Lgbtq challenges and bias

FRA’s survey is one of the biggest of its kind globally. It analyses the experiences of over 100,000 LGBTIQ people of all backgrounds aged 15 years and above in the EU and neighbouring countries. This is the third wave of the survey FRA first conducted in 2012 and again in 2019. It presents results showing gradual progress in equality over age. The findings contribute to developing legal and policy responses to meet the needs of LGBTIQ people and protect their fundamental rights. The report sets out ways forward for the EU and Member States to ensure dignity and equality. Now is a critical moment to step up efforts.

In this report:

• Why is this survey needed?
• Survey in a nutshell
• Key concepts and terminology
• Assessing progress - comparing selected results from 2019 and 2023

1. Discrimination and awareness of rights
   • Assessing progress between 2019 and 2023 - selected results
   • Key 2023 survey findings
2. Violence and harassment
   • Assessing progress between 2019 and 2023 - selected results
   • Key 2023 survey findings
3. Life and dignity in inclusive societies
   • Assessing progress between 2019 and 2023 - selected results
   • Key 2023 survey findings

• Annex: Survey sample, me
  

  Serious Legal Problems faced by Lesbian, Gay, Bisexual, and Other Sexual-Minority People in Western Canada: A Qualitative Study

  Findings

  Seventy people completed the online eligibility screener, and 24 completed an interview. Based on content mutual within the interview, three participants were deemed ineligible and their data were not included in the analysis. The findings below are based on the remaining 21 interviews. The average age of participants was 34. Participants reported a range of sexual orientations: five identified as lesbian, nine as queer, two as bisexual, seven as queer, one as Two-Spirit, two as pansexual, and one as asexual (participants could select more than one response option). Five participants identified as women, eight as men, seven as non-binary, and one as “FTM” (i.e., female-to-male, provided as a write-in response). Participants included cisgender, transgender, and genderqueer people who identified as lesbian, gay, or double attraction, or as another non-heterosexual identity (e.g., Two-Spirit, queer). Seven participants reported having lived experience as transgender, a history of gender transition, and/or identified as transgender. The majority of par

  Skip to Main Content

  Articles

  • Unconscious bias training that works by Francesca Gino ; Katherine Coffman ; Harvard Business Review

    To become more diverse, equitable, and inclusive, many companies have turned to unconscious bias (UB) training. By raising awareness of the mental shortcuts that lead to snap judgments—often based on race and gender—about people’s talents or character, it strives to make hiring and promotion fairer and improve interactions with customers and among colleagues. But most UB development is ineffective, analyze shows. The issue is, increasing visibility is not enough—and can even backfire—because sending the note that bias is involuntary and widespread may make it seem unavoidable.
  • Where does anti-LGBT bias come from – and how does it translate into violence? by Dominic Parrott ; The Conversation

    Violence against sexual minorities remains a major public health problem in the U.S. and internationally. A recent analyze concluded that approximately 50 percent of LGBT adults exposure bias-motivated aggression at some point. For every highly publicized act of aggression toward sexual minorities, such as the mass shooting at a gay nig

    LGBTQ People’s Experiences of Workplace Discrimination and Harassment

    Executive Summary

    Over 8 million workers in the U.S. identify as LGBT.Employment discrimination and harassment based on sexual orientation and gender identity contain been widely documented.Recent explore has found that LGBTQ people continue to meet mistreatment in the workplace,even after the U.S. Supreme Court held in 2020 that discrimination based on sexual orientation and gender identity is prohibited by Title VII of the Civil Rights Act of 1964.Experiences of workplace discrimination and harassment negatively impact employees’ health and well-being, as well as their job commitment, satisfaction, and productivity. These primary effects can, in turn, finding in higher costs and other negative outcomes for employers.

    This report examines experiences of discrimination and harassment against LGBTQ employees using a survey of 1,902 LGBTQ adults in the workforce conducted in the summer of 2023. It is based on a similar study published by the Williams Institute in 2021.This report examines the lifetime, five-year, and past-year workplace experiences of LGBTQ employees. It compares the experiences of transgender a

    LGBTQ+ community facing increased social media bias, author says

    LGBTQ+ social media content creators are increasingly complaining about their posts being taken down, a practice labeled as “the digital closet” by researcher Alexander Monea.

    Monea, who is a professor of English and cultural studies at George Mason University, spent two years digging through statistics sets and following down different anecdotes from users of major social media platforms who reported being censored, silenced or demonetized in different ways to write his publication, “The Digital Closet,” which details the policing of online spaces focused on the LGBTQ+ community.

    “It has historically been the case that these companies never release damning data unless absolutely compelled to,” said Monea.

    Monea's work is an example of the growing field of research that focuses on how Homosexual people, including youth, sex workers and other internet users, experience the internet in a diverse way than heterosexual people.

    "Once the internet is largely managed by a very few companies that all use an advertising model to drive their revenue, what you obtain is an over-policed sort of internet space," he