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The Obergefell ruling had an immediate effect on Beth and Krista Wurz. Though the two had been married since October 12, 2010—the ceremony took place in New Hampshire, where marriage equality had been implemented that January—the couple still lacked protections since Georgia did not recognize same-sex marriages.
That changed in 2015. After Obergefell, Krista and Beth could access most of the same rights and privileges of other married couples in Georgia. The immediate impact was on their health insurance: Krista and the couple’s children became eligible to access it through Beth’s employer, and Beth says her employer moved swiftly to comply.
However, the law is still murky in some areas, most notably regarding explicit civil rights protections for LGBT Georgians—which don’t exist—and family law. Krista and Beth have technically needed to adopt their children individually as “single” parents, even though they are married. That’s cost them $12,000, a financial hardship that’s greater than what opposite-sex married couples face.
“LGBT parents who have biological children can list both parents’ names on the newborn’s birth certificate, but attorneys are still advising LGBT parents to complete second-parent adoptions. This is a step that heterosexual married couples are not required to take.” —Beth Wurz
“LGBT parents who have biological children can list both parents’ names on the newborn’s birth certificate, but attorneys are still advising LGBT parents to complete second-parent adoptions,” Beth says. “This is a step that heterosexual married couples are not required to take.”
And Beth says the lack of legal clarity has left attorneys hesitant to file their second-parent adoptions in court.
“It’s two years later, and our family is still split down the middle,” she says. “We desperately need comprehensive LGBT civil rights protections in Georgia.”
Nancy and Stephanie have experienced discrimination firsthand. After their marriage, Nancy and Stephanie wanted to update their wills to ensure the other would be protected from hardship if anything unexpected happened.
They were matched with a lawyer through Nancy’s employer, which she figured would be best since her employer is very supportive of its LGBT employees. So she was shocked when she called the lawyer, and he refused to work with her.
“He responded that he could not work with me as it was against his religious principles,” she says. “I was stunned. This is Atlanta in 2017!”
“He responded that he could not work with me as it was against his religious principles. I was stunned … this is Atlanta in 2017! So while we celebrate the SCOTUS marriage anniversary and all that means, I’m aware that additional protections still need to be in place for families like mine.” —Nancy Kropf
It was a rude awakening for Nancy that even though her and Stephanie have the legal protections of a married couple, they don’t yet have the full protection from discrimination that other Georgia residents enjoy.
“So while we celebrate the SCOTUS marriage anniversary and all that means,” Nancy says, “I’m aware that additional protections still need to be in place for families like mine.”
Marisa and Andrea DeRossett are thankful that, for the last two years, their marriage has been recognized in their home state of Georgia. And this legal recognition isn’t just important to them—it’s most important for their two children.
But, they say, the fight for equal rights didn’t end for them or other LGBT people on June 26th, 2015. Until state or federal law is updated to recognize their civil rights, LGBT people, including married couples, can still face discrimination in employment, housing and public places.
“Until there is comprehensive civil rights legislation in Georgia that protects us and our family from blatant and insidious discrimination, we must continue to fight for our rights as a couple, as a family and as members of the LGBTQ community.” —Marisa DeRossett
“Until there is comprehensive civil rights legislation in Georgia that protects us and our family from blatant and insidious discrimination,” Marisa says, “We must continue to fight for our rights as a couple, as a family and as members of the LGBTQ community.”
Father’s Day is this Sunday, and to celebrate we’re telling the stories of four special families who have one thing in common—all are headed by two dads.
These dads exemplify what it means to be a father: They’re committed partners in parenting, who work hard to provide for their families. And they’re fiercely devoted to their kids.
But there’s one crucial difference: Because Georgia law lacks explicit, LGBT-inclusive non-discrimination protections, these fathers are more likely to face discrimination at work, in housing, and in public places. On top of that, they’ve had to work harder to access their rights as parents.
That’s why for Father’s Day, they deserve an especially big shout-out:
Derek Broussard and Donnie Cormier have been together for 12 years. Four years ago, they officially tied the knot—and then completed their family by adopting their son, Dax, not long after.
Derek and Donnie feel the same joy all fathers feel watching their children grow. But for them, that joy is tempered by worry about barriers Dax might face because his parents are gay. Dax is four years old now, meaning soon he’ll leave their home for preschool and other public places where he, and his parents, can be legally discriminated against.
