Accepting LGBTQ in school environment

                                                                         

On June 29, the policy outlines actions that DepEd employees and school administrators should do. Incorporating gender, sexuality, and human rights into teacher training programs and school curricula, honoring and celebrating Women's Month, LGBT Pride Month, and Human Rights Month are just a few of the measures that need to be taken.

      These not only make children feel included and welcome in school settings, but also assist keep them safe from violence. The DepEd order serves as a timely reminder that discrimination against anyone on the basis of their gender, sexual orientation, or gender identity is wrong. It needs teeth, though. Human Rights Watch has observed that although there are wonderful protections for LGBT students in Philippine schools, they are frequently not put into practice or upheld. For instance, many LGBT students are ignorant that bullying is forbidden and don't think they can do anything to stop it years after the Anti-Bullying Law was passed. Similar to how many administrators and teachers are ignorant of the law, insensitive to abuses against LGBT kids, or even worse, participate in them, contributing to a climate of fear.

      If the DepEd is serious about curbing discrimination in schools, it should develop actionable strategies to combat discrimination against and exclusion of LGBT youth. And it should aggressively carry out those strategies, ensuring that teachers and students are aware of best practices and have meaningful redress when their rights are violated. There are concrete ways for the DepEd to turn platitudes into protections. Instead of merely condemning it, the DepEd should issue a standardized policy prohibiting discrimination on the basis of sexual orientation and gender identity in all public and private schools, and train school personnel to enforce it. In light of widespread abuse of transgender students—which can cause them to miss class, skip school, or even drop out—the DepEd should instruct all public and private schools to permit students to wear uniforms, sport hairstyles, and access facilities consistent with their self-expressed gender identity.

The DepEd should create workable ways to address discrimination against and exclusion of LGBT kids if it is serious about reducing prejudice in schools. Additionally, it must vigorously implement these measures, making sure that both teachers and students are informed of best practices and have access to effective recourse when their rights are violated. The DepEd can transform platitudes into protections in a number of practical ways. The DepEd should enact a uniform policy against discrimination based on sexual orientation and gender identity in all public and private schools and teach school staff to enforce it, as opposed to merely denouncing it. The DepEd should inform all public and private schools about the pervasive abuse of transgender kids, which can cause them to miss class, leave school, or even drop out.

 

        It should create LGBT counselor training, publish LGBT-related print and online resources, and encourage LGBT peer support groups in secondary schools. And it should embed LGBT-inclusive resources within the sexuality education modules that instructors utilize, rather than merely endorsing the significance of inclusive curriculum. While advocating for gender-responsive education is a worthwhile first step, it is merely the beginning of a comprehensive plan to abolish prejudice towards LGBT students in the classroom. The DepEd should solidify its position as an advocate for the rights of all students in the upcoming months by giving those rights purpose.

       BetterUp, as reported by BetterUp.com

"Equality means more than passing laws," LGBTQ+ activist Barbara Gittings previously declared. In our communities' hearts and minds, the battle has truly been won.

       Political victories are crucial for the LGBTQ+ community, but real LGBTQ acceptance goes beyond that. When we feel appreciated, acknowledged, and cherished by our friends, coworkers, and family, the true battle will have been won, as Barbara Gittings once stated. We eagerly anticipate the day when every LGBTQ person will feel free to be themselves, without having to hide their affection for or identification with a particular group. The good news is that LGBTQ acceptance is rising globally. In 2022, there was a record amount of LGBTQ representation in the media. LGBTQ rights are dividing people less and less over the world.

        The good news is that acceptance of LGBTQ people is rising globally. In 2022, the proportion of LGBTQ people in the media grew to a new high. Concern about LGBTQ rights is becoming more universal. In addition, 72% of Americans now think that society should tolerate homosexuality, up from just 42% in 2007. It is true what they say: the LGBTQ Community is beginning to get acceptance in the globe.

        Furthermore, according to Iamsinstitute, knowing acceptance and rejection of LGBTI individuals is essential to comprehending violence, discrimination, and the other adverse effects brought on by exclusion and unfair treatment. The views and ideas of those around them have a significant impact on sexual and gender minorities everywhere in the world. Low acceptance is linked to bullying and violence, physical and mental health issues, employment discrimination, and underrepresentation in civic leadership positions. Exclusion may also have a negative impact on employee productivity and corporate earnings. Not just our school environment, but also jobs and employment are impacted by the LGBTQ.

             Law School at the William Institute,

1 Employment discrimination and harassment against LGBT people has been documented in numerous sources and has been found to have a negative impact on employees' health and wellbeing as well as to decrease their commitment to and satisfaction with their jobs. Over 8 million workers in the U.S. identify as LGBT.

         This research uses a survey of 935 LGBT individuals taken in May 2021 to evaluate experiences of employment discrimination and harassment towards LGBT persons. Adults working as of March 2020 were evaluated for lifetime, five-year, and recent discrimination, which was right before several businesses were forced to close due to COVID-19.

         Accordingly, this survey is one of the first to gather information about experiences of sexual orientation and gender identity employment discrimination during the COVID-19 pandemic and in the year following the U.S. Supreme Court’s decision in Bostock v. Clayton County,2 which held that employment discrimination against LGBT people is prohibited by the Title VII of the Civil Rights Act of 1964.3

Our analysis indicates that employment discrimination against LGBT people continues to be persistent and widespread. Over 40% of LGBT workers (45.5%) reported experiencing unfair treatment at work, including being fired, not hired, or harassed because of their sexual orientation or gender identity at some point in their lives. This discrimination and harassment is ongoing: nearly one-third (31.1%) of LGBT respondents reported that they experienced discrimination or harassment within the past five years.

As a result, this poll is among the first to collect data on instances of employment discrimination based on sexual orientation and gender identity during the COVID-19 pandemic and in the year that followed the U.S. the ruling by the Supreme Court in Bostock v. Clayton County2 that the Civil Rights Act of 1964's Title VII forbids discrimination against LGBT individuals in the workplace.

Our data shows that there is still pervasive and significant workplace discrimination against LGBT people. At some time in their careers, more than 40% of LGBT workers (45.5%) reported having encountered unfair treatment at work, such as being fired, not recruited, or harassed because of their sexual orientation or gender identity. The LGBT respondents claimed that they have encountered approximately one-third (31.1%) of the ongoing discrimination and harassment.