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unwelcoming
environments
invisibility
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SUPPORT behavior in t

Circle
unaccountable
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1
 Contents
3 Letter from the HRC Foundation’s Senior VP for Programs, Research and Training

4 Introduction

6 Topline Findings

8 A Day in the Life of the American LGBTQ Worker

10 Off to a Different Start

The Human Rights Campaign
Foundation – the educational arm 12 Workers Agree: Sharing Creates the Work Environment
of the largest LGBTQ civil rights
organization in the United States
– improves the lives of lesbian,
14 The Double Standard
gay, bisexual, transgender and
queer (LGBTQ) people by working 16 Egregious Behavior in the Workplace
to increase understanding and
encourage the adoption of LGBTQ-
inclusive policies and practices. 17 Little Faith in Accountability Systems
We build support for LGBTQ people 18 Frozen Out of Social Networks
among families and friends, co-
workers and employers, pastors and
parishioners, doctors and teachers, 19 Consequences of Unwelcoming Environments
neighbors, and the general
public. Through our programs
and projects, we are enhancing
20 Allies Stepping Up
the lived experiences of LGBTQ
people and their families, as we 21 Remedies: Using this Report to Start a Conversation
change hearts and minds across
America and around the globe.
22 What’s Next: Making Inclusion More Visible at Every Level
The HRC Foundation is a nonprofit,
tax-exempt 501(c)(3) organization. 23 Acknowledgements

2
Letter from the HRC Foundation’s Senior VP for Programs, Research and Training

From our schools to hospitals to workplaces, the Human Rights and energy that comes from people
bringing their full selves to work.
Campaign Foundation partners with key institutions of our daily
lives to make them more inclusive of the lesbian, gay, bisexual, Allies are key to this transformation. At the HRC
transgender and queer (LGBTQ) community. Through our Foundation, we strive to provide individuals and
allied organizations research and tools they
Workplace Equality Program, the Human Rights Campaign need to support the LGBTQ community. This
Foundation works with thousands of employers, in the Unites States research is key to that support in that what
and globally, to better their workplaces. gets measured, gets managed in workplaces.
Whether they are coworkers or supervisors,
Few spaces can have as deep an impact fear, for example of colleagues knowing her this research is an awareness-raising tool
on the everyday lives of LGBTQ people as true identity. There is also a great cost to the for allies who want to make a difference. By
the workplace. For starters, it is where most community of workplaces, both public and homing in on the dynamics shown in this
of us spend a majority of our waking hours. private sector in terms of lost contributions. research and interrupting the patterns that
Jobs account for our livelihood and financial so frequently keep LGBTQ colleagues in the
security; we need work to put food on the table Today, there are no clear, consistent federal closet, allies have the ability to proactively
for our families and make ends meet. Work is laws prohibiting discrimination based on sexual speak up and change workplaces.
also about our identity, being able to contribute orientation and gender identity — and 31 states
something of value greater than ourselves still lack these protections. Yet, major businesses Over the course of this year we will release
and through that ultimately, work - and its – from across every industry and region – have deeper dives into the experiences of LGBTQ
conditions - is about basic dignity and fairness. shown up in droves to adopt inclusive policies, workers and our intersecting identities –
benefits and practices in order to attract and including race, age, gender, gender identity,
Despite incredible progress in terms of broad retain LGBTQ talent. Look no further than the sexual orientation, region, industry of work
public support for LGBTQ equality and in great HRC Foundation’s Corporate Equality Index and more – and the tools employers need
strides being made across sectors adopting and its 609 top-rated businesses to see this to improve and sustain more inclusive
LGBTQ-inclusive policies, millions of people investment in inclusion. What these businesses workplaces so everyone can thrive together.
still do not feel comfortable being out at work. and we know is that policies are necessary, but
not enough to create true culture change.
When LGBTQ people are compelled to stay
closeted on the job, everyone loses. Workplaces that go beyond inclusive Mary Beth Maxwell
policies to truly cultivate climates of Senior Vice President for
The persistence of the workplace closet inclusion are a win-win for employers Programs, Research and Training
comes at a great cost to the individual holding - they mitigate the costs of the
back every day, looking over her shoulder in closet and capitalize on the focus Human Rights Campaign Foundation

3
 Introduction
Since 2008, the Human Rights Campaign Foundation’s Workplace Equality Program has
conducted three major national studies of the workplace environment for lesbian, gay,
bisexual, transgender and queer (LGBTQ) workers: Degrees of Equality, The Cost of the
Closet and the Rewards of Inclusion, and now, A Workplace Divided: Understanding
the Climate for LGBTQ Workers Nationwide.

