Defining the American bargain as the promise that people who work hard are judged and rewarded based on their contributions and capabilities regardless of who their identity, appearance and origin, "A Broken Bargain for LGBT Workers of Color" examines how the bargain is broken for LGBT workers of color as they face challenges linked to their race, ethnicity and sexual orientation.
"This report was really a unique and groundbreaking opportunity to look at that experience and to highlight some of the challenges and also to come up with some really on-the-ground solutions as to what we can do to help LGBT workers of color and LGBT people of color in this country," said Naomi Goldberg, policy specialist with Movement Advancement Project ( MAP ) and author of "A Broken Bargain for LGBT Workers of Color."
MAP's overall mission is to "provide independent and rigorous research, insight and analysis that help speed full equality for LGBT people." Goldberg, a Chicago resident, leads MAP's LGBT movement research analyses and conducts research in support of MAP's public policy work.
"For me personally, I was just struck by the accumulation of challenges that LGBT workers generally and LGBT workers of color face," Goldberg said.
MAP previously released "A Broken Bargain: Discrimination, Fewer Benefits and More Taxes for LGBT Workers" in June 2013. Subsequently, a spin-off report "A Broken Bargain for Transgender Workers" was released in September and "A Broken Bargain for LGBT Workers of Color" was released in November.
The report, drawn from already established data from various sources, resembles a lifecycle perspective. Obstacles of educational barriers, hiring bias and on-the-job discrimination, and unequal pay, benefits and taxation are detailed while followed up with the impacts of being less prepared to compete for good jobs, a harder time finding and keeping good jobs and having fewer resources to provide for oneself and family. Each obstacles' chapter concludes with detailed recommendations for fixing the broken bargain for LGBT workers of color, which include actions for federal, state and local governments, schools, universities and employers. True personal stories and visuals are also sprinkled throughout the report.
"We really tried to look at the big picture and the lifecycle in many ways," said Goldberg of the most recent report. "I think the report hits on all these different pieces and it accumulates and builds over the course of a lifetime."
According to the report, LGBT people are more racially and ethnically diverse than the U.S. population as a whole and as many as one-third of LGBT people are people of color. Referencing a 2012 Gallup poll, 33 percent of LGBT respondents identified themselves as people of color, compared to 27 percent of non-LGBT respondents. In all, the findings estimated that there are 5.4 million LGBT workers in the United States, of which 1.8 million are people of color.
MAP authored the report with Center for American Progress, Freedom to Work, Human Rights Campaign and National Black Justice Coalition. The report was developed in partnership with ColorOfChange, The Leadership Conference Education Fund, League of United Latin American Citizens, MALDEF, National Action Network, National Queer Asian Pacific Islander Alliance, Out & Equal Workplace Advocates and Service Employees International Union.
"When you look at the cover of the report, I think it's really incredible to see this diverse group of organizations that have come together and highlighted the experiences of LGBT workers of color as a key issue," said Goldberg. "I think for me that's what makes this report very unique. I just think when you look at the diversity of organizations that is really powerful."
Pointing out that unsafe feelings can begin for youth in schools, the report lists one of the key barriers to education for LGBT youth of color is that schools often fail to provide a safe learning environment free from bullying, harassment and violence. According to data, more than 50 percent of African-American, Latino, Asian/Pacific Islander and multiracial LGBT students said they experienced verbal harassment at school in the past year because of their race or ethnicity. Reducing bullying and making schools safer for all students will create better, more equal educational experiences and outcomes for LGBT youth of color.
"We really tried to focus on LGBT youth of color and we know LGBT youth generally are coming out much earlier, so issues around high school and even junior high are sort of growing in billions and I think being sure that obtaining an education in a place that's safe and supportive is crucial," said Goldberg.
For most Americans, Goldberg said, insecurities are increased in terms of good jobs and the lack of good jobs resulting from the economy's current state. She explained it was important for the authors to highlight the experiences of LGBT workers and think about what is needed and what is lacking.
"I think having the situation being what it is in this country right now is a perfect time to talk about work and how LGBT people face all these barriers to finding and keeping good jobs and being able to provide for themselves and their family even more so than other Americans face," said Goldberg. "There's just this growing conversation around the need for workplace protection."
Passing employment non-discrimination laws is something Goldberg listed as being a helpful solution to the broken bargain. Adding that it is necessary people to be able to go to work and go where they do not fear being fired for being who they are and taking steps to reduce biased information against LGBT workers of color based on race.
As published in the report, while Title VII of the Civil Rights Act prohibits employment-related discrimination on the basis of race and ethnicity, there is no federal law that explicitly protects LGBT workers from discrimination and harassment. This means a worker of color, who experiences discrimination because he or she is gay or lesbian, can be legally fired under federal law.
According to the text, LGBT employees of color may face "double discrimination" if they come out at work and as displayed in a bar graph with information from Human Rights Campaign Foundation's "Degrees of Equality: A National Study Examining Workplace Climate for LGBT Employees," 29 percent of white LGBT workers, 25 percent of black LGBT workers and 18 percent of Latino LGBT workers are out to everyone at work.
"I think our hope with the report initially was that it would really help guide the conversation around workplace issues and just bring new people to the table," Goldberg said. "I think moving forward the hope is that this report will be where people within the LGBT movement will go to make sure that they're including the perspective of people of color in their work and the corollary to that that people in communities of color can use this report to make sure they're being inclusive of LGBT people in their work as well."
To read "A Broken Bargain for LGBT Workers of Color," visit www.lgbtmap.org/workers-of-color.
