1 00:00:05,360 --> 00:00:08,639 Speaker 1: Hey, this is Emily, and you're listening to stuff Mom 2 00:00:08,720 --> 00:00:23,159 Speaker 1: never told you. Today we are tackling a question that 3 00:00:24,000 --> 00:00:28,200 Speaker 1: I found a little surprising through the research in preparation 4 00:00:28,280 --> 00:00:31,600 Speaker 1: for today. As someone who works a lot with folks 5 00:00:31,960 --> 00:00:36,159 Speaker 1: uh in the professional development sphere, I always am a 6 00:00:36,200 --> 00:00:38,440 Speaker 1: big proponent of saying that you know, work, love and 7 00:00:38,479 --> 00:00:42,240 Speaker 1: wellness are connected, that we can't be our authentic selves 8 00:00:42,320 --> 00:00:45,000 Speaker 1: unless we bring our full self to the workplace. But 9 00:00:45,520 --> 00:00:51,320 Speaker 1: I was actually really reminded of some of my straits 10 00:00:51,520 --> 00:00:56,200 Speaker 1: is gender privilege and blind spots on this issue when 11 00:00:56,240 --> 00:00:59,520 Speaker 1: I was actually talking with a former boss up boot camp. 12 00:00:59,600 --> 00:01:03,480 Speaker 1: Alum wrote a great piece on our blog about whether 13 00:01:03,560 --> 00:01:07,600 Speaker 1: to come out at work, whether to you know, if 14 00:01:07,600 --> 00:01:10,600 Speaker 1: you identify as l g b t Q, to bring 15 00:01:10,760 --> 00:01:14,240 Speaker 1: that full part of who you are to the workplace, 16 00:01:14,800 --> 00:01:17,200 Speaker 1: and she wrote a great piece for our website on 17 00:01:17,240 --> 00:01:21,640 Speaker 1: it that really inspired today's conversation because I I did 18 00:01:21,640 --> 00:01:23,360 Speaker 1: a little bit of surgery. I said, should you come 19 00:01:23,360 --> 00:01:26,399 Speaker 1: out at work? Isn't it's two? Of course this should 20 00:01:26,440 --> 00:01:29,400 Speaker 1: be a non issue, And boy was I wrong. President 21 00:01:29,400 --> 00:01:32,120 Speaker 1: Obama before he left office, he signed in to law 22 00:01:32,200 --> 00:01:36,440 Speaker 1: some workplace protections for LGBTQ folks, and that was great. Uh, 23 00:01:36,920 --> 00:01:39,720 Speaker 1: but like a second yeah, and then one of the 24 00:01:39,800 --> 00:01:42,959 Speaker 1: first moves that Trump made um as president mec and March, 25 00:01:43,440 --> 00:01:46,600 Speaker 1: was to resend that. And so currently there are not 26 00:01:47,040 --> 00:01:50,480 Speaker 1: um those kinds of protections for LGBTQ folks making it 27 00:01:50,520 --> 00:01:52,920 Speaker 1: so that they don't get fired at work for who 28 00:01:52,960 --> 00:01:56,200 Speaker 1: they are. Yeah, which blew my mind. I thought, and 29 00:01:56,240 --> 00:02:00,360 Speaker 1: this is so ignorant of me in retrospect, but I thought, 30 00:02:00,640 --> 00:02:05,360 Speaker 1: especially with the federal passage of marriage equality in our country, 31 00:02:05,640 --> 00:02:11,480 Speaker 1: that the protections in that domain would be indicative of 32 00:02:11,520 --> 00:02:16,760 Speaker 1: the other equality type protections we have for LGBT, gay, 33 00:02:16,960 --> 00:02:21,400 Speaker 1: lesbian people's right to exist without discrimination. And as it 34 00:02:21,440 --> 00:02:26,000 Speaker 1: turns out, it is still very much legal as of 35 00:02:26,040 --> 00:02:30,440 Speaker 1: March to be fired in twenty eight states in the 36 00:02:30,520 --> 00:02:34,600 Speaker 1: United States of America just for being gay, just for 37 00:02:34,639 --> 00:02:37,600 Speaker 1: your sexuality, right, And that's more than half the states 38 00:02:37,639 --> 00:02:39,600 Speaker 1: in the US. And that's that's staggering. And I think 39 00:02:39,880 --> 00:02:43,120 Speaker 1: it's easy. You know, I was a big obviously a 40 00:02:43,120 --> 00:02:45,360 Speaker 1: big proponent of marriage quality, but I think it was 41 00:02:45,520 --> 00:02:50,480 Speaker 1: very easy to have that issue be the juggernaut issue 42 00:02:50,560 --> 00:02:54,520 Speaker 1: that that seemed to be facing um LGBTQ folks. And 43 00:02:54,560 --> 00:02:56,600 Speaker 1: I think that you know, it was easy, this would 44 00:02:56,760 --> 00:03:00,080 Speaker 1: be like, oh, glad, that's done, and move up of 45 00:03:00,120 --> 00:03:02,440 Speaker 1: away from issues that are still based in the community 46 00:03:02,720 --> 00:03:05,000 Speaker 1: in very real ways. And that's why I think today's 47 00:03:05,000 --> 00:03:07,480 Speaker 1: episode is so important to just draw attention to we 48 00:03:07,520 --> 00:03:11,320 Speaker 1: cannot forget those who live at those intersections, and we 49 00:03:11,320 --> 00:03:14,519 Speaker 1: cannot forget about our LGBT brothers and sisters and and 50 00:03:14,720 --> 00:03:19,400 Speaker 1: be good allies in the continued and essential fight for 51 00:03:19,480 --> 00:03:24,799 Speaker 1: equality for LGBTQ Americans. So let's let's talk about some 52 00:03:24,960 --> 00:03:29,120 Speaker 1: of what has been written beautifully in many different publications 53 00:03:29,720 --> 00:03:33,160 Speaker 1: UM about the benefits of coming out at work, and 54 00:03:33,480 --> 00:03:37,680 Speaker 1: clearly the drawbacks which we've already alluded to, UM, which 55 00:03:37,840 --> 00:03:44,280 Speaker 1: really could be easily eliminated with the swipe of should 56 00:03:44,320 --> 00:03:48,000 Speaker 1: be obviously UM. But it's complicated. So we'll we'll come 57 00:03:48,040 --> 00:03:50,640 Speaker 1: back to that story, because the fight for equality when 58 00:03:50,640 --> 00:03:54,440 Speaker 1: it comes to workplace discrimination goes on, and it's very 59 00:03:54,520 --> 00:03:57,640 Speaker 1: much hanging in the balance right now. UM. But first 60 00:03:57,800 --> 00:04:03,040 Speaker 1: I wanted to acknowledge UH, some of the very clear 61 00:04:04,120 --> 00:04:08,360 Speaker 1: UM benefits for coming out at work, and I found 62 00:04:08,400 --> 00:04:12,920 Speaker 1: this interesting. This is a piece that I initially had 63 00:04:12,960 --> 00:04:17,000 Speaker 1: this visual reaction to um by Megan Evans in the 64 00:04:17,040 --> 00:04:19,560 Speaker 1: Huffing and post why coming out at work is vital 65 00:04:19,720 --> 00:04:22,320 Speaker 1: for you and your employer. And at first I was like, wait, 66 00:04:22,480 --> 00:04:25,520 Speaker 1: did you know that you can't force people to feel 67 00:04:25,520 --> 00:04:27,920 Speaker 1: like they're hiding something or that it's vital to come 68 00:04:27,920 --> 00:04:31,960 Speaker 1: out at work because it can be a serious employment liability. Yeah. 69 00:04:32,000 --> 00:04:33,760 Speaker 1: I mean, I I want to be clear with this episode, 70 00:04:33,839 --> 00:04:36,599 Speaker 1: but I am not suggesting that people come out or 71 00:04:36,839 --> 00:04:39,719 Speaker 1: not come out. I think that it's important to just 72 00:04:39,800 --> 00:04:42,840 Speaker 1: get a lay of the land of the situation and 73 00:04:43,080 --> 00:04:44,920 Speaker 1: sort of the pluses and minuses and all of that. 74 00:04:45,040 --> 00:04:47,719 Speaker 1: I'm we are not saying one or the other. We're 75 00:04:47,760 --> 00:04:50,520 Speaker 1: saying make the right choice for you. But what I 76 00:04:50,560 --> 00:04:53,560 Speaker 1: realized through reading this long laundry list of the benefits 77 00:04:53,560 --> 00:04:55,919 Speaker 1: of coming out that this loud she identifies as a 78 00:04:55,920 --> 00:05:00,320 Speaker 1: loud and proud lesbian um as she's writing, came to 79 00:05:00,320 --> 00:05:03,960 Speaker 1: realize I understand her perspective because she's writing from the 80 00:05:04,040 --> 00:05:08,279 Speaker 1: United Kingdom, where passage of the Equality Act made this 81 00:05:08,360 --> 00:05:11,640 Speaker 1: kind of discrimination illegal. It wasn't not issue. Yeah, so 82 00:05:11,680 --> 00:05:16,719 Speaker 1: that privilege abuse this article, um, But I mean, I 83 00:05:16,720 --> 00:05:23,120 Speaker 1: thought she made some really excellent points, uh, including one 84 00:05:23,200 --> 00:05:25,760 Speaker 1: you'll lead a more fulfilling life because you won't have 85 00:05:25,760 --> 00:05:27,719 Speaker 1: to feel like you're living a life of shame or 86 00:05:27,800 --> 00:05:31,560 Speaker 1: silence or secrecy, hiding who you are from your colleagues. 87 00:05:31,800 --> 00:05:35,400 Speaker 1: There's an argument from that has been well established that 88 00:05:35,480 --> 00:05:39,680 Speaker 1: you might actually be more productive at work. Outstanding, which 89 00:05:39,720 --> 00:05:44,200 Speaker 1: is an advocacy organization UM Capital o U T Outstanding 90 00:05:44,200 --> 00:05:52,160 Speaker 1: found that found that eighty five percent of those UM 91 00:05:52,200 --> 00:05:54,800 Speaker 1: who answered that their closeted at work found that they 92 00:05:54,839 --> 00:05:59,400 Speaker 1: were wasting quote too much energy pretending that their heterosexual Furthermore, 93 00:05:59,520 --> 00:06:02,400 Speaker 1: sixty one percent said that they subsequently they do not 94 00:06:02,480 --> 00:06:05,960 Speaker 1: work as hard for their company. I think that's fascinating 95 00:06:06,000 --> 00:06:08,320 Speaker 1: because it's this idea that we need to be able 96 00:06:08,360 --> 00:06:10,200 Speaker 1: to show up as our authentic selves at work, and 97 00:06:10,200 --> 00:06:12,359 Speaker 1: that you know, I can imagine that if you feel 98 00:06:12,400 --> 00:06:15,240 Speaker 1: like you're not showing up as yourself, it's easy to 99 00:06:15,320 --> 00:06:18,719 Speaker 1: feel not like not engaged or not sort of like 100 00:06:18,800 --> 00:06:21,240 Speaker 1: they have not invested in who I really am? Why 101 00:06:21,279 --> 00:06:23,080 Speaker 1: should I invest in them in that way? So they're 102 00:06:23,080 --> 00:06:24,560 Speaker 1: not letting you be your true self? So why so 103 00:06:24,600 --> 00:06:27,760 Speaker 1: they don't get your full self? Yes? Exactly makes me 104 00:06:27,800 --> 00:06:30,400 Speaker 1: think of all the research, all the resources being poured 105 00:06:30,440 --> 00:06:34,919 Speaker 1: into engagement at work, employee engagement, because that's where the 106 00:06:34,960 --> 00:06:38,560 Speaker 1: sort of crux of productivity really lay. And if you 107 00:06:38,600 --> 00:06:41,320 Speaker 1: can't feel respected, and if you don't feel your workplace 108 00:06:41,360 --> 00:06:44,159 Speaker 1: is a tolerant climate, you're not gonna You're gonna feel 109 00:06:44,160 --> 00:06:48,160 Speaker 1: deprived and you're gonna, according to Daniel Pink's amazing research 110 00:06:48,200 --> 00:06:53,840 Speaker 1: and his book Drive, you'll feel more able to justify 111 00:06:54,160 --> 00:06:55,880 Speaker 1: stealing all the post it notes. You know what I mean, 112 00:06:56,240 --> 00:06:57,839 Speaker 1: or they don't. They don't respect me, so I'm not 113 00:06:57,839 --> 00:06:59,919 Speaker 1: going to respect them, and so I'm going to justify 114 00:07:00,040 --> 00:07:05,200 Speaker 1: morally questionable behavior and in sort of um subversive behavior 115 00:07:05,960 --> 00:07:08,360 Speaker 1: as an employee who doesn't feel like I can show 116 00:07:08,440 --> 00:07:10,320 Speaker 1: up and be myself totally. And I felt this way 117 00:07:10,320 --> 00:07:13,120 Speaker 1: sadly in different workplace