Canadian Activist to Hold Rally Protesting US HIV Travel Ban
Martin Rooney of British Columbia works to raise awareness and money for AIDS organizations here in Canada and also in Tijuana. However, he is prevented from doing his work in Mexico because he is denied entry to the US since he is HIV positive. The ban first came into effect in 1993, but was overturned by George W. Bush in the summer of 2008. However, since the Department of Health and Human Services still classifies HIV as a contagious disease, anyone wishing to visit or immigrate to the US must first obtain a waiver and have it approved in advance. This red tape snarl has been loosened only marginally by a new streamlined waiver form provided by the Department of Homeland Security. Many cross-border shoppers, attendees at conferences and sporting events simply choose to avoid the US, rather than deal with the restrictions.
Pressure is being put on the Obama administration to remove these discriminatory regulations. Rooney will hold a rally on August 16 at the Peace Arch on the Canada/US border to bring attention to the hardships imposed by the travel ban. The event, sponsored by E.G.A.L.E, National Gay & Lesbian Task Force – USA, the International Court Council of Canada, US and Mexico, will have Dr. Hedy Fry, MP (Lib) Vancouver Centre and Helen Kennedy, Executive President of E.G.A.L.E. as speakers.. (Ralph Higgins, OUTLOOKS.ca) Uganda Hosts Anti-Gay Conference
In a country where homosexuality is punishable by death and where gays and lesbians are almost routinely persecuted, it would seem unnecessary to bring in outsiders to make the case against the queer population.
However, in June, three American, right-wing anti-gay leaders arrived in Kampala to stage a seminar entitled, “Exposing the Truth Behind Homosexuality and the Homosexual Agenda.” The three men are leaders in exgay ministries, sexual reorientation groups and one is the author of a book which purports to prove that gays were responsible for the Holocaust. It is feared that thisverbal gay-bashing will add fuel to an already raging fire in Uganda where homosexuality is considered immoral and un-African. (Ralph Higgins, OUTLOOKS.ca) New Catalyst Research Reveals Workplace Barriers for LGBT Employees Limit Advancement Opportunities and Contributions to Organizations
LGBT employees report unique experiences of exclusion and echo similar workplace hurdles to women
TORONTO — Even in Canada, a country with legislated human rights protections for lesbian, gay, bisexual, and transgender (LGBT) individuals, LGBT employees face workplace barriers that limit career advancement and, therefore, restrict potential contributions to organizational success, according to Catalyst’s third report on building LGBT-inclusive workplaces, Building LGBT-Inclusive Workplaces: Engaging Organizations and Individuals in Change. The new Canadian-based study, sponsored by Scotiabank, finds that a lack of awareness, which may cause other employees to rely on stereotypes, can lead to a hostile work environment for LGBT employees including discriminatory behaviours such as inappropriate humour or derogatory language; exclusion from important relationships and advancement opportunities; and a lack of role models.
The study suggests that since some LGBT employees are “invisible” and choose not to disclose or come out, organizations may not fully understand the benefits, needs, and challenges of these employees. It also points out that when LGBT employees spend less effort managing disclosure and can focus on their work, both organizations and employees benefit.
“Leaders who understand the bottom-line benefits of diversity should be eager to implement LGBT-inclusion programs,” said Deborah Gillis, Vice President, North America, Catalyst. “LGBT inclusive workplaces can increase employee engagement by allowing employees to be authentic and spend less time self-editing. That reduces costs by decreasing turnover. It can also potentially increase revenue by encouraging LGBT employees to help the organization tap new markets and enhance customer loyalty.”
According to the study, concerted efforts by organizations to create LGBT-inclusive workplaces, such as diversity training, employee networks, and mentoring programs, help to raise awareness and dispel myths, resulting in better workplace relationships, improved perceptions about workplace fairness, and increased career satisfaction and organizational commitment for LGBT employees.
