Those appreciative of Pride Month, a month in theory dedicated to the celebration and awareness of members of the LGBTQ community, often rightfully express a certain frustration at the expectation for said members to be satisfied with what ultimately amounts to baby steps. Ladders recently reported on a study from just a few months ago that revealed a significant portion of Americans do not believe a non-heterosexual couple can successfully raise a child together. An alarming finding published in the Accelerating Acceptance Report found young Americans to be less comfortable with LGBTQ members than they have been in prior years.
The number of adults between the ages of 18 and 36 that would be OK with a family member coming out has gone down 7% in just a year. Thirty-four percent of this same demographic said that they would be uncomfortable being treated by an LGBTQ doctor, compared to the 27% that said this back in 2018.
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“This newness they are experiencing could be leading to this erosion. It’s a newness that takes time for people to understand,” says the president and CEO of GLAAD, Sarah Kate Ellis in response to the new study. “Our job is to educate about nonconformity.” But remember when Katie Perry wore a rainbow hat or whatever, that was pretty neat.
Awareness appears to be the fairest obtainable outlay for the commercialization of this these efforts and concerns. Friends of mine that belong to the LGBTQ community were admittedly halved about the video for Taylor Swift’s latest hit You Need To Calm Down, a perfect example of the kind of virtue signaling, culture commercial that reliably gets marginalized fired up, but even the most irritated among these remarked the intention favorably. Of course, action matters much more than intention does.
The promising omens
Take a new report from Burning Glass Technologies, for instance, noting the accelerated increase in the number of job postings that include terms like gender identity, and sexual orientation.
As you can see by the chart above, more and more employers are making an effort to ensure applicants are aware of their willingness to embrace diversity of all kinds in the workplace. Back in 2013, only 21% of recruiters employed equal opportunity language for their listings. This figure has risen more than 10% in five years. The authors of BurningGLass cautions us against missing the forest for the trees.
“Job posting data can only be suggestive: as noted, not all employers are covered by the law and those that are covered aren’t always required to include an equal opportunity statement. The actual language can vary widely, depending on the company’s culture and goals. Plus, even with a strong EOE statement, discrimination can be unconsciously built into a hiring process.”
Even still, if any real progress is to be made, the first steps will invariably by co-authored by awareness and inclusion.