The rights of LGBT people in the workplace in Los Angeles County, California are safeguarded by a variety of laws and regulations. The California discrimination protections outlined here apply to entities with at least five employees, and to harassment. Title VII of the Civil Rights Act and most state laws do not explicitly protect LGBT people from discrimination in the workplace. However, the Department of Fair Employment and Housing has published a frequently asked questions section that explains legislation on employment discrimination in general, as well as a fact sheet for employers that details the rights of transgender people in the workplace. Research has revealed that more than 40% of LGBT workers (45.5%) have experienced unfair treatment at work, such as being fired, not hired, or harassed due to their sexual orientation or gender identity at some point in their lives.
Additionally, nearly two-thirds (63.5%) of LGBT employees of color reported that religion was a motivating factor in their experiences of workplace discrimination, compared to 49.4% of white LGBT employees. The LGBT community has been a strong advocate for fair treatment in the workplace, and while many employers have emphasized fair treatment, there are still many Orange County employers or coworkers who have not advanced in society in terms of accepting others. In 2004, a Montana Supreme Court judge determined that “there is no evidence that gays and lesbians do not function as effectively in the workplace or that they contribute less to society than their heterosexual counterparts.”If you believe you have been discriminated against due to your sexual orientation or gender identity, you need the assistance of an attorney who deals specifically with employment law issues, such as LGBT discrimination, to help you resolve your legal matter as reasonably as possible. Discrimination and fear of discrimination can have negative effects on LGBT employees in terms of salaries, job opportunities, physical and mental health, productivity, and job satisfaction. Federal, state and local administrative agencies and legislative bodies have recognized that LGBT people have faced widespread discrimination in employment. This report also summarizes research that shows the negative impacts of discrimination against LGBT people in terms of health, salaries, job opportunities, workplace productivity, and job satisfaction. Despite societal advances in accepting all people as equals, some employers will continue to apply these types of practices in the workplace. The two friendly writers state that anti-discrimination laws, such as those adopted in California to protect LGBTQ people, have improved public safety, not reduced it.
Research shows that discrimination against LGBT people has a negative impact on health, salaries, job opportunities, workplace productivity, and job satisfaction. Overall, 8.9% of employed LGBT people reported being fired or not hired because of their sexual orientation or gender identity last year, including 11.3% of LGBT employees of color and 6.5% of white LGBT employees. It is essential for employers to understand the legal protections available for LGBT workers so they can create an inclusive work environment where everyone is treated fairly and with respect. Employers should also be aware that there are resources available to help them create policies and procedures that protect their employees from discrimination based on sexual orientation or gender identity. Employers should also be aware that there are resources available to help them create policies and procedures that protect their employees from discrimination based on sexual orientation or gender identity. Employers should also ensure they are providing equal pay for equal work regardless of sexual orientation or gender identity. It is important for employers to understand the legal protections available for LGBT workers so they can create an inclusive work environment where everyone is treated fairly and with respect.
Employers should also be aware that there are resources available to help them create policies and procedures that protect their employees from discrimination based on sexual orientation or gender identity.
