“This annotated bibliography has been developed in an effort to provide current and useful information to correctional agencies regarding the safe and respectful management of lesbian, gay, bisexual, transgender and intersex (LGBTI) offenders. Relying on a best practices approach, this information will enable corrections staff to make better informed decisions about the safety, security, treatment and care of LGBTI offenders by providing academic, cultural and legal perspectives of the issues that make this group unique” (p. 2). Citations are organized according to: general, juveniles, legal and policy considerations, and medical and mental health.
“If there’s one thing small business owners know, it’s that nothing creates success like hard work. Anyone who’s willing to work hard should have the chance to earn a living, contribute to our nation’s economy, and provide for themselves and their families. Inequities facing lesbian, gay, bisexual and transgender (LGBT) workers in the U.S. workplace not only hurt millions of hardworking Americans, but they also take a toll on small business owners, our primary job creators. [This report] provides a first-of-its kind look at the ways inequitable laws impose across-the-board hardships that undermine both the economic security of millions of workers and the ability of businesses to recruit, employ and retain the best and brightest” (p. i). Sections of this publication following an executive summary include: introduction to issues about LGBT (lesbian, gay, bisexual, and transgender) workers in the United States; discrimination without legal protection—bias in recruitment and hiring, on-the-job inequality and unfairness, wage gaps and penalties, lack of legal protections, and recommendations and solutions to address this discrimination; fewer benefits and more taxes—unequal access to health insurance benefits, denial of family and medical leave, denial of spousal retirement benefits, unequal family protections when a worker dies or becomes disabled, inability to sponsor families for immigration, and recommendations and solutions for equalizing pay and benefits; and concluding observations.
This is a great resource for any correctional agency trying to address this issue with staff and/or inmate population. "The Department of Labor’s (DOL) Occupational Safety and Health Administration (OSHA) requires that all employers under its jurisdiction provide employees with sanitary and available toilet facilities, so that employees will not suffer the adverse health effects that can result if toilets are not available when employees need them. This publication provides guidance to employers on best practices regarding restroom access for transgender workers" (p. 1). Sections comprising this document are: introduction; understanding gender identity; why restroom access is a health and safety matter; OSHA's Sanitation Standard (1910.141); model policies for restroom access for transgender employees; and other federal, state, and local laws—Colorado, Delaware, District of Columbia, Iowa, Vermont, and Washington State.
This resource guide provides very important information for individuals helping families with lesbian, gay, bisexual, and transgender (LGBT) children involved with the juvenile justice system. Its intent is to help practitioners “understand the critical role of family acceptance and rejection in contributing to the health and well-being of adolescents who identify as lesbian, gay, bisexual and transgender … [and] implement best practices in engaging and helping families and caregivers to support their LGBT children. The family intervention approach discussed in this guide is based on research findings and more than a decade of interactions and intervention work by the Family Acceptance Project (FAP) at San Francisco State University with very diverse families and their LGBT children” (p. 3). Sections address: the critical role of families in reducing risk and promoting well-being; helping families decrease rick and increase well-being for their LGBT children; increasing family support—how to help now; and resources for practitioners and families.
“This Quick Guide will help agencies and facilities develop a comprehensive response to working with lesbian, gay, bisexual, transgender and intersex (LGBTI) inmates. It is not meant to provide an answer to every question or an in-depth discussion of all issues that agencies face or that the LGBTI population faces while in custody. It provides an overview of the important issues that agencies should consider when working to house and treat LGBTI inmates in a way that is safe and consistent with an agency’s mission, values, and security guidelines … This Quick Guide is organized chronologically according to the decisions an agency will have to make before and at the point when an LGBTI individual enters the system. These areas of focus include: Assessment of Agency Culture (as relates to LGBTI individuals); Assessment of Agency Staff and Administration Knowledge and Attitudes; Examination of Current Relevant Agency Norms; Development and Implementation Mechanisms; Development of Awareness of Current Legal Responsibilities; Foundational Issues; Intake Screening/Risk Assessment; Classification and Housing Placement; Medical and Mental Health Care; Information Management; Group Inmate Management; Specific Safety and Privacy Concerns for Transgender and Intersex Inmates; and Staff, Volunteer, and Contractor Training Requirements” (p. 1).
