'Equality' Is Becoming A Dirty Word

When we in the African American TBLG community hear the word 'equality', it is starting to get the same connotation in our minds when we hear the word 'queer'. It conjures up in our minds 'just like you' melanin free images about well to do gay people pushed to the media and an agenda focused on 'all marriage all the time'.
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As far as many of us in the African descended TBLG community are concerned, 'equality' is beginning to mean that you vanilla GL peeps want to sip your appletinis and be equal to the conservative people who oppress you.  We see 'equality' as you fighting for the white privilege you lost when you came out as gay,.lesbian or trans and wanting the 'special right' to discriminate against others.

You may be fuming at what Moni just wrote, but you peeps constantly give me and other non-white TBLG peeps Mount Everest sized piles of evidence that contribute to that viewpoint.

The radical lesbian powered Brennan -Hungerford paper submitted to the UN Entity for Gender Equity and the Empowerment of Women seeking to deny transwomen human rights coverage, the racism aimed at African Americans inside the community combined with senior leadership ranks in professional gay orgs that are whiter than the Republican party ranks do nothing to dispel that perception.  . 

It's also a mystery to African descended POC's why you spend disproportionately far more time railing about, denigrating and disrespecting the African American president that's trying to get your political agenda adopted and ensconced into law than the predominately white Republican Party that spends every waking moment disrespecting you and opposing your civil rights?

Hey, don't get mad because I'm not passing out white chocolate candy bars to candy coat this truth tellin' session.  This is a sound the alarm reality check post.

The 'Equality' brand is in serious danger of becoming a dirty word like 'queer' already is to much of the African descended trans and SGL community.      

If that's not the impression you wish to give when you say the word 'equality', then to paraphrase and add to Parliament-Funkadelic's original words, if you don't like the effects, don't produce the cause that's driving the perception in chocolate TBLG world in the first place.

Berea, KY Fairness Ordinance On Hold

A recently conducted survey commissioned by the Fairness Coalition determined that 83% of registered Kentucky voters agree that gay and transgender people should be protected from discrimination in the workplace, in housing, and in restaurants or other forms of public accommodations. 

The work continues on getting a statewide Fairness law ensconsed that would amend Kentucky’s Civil Rights Act to include protections based on perceived sexual orientation and gender identity.    The Statewide Fairness bill this session was sponsored by my old state rep Mary Lou Marzian (D-Louisville) with a companion Senate bill sponsored by Senator Kathy Stein (D-Lexington) in the GOP controlled chamber.   For the first time ever the bill actually got out of committee and to the floor of the Democratic controlled Kentucky House for debate..

The work also continues as various cities in the commonwealth of Kentucky try to join Louisville, Lexington and Covington on the list of Kentucky municipalities that have Fairness non-discrimination laws on their books and Berea is one of those municipalities making moves toward doing so.

Yesterday there was a Berea city council meeting to try to advance the process and Berea City Councilman Truman Fields, who is spearheading the efforts there was absent from last evening's regular scheduled meeting of the Council.

No further action was taken on either the establishment of a Berea Human Rights Commission or an anti-discrimination Fairness ordinance for the city. For the past several months Councilman Fields has spearheaded the Berea City Council task force tackling these issues, and brought forth a bill at the July 19 meeting that would establish a local Human Rights Commission. While the proposed Human Rights Commission does not include sexual orientation and gender identity as protected classes, the bill includes provisions for the enforcement of additional protected classes as adopted by the Berea City Council. At the July 19 meeting, the Human Rights Commission bill received the first of two readings required for a vote.

Councilman Fields announced at that July meeting that a draft Berean Fairness ordinance prohibiting discrimination in employment, housing, and public accommodations based on perceived sexual orientation and gender identity would be presented at the second Council meeting this month, August 16.

"Though no action was taken tonight, we remain confident the Berea City Council will move forward with the establishment of a Human Rights Commission and propose a local Fairness ordinance as announced later this month," said Jason Howard of Bereans for Fairness. "We commend the City Council and its task force for their careful consideration in the drafting of these bills and their facilitation of a full public dialogue on the issues. We look forward to further positive movement towards Fairness in Berea."


I hope there will be better news to report from the Bluegrass state on August 16.

Sen. Franken Grills Winger At DOMA Hearing

I love the smell of roasted right wingers in the morning.

Enjoy this clip of Sen Al Franken (D-MN) barbecuing Unfocused on The Family's Tom Minnery, the head of their political arm CitizenLink. over his inaccurate written testimony.

Texans Pass A 'What Would You Do' Test

There have been more than a few times either in the liberal progressive blogosphere or in various TransGriot blogposts I've had to remind people to chill with their anti-Texas hateraid

While some of our politicians here are straight up buttholes and haters, there are also some good politicians and good people here as well.

