More Like The Gay, Inc Job Interview For Black Trans Women

This graphic has been making the rounds in Trans World recently, and far from being representative of the lack of job opportunities for trans women in Gay, Inc organizations, it's more accurately reflective of the lack of Gay, Inc job opportunities for African-American trans women.

Since we now have America's attention, one of the things that needs to be addressed that has been a longtime sore spot with our community is the problematic pattern of trans hiring (or lack thereof) in Gay, Inc organizations that claim to be advocates for the rights of transgender people.

As an example of what I'm discussing, the LGBTQ Task Force used to have until Kylar Broadus took over that role, a cisgender woman named Lisa Mottet running their Transgender Civil Rights Project. 

While Mottet is a wonderful ally, has now moved on to NCTE and has done an admirable job in that role, it's still problematic with all the qualified trans people out there across the country doing the work (some for decades), you would still ignore them on an issue that they are more than qualified to advocate for, eloquently speak on in favor of hiring cisgender peeps to do that advocacy work.

And when they do deign to hire a trans person in a Gay, Inc org for a leadership position, it has been either predominately white trans masculine ones or a white trans woman. 

It's even more galling to notice this pattern within Gay Inc orgs when the people who take the brunt of the hate crime casualties are Latina and African-American trans women.

We Black trans women have in many cases done the work for decades and put our asses on the line for all the letters of the TBLG community including our own, but when it comes time to get paid for it, we aren't the ones reaping the rewards.  

When it comes time to getting paid to be a professional LGBT activist, far too often it is cisgender white gay males who do and get those positions and parlay those entry level positions into fast tracks to the leadership ranks of Gay, Inc organizations.


Even in the organizations that are trans oriented, the same problem crops up.  With the notable exception of TPOCC, trans organizations are not only devoid of Black trans feminine people, but have a glaring lack of melanin in their senior leadership ranks.

Kudos for our work in articles, inclusion on community leadership lists or tributes in Gay, Inc org CEO speeches while deeply appreciated, don't pay our bills or get us out of poverty.

Sustained money from a decent job at a livable wage does.

When African-American trans people are facing 26% unemployment, it would send a powerful message to the corporate ranks you push your equality indexes on if you would actually practice what you preach at others and hire transpeople for your own Gay, Inc organizations.

And yes, Black legacy orgs, I'm giving y'all the side eye as well.   This isn't just a Gay, Inc problem, and you traditional legacy orgs could also send a powerful message inside and outside our community about hiring us in these advocacy positions if you would take the bold step of leading instead of following on this issue.  

If you are wishing to become competent on transgender human rights issues, wouldn't hurt for you to hire the people who are experts at it and who are also culturally competent in the issues that ail Black America as well

Will that pattern change?   I hope and pray it expeditiously does, but that remains to be seen. 

But for our community's sake, change it must.

Gay, Inc Needs A Trans Rooney Rule

With the close of the NFL season, five head coaches were fired for their teams 2013 performance or lack thereof.    Five teams, including my Houston Texans initiated searches for their new head coaches, with the Texans doing so before the season concluded. 

One of the very first interviews given for the vacant head coaching position of my fave NFL squad was to Lovie Smith, the former head coach of the Chicago Bears.  He has since been interviewed and hired by the Tampa Bay Buccaneers.

The reason the interview for Smith happened, and you will see that repeated for other non-white NFL coaching and GM candidates was to fulfill the requirements of the now decade old 'Rooney Rule'. 

The rule is named for Pittsburgh Steelers owner and chairman of the NFL's diversity committee Dan Rooney, due to the Steelers' long positive history of giving African Americans opportunities to serve in team leadership and coaching roles.  The Rooney's themselves before hiring Mike Tomlin as their head coach in 2007 interviewed current Carolina Panthers coach Ron Rivera for the job. 

Since 2003 the National Football League's Rooney Rule requires teams to interview at least one minority candidate for open head coaching and senior football operation jobs.  It started because of the sorry history that up until the hiring of Tom Flores by the Oakland Raiders in 1979, there had been in the entire history of the NFL only one non-white head coach, and that was African-American Fritz Pollard in 1920.


Tom Flores made history not only as the first Latino starting quarterback (for the 1960 AFL Raiders), but the first Latino NFL head coach.  He's also the first non-white head coach to make it to and win two Super Bowls (1980, 1983) and win one as an assistant (1976).   Why he's not in the NFL Hall of Fame is a travesty, but that's another post.

The institution of the Rooney Rule raised the percentage of African-Americans coaches by 2006 to 22% from 6% in the year prior to its implementation.  It was subsequently expanded in 2009 to all ethnic minority coaching and GM candidates and there are proposes to expand it to offensive and defensive coordinator jobs. 

The Rooney Rule is not a quota as its vanillacentric privileged detractors like to call it.  It simply says you must interview minority candidates for these positions.  Who you hire is still up to you as the owner.  But it is obvious that the Rooney Rule worked to promote diversity in the coaching and GM ranks until the 2012 season and it was tweaked again. 

This heavy dose of NFL history about the Rooney Rule has a point.  

