Additonal Information and Frequently asked questions
What can I say if a customer asks why we have a sticker displayed?
Simply enough, you can say that you are an inclusive business/organization and that you believe that LGBTQ+ people deserve kindness, respect and are welcome in your business/organization.
source: Ithaca Inclusive Space
BELMONT WELCOMES STICKER: HISTORY OF THE FLAG AND EXPLANATION
A special note about pronouns
When someone shares their pronouns with you, use those pronouns. Using the names and pronouns people share with you is the best way to show dignity and respect. If you don’t know someone’s pronouns, you can use their name until you know more. Some people use pronouns like “he” or “her”, some people may use pronouns like “they” or “them”. You can’t tell what pronouns someone uses simply by looking at them. If you are unsure, you can simply use their name and not use pronouns when speaking with them or referring to them. This may take a bit of practice for some people.
source: Ithaca Inclusive Space
A Guide to Understanding Gender Identity and Pronouns : NPR
Article: Talking about Pronouns in the Workplace
Is It Important to Name Both Sexual Orientation and Gender Identity and Expression?
Sexual orientation and gender identity are two distinct categories. Sexual orientation is defined by one’s emotional, romantic, or sexual feelings toward other people. Gender identity is defined by one’s personally held sense of being male, female, a combination of both, or neither. Gender expression refers to things like appearance, clothing, mannerisms and other ways that a person expresses their gender identity. Transgender people have a gender identity that does not necessarily match the sex that they were assigned at birth. Some transgender people identify as gay, lesbian, or bisexual, but others identify as straight or heterosexual. Some people have a gender expression that does not conform to traditional societal expectations, regardless of their sexual orientation or gender identity. A number of LGBTQ organizations offer helpful guides to terms related to sexual orientation and gender identity. Examples include PFLAG’s glossary of terms and “An Ally’s Guide to Terminology” from GLAAD and the Movement Advancement Project.
source: https://lgbtfunders.org/
Massachusetts employment discrimination laws
Massachusetts employment discrimination laws apply to employers with six or more employees, and any employer of a domestic worker regardless of the employer’s size. Employers are prohibited from discriminating against employees based on race, color, religious creed, national origin, ancestry, sex, gender identity, age, criminal record (inquiries only), handicap (disability), mental illness, retaliation, sexual harassment, sexual orientation, active military personnel, and genetics. In addition, employers have an affirmative responsibility to provide parental leave to biological and adoptive parents
Learn more at Mass.gov
EXAMPLES OF NON-DISCRIMINATION POLICIES
The [Institution Name] is committed to diversity and to equal opportunity employment. [Institution Name] does not discriminate on the basis of race, creed, color, ethnicity, national origin, religion, sex, sexual orientation, gender identity and expression, age, height, weight, physical or mental ability (including HIV status), veteran status, military obligations, or marital status. This policy applies to hiring, internal promotions, training, opportunities for advancement, and terminations and applies to all [Institution Name] employees, volunteers, members, clients, and contractors
source: https://lgbtfunders.org/