situations where you feel like you 118 00:07:13,240 --> 00:07:16,200 Speaker 1: are not able to be yourself and wearing a mask 119 00:07:16,240 --> 00:07:18,960 Speaker 1: all day is really unpleasant, and so you know you're 120 00:07:18,960 --> 00:07:21,800 Speaker 1: in a like you it's bad to feel as if 121 00:07:21,840 --> 00:07:23,600 Speaker 1: you can't wait to get out of the office so 122 00:07:23,640 --> 00:07:27,000 Speaker 1: you can be your real self. Everyone feels that to 123 00:07:27,040 --> 00:07:29,960 Speaker 1: feel like you are pretending to be someone else all day. 124 00:07:30,600 --> 00:07:33,240 Speaker 1: By the time the clock strikes five, you're probably like Sea, 125 00:07:33,800 --> 00:07:36,840 Speaker 1: this has been exhausting and emotionally taxing and I need to, 126 00:07:37,080 --> 00:07:39,240 Speaker 1: you know, get out of here. Stands me. We want 127 00:07:39,240 --> 00:07:41,760 Speaker 1: to be understood in respect for who we actually are exact, 128 00:07:42,040 --> 00:07:44,120 Speaker 1: and sexuality is such a big part of that, you 129 00:07:44,160 --> 00:07:47,239 Speaker 1: know what I mean. So Marty Chavez, who was Goldman 130 00:07:47,280 --> 00:07:51,040 Speaker 1: Sachs is ce Io said quote, gay people are happier, healthier, 131 00:07:51,040 --> 00:07:53,880 Speaker 1: and more productive if they feel they can bring their 132 00:07:53,920 --> 00:07:57,800 Speaker 1: whole selves to work. So there, I mean, we don't 133 00:07:57,800 --> 00:08:00,560 Speaker 1: want to and I think Bridges made this made this 134 00:08:00,640 --> 00:08:03,240 Speaker 1: clear already. Megan makes it clear in her great article 135 00:08:03,240 --> 00:08:05,240 Speaker 1: in The Heavening Post. We don't want to say, like, 136 00:08:05,280 --> 00:08:07,600 Speaker 1: here's all the good reasons you'll feel better, just come 137 00:08:07,600 --> 00:08:09,880 Speaker 1: out and be you and be loud and be proud, 138 00:08:10,240 --> 00:08:12,480 Speaker 1: as though there's not a ton of privilege that goes 139 00:08:12,520 --> 00:08:15,240 Speaker 1: into making that kind of a big decision, but it 140 00:08:15,680 --> 00:08:19,960 Speaker 1: certainly sounds like the benefits of coming out writ large 141 00:08:20,080 --> 00:08:22,720 Speaker 1: in your in your life would trickle over as well 142 00:08:22,760 --> 00:08:27,880 Speaker 1: into the professional space. We want to create tolerant cultures 143 00:08:27,960 --> 00:08:30,440 Speaker 1: and work cultures where all people feel like they can 144 00:08:30,480 --> 00:08:33,680 Speaker 1: bring their true selves to the workplace. Definitely, I think 145 00:08:33,679 --> 00:08:37,240 Speaker 1: that's so true. Just in general for everybody. Everybody. Everybody 146 00:08:37,240 --> 00:08:38,920 Speaker 1: wants to feel good about when they when they go 147 00:08:38,960 --> 00:08:42,079 Speaker 1: into work. And one of the things I found very 148 00:08:42,120 --> 00:08:45,079 Speaker 1: you know, kind of easy to get behind in reading 149 00:08:45,080 --> 00:08:47,360 Speaker 1: about the benefits of coming out at work. What's this 150 00:08:47,400 --> 00:08:49,200 Speaker 1: idea that you can be a role model to others? 151 00:08:49,400 --> 00:08:52,679 Speaker 1: And I think that that is something that's easy to overlook, 152 00:08:52,920 --> 00:08:55,080 Speaker 1: but that you know, when you see someone who is 153 00:08:55,160 --> 00:08:58,080 Speaker 1: out and proud and being there being themselves, you never 154 00:08:58,120 --> 00:09:01,760 Speaker 1: know who who seeing that and who you're inspiring and 155 00:09:01,800 --> 00:09:06,560 Speaker 1: who you are giving courage to live their truth. Yeah, exactly. 156 00:09:06,600 --> 00:09:09,840 Speaker 1: And obviously we shouldn't put the responsibility of you know, 157 00:09:09,880 --> 00:09:14,400 Speaker 1: moving the social justice movement forward on this issue on 158 00:09:14,800 --> 00:09:18,320 Speaker 1: gay people. Absolutely, but there's an element here, which is, 159 00:09:18,679 --> 00:09:22,120 Speaker 1: you know, being yourself can inspire others to do the same, 160 00:09:22,240 --> 00:09:25,160 Speaker 1: and it can inspire those who don't identify as an 161 00:09:25,360 --> 00:09:29,400 Speaker 1: lgbt Q to be more tolerant and less ignorant. Straight 162 00:09:29,440 --> 00:09:33,560 Speaker 1: folks and CIS folks. There's a there's a role. This 163 00:09:33,640 --> 00:09:36,360 Speaker 1: isn't just this isn't on the backs of of you know, 164 00:09:36,800 --> 00:09:39,680 Speaker 1: the marginalized. It can't be right. Everybody has a role 165 00:09:39,720 --> 00:09:41,040 Speaker 1: in getting us where we need to be on this 166 00:09:41,080 --> 00:09:45,959 Speaker 1: issue right, however, to address some of the drawbacks, because 167 00:09:45,960 --> 00:09:48,680 Speaker 1: there are many, and there there are real concerns to 168 00:09:48,720 --> 00:09:52,520 Speaker 1: be considered if you have navigated this question in your 169 00:09:52,520 --> 00:09:57,480 Speaker 1: own life. Only nineteen states and Washington, d C. Shout 170 00:09:57,480 --> 00:10:02,280 Speaker 1: out to the district have path laws preventing LGBT Americans 171 00:10:02,280 --> 00:10:06,520 Speaker 1: from being discriminated against by employers, but three others protect 172 00:10:06,600 --> 00:10:10,320 Speaker 1: employees on the basis of sexual orientation but not gender identity, 173 00:10:10,400 --> 00:10:15,920 Speaker 1: so they leave out our transgender Americans. So what, yeah, 174 00:10:15,960 --> 00:10:17,680 Speaker 1: I mean that just sends to me like one of 175 00:10:17,679 --> 00:10:20,840 Speaker 1: those cases where the law has not kept up with 176 00:10:20,880 --> 00:10:24,040 Speaker 1: what our society actually looks like. Because our our country 177 00:10:24,080 --> 00:10:26,600 Speaker 1: and our work and by extension, our workforce is diverse. 178 00:10:26,679 --> 00:10:30,400 Speaker 1: We write, you know, occupy many places on the gender spectrum. 179 00:10:30,440 --> 00:10:34,240 Speaker 1: We occupy you know, different sexual orientations, and our laws 180 00:10:34,480 --> 00:10:36,960 Speaker 1: do not seem to have kept you come up with 181 00:10:36,960 --> 00:10:40,280 Speaker 1: that can't pace for sure. And in more than one 182 00:10:40,280 --> 00:10:45,920 Speaker 1: in five LGBT Americans told the Pew Research researchers that 183 00:10:45,960 --> 00:10:49,079 Speaker 1: they've been mistreated by an employer because of their sexual 184 00:10:49,080 --> 00:10:52,559 Speaker 1: orientation or gender identity. So mistreated here is obviously kind 185 00:10:52,600 --> 00:10:55,000 Speaker 1: of a vague term, but it's a good reminder that 186 00:10:55,040 --> 00:10:59,280 Speaker 1: the overt kind of discrimination, like being legally fired for 187 00:10:59,400 --> 00:11:02,719 Speaker 1: being out, is one kind of discrimination, but the the 188 00:11:03,120 --> 00:11:07,560 Speaker 1: less overt um it's just as significant because you can 189 00:11:07,600 --> 00:11:10,880 Speaker 1: it can mean less work satisfaction, less respect, you know, 190 00:11:10,920 --> 00:11:14,160 Speaker 1: microaggressions being levied your way. That can take a toll 191 00:11:14,640 --> 00:11:18,640 Speaker 1: psychologically as well as professionally and economically. And it's you know, 192 00:11:18,720 --> 00:11:21,960 Speaker 1: these things really do add up. And someone once described 193 00:11:21,960 --> 00:11:24,760 Speaker 1: to microaggressions as sort of someone shipping away at you 194 00:11:24,800 --> 00:11:28,200 Speaker 1: bit by bit, and that's just no way to exist 195 00:11:28,200 --> 00:11:31,679 Speaker 1: in a workplace where you go every day exactly. In fact, 196 00:11:32,080 --> 00:11:34,839 Speaker 1: you know, I found this a little bit scary to 197 00:11:35,559 --> 00:11:40,720 Speaker 1: think in my liberal bubble that is the city. Um 198 00:11:40,760 --> 00:11:44,080 Speaker 1: but research has found that a third of Americans are 199 00:11:44,200 --> 00:11:50,760 Speaker 1: uncomfortable with lgbt Q colleagues in the office. So according 200 00:11:50,800 --> 00:11:53,280 Speaker 1: to GLAD, to the non l g b t Q 201 00:11:53,559 --> 00:11:56,240 Speaker 1: respondents of their survey, they asked on a scale of 202 00:11:56,240 --> 00:11:59,800 Speaker 1: like one to ten, how uncomfortable they feel working next 203 00:11:59,800 --> 00:12:03,720 Speaker 1: to quote people who are exploring or questioning their sexual orientation, 204 00:12:04,320 --> 00:12:08,600 Speaker 1: and people reported feeling very or somewhat uncomfortable. See that 205 00:12:08,640 --> 00:12:11,720 Speaker 1: strikes me again in my in my liberal bubble that 206 00:12:11,760 --> 00:12:14,720 Speaker 1: strikes me as a huge number. But then again, I 207 00:12:14,720 --> 00:12:17,080 Speaker 1: mean I I have Southern roots, and I can imagine, 208 00:12:17,520 --> 00:12:21,680 Speaker 1: you know, it's not difficult to imagine who these folks 209 00:12:21,679 --> 00:12:24,400 Speaker 1: are and what their lives are like that they are, 210 00:12:24,440 --> 00:12:28,440 Speaker 1: you know, reporting it there are uncomfortable with their you know, 211 00:12:28,679 --> 00:12:31,040 Speaker 1: it's a gay coworker. Yeah, I mean, it's it's another 212 00:12:31,440 --> 00:12:34,320 Speaker 1: it's another nous. And I think in a society where 213 00:12:35,080 --> 00:12:37,199 Speaker 1: you know, we just it's Pride month here in d C. 214 00:12:37,440 --> 00:12:40,440 Speaker 1: We just saw the Pride parade, you know, in it. 215 00:12:42,800 --> 00:12:45,560 Speaker 1: So we've got this whole city is up in rainbow streamers, 216 00:12:45,600 --> 00:12:48,400 Speaker 1: and we're talking about these statistics that just go to 217 00:12:48,400 --> 00:12:51,240 Speaker 1: show you and remind you that not every city and 218 00:12:51,280 --> 00:12:53,959 Speaker 1: not every town looks like Washington, d C. This month. 219 00:12:54,480 --> 00:12:58,640 Speaker 1: And that level of foreignness or otherness, of not knowing 220 00:12:58,760 --> 00:13:02,520 Speaker 1: or not being comfortable with another person who's different from 221 00:13:02,520 --> 00:13:06,160 Speaker 1: you in some way can create this discomfort. And it 222 00:13:06,200 --> 00:13:10,320 Speaker 1: does make sense. But but the ramifications are real. Here. 223 00:13:10,440 --> 00:13:12,760 Speaker 1: We've got we've got a lawsuit will come back to, 224 00:13:12,880 --> 00:13:15,959 Speaker 1: but I want to mention briefly here Kimberly Hive final 225 00:13:16,040 --> 00:13:18,840 Speaker 1: lawsuit against her community college that she believes fired over 226 00:13:18,880 --> 00:13:22,199 Speaker 1: being a lesbian. Matthew Christiansen a gay man suit his 227 00:13:22,240 --> 00:13:28,160 Speaker 1: employer of Omnicom after the chief digital officer allegedly called 228 00:13:28,400 --> 00:13:31,640 Speaker 1: him a bottom and drew pictures of him as a 229 00:13:31,679 --> 00:13:36,520 Speaker 1: half horse and harassed him for being for his sexuality. 