Finally get that promotion? Get exclusive content, tips and tools to help you excel.
Implicit bias occurs when individuals make judgments about people based on gender, race or other prohibited factors without even realizing they’re doing it.
Is your employee handbook keeping up with the changing world of work? With SHRM's Employee Handbook Builder get peace of mind that your handbook is up-to-date.
Build competencies, establish credibility and advance your career—while earning PDCs—at SHRM Seminars in 12 cities across the U.S. this spring.
#SHRM18 will expand your perspective – on your organization, on your career, and on the way you approach HR. Join us in Chicago June 17-20, 2018
Revisions reflect recent decisions on sexual orientation and gender identity protection
Members may download one copy of our sample forms and templates for your personal use within your organization. Please note that all such forms and policies should be reviewed by your legal counsel for compliance with applicable law, and should be modified to suit your organization’s culture, industry, and practices. Neither members nor non-members may reproduce such samples in any other way (e.g., to republish in a book or use for a commercial purpose) without SHRM’s permission. To request permission for specific items, click on the “reuse permissions” button on the page where you find the item.
As the gender transition of former Olympian Bruce Jenner to Caitlyn Jenner dominates the news and ignites discussion about transgender issues, four federal agencies have released a new guide on the rights available to workers and applicants who allege discrimination based on sexual orientation or gender identity.
The guide, which until now hadn’t been revised for more than a decade, reflects major developments in anti-discrimination law. It’s designed to help lesbian, gay, bisexual and transgender (LGBT) employees make educated decisions about how to pursue claims when they believe they’ve been victims of employment discrimination.
The agencies collaborating on the guide were the U.S. Office of Personnel Management (OPM), the U.S. Equal Employment Opportunity Commission (EEOC), the U.S. Office of Special Counsel (OSC) and the U.S. Merit Systems Protection Board (MSPB).
“We need all of our employees to be focused on making the most of their skills and their ingenuity, rather than worrying about losing their job or not getting promoted due to discrimination,” said OPM Director Katherine Archuleta. “This guide is an important resource for the lesbian, gay, bisexual and transgender members of our federal family.”
“Reissuing this guide is critical, given the developments that have occurred in this area over the last 10 years,” said EEOC chairwoman Jenny Yang. “It illustrates, in plain terms, the breadth of protections available to victims of LGBT discrimination in federal employment and should serve as an invaluable resource to all federal employees.”
The guide is called “Addressing Sexual Orientation and Gender Identity Discrimination in Federal Civilian Employment: A Guide to Employment Rights, Protections, and Responsibilities.”
In a press release, MSPB chairwoman Susan Tsui Grundmann said that her board’s research indicates that federal employees and supervisors struggle with confusion about “the state of protections from sexual orientation discrimination in the workplace.”
The guide describes the rights of federal workers, as well as their agencies’ responsibilities, under Title VII of the Civil Rights Act of 1964, the Civil Service Reform Act of 1978, and other agency and union procedures. It also includes a table showing the differences between procedures available at the EEOC and OSC.
The new guide reflects major federal decisions that have expanded protections under civil service laws, which have banned sexual orientation discrimination since 1980. In August 2014, for instance, the OSC found that these same laws ban gender identity discrimination, resulting from a case of a transgender woman who was unlawfully harassed by agency officials. The EEOC has also issued relatively recent decisions holding that discrimination based on gender identity is illegal, and that sexual orientation discrimination based on gender stereotypes is also unlawful.
Dana Wilkie is an online editor/manager for SHRM.
You have successfully saved this page as a bookmark.
Please confirm that you want to proceed with deleting bookmark.
You have successfully removed bookmark.
Please log in as a SHRM member before saving bookmarks.
Please sign in as a SHRM member before saving bookmarks.
Please purchase a SHRM membership before saving bookmarks.
An error has occurred
Recommended for you
CA Resources at Your Fingertips
SHRM’s HR Vendor Directory contains over 3,200 companies