“This Quick Guide will help agencies and facilities develop a comprehensive response to working with lesbian, gay, bisexual, transgender and intersex (LGBTI) youth. It is not meant to provide an answer to every question or an in-depth discussion of all issues that agencies face or that the LGBTI population faces while in custody. It provides an overview of the important issues that agencies should consider when working to house and treat LGBTI youth in a way that is safe and consistent with an agency’s mission, values, and security guidelines … This Quick Guide is organized chronologically according to the decisions an agency will have to make before and at the point when an LGBTI youth enters the system. These areas of focus include: Assessment of Agency Culture (as relates to LGBTI individuals); Assessment of Agency Staff and Administration Knowledge and Attitudes; Examination of Current Relevant Agency Norms; Development and Implementation Mechanisms; Development of Awareness of Current Legal Responsibilities; Foundational Issues; Intake Screening/Risk Assessment; Classification and Housing Placement; Medical and Mental Health Care; Information Management; Group Youth Management; Specific Safety and Privacy Concerns for Transgender and Intersex Youth; and Staff, Volunteer, and Contractor Training Requirements” (p. 1).
"This document outlines a range of policy solutions that would go a long way towards addressing discriminatory and abusive policing practices, improving conditions for LGBT [lesbian, gay, bisexual, and transgender] prisoners and immigrants in detention, de-criminalizing HIV, and preventing LGBT youth from coming in contact with the system in the first place " (p. 6). Sections contained in this report include: introduction and summary; policing and law enforcement; prisons—discrimination and violence inside prions and related facilities, health and nutrition, access to programming, and placement within prison facilities; immigration; criminalization of youth; criminalization of HIV; and drivers of incarceration—drug policy, collateral consequences of criminalization and incarceration, criminalization of poverty and homelessness, lack of access to ID and social services for transgender people, and criminalization of sex work and responses to trafficking in persons.
"This publication sets forth guidelines to address the needs of transgender and gender non-conforming employees and clarifies how the law should be implemented in situations where questions may arise about how to protect the legal rights or safety of all employees. These guidelines do not anticipate every situation that might occur with respect to transgender or gender non-conforming employees, and the needs of each employee must be assessed on a case-by-case basis. In all cases, the goal is to ensure the safety and comfort of transgender or gender non-conforming employees while maximizing the employee’s workplace integration and minimizing stigmatization of the employee" (p. 3). Sections of this guide cover: purpose; definitions; privacy; official records; names and pronouns; restroom accessibility; locker room accessibility; dress codes; transitioning to the job; sex-segregated job assignments; discrimination and harassment; additional resources; and Unit of Assignment (UOA) Transition Plan Guide—before the UOA transition begins, the day the transition will be made known to co-workers, and the first day of the employee's official workplace transition.
“For adolescents, developing and integrating their identity can be difficult. For gay and lesbian youth, this task is greatly complicated because they must integrate an identity that diverges from mainstream society … Gay and lesbian youth need help resolving adolescent identity crises” (p. 1). This article provides guidance for out-of-home care professionals in supporting gay and lesbian youth as they figure out who they are going to be. Best practices tend to cluster around three areas: vulnerability versus empowerment—using inclusive language (being aware of heterosexist bias), picking up on hints that youth may not be heterosexual, mediating with others as youth work things out, respecting the privacy of youth, and if you don’t normally make a formal note of a youth’s heterosexuality do not mention a youth’s homosexuality; stigmatization versus validation—individualizing messages, affirming the youth, reframing differences as unique traits, nurturing the youths’ pride, and making sure the youth are seen as normal; and acceptance versus rejection—welcoming, being engaged with the youth, keeping an open mind, connecting youth with other gay and lesbian youth, and reflecting rather than instructing.
"The term [cultural competency training] has been used interchangeably with diversity education, cultural sensitivity training and multi-cultural workshops. Cultural competency is commonly understood as a set of congruent behaviors, knowledge, attitudes and policies that enable effective work in cross-cultural situations. Cultural competency training, therefore, aims to increase knowledge and skills to improve one’s ability to effectively interact with different cultural groups" (p. 5). This document explains how to effectively develop and deliver LGBTQ (lesbian, gay, bisexual, transgender, and questioning) cultural competency training. While it is intended for health and social service agencies, it is equally applicable to correctional agencies. Sections of this document include: introduction; defining cultural competency training; goals of LGBTQ cultural competency training—goals vs. objectives; preparing for a training—six trainer skills; training components—core topics; pros and cons of the following training methods—lecture with PowerPoint slides, guest speaker(s)/ panel discussion, media, interactive participation, print materials and learning aids, and Web-based learning; training evaluation—Kirkpatrick Model (Pyramid) of Learning, and Evaluation Planning Chart; resources and examples; and evaluation appendix—Kirkpatrick's Model of Evaluation is detail, tips on evaluation, sample training fidelity list items, sample survey items, and demographics.