230 00:13:36,600 --> 00:13:39,600 Speaker 1: Last year, u c l A. S. Williams Institute found 231 00:13:39,600 --> 00:13:44,120 Speaker 1: that twenty of LGBTQ people report being discriminated against during 232 00:13:44,160 --> 00:13:48,000 Speaker 1: an interview. So there are I mean, you know, what 233 00:13:48,160 --> 00:13:52,560 Speaker 1: is the drawback prejudice bias, like deep seated. It's not 234 00:13:52,800 --> 00:13:59,880 Speaker 1: reflected in pop culture discomfort around LGBT Americans, which surprised 235 00:14:00,080 --> 00:14:01,800 Speaker 1: in the era of Glee, you know what I mean, 236 00:14:02,080 --> 00:14:07,440 Speaker 1: in the era of uh, what's that drag race RuPaul's like, 237 00:14:07,880 --> 00:14:10,800 Speaker 1: we are still we have a lot, I mean, and 238 00:14:10,800 --> 00:14:12,480 Speaker 1: this is something that I say a lot. And I 239 00:14:12,720 --> 00:14:15,360 Speaker 1: know I've referenced to marriage quality earlier, but this is 240 00:14:15,400 --> 00:14:17,240 Speaker 1: a battle ground. And I think that it's easy to 241 00:14:17,280 --> 00:14:20,880 Speaker 1: imagine that, you know, once we got marriage quality, things 242 00:14:20,880 --> 00:14:23,480 Speaker 1: were you know, tidy, But it's still a battleground, right, Like, 243 00:14:23,600 --> 00:14:26,840 Speaker 1: look at the statistics around trans youth who are homeless, 244 00:14:26,840 --> 00:14:29,480 Speaker 1: Like people are fighting for their lives, and I think 245 00:14:29,920 --> 00:14:32,240 Speaker 1: I was a little bit salty, even as someone who 246 00:14:32,280 --> 00:14:34,720 Speaker 1: was a huge proponent of marriage quality obviously that it 247 00:14:34,760 --> 00:14:38,920 Speaker 1: seems like once we hit that milestone people it was 248 00:14:38,920 --> 00:14:42,320 Speaker 1: easy to lose interest. And so many getting married is 249 00:14:42,360 --> 00:14:45,120 Speaker 1: a beautiful thing, and it is a it's I almost sore, 250 00:14:45,200 --> 00:14:48,000 Speaker 1: but it is a right. Fight for that right, right 251 00:14:48,040 --> 00:14:50,400 Speaker 1: for that right, for sure. But don't forget that people 252 00:14:50,400 --> 00:14:52,320 Speaker 1: are out here and losing their livelihoods, people out here 253 00:14:52,360 --> 00:14:56,560 Speaker 1: getting attached, like the numbers around trans women of color 254 00:14:56,640 --> 00:14:59,200 Speaker 1: who are murdered, and like their murders just go unsolved 255 00:14:59,240 --> 00:15:02,440 Speaker 1: like it's nothing. Unreally, we have such a long way 256 00:15:02,480 --> 00:15:05,920 Speaker 1: to go when it comes to fighting for that people 257 00:15:05,920 --> 00:15:08,480 Speaker 1: in this country who are LGBTQ and this human rights 258 00:15:08,480 --> 00:15:11,000 Speaker 1: and they're just they're just ability to just exist and 259 00:15:11,440 --> 00:15:14,120 Speaker 1: you know, provide for themselves and their families and just 260 00:15:14,560 --> 00:15:18,640 Speaker 1: have have basically just their humanity right. And I will 261 00:15:18,720 --> 00:15:20,800 Speaker 1: I'll be the first to admit that I it fell 262 00:15:20,880 --> 00:15:26,680 Speaker 1: out of my purview with the sentence of Donald Trump somehow. 263 00:15:26,720 --> 00:15:31,760 Speaker 1: It just like I really was surprised in doing this 264 00:15:31,840 --> 00:15:36,040 Speaker 1: research of how how much of a huge rollback the administration, 265 00:15:36,040 --> 00:15:39,960 Speaker 1: the new administration has been for gay Americans. And how 266 00:15:40,400 --> 00:15:43,160 Speaker 1: basic workplace protections are not in place where like, who 267 00:15:43,200 --> 00:15:45,360 Speaker 1: would come out in this climate at work? This seems 268 00:15:45,400 --> 00:15:50,480 Speaker 1: insanely risky and dangerous to me. But um, there is 269 00:15:50,720 --> 00:15:52,920 Speaker 1: a lawsuit in the works, and we're going to talk 270 00:15:52,920 --> 00:15:55,960 Speaker 1: about that and what that means, what the ramifications could 271 00:15:55,960 --> 00:15:58,480 Speaker 1: mean around how we might be able to move this 272 00:15:58,560 --> 00:16:09,880 Speaker 1: political ball for word. After a quick break and we're 273 00:16:09,920 --> 00:16:14,200 Speaker 1: back and we're fired up because this world is not 274 00:16:14,320 --> 00:16:18,720 Speaker 1: treating LGBTQ Americans fairly. And I think it's a really 275 00:16:18,720 --> 00:16:22,560 Speaker 1: really important consideration for those of whom are considering coming 276 00:16:22,560 --> 00:16:24,480 Speaker 1: out at work. Should you come out of work? Should 277 00:16:24,520 --> 00:16:26,720 Speaker 1: you not? Is this something you've dealt with? We absolutely 278 00:16:26,800 --> 00:16:29,840 Speaker 1: want to hear from you. But first, a wonky update, 279 00:16:30,120 --> 00:16:35,840 Speaker 1: A wonky update, This is like update coming. There was 280 00:16:35,880 --> 00:16:38,960 Speaker 1: a bulletin. So we were just talking off air about 281 00:16:39,000 --> 00:16:41,440 Speaker 1: how when Trump got elected, it was kind of easy 282 00:16:41,520 --> 00:16:43,760 Speaker 1: to sort of kind of get lost on this issue 283 00:16:43,760 --> 00:16:46,040 Speaker 1: in terms of LGBTQ Americans and where they're at in 284 00:16:46,160 --> 00:16:49,400 Speaker 1: terms of having their rights taken away or being left 285 00:16:49,440 --> 00:16:51,640 Speaker 1: to live their lives. And I think that it's it's 286 00:16:51,680 --> 00:16:53,600 Speaker 1: important to point out that this is by design, but 287 00:16:53,640 --> 00:16:58,320 Speaker 1: the Trump administration. Early on in January, the administration said 288 00:16:58,360 --> 00:17:00,360 Speaker 1: that they were not going to mess with the Bama 289 00:17:00,400 --> 00:17:03,720 Speaker 1: era protections around LGBTQ folks in the workplace. And they 290 00:17:03,720 --> 00:17:05,119 Speaker 1: were like, no, nope, we're not gonna mess with it. 291 00:17:05,160 --> 00:17:07,800 Speaker 1: We're gonna just let it be. And people were like, okay. Well, 292 00:17:07,960 --> 00:17:09,760 Speaker 1: and this was back in January, so it sort of 293 00:17:10,000 --> 00:17:12,960 Speaker 1: seemed to be set. Yes, it seemed to be setting 294 00:17:13,000 --> 00:17:15,720 Speaker 1: the tone for you know, perhaps this would be an 295 00:17:15,720 --> 00:17:18,200 Speaker 1: issue that he, you know, his administration would not be 296 00:17:18,359 --> 00:17:21,440 Speaker 1: terrible on. But then they changed their tune in March, 297 00:17:21,520 --> 00:17:25,320 Speaker 1: and when they signed the order resending Obama's workplace protections 298 00:17:25,320 --> 00:17:30,200 Speaker 1: for lgbt LGBTQ, l g b t Q Americans, it's 299 00:17:30,240 --> 00:17:33,440 Speaker 1: un mouthful. Uh, they did so kind of covertly. Now, 300 00:17:33,440 --> 00:17:36,840 Speaker 1: this is an administration that loves a fanfare. He loves, 301 00:17:37,200 --> 00:17:39,399 Speaker 1: you know, a dramatic signing, and so I think that 302 00:17:39,440 --> 00:17:42,199 Speaker 1: it's important to note that it is it's tough to 303 00:17:42,840 --> 00:17:44,919 Speaker 1: know where we are on that forefront. Right Like just 304 00:17:45,200 --> 00:17:48,960 Speaker 1: maybe like last month, the administration tease this religious Liberty 305 00:17:49,040 --> 00:17:51,600 Speaker 1: executive Order that then turned out to be sort of 306 00:17:51,640 --> 00:17:53,199 Speaker 1: nothing like they said it was gonna be. So this 307 00:17:53,240 --> 00:17:57,400 Speaker 1: is an administration that is I think hell bent on 308 00:17:57,600 --> 00:18:00,280 Speaker 1: folks like you and I being a little confused on 309 00:18:00,280 --> 00:18:03,760 Speaker 1: where they stand on these issues. Yeah, and it's so well, 310 00:18:03,800 --> 00:18:06,760 Speaker 1: I feel somewhat less bad than for totally missing and 311 00:18:06,880 --> 00:18:08,399 Speaker 1: I don't feel bad and thank you for that, but 312 00:18:09,000 --> 00:18:12,719 Speaker 1: I couldn't feel more. Um like, this is a more 313 00:18:12,760 --> 00:18:15,560 Speaker 1: important topic then for all of us to stay stay 314 00:18:15,600 --> 00:18:18,959 Speaker 1: woke on, especially feminist. I think this is a perfect 315 00:18:18,960 --> 00:18:23,960 Speaker 1: example of intersectionality where gay women, lesbian women get missed 316 00:18:24,000 --> 00:18:27,520 Speaker 1: at that march and very often, and that's that's not okay. 317 00:18:27,960 --> 00:18:31,679 Speaker 1: So we've got executive orders to keep our eye on, 318 00:18:31,760 --> 00:18:34,480 Speaker 1: which included, by the way, when he when Donald Trump 319 00:18:34,520 --> 00:18:39,040 Speaker 1: rescinded workplace protections for Americans that the Obama administration had 320 00:18:39,080 --> 00:18:43,560 Speaker 1: put in place, he also rescinded protections for lgbt Q 321 00:18:44,320 --> 00:18:49,680 Speaker 1: youth to access bathrooms without gender conforming labels. On that, 322 00:18:50,040 --> 00:18:51,600 Speaker 1: I ain't to me, I mean, not to get on 323 00:18:51,640 --> 00:18:54,400 Speaker 1: my my soapbox. But if you get on that soap 324 00:18:54,800 --> 00:18:58,800 Speaker 1: if you a trans middle school student, like, why is 325 00:18:58,840 --> 00:19:03,600 Speaker 1: the president picking on you? Like you? You are already marginalized, 326 00:19:03,680 --> 00:19:05,240 Speaker 1: right if you're first of all, if you're in middle 327 00:19:05,240 --> 00:19:07,000 Speaker 1: school you're just a kid like and I think that, 328 00:19:07,080 --> 00:19:10,280 Speaker 1: you know, it's easy to sort of paint this issue as, oh, 329 00:19:10,280 --> 00:19:12,880 Speaker 1: it's just bathrooms, who cares? But it is the ability 330 00:19:12,920 --> 00:19:15,240 Speaker 1: to just be yourself. This is the ability to live 331 00:19:15,400 --> 00:19:17,240 Speaker 1: and just be left alone and not have to feel 332 00:19:17,240 --> 00:19:19,119 Speaker 1: like you're living in fear or that, you know, whatever, 333 00:19:19,200 --> 00:19:20,840 Speaker 1: is just. And that was one of the first things 334 00:19:20,840 --> 00:19:24,359 Speaker 1: he did in office, was making you know, in my mind, 335 00:19:24,400 --> 00:19:27,960 Speaker 1: like passing legislation or resending legislation the protect sort of 336 00:19:28,000 --> 00:19:31,119 Speaker 1: the most marginalized among us. Now, aside from what the 337 00:19:31,119 --> 00:19:34,680 Speaker 1: administration has been doing, Bridget, this is also very much 338 00:19:34,720 --> 00:19:39,000 Speaker 1: a legal battle that's being waged in district courts across 339 00:19:39,080 --> 00:19:42,040 Speaker 1: the United States. And I'm sure all of our attorney 340 00:19:42,080 --> 00:19:45,320 Speaker 1: listeners will be able to correct the exact verbags that 341 00:19:45,400 --> 00:19:48,359 Speaker 1: I'm using here, But you know, local courts, not the 342 00:19:48,400 --> 00:19:53,400 Speaker 1: Supreme Court, although it is very much rumored that this 343 00:19:53,480 --> 00:19:55,040 Speaker 1: is going to be an issue taken up by the 344 00:19:55,080 --> 00:19:59,560 Speaker 1: Supreme Court soon, so TB d um. But the court 345 00:19:59,600 --> 00:20:02,200 Speaker 1: system is where this battle is waging and has made 346 00:20:02,240 --> 00:20:07,640 Speaker 1: some recent news as of April. Right, So, in April seventeen, 347 00:20:07,720 --> 00:20:12,399 Speaker 1: the Chicago Court ruled that the Civil Rights Act of 348 00:20:12,440 --> 00:20:15,520 Speaker 1: what nineteen sixty five, I feel like it's a Civil 349 00:20:15,600 --> 00:20:19,400 Speaker 1: Rights Act of nineteen sixty seven sixty four. Okay, First 350 00:20:19,440 --> 00:20:22,719 Speaker 1: of one, the Civil Rights Act of nineteen sixty four, 351 00:20:23,280 --> 00:20:28,680 Speaker 1: um should expand to include sexual orientation, because as of 352 00:20:28,720 --> 00:20:33,680 Speaker 1: now it says you can't discriminate against people based on race, class, gender, sex, 353 00:20:34,400 --> 00:20:40,480 Speaker 1: but sex initially imbute gender, and now this Chicago court 354 00:20:40,600 --> 00:20:44,600 Speaker 1: ruled that it extends to sexual orientation. And just like 355 00:20:44,640 --> 00:20:47,120 Speaker 1: we were talking about earlier in the show, I think 356 00:20:47,119 --> 00:20:49,479 Speaker 1: this is a case of our the way that our 357 00:20:49,560 --> 00:20:52,720 Speaker 1: laws are written and framed, not keeping up with what 358 00:20:52,800 --> 00:20:56,439 Speaker 1: our society actually looks like. Right, we have a diverse workforce. 