“Having non-discrimination protections for gay fathers would really provide peace of mind for our family and families just like ours.” –Derek Broussard
“Having non-discrimination protections for gay fathers would really provide peace of mind for our family and families just like ours,” Derek says, noting that although that hasn’t happened yet in Georgia, the introduction last year of bi-partisan legislation that would address anti-LGBT discrimination in Georgia gives him hope.
Darryl Holloman and Glyn Williams have been together for 23 years and married for four. They’re the parents of 7-year-old twin boys, Delbert and Delvin.
When Darryl talks publicly about his family, he knows people immediately focus on the big, obvious difference—that they’re two dads. But what he wants people to realize about that difference is that it’s only surface level. There’s much more that unites him and Glyn with the other fathers of the world.
“I think it is important to remember that we are not a ‘gay family’—we are just a family with two dads,” he says. “We simply want what all fathers want for our children: For them to have a great education, live in a safe neighborhood, have the freedom to make their own choices as they grow, and to live happy and productive lives.”
“I think it is important to remember that we are not a “gay family”—we are just a family with two dads.” –Darryl Holloman
But when both Darryl and Glyn can be legally targeted for discrimination, it makes achieving those goals for Delbert and Delvin so much harder.
Talking with their children about discrimination, the law, and what it means for their family is something same-sex parents all handle differently.
Some introduce the concept when their children are small. Others are forced to address it when something happens—like if a parent is discriminated against or fired from their job because they’re gay.
Rob and Clay Calhoun, who have careers in public education and corporate America, haven’t shied away from discussing discrimination with their two kids: Rainey, 14, and Jimmy, 11.
They really can’t shy away, because employment discrimination could affect their family at any time.
“Our two beloved kids are stunned that either of their parents can be legally fired from our jobs simply for being gay.” –Rob Calhoun.
“Our two beloved kids are stunned that either of their parents can be legally fired from our jobs simply for being gay,” Rob says. “Without statewide non-discrimination protections, this is a fact of life.”
In 2007, Jim Bass and Ken Adcox of Alpharetta became the proud parents of a son, Aaron, who they adopted when he was 3 months old. Over the next several years, their family increased again, and again. After Aaron came Katie, and then Will.
The pair had long had dreams of becoming parents. But as their lives changed with each new edition to their family, one thing stubbornly did not change: the law, under which they and their children can be discriminated against because Jim and Ken gay.
The pair are optimistic, though. Last year’s successful defense against anti-LGBT bills in the legislature, as well as the historic introduction of bills that would enact LGBT-inclusive civil rights protections, shows that public attitudes about LGBT discrimination can change just as fast as their family has.
CLICK HERE to read the original article at Atlanta Business Chronicle.
By Gabrielle Claiborne
Forward-thinking Atlanta companies recognize that transgender inclusion is good for business. They know North Carolina lost nearly $400 million in revenue as a result of exclusionary legislation. Consequently, Georgia businesses are taking action to let transgender workers and customers know they are valued.
“We are renovating our customer restrooms and the employee locker rooms. How can we make them more trans-friendly?” The manager of the Atlanta Ikea store recently reached out to my transgender diversity consulting firm with this question.
Trans-friendly restrooms are just the beginning when it comes to the steps companies are taking to insure inclusion. Kaiser Permanente offers both care and coverage for their patients. They recently added transition-related coverage to all their insurance benefits nationally. To help employees understand their trans patients, they rolled out an online training module. To add a personal touch, Kaiser Permanente’s local business resource group, KP Pride, invited my company to do a training on respectful interactions with trans patients and colleagues. Emory Healthcare booked a similar training for their call center employees.
Training initiatives at progressive companies are being driven by an awareness that Georgia is one of four states with the highest population of trans people. According to a 2016 Williams Institute report, 0.08 percent of Georgia’s citizens, approximately 7,750 residents, are transgender.
Trans-inclusive local, national and international companies not only seek to provide customer service training; they also recognize transgender people in their marketing. Hallmark now has a greeting card celebrating a person’s gender transition. During the 2016 Summer Olympics, Nike aired a commercial featuring the first transgender athlete to make the U.S. men’s team. This year, Vicks released an advertisement highlighting the motherly love of a transgender woman in India.
