“Our Militancy is in Our Openness”: Gay Employment Rights Activism in California and the Question of Sexual Orientation in Sex Equality Law

2013 ◽  
Vol 31 (2) ◽  
pp. 423-469 ◽  
Author(s):  
Katherine Turk
Keyword(s):  
Sexual Orientation ◽  
Job Applicants ◽  
Good Friday ◽  
Sex Equality ◽  
Business District ◽  
Employment Rights ◽  
Public Demonstration ◽  
Local Minister ◽  
Homosexual Community

On Good Friday of 1973, members of San Francisco's homosexual community staged a public demonstration amidst the skyscrapers in the business district. Shen Hayes, described as a “frail nineteen-year-old,” claimed to embody the suffering of the city's gay population. Hayes dragged a telephone pole “cross” on his back while throngs of protesters cheered and chanted. The local minister leading the action likened gays’ lack of rights to murder, and the caption accompanying Hayes’ photo in the newspaper claimed that he and other gay Californians had been “crucified.” Despite, despite the protest's religious intensity, its objective was secular. Activists had convened to oppose discrimination against those workers whom Pacific Telephone & Telegraph (PT&T) had labeled “manifest homosexuals”: employees and job applicants who either claimed or seemed to be gay.

The Influence of Applicant Sexual Orientation, Applicant Gender, and Rater Gender on Ascribed Attributions and Hiring Recommendations of Personal Trainers

2010 ◽  
Vol 24 (4) ◽  
pp. 400-415 ◽  
Author(s):  
George B. Cunningham ◽  
Melanie L. Sartore ◽  
Brian P. McCullough
Keyword(s):  
Sexual Orientation ◽  
Analysis Of Variance ◽  
Sexual Minority ◽  
Sexual Minorities ◽  
Job Applicants ◽  
Future Directions ◽  
Job Applicant ◽  
Personal Trainers ◽  
Organization Analysis ◽  
Personal Trainer

The purpose of this study was to examine the influence of job applicant sexual orientation on subsequent evaluations and hiring recommendations. Data were gathered from 106 students (48 men, 57 women) who participated in a 2 (applicant sexual orientation: heterosexual, sexual minority) × 2 (rater gender: female, male) × 2 (applicant gender: female, male) experiment related to the hiring of a personal trainer for a fitness organization. Analysis of variance indicated that sexual minority job applicants received poorer evaluations than did heterosexuals. These effects were moderated by the rater gender, as men provided harsher ratings of sexual minorities than did women. Finally, applicant ratings were reliably related to hiring recommendations. Results are discussed in terms of contributions to the literature, limitations, and future directions.

scholarly journals PENGARUH PERSEPSI MASYARAKAT TERHADAP KECEMASAN KAUM HOMOSEKSUAL/LESBIAN

2017 ◽  
Vol 3 (2) ◽  
pp. 158
Author(s):  
Siti Zahra Bulantika
Keyword(s):  
Sexual Orientation ◽  
Social Norms ◽  
Deviant Behaviour ◽  
Eastern Culture ◽  
Community Rights ◽  
Norms And Values ◽  
The World ◽  
Lesbian Community ◽  
Homosexual Community

Indonesia is the country which does uphold norms and values of its people. Homosexual/Lesbian for most of eartern people is declared as not common sexual orientation. Negative stigma from people caused social anxious for homosexual community. For minority anxiouses show up all togather with attact or negative perpective from society, the strict eastern culture with binding social norms, will give social punishment to individual deviant behaviour such as homosexialbehaviour through humiliation to isolation. This condition become the main problem for homosexual community. They feel that they as minority. Though there is a proggres of confession over homosexual community rights, research on history, sosiology, and psycology show there is hobiophobia and sxual prejudice from all over the world. Utilization of sources, demograpics, and high ducation evidently efffect the perception over minority. For professional or institution that shade homsexual, it is expected to be able to give psychoeducation, training, or any other intervansion that are able to reeducate social anxious homosexual/lesbian community. We can prevent through rehabilitaion or briefing to to this community

Sexual-Orientation Hate Propaganda: Time To Regroup

1996 ◽  
Vol 11 (1) ◽  
pp. 221-240 ◽  
Author(s):  
Marie-France Major
Keyword(s):  
Sexual Orientation ◽  
Criminal Code ◽  
Unacceptable Behavior ◽  
Arbitrary Measure ◽  
Gays And Lesbians ◽  
Definition Of ◽  
Homosexual Community

AbstractThe Criminal Code contains two articles that deal specifically with hate propaganda. Articles 318 and 319 of the Code are not the result of an arbitrary measure taken by the Canadian legislator: they were enacted on the basis that it was necessary to offer protection to identifiable groups from propagators of hate. Although it is impossible to afford recourse against hate propaganda to all Canadian citizens, the present definition of identifiable groups must be expanded to include within its ambit those who are targeted because of their sexual orientation. This inclusion would signify to society at large that hate propaganda directed against gays and lesbians is unacceptable behavior and it would assure members of the homosexual community that they are full-fledged members of society. If we are to have laws to meet the concerns of special victimized groups, we must ensure that protection is given to all those who need it.