In the prior two studies, the number of LGBTQ workers nationwide feeling compelled to
be in the closet on the job has remained at above 50 percent. In A Workplace Divided:
Understanding the Climate for LGBTQ Workers Nationwide, we seek to uncover the
prevalence of LGBTQ workers feeling pressure to hide their sexual orientation and/ or
gender identity on the job and the cost of that hiding both to individuals and employers writ
large. Conversely, we also research the benefits to employers and workers when workplace
climates are more welcoming of LGBTQ people. Over this decade of research we
have been able to better identify the key shapers of the workplace climate for
LGBTQ inclusion, namely everyday non-work-related conversations and the
primary impact of one’s immediate supervisor and working group over all other
leaders and departments.

This body of research complements our history of work, anchored the workplace environment that are actionable and can lay the
in the annual Corporate Equality Index, on systems-level change, groundwork for practical remedies to current challenges employees?
primarily with major private sector employers to improve workplace
policies, benefits and practices at major Unites States and global This is key because currently LGBTQ Americans are living under a
corporations. With so many employers investing resources and patchwork of state and federal laws. While there has been significant
human capital to create more equitable workplaces, how can they progress since the first study in 2008 - including the first federal law
measure the daily impact on their LGBTQ workforce? Are these to specifically include the LGBTQ community (The Matthew Shepard
policies borne out as daily practice and employers’ cultures? How and James Byrd Jr. Hate Crimes Prevention Act), to historic Supreme
can we as strategic partners to employers and advocates in the Court victories ensuring full marriage equality, to groundbreaking
LGBTQ community provide reliable data to get measurements of advancements in transgender visibility in the media and in politics,

4
and more - there are still no federal protections valued for who they are, which means that
on the basis of sexual orientation or gender employers are losing out on potential talent. We
identity with respect to employment, housing, hope that this research gives greater visibility to Methodology
public accommodation, education, and a range the full spectrum of creativity, perspective and
of aspects of daily life for LGBTQ Americans. untapped potential of LGBTQ people who hide This national study is
in plain sight when they do not feel welcome to based on data from
Even though the Supreme Court’s ruling has be themselves at work. a probability-based
brought marriage equality to all 50 states, sample of self-identified
31 states still lack clear, fully-inclusive non- Data can validate experiences and can help to LGBTQ people (N= 804)
discrimination protections for LGBTQ people, drive change by giving definition to a problem with a shorter survey
meaning that despite the ruling, LGBTQ and helping to inform actionable solutions. One to gauge perceptions
Americans can get legally married but still thing that we have learned in nearly 20 years and experiences of
be at risk of being denied services for who as the Workplace Equality Program is that non-LGBTQ people
they are or risk being fired simply for getting fundamentally many institutions and individuals (N= 811). Probability-
married and wearing their wedding ring to want to do better and want to treat people fairly based samples of LGBTQ
the office the next day. Discrimination is a and oftentimes they simply need a roadmap people are rare in social
real and persistent problem for too many and some help to get there. research: most studies
LGBTQ Americans. Nearly two-thirds of are conducted through
self-identified LGBTQ Americans reported This is the first of several reports to come opt-in or snowball
experiencing discrimination in their personal out of this study. The following findings in methods of growing
lives. Even at a time of historically broad and this report are based on the topline data. respondent pools. All
deep support for full LGBTQ equality, an Subsequent reports will further break down research methods have
estimated 12 million-plus LGBTQ Americans the data to look at workers’ experiences at their value: to capture
and their families remain at risk, particularly the intersections of race, gender, age, region, the most diverse range
if they live in one of the 31 states where laws industry and other variables that affect of representative
do not adequately protect them against being someone’s experience at work. experiences, we opted
fired, evicted or denied services because of for a smaller, probability-
their sexual orientation or gender identity. At the end of this report, we provide a based sample rather than
facilitation guide to continue this conversation a larger, non-probability-
The data in the following report tells a story that within your organization. In addition to the based one.
will be familiar to many LGBTQ workers. It tells subsequent reports, be on the lookout for
a visual story. We chose this design because additional standalone toolkits and resources
the experiences as reported by LGBTQ people to improve the workplace environment at
over and over again is of not being seen or your organization.