“We believe very strongly in the importance of promoting inclusive practices, and that inclusion can only happen in the absence of judgment or bias,” said Sylvia Chrominska, Scotiabank Group Head Global Human Resources and Communications. “We applaud Catalyst for providing information that will serve to continue the conversation amongst Canadian businesses about the need for LGBT inclusion as part of a well-rounded strategy to achieve real diversity. As a recognized employer of choice, Scotiabank has long acknowledged the importance of inclusion.”
Through its LGBT series, Catalyst extends its focus on gender diversity to include LGBT employees—recognizing that women may identify as lesbian, gay, bisexual, or transgender. This Catalyst study offers new insights about specific challenges facing LGBT women. While few differences were based on gender, LGBT women did report “less friendly workplaces” than LGBT men:
* 76 percent of LGBT women versus 85 percent of all others reported that their manager was comfortable interacting with them.
* 70 percent of LGBT women reported that their manager evaluated performance fairly versus 80 percent of LGBT men and 77 percent of non-LGBT women and men.
* On average, LGBT women are “out” to 50 percent of their workgroup versus LGBT men out to 72 percent of their workgroup.
The study reports that LGBT employees working in organizations with effective and inclusive diversity practices indicated better workplace relationships and greater organizational commitment and career satisfaction (linked to greater productivity) than LGBT employees at organizations without them. To help organizations become more inclusive and increase their brand as an “employer of choice,” Catalyst offers a number of recommendations, including:
* Increase awareness—identify and tackle organizational issues related to LGBT employees company-wide.
* Implement diversity training to help dispel LGBT myths/stereotypes.
* Help LGBT employees find mentors and employee groups.
* Make consistent and inclusive communications a core goal.
Scotiabank is the Contributing Sponsor of Building LGBT-Inclusive Workplaces: Engaging Organizations and Individuals in Change.
For more information on building LGBT-inclusive workplaces, please go to: www.catalyst.org. Sexual Harassment
Yes it DOES Happen to Us!
-- Lifestyle Advice by Evan Kayne --
The notion of Sexual Harassment has been grossly stereotyped in the straight world to imply a man as the aggressor and a woman as the victim. For straight men, it has been made to seem more humiliating to press charges against a female aggressor than to deal with her advances, no matter how annoying or obstructive it may be to their job. It has been suggested that this is a non-issue within the gay community, when in fact, adding GLBT individuals into the mix merely results in parallel situations, and a wealth of new possibilities.
• Your co-worker knows that you are gay/lesbian, and insults you with sexual comments or suggestive gestures to humiliate you. It continues despite you having made it expressly clear that you do not appreciate this kind of attention.
• Your straight landlord knows that you are gay/lesbian, but makes unwanted sexual advances toward you. Though you’ve told him/her you are not interested, he/she vows that they will eventually “convert” you to be straight.
• A gay/lesbian co-worker feels entitled to grope you, come onto you, or make inappropriate sexual comments about you as you are working, no matter how many times you have expressed that they are unwelcome.
• You’ve had sexual relations with your employer in the past, and they imply a threat on your job, or suggest withholding a promotion unless you continue having this sexual relationship with them.
These are all prime examples of sexual harassment that can, and do happen to GLBT individuals, sometimes even within our own community. We are all human beings, and working together gives rise to opportunities that we are biologically motivated to pursue. So it’s important to know where the line is drawn, your rights as a victim, and your limits as someone who may hold power over others - be they gay or straight.
According to the Alberta Human Rights and Citizenship Commission, “Sexual harassment is any unwelcome behaviour, sexual in nature, that adversely affects, or threatens to affect, directly or indirectly, a person’s job security, working conditions or prospects for promotion or earnings; or prevents a person from getting a job, living accommodations or any kind of public service.”
Sexual harassment is usually about exerting power over someone else. A harasser can be a supervisor...
--more (Page 36 Gay Calgary Magazine PDF version)--
La Press en Rose ©, 2009, The Wizard of 'OZ'
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