1. History of LGBT at USDA The United States Department of Agriculture Lesbian, Gay, Bisexual and Transgender Special Emphasis Program

2. Sexual Orientation at USDA, April, 1993 Secretary Mike Espy issued the Department’s EEO and Civil Rights Policy Statement which specifically prohibited discrimination and harassment based on sexual orientation

3. Sexual Orientation at USDA June, 1993 A departmental task force was formed to develop recommendations designed to implement the Secretary’s policy regarding sexual orientation.

4. Sexual Orientation at USDA, July, 1999 USDA announced the formation of the second USDA Task Force on Sexual Orientation.

5. Second USDA Task Force on Sexual Orientation Report “ If the Department fully implements its sexual orientation non-discrimination and diversity policy, USDA stands to gain greater openness, job satisfaction, and retention among its’ workforce; increased productivity and customer service; and the prevention of costly complaints. We have estimated the potential savings that could be realized by the Department through this course of action to approximately $23 million annually.”

6. Sexual Orientation at USDA Fall 2000 A Secretary’s Advisory Council on Sexual Orientation was established: Gay, Lesbian Employees Advisory Council (GLEAC).

7. Goals of GLEAC Advise USDA leadership on issues affecting LGBT employees. Assist in the implementation of Departmental polices. Develop and deliver training addressing sexual orientation and gender identity non- discrimination.

8. Sexual Orientation at USDA, June 2009 Secretary Tom Vilsack signed Departmental Regulation 4230-002 creating a Special Emphasis Program for LGBT employees.

9. USDA Secretary Tom Vilsack, USDA Pride Celebration, June 4, 2009 “ We’re going to sign a document that is our collective commitment from the leadership of the Department down to every single employee that suggest that diversity, including gay and lesbian diversity, is going to be celebrated, going to be recognized, and going to be part of the USDA experience.”

10. Sexual Orientation at USDA USDA had the Gay and Lesbian Employees Advisory Council (GLEAC) from 1999 until 2009. From 2009 to Present, USDA has recognized LGBT employees as a Special Emphasis Program just as we recognize employees who are disabled, Hispanic, African-American, Native American, American Indian, Asian and Pacific Islanders, women, and veterans.

11. LGBT Issues Still on the Table in the United States Employee Protections Same Sex Partnerships/ Marriage Equality Domestic Partner Benefits Violence Hate Crimes Don’t Ask, Don’t Tell (achieved)

12. Workplace Issues Still on the Table in the United States Heterosexism (Institutional Homophobia Overt and Hidden) Fear (Harassment and Hostile Work Environment, Jokes, Comments, Threats) Lavender Ceiling (Advancement and Promotion, Unconscious Bias)

13. Workplace Issues Still on the Table in the United States Heterosexism is a system of attitudes, bias and discrimination in favor of opposite-sex sexuality relationships. It can include the presumption that everyone is heterosexual or that opposite-sex attractions and relationships are the only norm and therefore superior. People of any sexual orientation can hold such attitudes and bias. Nonetheless, heterosexism as discrimination ranks gay men, lesbians, bisexuals, transgender people as second-class citizens with regard to various legal and civil rights, economic opportunities, and social equality in the majority of the worlds jurisdictions and societies.

14. Workplace Issues Still on the Table in the United States Heterosexism can be implicit or hidden discrimination operating through invisibility, underrepresentation and erasure. Exclusion of historical and political figures and celebrities homosexuality or bi-sexuality to complete avoidance of mentioning these people and their positive contributions to society. Work environments that tacitly require LGBT employees to reveal their sexual orientation via discussion of their relationship status while heterosexual can discuss their relationships and marital status freely.

15. Workplace Issues Still on the Table in the United States Heterosexism can be implicit or hidden discrimination through the removal of gay- themed materials from public libraries or bookstores or by the refusal to recognize families headed by same-sex partners at businesses or school events.

16. Workplace Issues Still on the Table in the United States Current employees are coming out of the closet. New employees won’t go back in the closet. Some discriminatory attitudes are hardening.

17. A Better Work Place Where diversity and social justice is recognized and respected, overall employee morale goes up. Commitments to LGBT equality and social justice reinforces other commitments to equality such as to women, African American, Hispanics, veterans, persons with disabilities, Asian, Alaskan Native, Native American, etc.

18. A Better Work Place Employees who feel forced to hide their identities, relationships, or life experiences are less effective and lack the cohesion with colleagues they need to best do their jobs. LGBT employees who are out at work are 20% to 30% more productive than their closeted counterparts (from Anchoring Equality).

19. Benefits of An Inclusive Workforce Fewer discrimination lawsuits. A more productive workplace. Allows use the opportunity to better serve all of our customers.

20. Number of Hate Crimes Based on Sexual Orientation 20051171 20061451 20071460 20081617 20091436

21. People Are Being Murdered….. ……..for Being Themselves

22. As a Workforce We Adapt Good Employees work best when they know all the rules. USDA has a non-discrimination policy that includes lesbians, gays, bisexuals, and transgendered individuals. Zero tolerance for discrimination of any kind.

23. Employees in Transition Has happened many times at USDA Likely to be an increase in the number of employees who choose to undergo transition in the workplace. Transition process usually includes the individual living for a year as the new gender before undergoing surgery. Leads to a number of questions.

24. Questions and Transition What bathroom do they use? How are we supposed to address them? How do we respond to co-workers who give them a hard time? New guidelines issued from OPM, and USDA are now being drafted in a policy letter specific to our department.

25. What About Religious Objections? USDA does not change your belief or challenge your faith. USDA does inform you about Human Resource Policy. Your duty as and employee is to comply with USDA’s policies.

26. USDA’s Cultural Transformation Secretary Tom Vilsack has made Cultural Transformation a top priority at USDA. Cultural Transformation includes ensuring the workforce at USDA accurately reflects and represents the public we serve. The USDA LGBT Special Emphasis Program is an important part of the transformation. The LGBT SEP focuses on the needs and issues of the LGBT employee, but also strengthens our ability to provide excellent customer service for all Americans.

27. Thank You! For Attending This Session

28. Maurice W. Dorsey, Ph. D. National Program Leader for Public Policy, NIFA Diversity Officer, and Special Emphasis Program Manager, Lesbian, Gay, Bisexual, and Transgendered Employees mdorsey@nifa.usda.gov 202-720-6014 For Further Information