5
 Topline Findings Broad Social Acceptance for LGBTQ Community
at All-Time High, But Subtle Biases Remain

●● 1 in 5 LGBTQ workers have been told or had coworkers

The following topline results are from the HRC Foundation’s imply that they should dress more feminine or masculine
Workplace Equality Program’s 2018 national, probability- (compared to 1 in 24 non-LGBTQ workers)
based sample of 804 LGBTQ respondents and 811
non-LGBTQ respondents to its LGBTQ Workplace Climate 73+78+
27 22
●● Both populations share: 73% of LGBTQ workers and 78%
of non-LGBTQ workers say that they are comfortable talking
Survey administered in February and March of 2018. about their spouse, partner, or dating to coworkers, but:

25+›› 75 ¼areLGBTQ employers report that coworkers who they

100+0 LGBT Worker

out to seem uncomfortable once they say something
related to their sexual orientation or gender identity (e.g.

100+0 Non-LGBT Worker

mentioning a partner, spouse, personal history, etc.)

36+›› 64 36% of non-LGBTQ workers say they would feel uncomfortable

hearing an LGBTQ colleague talk about dating, and 59% 59+41
of non-LGBTQ workers think that it is unprofessional to talk
Despite Legal Gains, LGBTQ Workers
about sexual orientation and gender identity in the workplace
Remain Closeted on the Job

46+54
●● 46% of LGBTQ workers are closeted at work

50+50
●● 50% of non-LGBTQ workers reported that there are no employees
Sexual Orientation for LGBTQ People is Still Sexualized
at their company who are open about being LGBTQ
54+46
●● 54% of non-LGBTQ workers said that they would be very

100+0
●● Top reasons for not being open at work about their
sexual orientation and gender identity:
comfortable working with an LGBTQ coworker; of those who
wouldn’t be very comfortable, a majority said it was because
they “didn’t want to hear about their coworker’s sex life”
38+›› 62 Possibility of being stereotyped: 38% 18+82
●● 18% of LGBTQ workers reported that someone at work has made
36+›› 64 Possibly making people feel uncomfortable: 36% sexually inappropriate comments to them because their coworker
thought their sexual orientation or gender identity made it okay
31+›› 69 Possibility of losing connections or relationships with coworkers: 31%
27+›› 73 People might think I will be attracted to them
53+47
●● 53% of LGBTQ workers report hearing jokes about lesbian
or gay people people (and 41% transgender-specific and
just because I am LGBTQ: 27% 37% bisexual-specific jokes), while only 37% of their non-
LGBTQ counterparts report hearing the same jokes

6
 Major Employers Losing Talent LGBTQ Workers Lack Faith
Engagement to Anti-LGBTQ Biases at Work in Accountability Systems,
Sometimes With Good Reason

100+0
Working in an unwelcoming environment that is not
always accepting of LGBTQ people leads to: ●● The top reason LGBTQ workers don’t tell a supervisor
or Human Resources about negative comments about
25+75
●● 25% of LGBTQ workers feeling distracted from work LGBTQ people is because they don’t think anything

28+72
would be done about it and because they don't
●● 28% lying about their personal life want to hurt their relationships with coworkers

17+83
●● 17% felt exhausted from spending time
and energy hiding their sexual orientation
●● 1 in 10 employees have heard their own
supervisor make negative comments about
and 13% from gender identity LGBTQ people – this statistic has remained

20+80
the same since our first study in 2008
●● 20% of LGBTQ workers avoided a special event at
work such as lunch, happy hour, or a holiday party
45+55
●● 45% of LGBTQ workers agree with the statement

25+75
that enforcement of the non-discrimination
●● 25% of LGBTQ workers avoided certain people at work policy is dependent on their supervisor’s