Along with making transgender customers feel valued, companies are engaging in seven best practices to fully include their trans employees. First, companies provide training to help all their staff become more knowledgeable about transgender colleagues. Let’s face it, prior to Caitlyn Jenner’s transition in 2015, most Americans knew nothing about trans people. Consequently, people are just now in the process of learning about the transgender experience. Workplace trainings that create awareness of outdated, but deeply held, cultural assumptions about gender are a critical step in helping workers become accepting of trans colleagues. Such trainings need to be delivered in a variety of contexts over a period of time until transgender inclusion becomes a normal part of the workplace culture.
Companies that are serious about full trans inclusion also establish guidelines for employees who are transitioning. These guidelines spell out who is responsible for facilitating the various aspects of an employee’s transition, and indicate items to be included in a worker’s individualized transition timeline. Organizations share these guidelines with all current employees and new hires. Specialized training is provided for those most directly involved in facilitating an employee’s transition. One national financial institution hired us to consult with their C-suite to promote support from the top down for their new transitioning guidelines.
Trans-inclusive companies also provide transition-related coverage for employees and their dependents. As previously discussed, they work to create gender-inclusive bathrooms and locker rooms.
Talent acquisition and development is a fifth focus area. Companies engaging in best practices are intentional about including the terms “gender identity” and “gender expression” in their recruiting materials. They strategically send recruiters to Pride festivals and belong to their local and the National Gay and Lesbian Chamber of Commerce (which include trans-owned companies among their memberships).
Interacting with these chambers is also a great way for companies to grow their transgender supplier diversity. Going the proverbial “second mile” and financially sponsoring these, and other organizations that support trans people, is another way companies show their commitment to inclusion.
Georgia companies know that transgender inclusion is good business. As an Atlanta native, I am thrilled to see local businesses take concrete steps to welcome my transgender siblings, and to put our many talents to use in the workplace.
The 2016–2017 legislative session was a turning point for LGBT non-discrimination in Georgia.
Lawmakers introduced a record 5 pieces of legislation that addressed the fact that Georgia has no statewide civil rights laws, including 3 LGBT-inclusive bills—the first time in history a comprehensive, LGBT-inclusive civil rights bill has been introduced in Georgia.
Even more groundbreaking was the fact that 3 of these 5 pieces of legislation were bipartisan in nature. House Bills 627 and 629, sponsored by Republican Rep. Rich Golick, were steps in the right direction in that they tackled employment and public accommodations discrimination.
Unfortunately, they didn’t go far enough. HB 627 lacked protections for transgender Georgians, and HB 629 lacked protections for all LGBT Georgians. Georgia Unites, however, is committed to continuing to work with lawmakers on both sides of the aisle to ensure that comprehensive and inclusive civil rights legislation advance.
#HR404 is an important first step to addressing the problem of #LGBT discrimination in GA. #GApol: Advance HR404! https://t.co/IlNb3neMv5 pic.twitter.com/5lmEHixf1m
— Georgia Unites (@GeorgiaUnites) March 15, 2017
The third bipartisan bill, House Resolution 404—co-sponsored by Republican Rep. Wendell Willard—is an LGBT-inclusive bill that would establish a bicameral study committee tasked with exploring the need for LGBT-inclusive non-discrimination laws in Georgia. This is an opportunity for LGBT Georgians to stand before lawmakers and tell them, face-to-face, their experiences with discrimination and to testify in support of inclusive non-discrimination protections.
Thank you Sen @Lester_Jackson for making history & championing #LGBT-inclusive civil rights protections: https://t.co/kKSJY2vLFR pic.twitter.com/mMcYwiuRnl
— Georgia Unites (@GeorgiaUnites) February 9, 2017
The two other pieces of legislation, Senate Bill 119 and House Bill 488, would write LGBT-inclusive civil rights protections into Georgia law, ensuring that LGBT Georgians would be protected from discrimination in housing, employment and public places, like restaurants.
These bills, taken together, represent an historic shift for the state of Georgia. Last year, we had our hands full playing defense, fighting off 8 anti-LGBT bills, including the infamous license to discriminate, House Bill 757. That bill was ultimately vetoed by Governor Nathan Deal—but this year, anti-LGBT bills couldn’t even advance through the legislature, let alone to the Governor’s desk.
