Protecting the LGBTQ Community By Tora Stringfield, Office Manager The lesbians, gays, bisexuals, transgender, and questioning (LGBTQ) are a minority community that has been subject to discrimination for a long time in history relative to the different perceptions expressed. Many studies have proven that they are not perceived as a homogenous community (Domínguez, Bobele, Coppock, & Peña, 2015). Controversies still exist despite the increased attention on LGBTQ rights as the society remains discriminative, which necessitates increased awareness of minority rights. Discrimination has been a long-standing issue when discussing LGBTQ issues. The bias expressed towards the LGBTQ community often tends to be different from that which is perceived by other groups. Quasha (2014) notes that societies tend to be more hostile to people who identify with this community because of the negative perceptions associated with such types of sexuality. A relevant example is that gay attorneys tend not to be welcomed in the legal environment. The findings underline that such individuals are more likely to miss on opportunity-to-learn resources in social and work environments because of the community’s negative beliefs (Quasha, 2014). Based on the report, it is underlined that the LGBTQ community has not perceived much positive development because they are still subjected to stigma for identifying with questionable sexuality that does not conform to the societal perceptions. The other challenge the LGBTQ community faces despite the many years of awareness of minority rights is the loss of trust. People still fear associating with this community, which often results in unfair treatment (Sanscartier & MacDonald, 2019). For example, 19 percent of the LGBTQ community workers were either sacked or decided to quit their work because of their sexual orientation (McConatha & DiGregorio, 2016). The finding underlines the magnitude of discrimination expressed towards the LGBTQ that either makes employers sack their employees or subject the workers to stress to the extent that they opt to resign. Even though 18
|
pridecenter OF THE CAPITAL REGION
there has been increased sensitization over the years on the need to avoid discrimination against minority groups, including LGBTQ, people still fear associating with people with such sexual identities. The findings underline the fact that employers are more likely to sack members of the LGBTQ when tensions arise in the workplace. Based on the reports on the extent of discrimination and bias expressed towards members of the LGBTQ community, it is recommended that people should be more accommodative. Allowing more public sensitization should be done in social institutions and workplaces to understand that everyone’s rights should be protected and respected. No one should be judged based on their sexual orientation or other social dimensions (Stewart, 2018). The realization that different states have varying laws on the concept of LGBT rights should also be a subject to focus on in the future (McConatha & DiGregorio, 2016). There must be one language expressed to the public so that people are not treated differently in different states because this forms the foundation for discrimination. In summary, the long-standing issues that have been apparent over the years despite the efforts to sensitize the public on LGBTQ include rampant discrimination and the loss of trust. As a result, people with such sexual identities tend to be stressed and subjected to unfair treatment. It is recommended that there be more public awareness of the rights of LGBTQ communities and that states should all communicate one language to avoid creating varying perceptions on the LGBTQ. References Domínguez, D. G., Bobele, M., Coppock, J., & Peña, E. (2015). LGBTQ relationally based positive psychology: An inclusive and systemic framework. Psychological Services, 12(2), 177–185. https://doi.org/10.1037/a0038824 McConatha, M., & DiGregorio, N. (2016). Supporting diversity: Creating new constructs of families and communities in the virtual world. International Journal of Diversity in Education, 16(1), 1–18. Quasha, S. (2014). A Review of “Creating Safe and Supportive Learning Environments: A Guide for Working with Lesbian, Gay, Bisexual, Transgender, and Questioning Youth and Families.” Journal of Gay & Lesbian Mental