31+69
●● 31% felt unhappy or depressed at work
own feelings towards LGBTQ people

20+80
●● 20% have stayed home from work because the 13+87
●● 13% felt that they would be fired because their
workplace was unwelcoming of LGBTQ people
workplace wasn’t always accepting of LGBTQ people

20+80
●● 20% searched for a different job
LGBTQ Climate Directly Affects
Retention and Turnover

●● 1 in 4 LGBTQ workers have stayed in a

job primarily because the environment was
very accepting of LGBTQ people

●● 1 in 10 LGBTQ workers have left a job because the

environment was not very accepting of LGBTQ people

7
A Day in the Life of the American LGBTQ Worker

53+47+T
Bringing the Data to Life
1in5
%
In this report, you will
53
LGBTQ workers have been
told or had coworkers imply
see how the results of that they need to dress
our national survey of of LGBTQ more feminine or masculine
workers are open
LGBTQ and non-LGBTQ to all friends
as compared to…
workers play out over the
course of a workday.

You will follow workers

before they arrive at their
workplace and see how
the days of LGBTQ and
non-LGBTQ workers
diverge, where common
themes of invisibility
on the job and double
standards of inclusion
play out day after day.

8
1in24
...
non-LGBTQ workers who
were told to dress more
feminine or masculine

9
Off to a Different Start

Mindsets Heading into Work:

46%
of LGBTQ workers
50 %
of non-LGBTQ workers Non-LGBTQ workers’ feelings
28 %
of LGBTQ workers
are closeted at work don’t think that there towards LGBTQ people have are totally closeted
are any LGBTQ people been most shaped by their and not open to
at their workplace upbringing, having a friend who anyone in their lives
is LGBTQ, and their religion

10
LGBTQ employeees say that they are not open at work because:

% % % %
38
The possibility of
36
The possibly making
31
The possibility of losing
27
“People might think I’m
being stereotyped people feel uncomfortable connections or relationships attracted to them just
with coworkers because I am LGBTQ”

11
Workers Agree: Sharing Creates the Work Environment
Percentage of LGBTQ and non-LGBTQ workers that say these The workplace, where we spend most of our daily
‘getting to know you’ topics come up at least once a week at work: lives, is full of seemingly innocuous chit chat - it is so
common that its prevalence can go unnoticed.
LGBTQ Worker
Non-LGBTQ Worker

Spouses, relationships, Social life, such as TV shows, movies

Children or dating what you did over the weekend or celebrities

61 71
% % 65 63 % % 82% 81% 65 % 62 %

12 When asked to reflect on the subjects that often come up in this chit chat, both LGBTQ and non-LGBTQ workers notice the same topics coming up at nearly identical rates.
Percentage of LGBTQ and non-LGBTQ workers that say these things you
‘aren’t supposed to talk about at work’ come up at least once a week at work:
LGBTQ Worker
Non-LGBTQ Worker

Politics Religion Sex Workplace gossip

48 % 44 % 22 % 21% 34 %
66 % 59 %
22 %

We all share at work, but when LGBTQ workers share, something different happens from when their non-LGBTQ coworkers share... 13
The Double Standard

When LGBTQ workers try to engage in

this everyday chit chat, they are met with a
double standard. Every workplace demands 78% 73%
some level of sharing which informs
the work environment, builds important
rapport among workers, and creates
80 %
of non-LGBTQ people
agree that LGBTQ
Non-LGBTQ workers
say they are
comfortable talking
about their spouse,
LGBTQ workers

team cohesion. Despite this, a double people should not partner, or dating
standard for LGBTQ workers persists have to hide who they
are at work
to coworkers

in significant ways where they receive a

message that their sharing is not welcome.
While 80% of non-LGBTQ people agree that LGBTQ people should not

59 %
36 %
have to hide who they are at work, the messages that they send their LGBTQ
colleagues betray these good intentions and create the double standard LGBTQ
workers are held to in the workplace
non-LGBTQ think non-LGBTQ feel
it’s unprofessional uncomfortable
Breaking it Down to talk about sexual talking dating with
orientation and an LGBTQ colleague
gender identity in
●● Both populations share: 73% of LGBTQ workers and 78% of non-LGBTQ workers say the workplace
that they are comfortable talking about their spouse, partner, or dating to coworkers, but:

›› ¼ LGBTQ employers report that coworkers who they are out to seem
uncomfortable once they say something related to their sexual orientation or
gender identity (e.g. mentioning a partner, spouse, personal history, etc.)