359 00:20:56,720 --> 00:20:59,600 Speaker 1: And I'm not saying there weren't LGBTQ folks, you know 360 00:20:59,680 --> 00:21:03,959 Speaker 1: these are certainly certainly certainly were were. But this understanding 361 00:21:03,960 --> 00:21:08,359 Speaker 1: of sextius meeting gender and not kind of encapsulating what 362 00:21:08,400 --> 00:21:10,560 Speaker 1: it means in terms of sexual identity or gender expression 363 00:21:10,600 --> 00:21:12,760 Speaker 1: in any of that, I think feels like a throwback 364 00:21:12,800 --> 00:21:14,440 Speaker 1: in a way that our laws have just not kept 365 00:21:14,520 --> 00:21:16,159 Speaker 1: up with our shifting work force. And I think this 366 00:21:16,240 --> 00:21:19,040 Speaker 1: is always that's always true. The laws on the books 367 00:21:19,040 --> 00:21:21,439 Speaker 1: are always catching up to society and culture. But they 368 00:21:21,440 --> 00:21:24,840 Speaker 1: also inform one another in terms of concrete protections that 369 00:21:25,119 --> 00:21:29,719 Speaker 1: currently not all Americans receive. So let's let's dig into 370 00:21:30,040 --> 00:21:34,560 Speaker 1: this lawsuit. So, as of April in Chicago, the case 371 00:21:34,640 --> 00:21:39,119 Speaker 1: that stemmed from Kimberly Hively versus Ivy Tech Community College, 372 00:21:39,160 --> 00:21:42,879 Speaker 1: which we mentioned earlier, very briefly, she she stued based 373 00:21:42,960 --> 00:21:48,480 Speaker 1: on being fired for what she felt was her sexual 374 00:21:48,520 --> 00:21:52,639 Speaker 1: identity or sexual orientation rather, And The New York Times 375 00:21:52,880 --> 00:21:58,800 Speaker 1: covered this development because that's where in this Chicago Chicago 376 00:21:58,960 --> 00:22:02,639 Speaker 1: court rule that the Civil Rights Act should include and 377 00:22:02,720 --> 00:22:06,720 Speaker 1: does apply to include sexual orientation. So the New York 378 00:22:06,760 --> 00:22:08,960 Speaker 1: Times reads up the decision by the United States Court 379 00:22:09,040 --> 00:22:12,639 Speaker 1: of Appeals for the Seventh Circuit, the highest federal court 380 00:22:12,800 --> 00:22:17,960 Speaker 1: yet to grant such employee protections, raises the chances that 381 00:22:18,000 --> 00:22:21,320 Speaker 1: the politically charged issue may ultimately be resolved by the 382 00:22:21,359 --> 00:22:24,040 Speaker 1: Supreme Court. And while an appeal is not expected in 383 00:22:24,119 --> 00:22:27,520 Speaker 1: this case, the one in Chicago, another appellate court in 384 00:22:27,640 --> 00:22:31,920 Speaker 1: Georgia last month they're talking about February now reached the 385 00:22:31,960 --> 00:22:36,000 Speaker 1: opposite conclusion, saying that the civil rights law, the Civil 386 00:22:36,040 --> 00:22:40,560 Speaker 1: Rights Act, that law does not prohibit um discrimination at work. 387 00:22:40,600 --> 00:22:43,560 Speaker 1: For gay employees. So it's sort of like a double 388 00:22:43,600 --> 00:22:46,160 Speaker 1: negative there. But what they're saying is in Georgia they said, hey, 389 00:22:46,240 --> 00:22:48,440 Speaker 1: you can be fired for being gay. This law doesn't 390 00:22:48,440 --> 00:22:51,680 Speaker 1: protect you. But this appeal or not this appeal, this 391 00:22:51,680 --> 00:22:56,120 Speaker 1: this Chicago Court of Appeals for the Seventh Circuit says 392 00:22:56,200 --> 00:23:01,280 Speaker 1: that this right absolutely does apply and protecting LGBTQ Americans 393 00:23:01,280 --> 00:23:03,639 Speaker 1: at work. Right. It's a little confusing, but something that 394 00:23:03,840 --> 00:23:05,960 Speaker 1: I want to pull from that is the idea that 395 00:23:06,000 --> 00:23:08,679 Speaker 1: we were talking about a little earlier that these issues 396 00:23:08,720 --> 00:23:10,640 Speaker 1: are sort of settled or you don't have to worry 397 00:23:10,640 --> 00:23:13,200 Speaker 1: about them anymore. You know, we've moved on past that, 398 00:23:13,480 --> 00:23:16,240 Speaker 1: ya equality, we did it, when in fact, this is 399 00:23:16,280 --> 00:23:19,479 Speaker 1: a issue that's influx and it's very much you know, 400 00:23:20,080 --> 00:23:22,399 Speaker 1: there are current updates on it, there are, it's a 401 00:23:22,400 --> 00:23:25,320 Speaker 1: shifting changing things. So certainly it's something to still be 402 00:23:25,400 --> 00:23:27,920 Speaker 1: caring about, be worrying about, and be thinking about. Yeah, 403 00:23:27,920 --> 00:23:30,760 Speaker 1: and HRC's blog has been monitoring the status, but we 404 00:23:30,800 --> 00:23:34,120 Speaker 1: haven't really seen much national news since the April decision 405 00:23:34,520 --> 00:23:37,560 Speaker 1: in Chicago, so people are waiting to see will there 406 00:23:37,560 --> 00:23:39,560 Speaker 1: be an appeal, will this be taken up by the 407 00:23:39,560 --> 00:23:44,280 Speaker 1: Supreme Court. And what's interesting is, um, the part is 408 00:23:44,320 --> 00:23:48,960 Speaker 1: in nature of this decision. So what's fascinating is here 409 00:23:49,040 --> 00:23:52,000 Speaker 1: in the Chicago decision they concluded. This is from the 410 00:23:52,040 --> 00:23:55,080 Speaker 1: New York Times. They concluded that such discrimination was no 411 00:23:55,200 --> 00:23:59,400 Speaker 1: different from a form of sex discrimination, which the law prohibits. 412 00:24:00,040 --> 00:24:03,560 Speaker 1: Five of the eight judges in the majority were appointed 413 00:24:03,920 --> 00:24:08,200 Speaker 1: by Republican presidents. So it's really it's it's the devils 414 00:24:08,200 --> 00:24:11,400 Speaker 1: in the details when it comes to legal scholarship here 415 00:24:11,520 --> 00:24:14,639 Speaker 1: like this is that the right scholar, It's like the 416 00:24:14,920 --> 00:24:18,160 Speaker 1: actual study of the law, does this apply? But what's 417 00:24:18,160 --> 00:24:21,320 Speaker 1: interesting is that judges across the country are differing Chicago 418 00:24:21,400 --> 00:24:24,679 Speaker 1: versus Georgia. But the Chicago Court is a higher court. 419 00:24:24,880 --> 00:24:27,480 Speaker 1: So you know, do if this does get taken up 420 00:24:27,480 --> 00:24:31,200 Speaker 1: by the Supreme Court to make a clear and conclusive ruling, 421 00:24:31,720 --> 00:24:34,719 Speaker 1: you know, I think that would be very good, right, Um, 422 00:24:34,760 --> 00:24:36,359 Speaker 1: I think it would be good. But I also think 423 00:24:36,920 --> 00:24:38,639 Speaker 1: this is why and I hate to go back to that, 424 00:24:38,720 --> 00:24:40,240 Speaker 1: and I feel like I go back to it every 425 00:24:40,320 --> 00:24:43,920 Speaker 1: day in my mind. Unfortunately. But you know, when people 426 00:24:43,960 --> 00:24:45,800 Speaker 1: but I knew people who were like, oh, it doesn't matter. 427 00:24:45,880 --> 00:24:48,320 Speaker 1: Hillary Clinton and Donald Trump were the same and It's like, actually, 428 00:24:48,840 --> 00:24:51,840 Speaker 1: who think about the Supreme Court? Think about who the 429 00:24:52,040 --> 00:24:55,040 Speaker 1: groups of people who are making these kinds of rulings 430 00:24:55,119 --> 00:24:58,359 Speaker 1: that impact the lives of everyday folks. That doesn't matter 431 00:24:58,400 --> 00:25:00,720 Speaker 1: to you, then, okay, but it does matter to a 432 00:25:00,760 --> 00:25:04,359 Speaker 1: lot of people. Right. So Donald Trump did fill that seat. 433 00:25:04,400 --> 00:25:05,920 Speaker 1: He did, and I was like, one of the first 434 00:25:05,920 --> 00:25:09,680 Speaker 1: things we've talked about. And what's not maddening is that, 435 00:25:09,800 --> 00:25:12,840 Speaker 1: you know, before Obama left office, he wanted it to 436 00:25:12,840 --> 00:25:16,960 Speaker 1: be Garland, and Republicans dragged their feet and then I 437 00:25:17,000 --> 00:25:19,960 Speaker 1: mean it completely left that seat vacant on the Supreme 438 00:25:20,000 --> 00:25:23,399 Speaker 1: Court for months, for a very long time, which is 439 00:25:23,440 --> 00:25:26,199 Speaker 1: absurd to me. You know, do your job, hashtag do 440 00:25:26,240 --> 00:25:30,719 Speaker 1: your job. But yeah, and so I think that's why 441 00:25:30,760 --> 00:25:33,240 Speaker 1: these kinds of things are so important. It matters who's 442 00:25:33,240 --> 00:25:36,320 Speaker 1: on the Supreme Court. If if yes, and it's scary 443 00:25:36,600 --> 00:25:39,000 Speaker 1: to think about what would happen. I mean, I think 444 00:25:39,000 --> 00:25:40,800 Speaker 1: it would be good for the Supreme Court to rule 445 00:25:40,800 --> 00:25:44,320 Speaker 1: on this once and for all. But what's the likelihood 446 00:25:44,320 --> 00:25:46,080 Speaker 1: that they're going to reach the same conclusion that they 447 00:25:46,080 --> 00:25:49,239 Speaker 1: reached in Chicago. We don't really know. And you know, 448 00:25:49,760 --> 00:25:54,399 Speaker 1: employment law differs explicitly here from public opinion, which I 449 00:25:54,440 --> 00:25:59,320 Speaker 1: thought was a really interesting uh point in Fast Companies 450 00:25:59,400 --> 00:26:02,200 Speaker 1: coverage of this, in which they said, one reason why 451 00:26:02,200 --> 00:26:05,000 Speaker 1: so much of this remains unsettled is because Title seven 452 00:26:05,080 --> 00:26:07,359 Speaker 1: of the Civil Rights Act, which was passed in nineteen 453 00:26:07,440 --> 00:26:12,359 Speaker 1: sixty four and bars discrimination on the basis of quote race, color, religion, sex, 454 00:26:12,440 --> 00:26:16,520 Speaker 1: or national origin end quote, doesn't offer explicit protections for 455 00:26:16,600 --> 00:26:21,439 Speaker 1: gender identity or sexual orientation. So it's really just in 456 00:26:21,480 --> 00:26:23,920 Speaker 1: the last half century of case law that this Act's 457 00:26:24,040 --> 00:26:28,879 Speaker 1: provision has been interpreted as applying to LGBT Americans and 458 00:26:28,920 --> 00:26:35,080 Speaker 1: then in very limited ways. UM. So, yeah, it's concerning. 