Lesbian, Gay, Bisexual, Transgender, Queer, Intersex, Asexual. Pronouns are linguistic tools that we use to refer to people. (i.e. they/them/theirs, she/her/hers, he/him/his). It is important to give people the opportunity to state the pronoun that is correct to use when referring to them. For more info on Pronouns, see below.
Gender identity is not necessarily the same as sex assigned or presumed at birth. For more info on Identity, see below.
Attitudes and beliefs about same-sex sexual orientation vary substantially across cultures. Gays and Lesbians of color must learn to manage and negotiate the divergent values and expectations of the racial/ethnic cultural groups of which they are a part. For more info on Race Dynamics, see below.
There are various forms of Microaggressions which serve to insult, demean, or exemplify prejudice against members of the LGBTQIA+ community. For more info on Microaggressions, see below.
Lesbian, Gay, Bisexual, Transgender, Queer, Intersex, Asexual. Pronouns are linguistic tools that we use to refer to people. (i.e. they/them/theirs, she/her/hers, he/him/his). It is important to give people the opportunity to state the pronoun that is correct to use when referring to them.
To value and honor that LGBTQIA+ individuals are complex, multifaceted, and whole.
We work with DEI professionals to train colleagues and support individuals in appropriately referring to each other. Contact us
An individual’s inner sense of being male, female or another gender. Gender identity is not necessarily the same as sex assigned or presumed at birth. Everyone has a gender identity. This is not an exhaustive list.
LESBIAN: A woman whose primary sexual and romantic attraction is to other women.
GAY: A term that can be used to describe either a man whose primary sexual and romantic attraction is to other men or to reference anyone whose primary sexual and romantic attraction is to a person who is the same sex as themselves.
BISEXUAL: A person who has significant sexual, romantic and/or spiritual attractions to both men and women or someone who identifies as a member of this community.
TRANSGENDER: Refers to people whose gender identity, one’s inner sense of being male, female, or something else, differs from their assigned or presumed sex at birth.
QUEER: A traditionally pejorative term for LGBTQ people that has been reclaimed by some LGBTQ activists, who use it self-descriptively as a means to empower the LGBTQ community.
INTERSEX: An umbrella term used to describe a wide range of natural bodily variations. Intersex people are born with sex characteristics that do not fit typical binary notions of bodies designated “male” or “female.” In some cases, intersex traits are visible at birth, while in others they are not apparent until puberty. Some intersex variations may not be visibly apparent at all. Some people who are intersex identify as binary; others do not. People with intersex conditions should not be assumed to be transgender.
ASEXUAL Or “ace.” Someone who experiences little to no sexual attraction. They are not to be confused with “aromantic people,” who experience little or no romantic attraction. Asexual people do not always identify as aromantic; aromantic people do not always identify as asexual.
PANSEXUAL Someone who is attracted to people of all gender identities. Or someone who is attracted to a person’s qualities regardless of their gender identity. (The prefix “pan” means “all,” rejecting the gender binary that some argue is implied by “bisexual.”)
CISGENDER Someone whose gender identity matches the sex they were assigned at birth.
NONBINARY A person who identifies as neither male nor female and sees themselves outside the gender binary. This is sometimes shortened to N.B. or enby.
Why: We are all born with unique characteristics and traits which should be celebrated and accepted.
We will work with DEI professionals to ensure that you have identity-inclusive policies and procedures within the organization. Contact us
Much of the information about sexual identity development is derived from research with White gay men and is based on perspectives that emphasize comparisons with, and deviations from, majority group norms. Attitudes and beliefs about same-sex sexual orientation vary substantially across cultures.
Gays and Lesbians of color must learn to manage and negotiate the divergent values and expectations of the racial/ethnic cultural groups of which they are a part. Family and religion are primary sources of emotional support among many racial/ ethnic minorities, and this is particularly true for African Americans and Latinos who must confront racism and prejudice in the dominant culture in the United States. However, there is a pervasive anti-gay-and-lesbian sentiment also has been identified within the families and religious communities of men & women of color.
Why: Racial/ethnic minority men and women who come to identify as lesbian must confront the norms and expectations of both the majority and minority cultures in which they live.
We work with DEI professionals to ensure that LGBTQIA+ members of color enjoy the same benefits and experiences as all colleagues. Contact us
1. Use of heterosexist or transphobic terminology (i.e., when offensive language is used towards or about LGBT people). For instance, it is commonplace for young people to use the word “faggot” casually when describing someone as weak.
2. Discomfort/ Disapproval of LGBT experience (i.e., when LGBT individuals are treated with disrespect or condemnation because of their sexual orientation or gender presentation). One example includes a person staring at a same-sex couple holding hands, while another may be someone who makes prejudicial remarks about a transgender person.
3. Assumption of Sexual Pathology and Abnormality (i.e., when LGBT persons are presumed to be oversexualized or sexual deviants). One instance includes when someone presumes that all LGBT people may have HIV/AIDS, or stereotypes LGBT people as child molesters.
Why: A person makes assumptions based on individual experience or stereotypical conditioning.
The Fix: We work with DEI professionals to identify and address offensive and insulting language in the workplace. Contact us
Race differences in self-perception and locus of control during adolescence and early adulthood: methodological implications. – Tashakkori & Thompson VD.
Self-Perceptions of Black Americans: Self-Esteem and Personal Efficacy – Hughes & Demo
Self-Perception Theory – Daryl Bem