›› 36% of non-LGBTQ workers say they would feel uncomfortable hearing an LGBTQ
colleague talk about dating, and 59% of non-LGBTQ workers think that it is
Signs of Change:
unprofessional to talk about sexual orientation and gender identity in the workplace numbers dropped
from 2012...
●● The Double Standard Emerges: non-LGBTQ workers don’t recognize that we 36%
all have a sexual orientation and a gender identity, but it is only when an LGBTQ
person’s is discussed that they think it is inappropriate for the workplace
Uncomfortable 43%

●● Some encouraging signs of change: in 2012 43% of non-LGBTQ Unprofessional 75%

workers agreed that they would be uncomfortable hearing about an
59%
LGBTQ worker’s dating, and 75% thought it was unprofessional to
discuss sexual orientation or gender identity in the workplace 2018
2012

14
 1
4
Sexual Orientation for
Working in an
% unwelcoming LGBTQ People is still Sexualized
environment that LGBTQ workers get the message that their input is making
is not always colleagues uncomfortable.
accepting of ●● 54% of non-LGBTQ workers said that they would be very
LGBTQ people

���
comfortable working with an LGBTQ coworker; of those who
leads to... wouldn’t be very comfortable, a majority said it was because they
“didn’t want to hear about their coworker’s sex life”

Working in an unwelcoming environment that is

not always accepting of LGBTQ people leads to:

The number of 17% ●● 25% of LGBTQ workers feeling distracted

LGBTQ employers Felt exhausted
hiding their from work
that report coworkers
%
sexual orientation

54
who they are out to ●● 28% lying about their personal life
seemed uncomfortable (down from 42% in 2008)

once they said some- ●● 17% felt exhausted from spending time
thing related to their and energy hiding their sexual orientation
sexual orientation or (13% from hiding their gender identity)
gender idenity
●● 31% felt unhappy or depressed at work

The percentage ...of those who

of non-LGBTQ wouldn’t be very

Lie about personal life

Depressed / Unhappy
Distracted from work
workers that said comfortable, a
they would be majority said it was
very comfortable because they “didn’t
working with want to hear about
an LGBTQ their coworker’s
coworker... sex life”
25% 28% 31%
15
Egregious Behavior in the Workplace
LGBTQ Workers are Singled Out at Work

18 %
of LGBTQ workers reported that someone
53 %
of LGBTQ workers report hearing
37%
of their non-LGBTQ
at work has made sexually inappropriate jokes about lesbian or gay people counterparts
comments to them because their (and 41% transgender-specific and report hearing
coworker thought their sexual orientation 37% bisexual-specific jokes) at the same jokes
or gender identity made it okay least one in a while, while only...

16
Little Faith in Accountability Systems

The top reason LGBTQ workers don’t tell a

supervisor or HR about negative comments about
LGBTQ people is because they don’t think anything
would be done about it and because they don't
want to hurt their relationships with coworkers

%
HUMAN
RESOURCES
20
of LGBTQ workers felt that they were
passed over for job opportunities
because they were LGBTQ

%
45
of LGBTQ workers agree with the statement
that enforcement of the non-discrimination
policy is dependent on their supervisor’s
own feelings towards LGBTQ people

%
13
felt that they would be fired because their
workplace was unwelcoming of LGBTQ people

17
Frozen Out of Social Networks

1/5
of LGBTQ workers avoided
1/4
of LGBTQ workers
a special event at work avoided certain
such as lunch, happy people at work
hour, or a holiday party

18
Consequences of Unwelcoming Environments

1in5
employees have stayed home from work
1in5
searched for a different job
1in10
LGBTQ workers have left a job
because the workplace wasn’t always because the environment was not very
accepting of LGBTQ people accepting of LGBTQ people

19
Allies Stepping Up

When workers do hear jokes or negative Record Year Wave of

comments about LGBTQ people, LGBTQ and for Transgender Anti-LGBTQ
non-LGBTQ workers are less likely to just ignore
the comments compared to six years ago.
Visibility in Introduced
the Arts Across States

Workers Willing to Let Negative

Comments Go Unaddressed

LGBTQ Worker
Non-LGBTQ Worker

49%
43%
37% 35%

UNITED AGAINST HATE

2018 | 2012 2018 | 2012

20
Remedies: Using this Report to Start a Conversation

What is the most surprising finding? What is the least?