459 00:26:35,200 --> 00:26:40,240 Speaker 1: And what's interesting is that, um, even if they do 460 00:26:40,560 --> 00:26:44,080 Speaker 1: rule that it applies that the egal Rights Act applies 461 00:26:44,200 --> 00:26:48,880 Speaker 1: to LGBTQ Americans, protects trans rights based on gender identity, 462 00:26:48,920 --> 00:26:52,159 Speaker 1: and protects gay people's rights based on sexual orientation, the 463 00:26:52,359 --> 00:26:57,000 Speaker 1: non discrimination protections actually only apply to employers of at 464 00:26:57,080 --> 00:27:01,159 Speaker 1: least fifteen people, and as the eo C the Equal 465 00:27:01,320 --> 00:27:05,840 Speaker 1: Employment Opportunity Commission rights on their website, quote, figuring out 466 00:27:05,840 --> 00:27:08,640 Speaker 1: whether or not an employer is covered can be complicated. 467 00:27:09,040 --> 00:27:13,040 Speaker 1: So it's the fifteen employee threshold because as at a minimum, 468 00:27:13,040 --> 00:27:17,159 Speaker 1: but then again that even can vary, quote depending on 469 00:27:17,200 --> 00:27:19,679 Speaker 1: the type of employer, for example, whether the employers a 470 00:27:19,680 --> 00:27:22,520 Speaker 1: private company, a state or local government agency, a federal 471 00:27:22,520 --> 00:27:25,000 Speaker 1: agency and employment agency, or a labor union, and the 472 00:27:25,080 --> 00:27:29,480 Speaker 1: kind of discrimination that's been alleged. So beyond the fifteen 473 00:27:29,520 --> 00:27:32,640 Speaker 1: person threshold, the tax status of who you're working for, 474 00:27:33,280 --> 00:27:35,840 Speaker 1: and beyond that those two things, you also need to 475 00:27:35,840 --> 00:27:38,040 Speaker 1: have worked for your company for at least twenty weeks 476 00:27:38,080 --> 00:27:40,359 Speaker 1: before finding a complaint with the e o C. So 477 00:27:40,400 --> 00:27:43,000 Speaker 1: this is hope so to me, because like, why are 478 00:27:43,040 --> 00:27:46,280 Speaker 1: we making this so complicated? It doesn't matter who you are, 479 00:27:46,359 --> 00:27:48,080 Speaker 1: how you present, You've got to be able to make 480 00:27:48,080 --> 00:27:49,880 Speaker 1: a live looking for yourself and your family. It doesn't 481 00:27:49,920 --> 00:27:51,879 Speaker 1: make any sense to me at all. Why you know, 482 00:27:51,960 --> 00:27:54,480 Speaker 1: we're making it hard to just do that. While because 483 00:27:54,520 --> 00:27:56,720 Speaker 1: businesses don't want to be sued, they don't want to 484 00:27:56,720 --> 00:27:58,879 Speaker 1: get to court. They want to hire and fire whoever 485 00:27:58,920 --> 00:28:00,359 Speaker 1: they want, which is part of the reason the gig 486 00:28:00,359 --> 00:28:03,639 Speaker 1: economy is so big. Contract employees don't have any of 487 00:28:03,680 --> 00:28:06,760 Speaker 1: these rights, so it's way easier to discriminate based on contract. 488 00:28:06,760 --> 00:28:10,360 Speaker 1: Employers are at will employment you can fire without cause, 489 00:28:11,040 --> 00:28:13,960 Speaker 1: So I think workers rights at large have just been 490 00:28:14,040 --> 00:28:21,360 Speaker 1: eroded like continuously over the past century. The lack of application, 491 00:28:21,560 --> 00:28:24,760 Speaker 1: frankly that labor unions have to our generation in particular, 492 00:28:24,880 --> 00:28:26,600 Speaker 1: is very concerning to me. Well what I mean, I 493 00:28:26,640 --> 00:28:29,280 Speaker 1: wouldn't even just say they're eroding. I would say they're eroding. 494 00:28:29,400 --> 00:28:32,160 Speaker 1: And it's and the erosion of labor protections is being 495 00:28:32,200 --> 00:28:35,160 Speaker 1: sold back to us as a good thing. It can 496 00:28:35,200 --> 00:28:41,400 Speaker 1: be fired for no reason, enjoy be your own freedom. Ring. Yeah, 497 00:28:41,520 --> 00:28:44,640 Speaker 1: it's disturbing. And but then it goes back to the 498 00:28:44,720 --> 00:28:49,200 Speaker 1: questions we were asking in the Gig Economy episode of loyalty. 499 00:28:49,360 --> 00:28:52,360 Speaker 1: Do employees feel a sense of loyalty anymore? Do employers? 500 00:28:52,520 --> 00:28:56,560 Speaker 1: And if so, you know, the price of loyalty is 501 00:28:56,760 --> 00:29:01,040 Speaker 1: potential litigation. So it's messed up. We're all paying, like 502 00:29:01,160 --> 00:29:03,360 Speaker 1: so many companies I know are paying lots of money 503 00:29:03,400 --> 00:29:06,160 Speaker 1: for engagement consulting and for people who know how to 504 00:29:06,160 --> 00:29:09,920 Speaker 1: retain and develop talent wink. They're paying me to do 505 00:29:09,960 --> 00:29:14,280 Speaker 1: that sometimes. And you know, there's a very vested interest 506 00:29:14,360 --> 00:29:16,720 Speaker 1: in the business community and learning how to retain our generation. 507 00:29:16,920 --> 00:29:19,160 Speaker 1: And part of me wants to be like, remember, labor 508 00:29:19,240 --> 00:29:23,479 Speaker 1: unions read their playbook like, maybe, you know, maybe give 509 00:29:23,560 --> 00:29:26,520 Speaker 1: us some more protections and give them equally. And just 510 00:29:26,600 --> 00:29:28,480 Speaker 1: as a side note, even if you are like a 511 00:29:28,520 --> 00:29:32,840 Speaker 1: freelancer a contract employee, oftentimes there are unions you can join. 512 00:29:32,880 --> 00:29:34,680 Speaker 1: I was in the freelancers in for a long time 513 00:29:35,480 --> 00:29:38,000 Speaker 1: even though I was a freelancer and work for myself. 514 00:29:38,440 --> 00:29:40,720 Speaker 1: So one, I think that's a really really good point. 515 00:29:40,760 --> 00:29:43,680 Speaker 1: And one other wonky component here that I think is 516 00:29:43,680 --> 00:29:46,640 Speaker 1: important to mention. And y'all, we don't want to like 517 00:29:46,840 --> 00:29:49,480 Speaker 1: totally bore you with the legally is behind this, because 518 00:29:49,520 --> 00:29:51,640 Speaker 1: there's a lot of it, and I'm sure we can 519 00:29:51,640 --> 00:29:55,240 Speaker 1: continue this conversation on our Twitter feed, but um, I 520 00:29:55,240 --> 00:29:57,400 Speaker 1: think it's important to mention, and this was straight off 521 00:29:57,440 --> 00:30:02,120 Speaker 1: the HRC blog, that there is a congressional piece of 522 00:30:02,240 --> 00:30:04,800 Speaker 1: legislation that would also solve this. So we've got the 523 00:30:05,040 --> 00:30:08,840 Speaker 1: Trump administration walk update covered, we got the Supreme Court 524 00:30:08,880 --> 00:30:14,440 Speaker 1: potentially getting involved here. But Member Congress sometimes, yeah, sometimes 525 00:30:14,440 --> 00:30:18,240 Speaker 1: they're good for something, and they could also solve this 526 00:30:18,280 --> 00:30:22,040 Speaker 1: problem if the Majority leader off Speaker Paul Ryan gave 527 00:30:22,080 --> 00:30:25,440 Speaker 1: a gave any kind of what can I say here? 528 00:30:25,640 --> 00:30:28,000 Speaker 1: Maybe he cared at all about this, which he clearly 529 00:30:28,120 --> 00:30:30,840 Speaker 1: has has made very clearly, after dodging question after question 530 00:30:30,840 --> 00:30:32,480 Speaker 1: about whether they're going to bring this up, that he 531 00:30:32,800 --> 00:30:37,320 Speaker 1: does not make this a priority. However, HRC's blog writes 532 00:30:37,360 --> 00:30:41,080 Speaker 1: that the overwhelming majority of Americans support full federal equality 533 00:30:41,080 --> 00:30:45,360 Speaker 1: for LGBTQ people. Polling released last year by the nonpartisan 534 00:30:45,400 --> 00:30:49,920 Speaker 1: Public Religion Research Institute p r r I found that 535 00:30:50,000 --> 00:30:53,000 Speaker 1: support for a bill like the Equality Act, which is 536 00:30:53,040 --> 00:30:57,440 Speaker 1: the legislation that was just reintroduced, I think from um 537 00:30:58,280 --> 00:31:00,880 Speaker 1: from a from a bipartistans standpoint, but it isn't going 538 00:31:00,920 --> 00:31:04,280 Speaker 1: to be taken up for a vote unfortunately, found that 539 00:31:04,360 --> 00:31:07,240 Speaker 1: support for a bill like the Equality Act topped seventy 540 00:31:07,360 --> 00:31:12,240 Speaker 1: percent nationally, including a majority of Democrats, Republicans, and independence. 541 00:31:12,800 --> 00:31:16,480 Speaker 1: So this the groundbreaking survey included forty two thousand interviews 542 00:31:16,520 --> 00:31:19,120 Speaker 1: in fifty states and found majority support for the Equality 543 00:31:19,120 --> 00:31:22,640 Speaker 1: Act in all fifty states. Wow. I mean, it's unfathomable 544 00:31:22,680 --> 00:31:24,680 Speaker 1: to me that when you have such a ground swallow 545 00:31:24,720 --> 00:31:28,720 Speaker 1: public support that that that acts like that and bills 546 00:31:28,720 --> 00:31:30,600 Speaker 1: like that in legislation like that is just sitting there, 547 00:31:30,800 --> 00:31:32,640 Speaker 1: you know, and not getting past and not going to 548 00:31:32,680 --> 00:31:36,760 Speaker 1: be voted on. Probably, So when asked when they asked, um, 549 00:31:36,920 --> 00:31:39,280 Speaker 1: Paul Ryan, are we going to vote on the Equality Act? 550 00:31:39,360 --> 00:31:42,800 Speaker 1: He just had continuously dodged the question, just a d 551 00:31:42,920 --> 00:31:44,920 Speaker 1: C way of saying no. Yeah. It's like when you 552 00:31:44,960 --> 00:31:47,760 Speaker 1: ask your mom, um, can we do blah blah blah, 553 00:31:47,760 --> 00:31:51,640 Speaker 1: and she's like, we'll see talk about it when we 554 00:31:51,720 --> 00:31:55,000 Speaker 1: get home. Yeah. Um, I I do want to give 555 00:31:55,040 --> 00:31:57,800 Speaker 1: credit where credit is due, even though Paul Ryan is 556 00:31:57,840 --> 00:32:01,959 Speaker 1: not on that list right now. But the status of 557 00:32:02,400 --> 00:32:04,920 Speaker 1: this bill, the Equality Act, that Congress could pass and 558 00:32:04,960 --> 00:32:06,400 Speaker 1: make this a non issue and put it on the 559 00:32:06,400 --> 00:32:10,400 Speaker 1: book once and for all was as was just updated 560 00:32:10,400 --> 00:32:14,520 Speaker 1: in May second on the HRC dot org website was 561 00:32:14,600 --> 00:32:20,000 Speaker 1: introduced by Rep. David Cicillini, my old congressman from Rhode Island, 562 00:32:20,280 --> 00:32:23,640 Speaker 1: the former mayor of Providence, total awesome congressman who had 563 00:32:23,640 --> 00:32:25,480 Speaker 1: the pleasure of working with. It was introduced in the 564 00:32:25,480 --> 00:32:28,360 Speaker 1: House by David Ceillini and in the Senate by Senator 565 00:32:28,440 --> 00:32:31,000 Speaker 1: Jeff Merkley from a client of mine who from Oregon, 566 00:32:31,040 --> 00:32:34,680 Speaker 1: as well Um and Tammy Baldwin and Corey Booker. So 567 00:32:35,080 --> 00:32:38,680 Speaker 1: that was put forth in early May. So May two, 568 00:32:38,880 --> 00:32:41,480 Speaker 1: it was introduced with two hundred and forty one original 569 00:32:41,520 --> 00:32:44,920 Speaker 1: co sponsors the most Congressional support for any piece of 570 00:32:44,960 --> 00:32:48,480 Speaker 1: pro lgbt Q legislation has that has ever been received 571 00:32:48,520 --> 00:32:52,520 Speaker 1: upon introduction. So Congress Paul Ryan, get on it. Yeah, 572 00:32:52,600 --> 00:32:55,360 Speaker 1: do this thing, like, come on, put it to rest. 573 00:32:55,480 --> 00:32:58,960 Speaker 1: It would expand the rights and make explicit that the 574 00:32:59,000 --> 00:33:01,800 Speaker 1: Civil Rights Act does in fact apply. And I think, 575 00:33:02,000 --> 00:33:04,160 Speaker 1: you know, um, if