25. Discrimination

2020 ◽  
pp. 580-630
Author(s):  
Marios Costa ◽  
Steve Peers
Keyword(s):  
European Union ◽  
Sexual Orientation ◽  
Equal Treatment ◽  
Occupational Pension ◽  
The European Union ◽  
Equal Pay ◽  
Self Employment ◽  
Sex Equality ◽  
Equal Work ◽  
Definition Of

This chapter examines European Union (EU) law on discrimination, including the definition of ‘discrimination’ and the limited possibilities of justifying it. The chapter provides an overview of EU provisions on gender equality and discusses equal pay for equal work under Article 157 of the Treaty on the Functioning of the European Union (TFEU). It also explains the principles of equal treatment in self-employment, social security matters and occupational pension schemes, and also discusses the provisions of Directives 2004/113 (sex equality outside employment), Directive 2000/43 (race equality) and Directive 2000/78 (non-discrimination on grounds of age, disability, religion and sexual orientation).

Culturally and Linguistically Diverse Populations: Serving GLBT Families in Our Schools

2009 ◽  
Vol 16 (1) ◽  
pp. 11-19 ◽  
Author(s):  
Ashley M. Frazier
Keyword(s):  
Sexual Orientation ◽  
Cultural Competence ◽  
Service Delivery ◽  
Linguistically Diverse ◽  
Culturally And Linguistically Diverse ◽  
Diverse Populations ◽  
Cultural Issues ◽  
Willingness To Disclose ◽  
Bisexual And Transgender ◽  
Societal Changes

Abstract School speech-language pathologists (SLPs) are increasingly likely to serve children of gay, lesbian, bisexual, and transgender (GLBT) parents or GLBT students as cultural and societal changes create growth in the population and increased willingness to disclose sexual orientation. The American Speech-Language-Hearing Association (ASHA) has a progressive nondiscrimination statement that includes sexual orientation as a protected status and strongly urges the membership to develop cultural competence as a matter of ethical service delivery. The purpose of this article is to describe cultural competence in relation to GLBT culture, discuss GLBT parent and student cultural issues as they are important in parent-school or student-school relations, and to provide suggestions for increasing sensitivity in these types of interactions. A list of resources is provided.

Culture and Sexual Orientation

ASHA Leader ◽  
2002 ◽  
Vol 7 (6) ◽  
pp. 9-10
Author(s):  
James Lee
Keyword(s):  
Sexual Orientation

Self-Promoting and Modest Job Applicants in Different Cultures

2011 ◽  
Vol 10 (2) ◽  
pp. 70-77 ◽  
Author(s):  
Marianne Schmid Mast ◽  
Denise Frauendorfer ◽  
Laurence Popovic
Keyword(s):  
Cultural Background ◽  
Job Applicants ◽  
Presentation Style ◽  
Interview Situation ◽  
French Speaking ◽  
Different Cultures

The goal of this study was to investigate the influence of the recruiter’s cultural background on the evaluation of a job applicant’s presentation style (self-promoting or modest) in an interview situation. We expected that recruiters from cultures that value self-promotion (e.g., Canada) will be more inclined to hire self-promoting as compared to modest applicants and that recruiters from cultures that value modesty (e.g., Switzerland) will be less inclined to hire self-promoting applicants than recruiters from cultures that value self-promotion. We therefore investigated 44 native French speaking recruiters from Switzerland and 40 native French speaking recruiters from Canada who judged either a self-promoting or a modest videotaped applicant in terms of hireability. Results confirmed that Canadian recruiters were more inclined to hire self-promoting compared to modest applicants and that Canadian recruiters were more inclined than Swiss recruiters to hire self-promoting applicants. Also, we showed that self-promotion was related to a higher intention to hire because self-promoting applicants are perceived as being competent.

Practicing or Teaching About Sexual Orientation?

1997 ◽  
Vol 42 (10) ◽  
pp. 933-934
Author(s):  
Douglas C. Kimmel
Keyword(s):  
Sexual Orientation
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