A Photo by Brian Harkin/Getty Images

BY CANDY PARKER
Lesbian.com

Anti-LGBT discrimination in the workplace is alive and well in corporate America. That may not exactly be news to most of us, but now there is new data to back up what we already knew.

The Equal Rights Center and Freedom to Work recently released the results of a one-year study in which fake resumes were submitted to eight different federal contracting firms. In total, resumes were submitted in response to 100 different job postings listed by ExxonMobil, General Electric, L-3 Communications, AmerisourceBergen, Supreme Group Holding SARL, L-3 Communications, Fluor and URS.

In each instance, a pair of similar resumes was submitted in response to a job listing. The resumes were virtually identical in almost every regard, with one notable exception – one resume hinted that the applicant may be a member of the LGBT community via a reference to a leadership position in an LGBT rights group. In each case, the resume with the LGBT reference also included stronger credentials, as shown in the example below featuring two fictitious resumes presented to ExxonMobil.

The study revealed that the better qualified LGBT-related applicants were 23 percent less likely to receive a call in response to their resume submission than their fictitious less suitable counterpart.

“Despite significant progress in advancing civil rights and equality, employment discrimination remains a persistent barrier for the LGBT community,” said Melvina Ford, executive director of the Equal Rights Center.

Tico Almeida, president and founder of Freedom to Work added, “As much progress as our LGBT community has made in freedom to marry, there’s still a lot to be done to make sure our LGBT community has the freedom to work without discrimination.”

The study was initiated in December 2012, prompted by President Obama’s indication that he wouldn’t be signing an executive order prohibiting federal government contractors from discriminating on the basis of sexual orientation or gender identity. The Equal Rights Center and Freedom to Work concluded their experiment in December 2013, releasing the results shortly after the President’s Pride month announcement that he intends to move forward with the executive order which will require companies like ExxonMobil and other federal contractors, which employ approximately 20 percent of the total U.S. workforce, to adopt LGBT workplace protections.

LGBT rights advocates have urged the President to take action as 29 states still allow employers to fire or deny employment to an individual based on his or her sexual orientation or gender identity.

“Taxpayers should never have to subsidize the kind of anti-LGBT discrimination that was uncovered during this year-long study of contractors with inadequate LGBT workplace protections,” said Almeida. “President Obama’s upcoming executive order will send a strong message that government contracts should be staffed with the highest qualified job candidates, and nobody should ever lose out on a career opportunity just because of who they are or whom they love. President Obama’s executive action to protect LGBT workers confirms that he has advanced fairness for LGBT Americans more than all of his predecessors combined.”

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You all know her. She is the most difficult manager in the office. She is self-centered, unhappy in her personal life and impossible to please. You also all know him. You love him, but sometimes his inability to get to the dry-cleaner on time or control his emotions when his team looses drives you crazy. What do you do when confronted with a moody colleague, client or loved one?

There is no balm we can apply to guard against unpleasant moods of those we interact with — by choice or necessity — on a daily basis. But, there are some things we can do to manage how others’ sour moods impact our state of mind.

As a consultant, it is my job to soothe clients and help them wade through whatever muck has hit the fan on any given day. It is also my job to remain calm and offer strategic recommendations on how to fix challenging situations.

Read more at Project Eve

Project Eve challenges and inspires a new breed of innovative and creative women who are actively reinventing their careers and with it the future of business. With engaging articles and interactive tools, Project Eve motivates women to think beyond traditional boundaries, support one another, embrace change and view challenges as opportunities.

The post 5 ways to protect yourself from cranky co-workers first appeared on Lesbian.com.

Twitter and smart career decisions usually don’t mix.

Remember that public relations executive who lost her job over a racist tweet she made just before going on vacation? By the time her plane landed, she was out of a job.

And hers isn’t the only horror story. People have lost jobs because they’ve tweeted everything from insensitive jokes to complaints about a potential employer to — gulp! — expletives from a corporate account, assuming it was a personal one.

Read more at LearnVest

LearnVest is the leading personal finance site for women. Our free Money Center will help you create a budget. Our free bootcamps will help you take control of your money, cut your costs or get out of debt. And our premium financial plans–managed by LearnVest Certified Financial Planners–can help you chart a course for the future you want.

The post 4 ways to use Twitter to land your next #job first appeared on Lesbian.com.

Are you a narcissist?

According to a study in the Journal of Applied Psychology, narcissists perform better in job interviews because they convey confidence. A job interview is a time when you must sell yourself. The potential employer might have liked your resumé, but now they need to like you. If you’re unsure of yourself and uncomfortable, then the interviewer will sense your insecurity and discomfort. And, when that happens, your chances of being hired start to fall exponentially.

People usually think about preparing for a job interview as a set of steps to take. Conduct research, know the answers to the important questions, and be ready for a salary conversation. This is only half of job interview preparation. It is important that you walk into your interview with confidence. It’s just as important that you continue to exude this demeanor and conclude the interview confidently. You might know this expression: “Fake it until you make it.” That might be a fine strategy, but ultimately, it won’t serve you as well as true confidence.

Read more at TaggMagazine.com

Tagg Magazine is a print and online resource for LBT women in the DC Metropolitan and Rehoboth, DE areas.

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Working in a veterinarian’s office isn’t the only job that lets you interact with animals at work. A growing number of companies are allowing employees to bring their dogs to work. Currently, about 17 percent of U.S. companies allow pets in the workplace, according to the American Pet Products Manufacturers Association (APPA), and bringing dogs to work is more than just an indulgence — employees can actually benefit from the presence of man’s best friend.

