The Philosopher
The Philosopher's JournalWe need a resources & info pin
It's clear those in the position of responsibility aren't taking responsibility to do the right thing. Today we and our allies were called maggots and that we should be squashed, all because it was pointed out an offensive term is offensive.
This is the sort of thing that does not belong on DU and excuses should not be accepted.
Juries and posters are going to pretend to be ignorant so they can avoid blame and responsibility. We need a post filled with information and resources that we can link to when we alert a post or even argue in our defense. For example, I just now alerted that maggot post and included a link to http://www.glaad.org/transgender so that the jury would have actual citable proof that "tranny" is not an appropriate word to use. I know it's likely to be ignored, but maybe it's inclusion will sway that one voter and provide a useful result.
So what do you say? Is there anyone who has amassed links that would be useful, not only in above situations, but also in situations where someone tries to shut our "poutrage" down with tired, already proven false arguments? I think it would also be useful to those new members of our community who need answers but may be too timid to ask a question.
A One-Two Punch for Worker Protection: Both Federal Law and Executive Order Are Necessary
from the Center For American Progress
At a time when many families are struggling economically, recent research and data show that gay and transgender Americans are far too often forced out of a job and into the ranks of the unemployed due to workplace discrimination. To help solve this problem and put gay and transgender workers on equal footing with others in the workforce, federal policymakers should take two different steps.[1]
First, Congress could pass the Employment Non-Discrimination Act, or ENDA, into law. ENDA would prohibit most public and private employers from discriminating on the basis of sexual orientation and gender identity. It is mirrored to some extent on the protections and recourses that Title VII of the Civil Rights Act of 1964 provides to workers on the basis of race, color, religion, sex, and national origin.
Second, President Barack Obama could use his executive authority to require federal contractors to not discriminate on the basis of sexual orientation and gender identity. Currently, Executive Order 11246, or EO 11246, prohibits federal contractors from discriminating on the basis of race, color, religion, sex, and national origin.
...
ENDA’s hopes for passage in the near term look bleak given the political climate in Congress. But even if Congress were to defy the political odds and pass ENDA today, an executive order for federal contractors would still be needed to level the workplace playing field for gay and transgender workers.
First, ENDA (as currently introduced in Congress) applies to employers with 15 or more employees, which is the same threshold that applies to Title VII. The existing contractor executive order, EO 11246, however, applies to businesses of any size that receive a government contract in excess of $10,000. So a federal contractor executive order that includes sexual orientation and gender identity would extend workplace protections for gay and transgender workers in smaller companies that are doing business with the federal government who would otherwise not be covered under ENDA. A CAP-commissioned poll from late last year showed that a majority of small business owners said that they support these types of policies and that they would not be a financial burden to implement or maintain.
Second, a contractor executive order would ensure that gay and transgender people have the same type of protections currently afforded to women, people of color, and others under EO 11246. Under the proposed ENDA, individuals and groups of individuals must come forward to file discrimination complaints with the Equal Employment Opportunity Commission (which people can do now thanks to Title VII for discrimination based on race, color, religion, sex, and national origin). But people discriminated against by federal contractors based on those five characteristics can also file complaints through the Office of Federal Contract Compliance Programs, or OFCCP, which enforces EO 11246.
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First Thread!
Haven't got to chance to try out posting a new thread on DU3; figure I'd do so under one of my favorite subjects.
Anyone else out there for this group?
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Member since: Fri Jul 16, 2010, 04:00 PM
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