you kept up at all with 576 00:33:04,280 --> 00:33:07,360 Speaker 1: the legislation out of North Carolina, the so called bathroom 577 00:33:07,400 --> 00:33:10,080 Speaker 1: build stuff. But I thought it was interesting about those 578 00:33:10,080 --> 00:33:13,920 Speaker 1: conversations or that they often were framed around business that like, 579 00:33:14,200 --> 00:33:17,560 Speaker 1: businesses need to be able to attract talent, and if 580 00:33:17,600 --> 00:33:21,440 Speaker 1: your workforce is you know, diverse, as is the you 581 00:33:21,480 --> 00:33:24,360 Speaker 1: know country is very diverse, you might not have an 582 00:33:24,360 --> 00:33:27,000 Speaker 1: easy time getting folks to move to North Carolina to 583 00:33:27,000 --> 00:33:30,040 Speaker 1: take a job in your company. If the state is like, oh, 584 00:33:30,080 --> 00:33:32,600 Speaker 1: we're gonna make it so that you don't have these protections, 585 00:33:32,680 --> 00:33:35,680 Speaker 1: can't live your life, make your life really hard. Businesses 586 00:33:35,720 --> 00:33:37,560 Speaker 1: don't like that. And I think that for a party 587 00:33:37,600 --> 00:33:40,600 Speaker 1: that is always so explicitly like we're pro business, we 588 00:33:40,680 --> 00:33:44,440 Speaker 1: love jobs, blah blah blah. If that's true, how is 589 00:33:44,480 --> 00:33:47,680 Speaker 1: this protecting employers? How is it protecting businesses, How is 590 00:33:47,720 --> 00:33:49,840 Speaker 1: it making anyone's life better? And if you really give 591 00:33:49,880 --> 00:33:53,600 Speaker 1: a crap about that, like, show us pass legislation that 592 00:33:53,640 --> 00:33:56,560 Speaker 1: protects employers, if you love workers and jobs and all 593 00:33:56,600 --> 00:33:59,000 Speaker 1: of that so much like you say you do, show us. 594 00:33:59,760 --> 00:34:02,160 Speaker 1: I I'm nodding so vigorously. My head is about to 595 00:34:02,200 --> 00:34:04,800 Speaker 1: fall off. Let's take a quick break and when we 596 00:34:04,920 --> 00:34:09,080 Speaker 1: come back, we're gonna take a break from walking walking 597 00:34:09,200 --> 00:34:12,800 Speaker 1: through our walk bulletin and get back to the personal 598 00:34:12,960 --> 00:34:15,080 Speaker 1: question that it all boils down to. What are the 599 00:34:15,120 --> 00:34:17,360 Speaker 1: questions you should ask yourself? What are the considerations to 600 00:34:17,480 --> 00:34:20,400 Speaker 1: keep in mind when you are personally weighing the decision 601 00:34:20,400 --> 00:34:22,759 Speaker 1: of coming out at work or not. We'll be right 602 00:34:22,800 --> 00:34:33,799 Speaker 1: back after a quick break, and we're back and we 603 00:34:33,840 --> 00:34:37,800 Speaker 1: want to unpack the rest of this very sensitive question 604 00:34:37,960 --> 00:34:41,840 Speaker 1: that I again want to shout out to our bossed 605 00:34:41,880 --> 00:34:44,759 Speaker 1: Up boot Camp alum who wrote the blog post on 606 00:34:44,800 --> 00:34:48,040 Speaker 1: bost up dot org that originally inspired this episode. Allison, 607 00:34:48,440 --> 00:34:50,960 Speaker 1: You've got to check it out. It's called Navigating lgbt 608 00:34:51,040 --> 00:34:54,400 Speaker 1: Q Rights at Work. And you know, she really originally 609 00:34:54,480 --> 00:34:57,520 Speaker 1: got us thinking about this, and I've come to realize 610 00:34:57,520 --> 00:35:02,120 Speaker 1: it's a way harder, very personal question then just a 611 00:35:02,200 --> 00:35:05,759 Speaker 1: simple yes or now and bridge and I we you know, 612 00:35:05,800 --> 00:35:07,719 Speaker 1: we want to make very clear that we're not saying 613 00:35:07,719 --> 00:35:09,960 Speaker 1: you should or should not come out at work. This 614 00:35:10,040 --> 00:35:12,680 Speaker 1: is not a one size fits all, blanket advice kind 615 00:35:12,680 --> 00:35:15,160 Speaker 1: of topic. And so that would be not good advice. 616 00:35:15,760 --> 00:35:18,400 Speaker 1: I would go under the episode of bad career advice. 617 00:35:18,920 --> 00:35:21,399 Speaker 1: It's out there that we have to do sometime. But yeah, 618 00:35:22,120 --> 00:35:24,640 Speaker 1: if you're thinking about whether or not to come out 619 00:35:24,680 --> 00:35:27,120 Speaker 1: at work, um, a few things to think about are 620 00:35:27,480 --> 00:35:29,759 Speaker 1: one probably the most important in my mind, is do 621 00:35:29,840 --> 00:35:32,719 Speaker 1: your homework right, like know what the what the what 622 00:35:32,840 --> 00:35:36,200 Speaker 1: the situation is at your at your place of business 623 00:35:36,320 --> 00:35:38,960 Speaker 1: or your place of work, um, you know in your state, 624 00:35:39,520 --> 00:35:42,160 Speaker 1: know where you're at, just so that you when you're 625 00:35:42,200 --> 00:35:45,560 Speaker 1: when you make this choice, you're making it fully aware 626 00:35:45,600 --> 00:35:48,239 Speaker 1: of like the circumstances of this of what that choice means. 627 00:35:48,320 --> 00:35:53,400 Speaker 1: And there's a difference between implicit perceived acceptance and explicit 628 00:35:53,520 --> 00:35:55,480 Speaker 1: rights on the books. You know what your rights are 629 00:35:55,520 --> 00:35:57,160 Speaker 1: on the books, and it can be hard you know 630 00:35:57,360 --> 00:35:59,799 Speaker 1: or not. Nobody wants to read up on the law 631 00:35:59,800 --> 00:36:02,840 Speaker 1: and your state, like page by page and the legislature, 632 00:36:02,920 --> 00:36:06,320 Speaker 1: even are elected officials don't like to do that, um 633 00:36:06,360 --> 00:36:10,319 Speaker 1: but HRC's Corporate Equality Index has made it really easy 634 00:36:10,360 --> 00:36:13,560 Speaker 1: to look up your company, and the Diversity Inc. Top 635 00:36:13,640 --> 00:36:18,440 Speaker 1: fifty Companies for Diversity list has also made it and 636 00:36:18,440 --> 00:36:21,080 Speaker 1: that's at Diversity inc. Dot Com made it a little 637 00:36:21,080 --> 00:36:24,919 Speaker 1: easier for you to search and see where you're corporation 638 00:36:25,160 --> 00:36:28,120 Speaker 1: if you do work for a large corporation falls when 639 00:36:28,160 --> 00:36:31,120 Speaker 1: it comes to their commitment to diversity, and it bases 640 00:36:31,239 --> 00:36:36,400 Speaker 1: those scores directly on actions taken in the company to 641 00:36:36,440 --> 00:36:40,560 Speaker 1: promote inclusion inequality, and HRCs list even docs points for 642 00:36:40,640 --> 00:36:45,440 Speaker 1: businesses with recent anti LGBTQ blemishes on their records, so 643 00:36:45,480 --> 00:36:47,680 Speaker 1: it's not just a puff piece. It's also you know, 644 00:36:47,719 --> 00:36:49,719 Speaker 1: they hold their feet to the fire, and it's it's 645 00:36:49,760 --> 00:36:52,120 Speaker 1: really important. So if your company receives a high score 646 00:36:52,120 --> 00:36:54,680 Speaker 1: on that list, you're in a workplace that's at least 647 00:36:55,000 --> 00:36:58,839 Speaker 1: trying to value openness, which is helpful and just doing 648 00:36:58,840 --> 00:37:00,440 Speaker 1: your homework when it comes to no knowing what your 649 00:37:00,560 --> 00:37:03,600 Speaker 1: HR departments policies are, knowing what you're you know what 650 00:37:03,680 --> 00:37:06,239 Speaker 1: legislations on the books can be really helpful. Start. I 651 00:37:06,320 --> 00:37:08,080 Speaker 1: like how they phrase that because I think of this 652 00:37:08,200 --> 00:37:10,160 Speaker 1: a lot in terms of the diverse of inclusion in 653 00:37:10,160 --> 00:37:12,560 Speaker 1: diversity work, where I don't know that there are a 654 00:37:12,560 --> 00:37:14,799 Speaker 1: lot of organizations that are getting it exactly right. And 655 00:37:14,840 --> 00:37:19,440 Speaker 1: I've actually read reports of you know, um, nonprofits that 656 00:37:19,520 --> 00:37:23,440 Speaker 1: work with gay and lesbian folks being not great leaders 657 00:37:23,520 --> 00:37:25,880 Speaker 1: in that space that themselves and so you know the 658 00:37:26,320 --> 00:37:29,240 Speaker 1: old adage of you know, even in the nonprofit world, 659 00:37:29,320 --> 00:37:32,879 Speaker 1: sometimes nonprofits can be you know that the word bad 660 00:37:32,880 --> 00:37:35,840 Speaker 1: actors themselves and so um, I think I like the 661 00:37:35,880 --> 00:37:39,560 Speaker 1: way they phrase that, and that there's always ways that organizations, 662 00:37:39,600 --> 00:37:41,360 Speaker 1: no matter how great they are, can get better. And 663 00:37:41,400 --> 00:37:43,360 Speaker 1: so this idea of like, well it might not be 664 00:37:43,440 --> 00:37:45,920 Speaker 1: the best, but they're trying to you know that, you know, 665 00:37:46,280 --> 00:37:49,040 Speaker 1: that's a really good point. And I think there's a 666 00:37:49,320 --> 00:37:52,759 Speaker 1: good article in the muse uh called should You Come 667 00:37:52,760 --> 00:37:56,480 Speaker 1: Out at Work? And in that article when she discusses 668 00:37:56,800 --> 00:38:01,560 Speaker 1: the use of these equality index and she says, listen, 669 00:38:01,680 --> 00:38:03,480 Speaker 1: you know, I know what you're thinking. You're right. These 670 00:38:03,480 --> 00:38:06,799 Speaker 1: resources are more common at big name companies, including resources 671 00:38:06,840 --> 00:38:11,480 Speaker 1: like affinity groups or business resource groups that focus on 672 00:38:11,600 --> 00:38:14,080 Speaker 1: lgbt Q rights, which is another way in which you 673 00:38:14,120 --> 00:38:15,759 Speaker 1: can do your homework to see if your company even 674 00:38:15,840 --> 00:38:20,160 Speaker 1: has one of those groups. Um. So, she said, I 675 00:38:20,200 --> 00:38:22,399 Speaker 1: was working for a foreign government and there were no 676 00:38:22,719 --> 00:38:26,560 Speaker 1: employee resource groups or HRC index scores or anything even 677 00:38:26,600 --> 00:38:29,160 Speaker 1: anti discrimination laws for her to fall back on. So 678 00:38:29,200 --> 00:38:31,840 Speaker 1: I had to get creative, she says. Since same sex 679 00:38:31,960 --> 00:38:34,399 Speaker 1: marriage had just passed in New York and gay rights 680 00:38:34,400 --> 00:38:37,240 Speaker 1: were getting tons of press, I made it my mission 681 00:38:37,280 --> 00:38:41,040 Speaker 1: to listen to the office chatter engauge how my colleagues 682 00:38:41,080 --> 00:38:44,320 Speaker 1: were reacting. So sometimes you have to get covert and creative. 