And because HR 404, HB 488 and SB 119 are still eligible for consideration, we’ll be starting the 2017–2018 legislative session on another historic note: Working to pass a comprehensive, LGBT-inclusive civil rights bill from the get-go.
In February, the Movement Advancement Project (MAP)—an independent think tank that focuses on LGBT policy issues—released a report ranking Georgia last among the states in terms of legal protections for transgender people.
The report, Mapping Transgender Equality in the United States, scored each state in 25 key legal and policy areas, including whether or not LGBT people are protected from discrimination in housing, employment and public places, like doctor’s offices.
The impact this lack of protections has on LGBT Georgians’ quality of life is a key reason why businesses are supporting a statewide, LGBT-inclusive non-discrimination law. They know the threat of discrimination is a huge deterrent for LGBT workers and families who might be planning to move to Georgia, which hurts the state’s ability to attract top talent.
One of those businesses is Shaw Industries, where Giselle Lawn was working when she began transitioning 8 years ago:
Watch Giselle’s story:
When Giselle called a meeting with Shaw’s diversity manager to let her know she was transitioning, she was worried. She knows other transgender people who have been “dismissed on the spot” during similar meetings, and Giselle wondered if the same thing would happen to her.
Giselle, though, had nothing to worry about. Shaw supported Giselle during her transition, implementing a staff-wide education campaign and giving Giselle paid time off to address any medical needs. But too many gay and transgender employees face discrimination at work and elsewhere—which is why Georgia needs statewide non-discrimination protections.
Another major Georgia employer that’s speaking out is Cox Enterprises. Cox’s Vice President of Talent Management and Diversity Andrea Lawson says Cox’s hiring and management policies are guided by a simple rule: Do the right thing for employees, customers and communities—and that includes supporting LGBT non-discrimination.
“We are committed to creating a diverse workplace that respects and celebrates many backgrounds, ideas and perspectives. It’s both a core value for Cox and a business imperative. Now more than ever, Georgia is a great place to do business and supporting nondiscrimination policies inclusive of all the LGBT community and so many others in the state is key. These type of protections allow us to attract and retain the best talent and, in turn, strengthen the economies in the communities we serve.” –VP of Talent Management & Diversity Andrea Lawson, Cox Enterprises
But according to MAP, Georgia is falling far short right now when it comes to doing the right thing for LGBT Georgians. The LGBT friendliness scores compiled in Mapping Transgender Equality in the United States range from -6.5 to 18, with a higher score indicating stronger protections for transgender people. Georgia’s score was an abysmal -4.5, making it the only state in the country to be ranked in the negatives on their LGBT non-discrimination index.
Knowing this, it’s not surprising that transgender as well as lesbian, gay and bisexual Americans may be less likely to move to Georgia for employment opportunities. Lack of protections could also stoke “brain drain” from the state. Businesses know that the economy is dependent on a diverse workforce and client-base. And if Georgia lawmakers are serious about ensuring the state’s ability to compete in an increasingly global market, they should take action to advance non-discrimination protections.
BY RAI FOULKES
Mothers’ Day is special to me because I’ve got two of the best.
When I was eight years old, one morning on the way to school, my mom told me that she is bisexual. At that point in my life, I didn’t have a great appreciation for what that would mean for her, or us, but what stays with me to this day was how scared she was, how fearful she was that it would somehow affect our relationship or make me love her less.
Some years went by before I met Trina, a woman that I would also come to see as my mom. I was in my early teens when Trina made our family whole. No sooner had we met than she became another voice cheering me on at my track meets, another ear to listen to my teenage angst, and perhaps most importantly another person who treated me like a son. Her son.
Being blessed with two moms, has allowed me to experience the world through their eyes. I’ve seen how, even today, people are treated differently for being lesbian, gay, bisexual, or transgender (LGBT). So many people still live with the fear that my mom experienced that day when I was eight. She should not have had to feel that way then, and no one should be made to feel that way today.
I never thought that these two women would teach me so much about how to be a good man, and how to be a good partner to my future wife; but somewhere between those track meets, dinners at our favorite Mexican restaurant, and watching numerous UFC fights, they did. Every day I fall back on at least one of the lessons they taught me.
