The LGBTQ rights movements had a long and complicated history in the United States. What started as a small group of individuals fighting for visibility and acceptance has grown into a large movement that is making a real difference in the lives of many people. In this article, we take a look at how far the LGBTQ rights movements has come in the US, and where it could go next.
The beginning of the gay rights movement:
As Building Gay Communities (Chicago 2002) indicates, understanding the LGBT community requires adopting a fundamentally cultural worldview. Building Gay Communities explains why there was a considerable increase in the number of new lesbian/gay groups and their variety beginning in the 1970s. LGBTQ Movements in the United State.
The modern gay rights movement is generally considered to have begun in 1969, with the Stonewall riots in New York City. On June 28th of that year, police raided the Stonewall Inn and attempted to arrest people who were present. The patrons resisted and a riot ensued, lasting for several days. This event marked a key moment in LGBT history, widely recognized as a catalyst for the modern gay rights movement.
THE RIGHTS OF LESBIAN, GAY, BISEXUAL, AND TRANSGENDER PEOPLE
The new atmosphere impacted what the homosexual revolutionaries might achieve. Internal conflicts in the organization have caused the cracks that have resulted in the current internal disagreement. The performers who were the focus of the movement’s advocacy were involved in its establishment.
- The right to equality and freedom from discrimination: Lesbian, Gay, Bisexual, Transgender, and Queer (LGBTQ) people have the right to be treated equally by the law and not discriminated against based on their sexual orientation or gender identity.
- The right to privacy: LGBTQ people have the right to be protected from discrimination in public spaces, at home, and at work. They should also receive protection from surveillance, threats of violence, and other forms of intimidation.
- The right to free expression: LGBTQ people should have the freedom to express themselves without fear of reprisal or censorship. This includes the freedom to engage in peaceful protest and assembly.
- The right to access health care: LGBTQ people have the right to access quality health care services without facing discrimination or stigma based on their gender identity or sexual orientation.
- The right to marry: LGBTQ people should have the same rights as heterosexual couples when it comes to marriage and family formation rights such as adoption and custody rights.
- The right to education: LGBTQ students should be provided with a safe learning environment free from bullying and harassment based on their sexual orientation or gender identity.
PEOPLE DEMANDING SPECIAL RIGHTS
While the LGBTQ community requires unequivocal employment safeguards. The current legal system is complicated, unreliable, and unworkable for both courts and employees. The three cases now before the Court are an example of the problem.
The cases involve three Title VII claims of discrimination on the basis of sexual orientation. Title VII is a federal law that prohibits discrimination in the workplace based on sex, race, color, national origin, and religion. It does not include explicit protections for sexual orientation or gender identity.
Lower courts have split on whether Title VII’s language should be interpreted to cover sexual orientation. The Supreme Court must now decide whether it will allow these protections for LGBTQ people by interpreting Title VII’s language more broadly. Or if it should draw a line here and leave this issue to Congress to address through new legislation. LGBTQ Movements in the United State.
Regardless of how the court rules, there is an urgent need for Congress to pass comprehensive legislation protecting LGBTQ people from discrimination in all areas of life—including employment—throughout the United States. This would ensure that all Americans are treated equally under the law regardless of their sexual orientation or gender identity. Moreover, such legislation would give much-needed clarity. And certainty to employers and employees alike as they navigate their rights and obligations in the workplace.
Gender Identity Discrimination
We argue that the Board must make it clear that biological sex will be included in the definition of “sex” as it is used in federal law. If not, judges and workers will be forced to engage in “lexical bean counting,” as the Zarda decision described it: the difficult process of totaling up incidents of bullying and harassment based on gender as opposed to occurrences especially gender to determine which wins out. Justices in numerous parts of the country disagree with this interpretation, calling it “unsupportable,” “unrealistic,” and “unjustifiable.”
The Board must take into account the fact that gender identity discrimination is real and pervasive in the workplace. Moreover, Title VII’s prohibition of sex discrimination is meant to protect all individuals, regardless of their gender identity. This means that employers should not be allowed to make decisions on the basis of a person’s gender identity or expression.
At the same time, employers should not be forced to provide special accommodations for employees based on their gender identity or expression. The Board should clarify that they are expected to treat all employees fairly and without discrimination. Employers can set reasonable standards for dress, appearance, mannerisms, and behavior that are not based on an employee’s protected status. The EEOC also needs to make clear that transgender individuals may bring claims under Title VII. When they are terminated or discriminated against due to their transgender status or non-conformity with sex stereotypes.
The EEOC needs to use its enforcement powers to ensure that employers comply with federal law by taking swift. And also appropriate action against those who violate these prohibitions. The Board should also consider issuing guidance documents about gender identity discrimination. In order to provide clarification for employers regarding what constitutes unlawful conduct and how it should be addressed.
The full range of our country’s sovereignty should be extended to Gay employees. Unless the Supreme Court rules that Title VII does not prohibit bias based on gender expression. LGBTQ employees may face professional discrimination. LGBTQ Movements in the United State.
Therefore, it is important that all employers recognize the rights of their LGBTQ employees. To be protected against discrimination and to receive equal treatment in the workplace. This includes providing equal pay, benefits, and opportunities for advancement. Additionally, employers should create policies to ensure an employee’s gender identity. Or expression will not be used as a basis for making any employment decisions. This will ensure that everyone is treated equally and fairly in the workplace regardless of sexual orientation or gender identity.