than asking if someone has a “husband” or “wife,” you can ask if they’re “married” or “dating someone.” You should also avoid calling clients “Mr,” “Ms,” “ma’am,” and “sir” unless you already know their gender identity.
SOFIA: When addressing a group, avoid saying “ladies and gentlemen” or “guys.” Instead, you can say “everyone,” “folks,” or “distinguished guests.”
Non-Inclusive Language
Inclusive Language
SOFIA: Third, use the name and pronouns a person goes by. Many people who are trans use names that are different from what’s on their ID or in their file. Using the pronouns a person goes by is an extremely important way to show respect and helps signal that the workplace is trans-affirming. Repeatedly using the wrong pronoun or name for a person is a form of harassment. If you don’t know what pronoun or name someone uses, ask!
Inclusive Pronouns:
SOFIA: And finally, respect a person’s request to keep certain information confidential, understanding that they may not be “out” or comfortable with others knowing their gender identity or sexual orientation. In fact, revealing information is a violation of law in many states, including California. This could even be a way to prevent job discrimination or other threats to a person’s safety and livelihood.
RALPH: Thanks, Sofia. I’ve even heard that some LGBTQ residents don’t access services because they’ve had bad experiences before or because they’re afraid of harassment and discrimination.
MONICA: Absolutely. One study found that a third of 50,000 LGBTQ residents had been called names or insulted in the past year, over a fourth believed they receive poorer services, almost a fifth felt they were treated unfairly at work or school, and almost one out of 10 had been physically attacked or injured.
LGBTQ Residents
(citation: Status of LGBTQ Health: Santa Clara County 2013)
SOFIA: I can believe that. For example, the other day, I was in an office and went to the front desk… I wanted to change my name on file, and I hoped the office worker would be able to help me...