Which teams at your organization do you think most need to hear these results?

Would your organization (or Employee Resource Group or Diversity & Inclusion teams) consider
adopting a climate survey to assess your workplace for LGBTQ experiences?

How does your organization deal with unconscious or subtle bias in the workplace?

21
What’s Next: Making Inclusion More Visible at Every Level

For Senior Leaders

●● Evaluate personal comfort level speaking specifically

and directly to LGBTQ inclusion

●● Reflect upon obligation to organization when it

comes to recognizing LGBTQ inclusion

●● Assess tools leadership has to communicate about corporate inclusion

values – address knowledge gaps in the evolving vocabulary of LGBTQ
inclusion and utilize partners to bolster comfort

For Mid-level Managers

●● Lead conversations about unconscious bias proactively

●● Equip teams with a vocabulary around spotting unconscious

bias and talking to each other and you as their manager
around experiences of unconscious bias

●● Be intentional with team-building activities to ensure inclusion (i.e. ensure

that they are not over-reliant on one point of bonding such as parenting,
happy hours, etc.)

For Individuals

●● Ask yourself what informed your earliest impressions and beliefs

about LGBTQ identity and how you express that at work

●● Define respect for yourself and others and how

you demonstrate that in workplace

●● Practice mirroring – if your colleague asks about

your weekend, ask about theirs

22
Acknowledgements

Report Authors Reforma and other news outlets. Prior to joining the Lana Williams, Manager
Deena Fidas and Liz Cooper Human Rights Campaign in 2007, she worked in fund- Lana Williams joined the Workplace team in November
raising for the American Civil Liberties Union and Hillary 2016. As the Workplace Equality Program Manager, she
HRC Foundation’s Clinton for President, among other clients. Fidas holds a is responsible for the oversight and coordination of the
Workplace Equality Program master’s degree in sociology from American University daily activities for the annual Corporate Equality Index
HRC Foundation’s Workplace Equality Program is a in Washington, D.C., where she also worked as a re- and Buying for Workplace Equality Guide. In this role,
nationally recognized source of expert information and searcher for the university’s Women & Politics Institute. she provides companies with the resources they need to
advice on lesbian, gay, bisexual, transgender and queer improve non-discrimination policies, benefits and other
workplace issues. It provides decision makers with practices that are essential for businesses to retain tal-
cutting-edge research, expert counsel, online resources, Beck Bailey, Deputy Director ent and customers, and remain committed to equality in
best practices information and on-site training and Beck Bailey joined HRC in June of 2014. As Deputy the workplace. Williams is also responsible for managing
education. Program staff serve as trusted consultants to Director, Bailey focuses on helping America’s largest global business engagement, including the Equidad MX
diversity professionals and other executives seeking to employers become more LGBTQ inclusive through em- survey. Williams brings her background in communica-
position their business as welcoming workplaces that re- ployee engagement, training and education. He regularly tions and management to support her work in advocat-
spect all employees, regardless of sexual orientation and supports corporate stakeholders – from executive lead- ing for LGBTQ workplace equality. Williams graduated
gender identity or expression. The Workplace Equality ership, to human resource professionals, to employee from The New School in New York City with a MS in
