User talk:Torrey T/sandbox

https://en.wikipedia.org/wiki/Intersex

Could add the history of intersex in Native American tribes, and their religious views.

https://en.wikipedia.org/wiki/History_of_cross-dressing

This page needs more information about the history of cross dressing in early American culture. Focusing on the westward expansion and how cross-dressing was acceptable. — Preceding unsigned comment added by Torrey T (talk • contribs) 03:46, 6 November 2020 (UTC)

https://en.wikipedia.org/wiki/Sexual_orientation_discrimination

This page needs a lot more sources and information. Especially the history of the discrimination of people with different sexual orientations. — Preceding unsigned comment added by Torrey T (talk • contribs) 04:07, 6 November 2020 (UTC)

Sexual orientation discrimination bibliography
Almeida, J., Johnson, R. M., Corliss, H. L., Molnar, B. E., & Azrael, D. (2009). Emotional Distress Among LGBT Youth: The Influence of Perceived Discrimination Based on Sexual Orientation. Journal of Youth & Adolescence, 38(7), 1001–1014. https://doi.org/10.1007/s10964-009-9397-9

Berg, N., & Lien, D. (2018). MEASURING THE EFFECT OF SEXUAL ORIENTATION ON INCOME: EVIDENCE OF DISCRIMINATION? Wiley Online Library. https://onlinelibrary.wiley.com/doi/full/10.1093/cep/20.4.394

Elmslie, B., & Tebaldi, E. (2007). Sexual Orientation and Labor Market Discrimination. Journal of Labor Research, 28(3), 436–453. https://doi.org/10.1007/s12122-007-9006-1

Mertus, J. (2007). The Rejection of Human Rights Framings: The Case of LGBT Advocacy in the US. Human Rights Quarterly, 29(4), 1036–1064. JSTOR.

Nadal, K. L. (2013). A brief history of lesbian, gay, bisexual, and transgender people and civil rights. In That’s so gay! Microaggressions and the lesbian, gay, bisexual, and transgender community(pp. 14–37). American Psychological Association. https://doi.org/10.1037/14093-002

Sears, B., & Mallory, C. (2011). Documented Evidence of Employment Discrimination & Its Effects on LGBT People. https://escholarship.org/uc/item/03m1g5sg

Vitulli, E. (2010). A Defining Moment in Civil Rights History? The Employment Non-Discrimination Act, Trans-Inclusion, and Homonormativity. Sexuality Research and Social Policy, 7(3), 155–167. https://doi.org/10.1007/s13178-010-0015-0 — Preceding unsigned comment added by Torrey T (talk • contribs) 21:04, 13 November 2020 (UTC)

Sexual Orientation discrimination draft
There has been a long history of sexual orientation discrimination in many areas of society. Work place discrimination has become a major spot for discrimination based on sexual orientation. Places of work have denied people jobs strictly based on their sexuality, this could also happen at certain schools or universities. Sexual orientation has no influence on a person's ability to perform a certain job, yet employers consider it a disadvantage. It was reported that a little more than one third of LGBT+ people told their coworkers what their sexual orientation was (Sears, 2011). Which was justified by either wanting personal privacy in the workplace or in fear of getting fired. It was reported in a survey that individuals who were out about their sexuality to their coworkers experienced more harassment, with 16 percent of those people losing their jobs (Sears, 2011). The fear of harassment is sufficient enough to prevent individuals to come out to their coworkers (Ryan & Wessel, 2012). Harassment in the workplace can be damaging to a person’s well-being and quality of work. Sexual orientation harassment is defined as treating someone poorly or acting in a negative way towards them due to their sexual orientation. Harassment does not have to be specifically directed towards one individual. For example, gay jokes/slurs could be said without the person knowing a member in the workplace is a part of the LGBT+ community (Ryan & Wessel, 2012). This type of harassment will typically go on without another coworker intervening because it is harder for people to perceive it as sexual orientation harassment. A study found that people are less likely to directly intervene after an incident of sexual orientation harassment (Ryan & Wessel, 2012). Less than 20% of the observers in the situation immediately intervened to stop the harassment (Ryan & Wessel, 2012). This shows how vulnerable members of the LGBT+ community are to workplace harassment. The Employment Non-Discrimination Act was first proposed in 1970, 1994, 1995, 1996 to help stop or reduce employee discrimination but was rejected each time (Berg & Lien, 2002). There have since been laws that protect members of the LGBT+ community from discrimination. The United States Equal Employment Opportunity Commission states that discrimination against sexual orientation falls under the protection against discrimination against a person’s sex (EEOC, 2020). However, sexual orientation discrimination has been determined to affect an individual’s income. Specifically targeting gay men. It was found that homosexual men make less money compared to heterosexual men. The income difference found showed homosexual males made 7 percent less than heterosexual males (Elmslie & Tebaldi, 2007). Majority of the discrimination was found to take place in more male-dominated industries like construction, production, and maintenance (Elmslie & Tebaldi, 2007). These types of jobs that show higher levels of discrimination don’t require a lot of interactions with customers. Whereas, gay men were reportedly more likely to hold positions in jobs that requires them to interact with customers (Elmslie & Tebaldi, 2007).