Oh yeah, need to remind you my hometown has a lesbian mayor who is unopposed (so far) for reelection.

There was a recent episode of the ABC-TV show called What Would You Do in which they set up a situation in a Farmers Branch, TX restaurant in which a gay couple with kids were being hounded by a waitress.

The What Would You Do crew wanted to see how the restaurant patrons would react at seeing the blatant bigotry.

Farmers Branch is a conservative leaning suburb in the Dallas area.    Before you start cursing Texas under your breath, you may wish to watch the video.  The results of this What Would You Do episode will probably surprise you.



It drives home my point that we TBLG peeps who are from and love our so-called red home states like Texas need to be willing to stand up for what we believe in.    We need to fight to make our states reflect our values as well.

Yes, we know the politicians can be inflexible.  We're aware we have much work to do to accomplish that and we will have far more disappointing setbacks.  We have to fight tooth and nail to not only get our rights, but even harder to avoid any slippage.    But when we win, the victory is even sweeter.

But when we fight, are out and proud about who we are and openly living our lives, we can and do change hearts and minds.   And as this video demonstrates, we may not have as much work ahead of us in that hearts and minds changing department as you non-Texans think we do.

Covenant House Texas Update--The New Non Discrimination Policy

I've posted about the ongoing drama we've had in Houston with Covenant House Texas over their less than stellar treatment of TBLG youth.

There have been recent meetings facilitated by Houston city councilmember Jolanda Jones between the TG Center and Covenant House Texas to resolve the issue.    

I can finally publish the news that progress is being made and Covenant House Texas has compiled a nondiscrimination and nonharassment policy.

How much progress remains to be seen, but it's a major step forward.


Covenant House Texas
Policy on Harassment and Nondiscrimination Statement on Nondiscrimination


Covenant House Texas values the complexity and diversity of the world in which we live and seeks to be a community that recognizes the dignity and inherent worth of every person. Covenant House Texas is committed to the principles of fairness and respect for all and believes that a policy embodying these principles fosters a community that favors the free and open exchange of ideas and provides its residents and staff with the best environment for study, work and fellowship. Accordingly, no employee, volunteer or individual sheltered at Covenant House Texas shall willfully harass, discriminate against, or interfere with the activities or legitimate rights of any person in a way that deprives that person of due consideration as an individual.

In compliance with Title VII of the 1964 Civil Rights Act, Section 504 of the Rehabilitation Act of 1973, the Americans with Disabilities Act and other federal, state and local equal opportunity laws, and in accordance with our values, Covenant House Texas will not discriminate on the basis of race, gender, disability, age, national origin, religion, sexual orientation, or gender expression in any phase of its admissions, programs or activities.

The Director of Human Resources for Covenant House Texas will be the Coordinator for compliance issues pertaining to this policy.  Questions or concerns regarding compliance issues should be directed to Director of Human Resources, 1111 Lovett Blvd., Houston, Texas 77006; 713-523-2231. The Federal Government resource on such issues is the Assistant Secretary for Civil Rights, U.S. Department of Education, Washington, D.C., 20202.

A. Definitions

1. Discrimination is an act or communication that interferes with an individual’s or a group’s ability to participate fully in Covenant House Texas’ services and programs on the basis of race, gender, disability, age, national origin, religion, sexual orientation or gender expression.

2. Harassment is conduct and/or verbal action which, because of its severity and/or persistence, interferes significantly with an individual’s or a group’s work or education, or adversely affects living conditions.

Harassment includes but is not limited to incitement to or threat of violence; epithets referring to race, gender, disability, age, national origin, religion, sexual orientation or gender expression; and/or physical conduct that is unwelcome, hostile or intimidating.

Covenant House Texas recognizes as harassment conduct and/or verbal communication that is derogatory, hostile, intimidating, threatening, “bullying,” humiliating or violent, although not necessarily illegal.


B. Complaint Procedure

Formal complaints of non-compliance by employees and/or volunteers of Covenant House Texas should be presented, in writing, to The Director of Human Resources of Covenant House Texas.  All complaints of discrimination or harassment should be made within 30 days of the alleged incident and must contain the information specified below in Section C. ‘Complaint Content’.

C. Complaint Content  
All complaints must include the following information:

• The legal name of the individual making the complaint;
• Contact information for the complainant (telephone, e-mail, address);

• Name(s) of person(s) directly responsible for alleged violation(s);

• • Date(s) and place(s) of alleged violation(s);

• • Nature of alleged violation(s);

• • Detailed description of the specific conduct that is the basis of alleged violation(s);

• • Copies of documents, if any, pertaining to the alleged violation(s);

• • Names of any witnesses to alleged violation(s);

• • Action requested by the complainant to resolve the situation;

• •The complaint should be signed and dated; and

• • Any additional information that may relevant to the alleged violation(s) and assist  in the investigative process.