683 00:38:44,960 --> 00:38:47,600 Speaker 1: And again there's a difference between explicit rights on the 684 00:38:47,600 --> 00:38:52,960 Speaker 1: books and gauging your colleagues tolerance. Um. But you know, 685 00:38:53,120 --> 00:38:56,399 Speaker 1: she she spent her UM lunch breaks in the break 686 00:38:56,480 --> 00:39:00,960 Speaker 1: room without earbuds, purposefully listening in on office assip and seeing, 687 00:39:01,400 --> 00:39:03,839 Speaker 1: you know, when this news came on the radio or TV, 688 00:39:03,960 --> 00:39:05,719 Speaker 1: how did people react. Yeah, that's a good way to 689 00:39:05,760 --> 00:39:07,279 Speaker 1: do it if you really don't have a lot of 690 00:39:07,320 --> 00:39:10,080 Speaker 1: resources or your organization is just small and it's you know, 691 00:39:10,120 --> 00:39:13,239 Speaker 1: how would you know, um, getting creative and thinking about 692 00:39:13,280 --> 00:39:16,800 Speaker 1: ways that you can figure figure out from this information 693 00:39:17,080 --> 00:39:20,200 Speaker 1: in a covert way. Kudos to her. Um. I also 694 00:39:20,200 --> 00:39:23,239 Speaker 1: thought it was really interesting, um in that article, how 695 00:39:23,280 --> 00:39:26,719 Speaker 1: you can use those kinds of methods to find allies, right, 696 00:39:26,719 --> 00:39:29,600 Speaker 1: because it's super awkward to compass someone and be like, oh, 697 00:39:29,640 --> 00:39:32,920 Speaker 1: are you an ally to the LGBTQ community. You know, 698 00:39:33,000 --> 00:39:34,920 Speaker 1: that's a weird way to do it. But you can 699 00:39:34,960 --> 00:39:38,000 Speaker 1: maybe find ways of finding allies and finding your people 700 00:39:38,040 --> 00:39:40,520 Speaker 1: at work, um in some subtle ways like she did 701 00:39:40,560 --> 00:39:43,680 Speaker 1: in that article. Or look for the equal sign bumper 702 00:39:43,719 --> 00:39:46,400 Speaker 1: stickers right, I'm looking at one on your laptop right now, 703 00:39:46,920 --> 00:39:48,760 Speaker 1: and I had one in my office for a while 704 00:39:49,120 --> 00:39:52,360 Speaker 1: before I became a total hermit and have my home office. 705 00:39:52,440 --> 00:39:55,680 Speaker 1: But you know, just you have to weigh the risks yourself. 706 00:39:55,719 --> 00:39:59,040 Speaker 1: You have to gauge your audience, whether it's your coworkers, 707 00:39:59,080 --> 00:40:03,640 Speaker 1: your subordin, it's your team or your boss, um, And 708 00:40:03,840 --> 00:40:06,239 Speaker 1: it's it's up to you. Only you can weigh the 709 00:40:06,280 --> 00:40:10,160 Speaker 1: cost benefit analysis here and understand your the risks that 710 00:40:10,239 --> 00:40:12,839 Speaker 1: you face for coming out at work, UM, and also 711 00:40:12,880 --> 00:40:16,720 Speaker 1: the risks that you face psychologically, mentally, emotionally for staying 712 00:40:16,760 --> 00:40:20,160 Speaker 1: closet in, which are very real and we I think 713 00:40:20,160 --> 00:40:23,520 Speaker 1: we've already discussed those realities. But yeah, and just one 714 00:40:23,520 --> 00:40:25,799 Speaker 1: other tip I wanted to bring up is that UM, 715 00:40:25,800 --> 00:40:28,360 Speaker 1: I don't know if y'all read from Ask a Manager, 716 00:40:28,400 --> 00:40:31,879 Speaker 1: which is is great advice, Colum, but basically, someone who 717 00:40:31,920 --> 00:40:34,560 Speaker 1: was trans wrote in saying, you know, should I come 718 00:40:34,560 --> 00:40:36,920 Speaker 1: out in the interview, what's what's to have an obligation? 719 00:40:36,960 --> 00:40:38,880 Speaker 1: What should I do? And one of the pieces of 720 00:40:38,880 --> 00:40:42,200 Speaker 1: advice Um, they gave basically they said exactly what we said, 721 00:40:42,239 --> 00:40:44,759 Speaker 1: which is, you know, it's it's a totally personal thing. 722 00:40:44,800 --> 00:40:47,000 Speaker 1: It's up to you to weigh the benefits me and 723 00:40:47,080 --> 00:40:50,000 Speaker 1: the downsides, but that if you're in an interview and 724 00:40:50,040 --> 00:40:52,800 Speaker 1: you do want to raise it in your interview process, 725 00:40:53,120 --> 00:40:56,040 Speaker 1: wait until they make you an offer, and that will 726 00:40:56,080 --> 00:40:58,399 Speaker 1: make it clearer. If they pull the offer, that will 727 00:40:58,400 --> 00:41:00,640 Speaker 1: make it clearer, like why they're doing it. And she 728 00:41:00,640 --> 00:41:02,360 Speaker 1: gives us says that she gives the same advice to 729 00:41:02,520 --> 00:41:06,560 Speaker 1: pregnant folks um to not disclose their pregnancy until after 730 00:41:06,600 --> 00:41:09,080 Speaker 1: an offer is made, because if they're like, oh, um, 731 00:41:09,840 --> 00:41:12,040 Speaker 1: never mind, we don't need you, then it's a lot 732 00:41:12,080 --> 00:41:14,640 Speaker 1: clearer and it's a lot harder for them to discriminate 733 00:41:14,680 --> 00:41:18,440 Speaker 1: against you because I was offered. And that's exactly what 734 00:41:18,480 --> 00:41:21,120 Speaker 1: we talked about with our mommy tax I'm saying and 735 00:41:21,160 --> 00:41:23,760 Speaker 1: I ended up writing a piece on my Forbes Leadership 736 00:41:23,760 --> 00:41:26,520 Speaker 1: column saying, should you disclose your children in the interview, 737 00:41:26,560 --> 00:41:28,800 Speaker 1: And you're absolutely right, wait until you have a hard offer, 738 00:41:29,239 --> 00:41:31,600 Speaker 1: and then you know it's much harder for them to 739 00:41:31,640 --> 00:41:34,799 Speaker 1: rescind it without facing serious liability. Yeah, And I mean, 740 00:41:34,840 --> 00:41:37,440 Speaker 1: and that's why I think that advice is accurate. But 741 00:41:37,520 --> 00:41:40,240 Speaker 1: also it's it's like most things, it's also authority because 742 00:41:41,080 --> 00:41:44,480 Speaker 1: even before you get to that stage, I can imagine 743 00:41:44,520 --> 00:41:47,520 Speaker 1: wanting to know like is this an LGBTQ friendly workplace 744 00:41:47,680 --> 00:41:50,120 Speaker 1: or or if you're a parent, is just a working 745 00:41:50,160 --> 00:41:51,960 Speaker 1: parent friendly workplace? And it's sort of one of those 746 00:41:52,000 --> 00:41:54,960 Speaker 1: things where you can't really find that out early on 747 00:41:55,120 --> 00:41:57,840 Speaker 1: if you wait to disclose until you get the offer. 748 00:41:58,000 --> 00:42:00,919 Speaker 1: But it's just I hear what you're saying, but I'm 749 00:42:00,960 --> 00:42:04,640 Speaker 1: shaking my head because I think those are good considerations 750 00:42:04,680 --> 00:42:08,719 Speaker 1: that are important to you that you are in a 751 00:42:08,880 --> 00:42:12,640 Speaker 1: stronger position to evaluate after an offer comes. I guess 752 00:42:12,640 --> 00:42:17,799 Speaker 1: you could always win them and then and then investigate. Yes, 753 00:42:17,880 --> 00:42:20,160 Speaker 1: I think of it as like persuasive communication mode of 754 00:42:20,160 --> 00:42:23,560 Speaker 1: being in the interview, Say you get them to love you, 755 00:42:24,440 --> 00:42:26,640 Speaker 1: and that should be your number one priority and then 756 00:42:26,680 --> 00:42:29,120 Speaker 1: when you get the offer, then the negotiation begins, and 757 00:42:29,160 --> 00:42:30,719 Speaker 1: that's when you can say, you know, I want to 758 00:42:30,760 --> 00:42:32,440 Speaker 1: learn more about this, or I want to talk to 759 00:42:32,480 --> 00:42:35,040 Speaker 1: an employee, I want to hear from someone else here. 760 00:42:35,120 --> 00:42:37,600 Speaker 1: You know, that's when you can start making demands. And 761 00:42:37,600 --> 00:42:40,359 Speaker 1: obviously you've been doing your covert research like any good right, 762 00:42:40,560 --> 00:42:44,239 Speaker 1: you know, negotiator, so we could geek out about negotiation off. 763 00:42:44,480 --> 00:42:47,600 Speaker 1: I did get an offer letter, and I was concerned 764 00:42:47,800 --> 00:42:53,080 Speaker 1: that there was some like workplace weirdness, and so after 765 00:42:53,120 --> 00:42:54,600 Speaker 1: I got my offer, I was like, is it possible 766 00:42:54,600 --> 00:42:55,880 Speaker 1: that I would come in and talk to some of 767 00:42:55,920 --> 00:42:59,359 Speaker 1: the other staffers to see what it's like and you know, 768 00:42:59,400 --> 00:43:01,399 Speaker 1: doing so, Like I had the offer letter in hand, 769 00:43:01,440 --> 00:43:04,040 Speaker 1: but I was like, I just want to do some investigating, 770 00:43:04,160 --> 00:43:05,759 Speaker 1: So you can't. You can't do that. Did you do it? 771 00:43:06,120 --> 00:43:08,440 Speaker 1: Did you take the job? Did not? Oh my god, 772 00:43:08,440 --> 00:43:11,360 Speaker 1: I did the same thing. It's up here. Was it 773 00:43:11,400 --> 00:43:13,600 Speaker 1: a digital department at a labor union? It was not. 774 00:43:13,719 --> 00:43:15,919 Speaker 1: It was not. I think I know because I did 775 00:43:15,960 --> 00:43:17,440 Speaker 1: that and I came in and I was like, no 776 00:43:17,480 --> 00:43:20,640 Speaker 1: one is talking. It's one of those office bullpens where 777 00:43:20,640 --> 00:43:23,320 Speaker 1: everyone's there right next to each other and I hate 778 00:43:23,320 --> 00:43:25,960 Speaker 1: that and you know me, I'm allowed person. I can't 779 00:43:26,000 --> 00:43:27,960 Speaker 1: I can't be in that room, right, So I was like, 780 00:43:27,960 --> 00:43:31,560 Speaker 1: this doesn't feel like a good good uh tangent there. 781 00:43:31,600 --> 00:43:35,080 Speaker 1: So our last piece of advice, I'm looking at our 782 00:43:35,120 --> 00:43:37,359 Speaker 1: notes here. We can't even say it exactly how we 783 00:43:38,000 --> 00:43:40,880 Speaker 1: wrote it, but it's how to not be a jerk, 784 00:43:41,920 --> 00:43:44,600 Speaker 1: don't be injured, how to not be an ignorant idiot 785 00:43:44,719 --> 00:43:47,719 Speaker 1: in the office. And you know we were when we 786 00:43:47,719 --> 00:43:49,920 Speaker 1: were talking about how to find out if your colleagues 787 00:43:49,960 --> 00:43:54,520 Speaker 1: are tolerant enough. Think about what you are saying about 788 00:43:54,560 --> 00:43:58,120 Speaker 1: around the water cooler when it comes to LGBT people, 789 00:43:58,440 --> 00:44:03,000 Speaker 1: writes news. Have you imagine the colleague who's sitting next 790 00:44:03,000 --> 00:44:06,000 Speaker 1: to you is a closeted person who's listening and to 791 00:44:06,040 --> 00:44:07,759 Speaker 1: see if this is a safe space where she can 792 00:44:07,800 --> 00:44:12,760 Speaker 1: come out? You know, are you being considerate of sensitive 793 00:44:12,800 --> 00:44:16,160 Speaker 1: to which is not an ignorant jerk to LGBT folks 794 00:44:16,239 --> 00:44:19,440 Speaker 1: in everyday speech, you know, without knowing whether or not 795 00:44:19,560 --> 00:44:21,560 Speaker 1: there is a gay person in the room. Totally And 796 00:44:21,600 --> 00:44:23,560 Speaker 1: I always this is my like catch all advice for 797 00:44:23,600 --> 00:44:26,880 Speaker 1: all for most situations. You always have the option of 798 00:44:26,960 --> 00:44:29,640 Speaker 1: not saying anything you don't know what to say, or 799 00:44:30,360 --> 00:44:33,640 Speaker 1: you like, you always have the option of not don't 800 00:44:33,640 --> 00:44:35,560 Speaker 1: make it if you're not sure, don't make that joke, 801 00:44:35,680 --> 00:44:37,359 Speaker 1: if you're not sure, if this is offensive or not, 802 00:44:37,520 --> 00:44:39,880 Speaker 1: you don't have to say it, right. You can always 803 00:44:41,080 --> 00:44:45,040 Speaker 1: just say nothing. People don't exercise that right enough. I 804 00:44:45,520 --> 00:44:48,720 Speaker 1: when thousand percent degree, I could have used that advice 805 00:44:49,360 --> 00:44:52,799 Speaker 1: more times than I care to to imagine at some point, 806 00:44:52,840 --> 00:44:56,080 Speaker 1: I think, but yeah, it's just a reminder that being 807 00:44:56,120 --> 00:44:59,759 Speaker 1: a good ally means don't be a jerk, be inclusive, 808 00:44:59,800 --> 00:45:03,799 Speaker 1: be thoughtful, be mindful of and considerate of your colleagues. 