Jasmine Beach-Ferrara, executive director of the Asheville-based Campaign for Southern Equality, has written a column for Huffington Post using the Chick-fil-A controversy to tackle the issue of LGBT employment protections:
As a CEO and private citizen, Mr. Cathy has the right to voice his beliefs on gay marriage (or any topic). And people have the right to disagree or agree and make consumer choices accordingly. Chick-fil-A is not the issue here. The real issue is that in 29 states, Mr. Cathy, or any employer, has the right to fire employees simply for being gay or lesbian. In 34 states, employers can fire people because of their gender identity.
Through the Campaign for Southern Equality, I often work with LGBT people in southern states who cannot risk coming out because they fear they'll be fired. This includes employees in the public and private sectors. Employers communicate in both explicit and implicit ways that LGBT employees should stay closeted or risk termination. Cathy's statements are an example of what it means to create a hostile work environment, just as they are an example of public rhetoric tied directly to a power no one should have over another person: the ability to terminate someone's job simply for being who they are.
Polling suggests that 73 percent of likely 2012 voters support legislation that would protect LGBT people from employment discrimination. In fact, a bill that would do just this -- the Employment Non-Discrimination Act (ENDA) -- has been introduced in Congress. A vote is not likely to occur before the November elections, but that shouldn't keep us from building bipartisan support in the interim.
Read the full article
As a CEO and private citizen, Mr. Cathy has the right to voice his beliefs on gay marriage (or any topic). And people have the right to disagree or agree and make consumer choices accordingly. Chick-fil-A is not the issue here. The real issue is that in 29 states, Mr. Cathy, or any employer, has the right to fire employees simply for being gay or lesbian. In 34 states, employers can fire people because of their gender identity.
Through the Campaign for Southern Equality, I often work with LGBT people in southern states who cannot risk coming out because they fear they'll be fired. This includes employees in the public and private sectors. Employers communicate in both explicit and implicit ways that LGBT employees should stay closeted or risk termination. Cathy's statements are an example of what it means to create a hostile work environment, just as they are an example of public rhetoric tied directly to a power no one should have over another person: the ability to terminate someone's job simply for being who they are.
Polling suggests that 73 percent of likely 2012 voters support legislation that would protect LGBT people from employment discrimination. In fact, a bill that would do just this -- the Employment Non-Discrimination Act (ENDA) -- has been introduced in Congress. A vote is not likely to occur before the November elections, but that shouldn't keep us from building bipartisan support in the interim.
Read the full article
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"Ben & Jerry’s is known for its delicious (and offensive) ice cream flavors. But over the years, the company has also distinguished itself for its overt and controversial opinions on social and political issues. The company’s leaders — Ben Cohen and Jerry Greenfield have taken stances against military spending and they have defended Occupy Wall Street. These, of course, are only two examples (there was also that embarrassing Jeremy Lin-inspired fortune cookie flavor, which the company inevitably apologized for). Now, Ben & Jerry’s has changed one of its flavors in support of marriage equality."
http://www.theblaze.com/stories/ben-jerrys-re-names-flavor-apple-y-ever-after-to-advocate-for-gay-marriage-in-england/
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By timothypeck
07/31/2012