Program also makes available the expertise of the HRC network leaders – in building greater LGBTQ-inclu- Nonprofit Management and holds a BA in Communi-
Business Council for invaluable peer-to-peer advice. sion through public speaking, facilitated workshops, cation from Wake Forest University in North Carolina.
customized training and in one-on-one consultation.
Bailey also conducts outreach to engage corporations in
Deena Fidas, Director deepening their impact by supporting legislative action Madeline Perrou, Assistant
Deena Fidas is the Director of the Workplace Equality to create workplace protections for LGBTQ people. Madeline Perrou joined the Workplace team in October
Program at the Human Rights Campaign Founda- 2017 as the Workplace Equality Program Assistant.
tion. She leads the team in producing the annual A lifelong LGBTQ advocate and out transgender man, In this role, she provides support to the entire team
Corporate Equality Index (CEI) survey and report of Bailey often speaks about his personal journey as a through assisting companies with the Corporate
over 1,200 major employers’ policies, benefits and way to increase awareness and understanding. He Equality Index, researching and updating brands for the
practices for LGBTQ workers. Fidas consults directly proudly serves on the Advisory Board of Reaching annual Buyer’s Guide, and completing daily adminis-
with hundreds of Fortune 500 and other major busi- Out MBA (ROMBA). Beck holds a BS in Management trative tasks. Perrou has been with the Human Rights
nesses on the implementation of equitable policies from Virginia Tech and an MBA from the Isenberg Campaign for several months beginning with her
and benefits for diverse employee populations. School of Management at UMass Amherst. internship with the Federal Club Program in the summer
of 2016 and a temporary position with Membership
In addition, she leads the organization’s public policy Outreach. She recently graduated from Appalachian
efforts with the business community, including historic Liz Cooper, Associate Director State University in North Carolina with a BS in Political
mobilizations of businesses for marriage equality, federal Liz Cooper joined HRC in August 2010. As Associate Science, a concentration in American Politics and a
LGBTQ protections and state-level engagement. Director, Liz engages directly with employers to identify minor in Gender, Women, and Sexuality studies.
and improve policies and practices affecting LGBTQ
Most recently, Fidas expanded the work of the employees. Cooper brings her background in sales
program to include global LGBTQ workforce best marketing research to develop the Program’s resources
practices and launched CEI-style programs in Latin on LGBTQ diversity and inclusion best practices
America where she designs trainings, manages aimed at employers, employees, and consumers. She
in-country partnerships and develops bi-lingual has a special focus on engaging new businesses to
business resources to drive change. She also leads participate in the CEI survey, and oversees the annual
the HRC Foundation’s decade of research on the Buying for Workplace Equality Guide. In her eight
experiences of LGBTQ workers nationwide. years at HRC, Cooper has enlisted the support of
dozens of major businesses for pro-equality public
A contributor to national discussions on LGBTQ policy across the country. She also uses her advocacy
workplace inclusion, Fidas has been a featured guest on to elevate the role of allies in the LGBTQ community.
various programs including the Diane Rehm Show, On Cooper holds a BA in Political Science from David-
Point, CNN Money, Marketplace, Quest Means Business son College in North Carolina and an MA in Writing
and dozens of print media including Associated Press, from Johns Hopkins University in Washington, D.C.
The Wall Street Journal, Forbes, Fortune Mexico’s