Comments on Sexual orientation discrimination draft
Hello Torrey T. Your draft would benefit from breaking up your long paragraph into sections. You could organize by first defining sexual orientation discrimination. You also describe sexual orientation harassment, which is different from discrimination. I'd cut the sentence about this long history, unless you intend to offer a history of the issue. Next, you could provide information about studies/stats on this issue in the workplace. Also, be as specific as possible. What institution reported (and when) that "It was reported that a little more than one third of LGBT+ people told their coworkers what their sexual orientation was." What survey reported "that individuals who were out about their sexuality to their coworkers experienced more harassment, with 16 percent of those people losing their jobs." While you have citations for these, being specific in the text itself would add clarity to your revisions. Lastly, you offer some solutions to workplace discrimination, such as the attempt to pass the Employment Non-Discrimination Act. I suggest linking to the Wikipedia page on Employment Non-Discrimination Act.Dr. Biro Walters (talk) 19:41, 20 November 2020 (UTC)

Sexual Orientation discrimination
Sexual Orientation Discrimination The long history of sexual orientation discrimination has been highly centered around the workplace and schools. The workplace is notorious for sexual orientation discrimination because of workers being denied employment strictly because of their sexual orientation. This type of discrimination can also take place in schools or universities. There is no data to support the assertion that sexual orientation, specifically homosexuality, negatively influences a person's ability to perform a job, however, it has and still is considered a disadvantage by some employers. Roughly one-third of the LGBTQ+ community told their employers their sexual orientation according to the General Social Survey that was conducted in 2008 (Sears, 2011). The low percentage reflects LGBTQ+ community's fear of dismissal or harassment in their workplaces (Sears, 2011). According to the General Social Survey, individuals who were “out” about their sexuality to their coworkers experienced more harassment, 16 percent of those people were fired (Sears, 2011). The fear of harassment is sufficient enough to prevent individuals to come out to their coworkers (Ryan & Wessel, 2012). Harassment in the workplace is damaging to a person’s well-being and quality of work. Sexual orientation harassment is defined as treating someone poorly or acting in a negative way towards them due to their sexual orientation, which is a form of discrimination (Ryan & Wessel, 2012). Harassment does not have to be specifically directed towards one individual. For example, gay jokes/slurs said without the person knowing a member in the workplace is a part of the LGBT+ community is an indirect form of harassment that is often unaddressed (Ryan & Wessel, 2012). This type of harassment often continues without another coworker intervening because it is harder for people to perceive it as sexual orientation harassment. A study conducted by Ryan and Wessel (2012), found that people are less likely to directly intervene after an incident of sexual orientation harassment. Less than 20% of the observers in the study immediately intervened to stop the harassment, which demonstrates the vulnerability of the LGBTQ+ community in the workplace (Ryan & Wessel, 2012). The Employment Non-Discrimination Act (ENDA), a law to help reduce workplace discrimination, was rejected four times after its initial proposal in 1970 (Berg & Lien, 2002). Since then, several anti-discriminatory laws have been passed to protect workers belonging to the LGBTQ+ community. The United States Equal Employment Opportunity Commission, created in 1965, states that discrimination against sexual orientation falls under the protection against discrimination against a person’s sex (Sex-Based Discrimination, 2020). However, SOD has been determined to be an economic issue that has most notably targeted gay men by decreasing their income. It was found that homosexual men make less money compared to heterosexual men. The income difference found showed homosexual males made 7 percent less than heterosexual males (Elmslie & Tebaldi, 2007). The majority of this form of discrimination was found to take place in more male-dominated industries like construction, production, and maintenance (Elmslie & Tebaldi, 2007). The types of jobs that show higher levels of discrimination do not require a lot of interactions with customers. The fact that gay men now often hold positions that require a lot of customer interaction demonstrates the former (Elmslie & Tebaldi, 2007).

Berg, N., & Lien, D. (2018). MEASURING THE EFFECT OF SEXUAL ORIENTATION ON INCOME: EVIDENCE OF DISCRIMINATION? Wiley Online Library. https://onlinelibrary.wiley.com/doi/full/10.1093/cep/20.4.394 Elmslie, B., & Tebaldi, E. (2007). Sexual Orientation and Labor Market Discrimination. Journal of Labor Research, 28(3), 436–453. https://doi.org/10.1007/s12122-007-9006-1 Sears, B., & Mallory, C. (2011). Documented Evidence of Employment Discrimination & Its Effects on LGBT People. https://escholarship.org/uc/item/03m1g5sg Ryan, A.M. and Wessel, J.L. (2012), Sexual orientation harassment in the workplace: When do observers intervene?. J. Organiz. Behav., 33: 488-509. https://doi.org/10.1002/job.765 Sex-Based Discrimination. (2020). U.S. Equal Employment Opportunity Commission. https://www.eeoc.gov/sex-based-discrimination — Preceding unsigned comment added by Torrey T (talk • contribs) 17:14, 2 December 2020 (UTC)