809 00:45:04,360 --> 00:45:07,480 Speaker 1: And that also means just to be extra explicit here 810 00:45:07,520 --> 00:45:11,680 Speaker 1: in case it's not obvious. Don't out your coworkers. That's horrible. 811 00:45:12,239 --> 00:45:16,719 Speaker 1: I've I've like, I have seen people out others, and 812 00:45:16,760 --> 00:45:19,200 Speaker 1: I think this is like a whole other episode. But 813 00:45:19,560 --> 00:45:22,200 Speaker 1: you know, when it's I think there's never an excuse 814 00:45:22,200 --> 00:45:24,120 Speaker 1: for it. I heard, I've heard people that I respect 815 00:45:24,160 --> 00:45:27,279 Speaker 1: make all kinds of excuses for it. None of them 816 00:45:27,280 --> 00:45:29,080 Speaker 1: fly in my book. Oh, I thought you were already 817 00:45:29,080 --> 00:45:31,120 Speaker 1: out with everyone. I thought, you know, you just told me, 818 00:45:31,160 --> 00:45:34,240 Speaker 1: But I thought everybody knew don't you already or the worst, 819 00:45:34,400 --> 00:45:36,759 Speaker 1: I'm doing you a favor, I'm helping you, Like, oh 820 00:45:36,840 --> 00:45:41,160 Speaker 1: my god, it's awful, Like it's such a fraud personal 821 00:45:41,600 --> 00:45:45,480 Speaker 1: individual thing. So maybe don't. Don't maybe just maybe just 822 00:45:45,520 --> 00:45:49,600 Speaker 1: don't use your privilege. If you are says or straight, um, 823 00:45:49,920 --> 00:45:52,759 Speaker 1: you know, use your privilege in that regard to call 824 00:45:52,800 --> 00:45:56,280 Speaker 1: out micro aggressions when you see them happening to folks 825 00:45:56,320 --> 00:45:59,640 Speaker 1: in the office. When you see someone using a slanderous 826 00:45:59,680 --> 00:46:03,040 Speaker 1: word to describe gay people, call them out, like, be 827 00:46:03,120 --> 00:46:05,399 Speaker 1: the one to step up and say something and say, 828 00:46:05,440 --> 00:46:07,680 Speaker 1: that's not cool, that's not funny. I don't really think 829 00:46:07,760 --> 00:46:10,800 Speaker 1: we should be talking like that on behalf of those 830 00:46:10,920 --> 00:46:13,560 Speaker 1: who are in the LGBT community. That's another way you 831 00:46:13,560 --> 00:46:15,600 Speaker 1: can sort of use that privilege to be the one 832 00:46:16,080 --> 00:46:18,680 Speaker 1: to call people out when they're being ignorant, right, because 833 00:46:18,719 --> 00:46:21,200 Speaker 1: nobody if you're l g B t Q, you don't 834 00:46:21,239 --> 00:46:24,240 Speaker 1: want to feel like the one who was always complaining 835 00:46:24,320 --> 00:46:26,759 Speaker 1: or making noise or calling stuff out that can be 836 00:46:27,200 --> 00:46:29,520 Speaker 1: you don't want to be a token, right And so 837 00:46:29,560 --> 00:46:32,200 Speaker 1: if you're someone who is not marginalized in that way, 838 00:46:32,520 --> 00:46:36,080 Speaker 1: you can actually, you know, use that privilege to to 839 00:46:36,640 --> 00:46:39,680 Speaker 1: advocate for your co workers and friends and in ways 840 00:46:39,680 --> 00:46:42,760 Speaker 1: that they probably cannot write right right right, use that privilege. 841 00:46:42,800 --> 00:46:45,080 Speaker 1: I love that. And then the last two pieces of advice, 842 00:46:45,160 --> 00:46:47,239 Speaker 1: we just wanted to make sure as clear as don't 843 00:46:47,280 --> 00:46:51,640 Speaker 1: ask stupid personal questions, like their sex life is not 844 00:46:51,800 --> 00:46:54,440 Speaker 1: up for discussion, just like yours isn't up for discussion. 845 00:46:54,600 --> 00:46:56,560 Speaker 1: Like I don't want to hear my colleagues talking about 846 00:46:56,560 --> 00:46:59,400 Speaker 1: their sex lives. I don't want to talk about my 847 00:46:59,400 --> 00:47:04,319 Speaker 1: sex life, so duh, Like maybe we just don't bring 848 00:47:04,400 --> 00:47:06,960 Speaker 1: that up. Also, I have another one that's like very specific. 849 00:47:07,520 --> 00:47:11,120 Speaker 1: Don't assume that because someone is out and gay or 850 00:47:11,400 --> 00:47:14,360 Speaker 1: or or whatever, that they're like, oh, this is my 851 00:47:14,480 --> 00:47:16,960 Speaker 1: gay bestie and now we can talk about fashion and 852 00:47:16,960 --> 00:47:19,239 Speaker 1: blah blah blah. I have I see that happen a 853 00:47:19,280 --> 00:47:24,319 Speaker 1: lot and so backward, where when someone comes out, they 854 00:47:24,640 --> 00:47:28,120 Speaker 1: the tenor of how they of how other folks interact 855 00:47:28,160 --> 00:47:30,640 Speaker 1: with them changes, and it's awful and it makes me 856 00:47:30,680 --> 00:47:32,920 Speaker 1: want to tear my eyes out because it's so I mean, 857 00:47:33,480 --> 00:47:36,040 Speaker 1: if you're don't like if someone is out at work, 858 00:47:36,480 --> 00:47:39,600 Speaker 1: don't use that too. I feel like you have a 859 00:47:40,400 --> 00:47:45,120 Speaker 1: like a closer friendship or a different kind of friendship 860 00:47:45,480 --> 00:47:48,399 Speaker 1: than you actually do. I don't know if that makes sense. 861 00:47:48,400 --> 00:47:51,120 Speaker 1: I'm thinking of remember when Queer Eye for the Straight 862 00:47:51,120 --> 00:47:55,640 Speaker 1: Guy came out years ago, now, like the idea of 863 00:47:55,960 --> 00:47:58,400 Speaker 1: they were like of making a trope out of an 864 00:47:58,400 --> 00:48:01,279 Speaker 1: individual gay person in and saying like this is my 865 00:48:01,360 --> 00:48:05,160 Speaker 1: interior designer gay friend, this is my fashion gay friend, 866 00:48:05,400 --> 00:48:08,040 Speaker 1: and this is my you know person I talked about 867 00:48:08,080 --> 00:48:09,799 Speaker 1: sex in the city with at the office every morning, 868 00:48:09,800 --> 00:48:13,080 Speaker 1: Like whatever you talked about before is still valid and 869 00:48:13,480 --> 00:48:16,560 Speaker 1: interest and you don't need to pretend like you can. Yeah, 870 00:48:16,840 --> 00:48:20,600 Speaker 1: nobody likes to be stereotyped, right yea? Or pigeon held 871 00:48:20,680 --> 00:48:22,400 Speaker 1: or like, oh you're the I don't know if that's 872 00:48:22,440 --> 00:48:26,799 Speaker 1: the right term. Pigeonholed. Pigeonholed, never heard it. I don't know. 873 00:48:27,560 --> 00:48:30,600 Speaker 1: I'm sure people will like held sound so much nicer. 874 00:48:30,960 --> 00:48:35,880 Speaker 1: It's like holding a little but yeah, So just treat 875 00:48:35,960 --> 00:48:38,279 Speaker 1: people the way that you want to be treated, and 876 00:48:38,320 --> 00:48:40,480 Speaker 1: that is with respect. Everybody in the workplace just is 877 00:48:40,520 --> 00:48:44,520 Speaker 1: there to work. Treat folks with respect. And I feel 878 00:48:44,520 --> 00:48:48,920 Speaker 1: like if if if you're if your colleague brings up 879 00:48:48,920 --> 00:48:51,200 Speaker 1: a subject matter great talk, you know you can that's 880 00:48:51,200 --> 00:48:53,520 Speaker 1: a fair game. But when maybe don't come in ready 881 00:48:53,520 --> 00:48:56,600 Speaker 1: to discuss the latest episode of Orange is the New Black, 882 00:48:56,760 --> 00:48:59,960 Speaker 1: or you know, anything that you're assuming they would be 883 00:49:00,040 --> 00:49:03,799 Speaker 1: into because they are gay. Um. And then the last 884 00:49:03,800 --> 00:49:06,719 Speaker 1: thing here is gender neutral bathrooms. Advocate for them, ask 885 00:49:06,800 --> 00:49:08,920 Speaker 1: for them, Ask why they don't already exist in your 886 00:49:08,920 --> 00:49:11,319 Speaker 1: workplace if they don't, because that's another way that you 887 00:49:11,320 --> 00:49:14,160 Speaker 1: can use your privilege if you don't identify as l 888 00:49:14,200 --> 00:49:16,640 Speaker 1: g b t Q, to really stand up for your 889 00:49:16,640 --> 00:49:21,239 Speaker 1: trans uh folks in the office. Um. And I think 890 00:49:21,280 --> 00:49:24,319 Speaker 1: we could really do a whole other episode on gender neutrality. 891 00:49:24,400 --> 00:49:27,680 Speaker 1: Definitely right, we should probably do that. Um. But it's 892 00:49:27,680 --> 00:49:29,800 Speaker 1: just another thing to think about if you are straight 893 00:49:29,840 --> 00:49:31,640 Speaker 1: and since gender and listening to this and want to 894 00:49:31,640 --> 00:49:35,399 Speaker 1: know how to not be an ignorant jerk anything else 895 00:49:35,440 --> 00:49:37,160 Speaker 1: that throw in there. I think I think that we 896 00:49:37,239 --> 00:49:39,239 Speaker 1: nailed it. I think we nailed it too well. I 897 00:49:39,280 --> 00:49:42,960 Speaker 1: hope that this is is helpful. We want to shout 898 00:49:43,040 --> 00:49:46,640 Speaker 1: out to all of our listeners across the gender spectrum 899 00:49:46,760 --> 00:49:53,320 Speaker 1: and you know, lgbt Q, including included, inclusive, and we 900 00:49:53,320 --> 00:49:57,120 Speaker 1: we want to make sure that this show better reflects 901 00:49:57,239 --> 00:50:00,239 Speaker 1: the diversity of our listeners and the pressing issu hues 902 00:50:00,280 --> 00:50:02,239 Speaker 1: of the day, and that I don't you know, I'm 903 00:50:02,239 --> 00:50:05,680 Speaker 1: really glad we chose this episode because I had a 904 00:50:05,680 --> 00:50:08,160 Speaker 1: lot of blind spots here that through preparing for this, 905 00:50:08,680 --> 00:50:11,840 Speaker 1: I feel less ignorant already. Yeah, I think, Um, you know, 906 00:50:12,600 --> 00:50:16,960 Speaker 1: people forget that when you think about LGBTQ issues. I 907 00:50:17,000 --> 00:50:19,960 Speaker 1: think it's easy to forget that things like Pride. It's 908 00:50:19,960 --> 00:50:23,560 Speaker 1: it's not just at least in my mind, and it's easy. 909 00:50:23,680 --> 00:50:26,960 Speaker 1: I'm a huge offender here. It's not just an excuse 910 00:50:26,960 --> 00:50:29,520 Speaker 1: to wear rainbows and like have a nice time. You know. 911 00:50:29,560 --> 00:50:32,520 Speaker 1: The original Pride was was an anti police riot, right, Like, 912 00:50:32,760 --> 00:50:35,560 Speaker 1: there are real issues that impact real people's lives. People 913 00:50:35,560 --> 00:50:39,040 Speaker 1: are at risk, people are dying. Like, it's very very serious, 914 00:50:39,120 --> 00:50:43,439 Speaker 1: and it's easy to forget how furious this is for people. Yeah, 915 00:50:44,000 --> 00:50:47,680 Speaker 1: that's a good time. Well, we want to hear from you, honest. 916 00:50:47,800 --> 00:50:49,279 Speaker 1: We want to hear what other trapics you want us 917 00:50:49,280 --> 00:50:53,040 Speaker 1: to cover too, at the intersections of gender identity, gender 918 00:50:53,760 --> 00:50:58,360 Speaker 1: um and sexuality, sexual orientation. So send us a to 919 00:50:58,520 --> 00:51:02,759 Speaker 1: read at on stuff podcast. Is that right? Yeah? Yeah, 920 00:51:02,760 --> 00:51:05,200 Speaker 1: that's that's our Twitter here, I know, our Twitter handle, 921 00:51:05,640 --> 00:51:08,120 Speaker 1: um post, give us a give us a post or 922 00:51:08,160 --> 00:51:10,600 Speaker 1: a picture on Instagram and stuff I've Never told you 923 00:51:10,680 --> 00:51:14,360 Speaker 1: and Bridget don't we love reading their emails. We love 924 00:51:14,560 --> 00:51:16,680 Speaker 1: reading emails. I know it's a little old fashioned, but 925 00:51:16,840 --> 00:51:18,839 Speaker 1: we love it. And you can shout us out at 926 00:51:18,920 --> 00:51:32,520 Speaker 1: email at mom stuff at how stuff works dot com.