Less Stress

Pet owners often worry about leaving their dogs at home unattended while they’re at work. It’s easy to imagine that bringing Fido to the office would lower the stress level of a dog owner, and a Virginia Commonwealth University study found that employees who are accompanied by their dog actually produce lower levels of cortisol, a stress-induced hormone. The presence of their dog forces people to get outside even for a few minutes instead of sitting at their desk all day, letting stress build.

Read more at TaggMagazine.com

Tagg Magazine is a print and online resource for LBT women in the DC Metropolitan and Rehoboth, DE areas.

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BY BRIANNE L. CROTEAU

No matter how many times I do it, there is always that silent moment after I first mention my partner to a colleague; that millisecond where I’m holding my breath and bracing for their reaction to my “outing”.  These people have known me in one way but now I am revealing an entirely new dimension of myself, one that may change the way they view, relate and interact with me. Will they be surprised to learn that  I’m a lesbian or have they already made their own assumptions based on the way I dress or act? Will it negatively affect our working relationship? Will sharing my personal life bring us closer and foster a better understanding of each other? Will it affect my chances for advancement?

When deciding to come out at work, consider these questions:
Is your office a place where you feel safe? Are offensive e-mails forwarded? Do your colleagues throw around derogatory phrases like “that’s so gay” or worse? Are there anti-discrimination policies in place and/or does the office provide same-sex or domestic partner benefits? Are there other out coworkers – and if so, how are they treated?  Does your company embrace diverse lifestyles or do you feel like the lone fish swimming against the heteronormative stream?

Your colleagues may take their cues from you, so if you are relaxed in sharing your personal information, it can help them feel comfortable asking questions or discussing LGBT related issues.

Read more at TaggMagazine.com

Tagg Magazine is a print and online resource for LBT women in the DC Metropolitan and Rehoboth, DE areas.

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BY MORGAN WELCH

The Human Rights Campaign Foundation has released its twelfth annual 2014 Corporate Equality Index, known as “the national benchmarking tool on corporate policies and practices pertinent to lesbian, gay, bisexual and transgender employees.” Out of 934 businesses rated, the report gives a total of 304 of them the highest possible score for LGBT inclusion and support, awarding them the distinction of “Best Places to Work for LGBT Equality.”

In the introduction to the report, a letter from HRC Foundation President Chad Griffin declares that this year’s CEI “reveals record numbers of major businesses updating their non-discrimination policies and benefits packages well ahead of federal mandates.” Among Fortune 500 companies, 91 percent have policies explicitly protecting workers on the basis of sexual orientation, and 61 percent on the basis of gender identity.

Read more at dot429.com

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BY PAULA GREGOROWICZ

Whether you’ve been unemployed for a period of time and are eager to get back to work or proactively looking for a new opportunity, determining if a new job is a good fit is important. Not just “any job” will do if you’re looking for a career that satisfies and provides.

A job offer is more than just a salary, even though that is the first thing that pops into many minds. Base Salary plus other compensation, benefits, paid time off, commute and travel, opportunities for advancement and whether it’s a “good fit” are factors to consider.  Evaluate the offer and determine if you’re going to accept and what, if any, areas you wish to negotiate. A job offer is more than just a salary, even though that is the first thing that pops into many minds.

Read more at dot429.com

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BY PRESTON MITCHUM

On August 28, 2013, people crowded to the National Mall to commemorate the 50th anniversary of the 1963 March on Washington for Jobs and Freedom. The central purpose of the March on Washington was for economic justice and equality. Though the fight for economic security is hardly over, it is an area of particular concern for lesbian, gay, bisexual and transgender (LGBT) workers of color. Due to race- and LGBT-based discrimination coupled with a lack of explicit workplace protections, unequal job benefits and high rates of unemployment and poverty, LGBT workers of color remain among the most disadvantaged populations in the American workforce.

The dual burden of discrimination related to race/ethnicity and sexual orientation and/or gender identity makes it increasingly difficult for LGBT workers of color to reach the American dream. The report also reveals other challenging areas where LGBT workers of color are disparately impacted. For example, the school-to-prison pipeline results in many LGBT youth of color entering into the juvenile justice system instead of classrooms. And barriers such as unwarranted background checks, inadequate workplace protections and unequal pay continue to make it difficult for LGBT workers of color to financially provide for themselves and their families.

Read more at ThinkProgress.org

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WASHINGTON — The Employment Non-Discrimination Act could come up for a vote in the Senate as early as next week, according to the office of Senate Majority Leader Harry Reid (D-Nev.). ENDA would ban workplace discrimination on the basis of sexual orientation and gender identity. When the Senate convened Monday afternoon, Reid formally announced his plans to bring up the legislation during the current work period, which ends the week before Thanksgiving. Reid has long been a supporter of ENDA, cosponsoring it as early as 1997.

“I thank Majority Leader Reid for committing to bring ENDA to the floor this work period,” Merkley said in a statement to The Huffington Post. “Americans understand that it’s time to make sure our LGBT friends and family are treated fairly and have the same opportunities. Now it’s time for our laws to catch up. People should be judged at work on their ability to do the job, period.” The bill has been reintroduced in several Congresses and has gotten some hearings, but it hasn’t had a vote on the House or Senate floor since November 2007.

Read more at Huffington Post Gay Voices

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