23
Acknowledgements

Prior to joining the Obama Administration, Maxwell PerryUndem Research/Communication Tony Frye, Creative
was the Founding Executive Director of American Tony Frye has over 25 years of graphic design
Rights at Work, a leading voice for modernizing Tresa Undem, Partner experience specializing in publication design, corporate
and reforming our nation’s labor laws. She has also Tresa Undem has conducted public opinion research identity, brand creation and how best to apply design
This research was primarily funded served in various other senior-level positions at for 17 years for non-profit organizations, foundations, to advertising, marketing and public relations. Tony
by a grant from JPMorgan Chase. Jobs with Justice, NARAL Pro-Choice America, and universities, and government agencies. She works on has a broad array of clients including non-profit
the United States Student Association. She lives a number of health-related policy issues, including organizations and associations such as Human Rights
in Washington, D.C., with her 15-year-old son. health reform implementation, delivery system Campaign, Governors Highway Safety Association,
HRC Foundation reform, health IT, costs, and quality. Tresa also works PATH, The Campaign for Tobacco Free Kids and
The Human Rights Campaign Foundation im- on LGBT issues, reproductive health, and food/ PFLAG; educational institutions such as National
proves the lives of lesbian, gay, bisexual, trans- Jay Brown, Deputy Director of nutrition. She has briefed numerous state and federal Institute for Literacy, National Science Foundation,
gender and queer (LGBTQ) people by working to Programs, Research and Training policymakers on her work, including members of Spelman College, Wellesley College and Xavier
increase understanding and encourage the adop- An experienced non-profit leader with nearly 20 years of Congress, White House officials, and Department of University; and publications such American Community
tion of LGBTQ-inclusive policies and practices. experience, Jay Brown helps drive the innovative work of Health and Human Services leadership. Tresa holds Banker and Metro Weekly — winning awards for
the HRC Foundation, the organization’s educational arm. a Master’s Degree from the Annenberg School for it's art direction and redesign from 2000-2007.
We build support for LGBTQ people among families He works closely with the Senior Vice President of Pro- Communication at the University of Pennsylvania.
and friends, co-workers and employers, pastors and grams, Research and Training and a team of profession- She is a member of the American Association of His design work has been recognized for excellence
parishioners, doctors and teachers, neighbors, and the als who manage HRC Foundation programs — aiming to Public Opinion Research, and has been a reviewer, by juried exhibitions from PRINT magazine, The
general public. Through our programs and projects, ensure equality for LGBTQ people at every intersection presenter, and discussant at its national conferences. Art Directors and Illustrators Clubs of Metropolitan
we are enhancing the lived experiences of LGBTQ of their identities and lives. These programs span a Washington. He has also lectured in the field
people and their families, as we change hearts and range of issues, including the workplace; children, youth of design and illustration and currently serves
minds across America and around the globe. and LGBTQ families; health and aging; HIV and AIDS; Naomi Mulligan Kolb, Managing Director as an Adjunct Professor at the University of
religion and faith; and the global LGBTQ movement. Naomi Mulligan Kolb has conducted public opinion Baltimore Klein Family School of Communications
The HRC Foundation is a nonprofit, tax-ex- research since 2008. Her expertise is managing Design, specializing in the Publishing Arts.
empt 501(c)(3) organization. Brown has a long-standing history with the LGBTQ complex studies for numerous policy organizations,
movement and the organization, including previ- foundations, and universities, from research develop-
ous roles as HRC’s Communications Director and ment to implementation and analysis. In addition to
Mary Beth Maxwell, Senior Vice President HRC’s Director of Research and Public Education. conducting and analyzing public opinion research across Additional thanks to John Baez, Vice President
for Programs, Research and Training He’s held senior communications and marketing a broad range of issues, Naomi leads the supervision of Marketing, Bob Villaflor, Senior Design Director,
A longtime leader in social justice movements, Mary roles at Carnegie Mellon University and Reading Is of survey fielding and focus group recruiting. Naomi Human Rights Campaign for their creative guidance
Beth (M.B.) Maxwell leads the groundbreaking and Fundamental, and also has experience consulting began her public policy research career while studying and Kelly James, Intern at the Human Rights Campaign
innovative efforts of HRC’s educational arm, the HRC for progressive organizations on strategic commu- in Washington, DC at UCLA’s Center for American Foundation for her production assistance on this report.
Foundation. She oversees the organization’s public nication and organizational development needs. Politics and Public Policy. She holds a BA in Sociol-
education and programmatic initiatives covering a wide ogy from the University of California, Los Angeles.
range of issues affecting LGBTQ people in the United A longtime advocate for transgender equality and out
States and around the globe. Her portfolio includes transgender man, Jay lives in Maryland with his spouse,
the programs focused on the workplace, children and Kendra, and their two children. Kathleen Perry, Associate Analyst
youth, LGBTQ families, health and aging, HIV and Kathleen joined PerryUndem in May 2014. In her
AIDS, religion and faith, and LGBTQ issues abroad. role as an associate analyst, she has contributed to
research on a broad range of progressive policy issues,
Maxwell previously served in the Obama Administra- including health care reform, reproductive rights, and
tion as the Principal Deputy Assistant Secretary for social justice. Kathleen employs both qualitative and
Policy at the U.S. Department of Labor (DOL) where quantitative research methods to analyze data and
she was a key figure in shaping the Administration’s communicate results. She holds a BA in Government
policy agenda for working families, including raising the and Politics from the University of Maryland, College
minimum wage, expanding paid leave, ensuring labor Park and an MA in Global Security and Govern-
standards for home care workers, and advocating for ment Analytics from Johns Hopkins University.
collective bargaining rights and workers’ voice in the
workplace. She played a lead role in the Administra-
tion’s many accomplishments for LGBTQ workers.

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