Lessons like: We are all created equally, we should all be treated equally, and when injustices exist, it is incumbent upon all of us to work to right them. Knowing that LGBT people in Georgia and around the country are fired from their jobs, or refused service at places of business is so clearly one of those injustices in my eyes. I want to see my moms happy every day, but that’s especially true on Mothers’ Day. I hope that at some point in the very near future we can celebrate a Mothers’ Day when that happiness is joined with full equality under the law because they and others like them deserve to be protected from discrimination because of who they are.
For us, Mothers’ Day is a day for celebrating our family. And I’m happy every day we can do that without either one of my moms feeling shame about who they are or their love for each other and for me. It is because of their love that Mothers’ Day is so special to me, and why I believe they, and all other gay and transgender Georgians, are deserving of non-discrimination protections in state law.
Happy Mothers’ Day everyone.
A week ago today, the Macon-Bibb County Commission voted 6–3 to update the County’s charter to protect gay and transgender workers from discrimination.
The mood in the room was electric during last Tuesday’s vote, with media outlets reporting that supporters of the charter update packed the Macon-Bibb Government Center to standing room only. A previous vote had also drawn hundreds of supporters.
In fact, Tuesday’s vote was the third decisive move from the Commission in favor of LGBT-inclusive employment non-discrimination protections. The update passed the Finance and Operations Committee on April 11th, then moved quickly to the first of two full votes before the Commission on April 18th, when it also passed 6–3.
The charter update makes Macon-Bibb County the 63rd municipality in Georgia to protect public employees from discrimination on the basis of sexual orientation. A handful of other municipalities also protect employees based on gender identity. The City of Atlanta remains the only city with an LGBT-inclusive ordinance protecting all employees—public and private—from discrimination.
The passage of local ordinances gives momentum for our movement and protects thousands of LGBT Georgians from discrimination—but these protections are still limited. Comprehensive, statewide civil rights protections are the only way to ensure all LGBT Georgians are protected from discrimination.
We made tremendous progress on passing these protections next year, and plan to keep pushing for them during the next legislative session.
A diverse coalition of faith leaders gathered at the Capitol this morning to speak out against an executive order that President Donald Trump signed today. There are fears it could allow religious freedom to be used as an excuse for discrimination.
Religious freedom is one of our fundamental values—that’s why it’s protected by the First Amendment and by Georgia’s constitution. But as Georgia’s faith community made clear this morning, religious freedom does not give anyone the right to discriminate.
According to Reverend William E. Flippin of Atlanta, his faith teaches him to be welcoming and inclusive.
“My religion calls me to say, here today, that we cannot stand by and let discrimination call itself religious freedom. We are called to take action when lawmakers create unjust laws that make life harder for people. My religion teaches me that the sweeping religious exemption bills that we fought over the past years were about fear not freedom.” –William E. Flippin, Atlanta
Reverend Kim Sorrells, who preaches at Saint Mark United Methodist Church in Atlanta, underscored the point that freedom of religion is under no threat—that executive orders claiming to bolster religious freedom could very well be an underhanded way to sanction discrimination.
“As a pastor, I’m not concerned about losing my religious freedom, but as a transgender person, I am worried about being discriminated against. As a person of faith, discrimination is not a value that fits into my faith tradition, and I don’t want to see religion used as a means of harming people. LGBT people want nothing more than to simply go about our lives in the same way that everyone else does.” –Kim Sorrells, Atlanta
Discrimination in the name of religion is not only at odds with faith values of treating others as we would want to be treated—it’s at odds with what a majority of Georgians want from the law.
In February, a poll from the right-leaning Project Right Side Foundation found that nearly 75 percent of Georgians support updating state law to protect LGBT people from discrimination. The same poll found that a 57 percent-majority of Georgians did not think the state needed a law on the books similar to the executive order signed today, saying it would make the state seem unwelcoming.
We know that Georgia is a welcoming state—and today, people of faith made that case loud and clear.
@GeorgiaUnitesWe were so grateful to be able to profile Rachel last year. Her story is inspiring and it's sad to see her treated unfairly. Thank you Rachel for standing up for yourself! bit.ly/2VTK7j3