Note:  The following communications do not constitute a complaint and will not be investigated or resolved pursuant to the complaint resolution process:

• • Oral allegations;

• • E-mail correspondence;

• • Anonymous communications;

• • Courtesy copies of correspondence or a complaint filed with others;

• • Inquiries that seek advice or information only.

D. Complaint Evaluation
A formal investigation will be initiated if a complaint is complete, timely, within the scope of this policy and articulates sufficient specific facts, which, if determined to be true, would support a finding that this policy was violated. Covenant House Texas may not proceed with a complaint investigation, if for instance:

• • A person fails to provide a written, signed complaint;
• • A complaint fails to describe in sufficient detail the conduct that is the basis of the complaint;
• • The conduct described in the complaint is not covered by this policy;
• • A complaint is not timely;
• • The complainant declines to cooperate in Covenant House Texas’ investigation;
• • The complaint has been withdrawn; or
  • • An appropriate resolution or remedy has already been achieved, or has been offered and rejected.

If a complaint is directed against an individual who would otherwise play a role in investigating and attempting to resolve the complaint, the function assigned to that person by these procedures will be delegated by the Director of Human Resources to another person.

E. Investigative Process 
The Director of Human Resources, as Coordinator for compliance issues pertaining to this policy, will interview the complainant, the respondent(s) and any persons who are considered to have pertinent factual information related to the complaint. The Director of Human Resources shall also gather and examine documents, if any, relevant to the complaint.  Facts will be considered on the basis of what is reasonable to persons of ordinary sensitivity (as opposed to the particular sensitivity or reaction of any specific individual). Findings will be based on the totality of circumstances surrounding the conduct complained of, including but not limited to: the context of that conduct, its severity, frequency, whether it was physically threatening, humiliating, or was it simply offensive in nature.
During the complaint process, the complainant and the respondent(s) may designate and thereafter be accompanied at meetings and interviews by an advisor of their own choosing. No representative may examine witnesses or otherwise actively participate in a meeting or interview.

 F. Report of Findings and Recommendations
The Director of Human Resources will provide a proposed statement of findings, copies of relevant documents and any physical evidence considered to the Executive Director of Covenant House Texas and the Chair of the Human Resources Committee within thirty (30) working days of receipt of the respondent’s statement, unless unusual circumstances require more time. The Executive Director will promptly notify each complainant and respondent in writing that the investigation has been completed and will provide them a copy of the proposed statement of findings.
Within ten (10) working days of receipt of the proposed statement of facts, each complainant and respondent may submit such comments and corrections as they may have.
Within fifteen (15) working days of the notification to the complainant and the respondent that the investigation has been completed, the Director of Human Resources, Executive Director of Covenant House Texas and Chair of the Human Resources Committee shall meet to discuss the findings, and review the record, along with any comments and proposed corrections submitted by the complainant and respondent.
Within fifteen (15) working days from that meeting, the Executive Director (and if a conflict exists, the Chair of the Human Resources Committee) shall take one of the following actions:

• Request further investigation into the complaint;
• Dismiss the complaint if the results of the completed investigation are inconclusive or there is insufficient reasonable, credible evidence to support the allegation(s); or
• Find that this policy was violated.

If  the Executive Director or Chairperson of the Human Resources Committee determine that this policy was violated, he or she, following consultation with the Director of Human Resources or other knowledgeable persons as appropriate, shall determine a disciplinary action that is appropriate for the severity of the conduct. Disciplinary actions can include, but are not limited to, written reprimands, the imposition of conditions, reassignment, suspension without pay and termination.
The Executive Director or Chairperson of the Human Resources Committee shall inform each complainant and accused individual, and the appropriate unit head(s) in writing, of his or her decision, and shall attach a copy of the final statement of findings.


G. Retaliation Prohibited
Any resident, volunteer, or employee of Covenant House Texas who retaliates in any way against an complainant, or any individual who participated in good faith in an investigation of a complaint, is subject to disciplinary action, up to and including dismissal from the Covenant House Texas program and/or employment.

H. Filing of False Complaints
Any person who knowingly and intentionally files a false complaint under this policy is subject to disciplinary action up to and including termination from employment and/or dismissal from the Covenant House Texas program.

I.Formal Discrimination Complaint
At any time, persons who believe they have been victims of discrimination may file a formal complaint with the Office of Civil Rights, U.S. Department of Education, Washington, D.C., 20202.


January 25, 2011