What got me thinking about this in terms of TBLG community circles is a conversation ENDABlog 2.0 blogger Katrina Rose and I were having about the Rooney Rule and its implementation in the current NFL hiring cycle.

Katrina made a comment that Gay, Inc orgs need to have one and she has a point.   When it comes to their hiring record concerning the people they choose to lead their organizations, only white gay men need apply.  

When the leadership rannks of your Gay, Inc organizations resemble Republican party conventions, if you're transgender why even apply, especially if you're a trans woman of color? 

The only Gay, Inc organization that has bucked that trend so far is the National Gay and Lesbian Task Force.   In its over three decades the Task Force has had multiple female executive directors in Jean O'Leary, Urvashi Vaid, Kerry Lobel just to name a few and since 2008 has been led by current Task Force executive director Rea Carey.


Even with the Task Force's remarkably consistent record when it comes to feminine leadership, they unfortunately have the same pattern as other Gay, Inc orgs in terms of the overall lack of hiring of trans people despite the September hiring of Kylar Broadus to helm their Transgender Civil Rights Project.   

The same project that was led for over a decade (2001-2013) by cis woman Lisa Mottet until moving on to NCTE..

Allyson Robinson is the only person who has ever headed a Gay, Inc org that doesn't have trans human rights as a primary focus, and OutServe-SLDN unfortunately imploded a few months later into her term.


Like Kylar and others prove, it's not like trams people, and especially trans people of color don't have the education, talent or innovative ideas that would serve this community and movement well at an organizational level.  

And yeah, would be nice to get a regular paycheck for fighting for the human rights of this community.   It would also make a small symbolic dent in the trans unemployment numbers, send the message you practice what you preach to Fortune 500 companies and to governmental bodies that you are trying to convince to pass non-discrimination legislation.

It would also send the message that as allies you do value the contributions of trans people to the movement.

But it is probably the all-marriage all the time agenda of these predominately gay white male run orgs that is a reason why a civil rights oriented non-white candidate to this point hasn't been allowed near the leadership ranks of these groups.

You can also add other possible reasons as to why the lack of trans leaders in these Gay, Inc orgs is the dearth of trans hiring at mid-management and senior management levels of these organizations like it routinely does for white gay and lesbian people, or inclusion on their boards of directors so they can get the experience to someday be considered to run the entire organization .  

And let's be real about this, racism and transphobia probably plays a role in this lack of Gay, Inc leadership diversity as well.

For that paradigm to change, we are going to have to see more trans people make it into the good old gay boy and girl networks so they are familiar to the people who can hire or make recommendations to hire.

And it may take Rooney Rule type efforts, or these Gay, Inc organizations realizing that diverse leadership leads to better policy development to do so.     
 

Allyson Robinson Ousted As OutServe/SLDN Exec Director

Back in October I was happy to trumpet the news of Allyson Robinson's groundbreaking hiring as the executive director of the merged OutServe/SLDN.   Allyson also became at that time the first trans person ever to be hired as the head of a national Gay, Inc org whose primary focus is not centered on trans human rights issues. 

Today the trans community and our allies are stunned to hear the news via the Bilerico Project that after only nine months on the job Allyson Robinson has been ousted as the head of OutServe/SLDN after a board coup.  

A new executive director for an organization is usually given a year to immerse themselves in the culture of the organization and implement their policy and procedural direction, so this unexpected firing of Robinson triggered the resignations of OutServe/SLDN senior staff, several board members and growing outrage in the trans community. 

I've been wary of OutServe/SLDN based on how military transfolks got thrown under the Humvee in the runup to the 2010 DADT repeal and questions about their cultural competency to articulate the issues facing trans military personnel and veterans.  

It also revived the perception in the trans community that OutServe/SLDN only cares about GL military people and isn't on board with helping the trans community end the ban on trans military service so that we can openly serve in our country's military.

It also put a renewed spotlight on TAVA, the Transgender American Veterans Association and the status of the ten year old organization in the wake of founding president Monica Helms' recent retirement.

It also plays into the larger problem that Gay, Inc orgs are cricket chirping silent about in terms of the glaring lack of visible trans feminine leadership in their ranks and the suspicion of trans people that GL transphobia is playing a major role in that invisibility. 

Don't even get me started about the lack of trans women of color in Gay, Inc organizational ranks.

That perception is only going to ossify with this highly public dismissal of a groundbreaking trans leader and the ongoing turmoil and drama it has unleashed in its wake.

Robinson said at the time she was hired as the OutServe/SLDN executive director, "We cannot stop until we reach the day when all qualified Americans who wish to wear the uniform of our armed forces have the opportunity to do so with honor and integrity – and without fear of discrimination or harassment – whether they are gay, lesbian, bisexual, or transgender.”

Their ouster of Robinson after only nine months on the job leads the trans community to legitimately ask if there is rampant transphobia in the organization.   It also leads us to ask the more pertinent policy question of just how committed OutServe/SLDN is to the mission of ensuring that like GLB Americans, transgender Americans can serve their country with honor and distinction.

TransGriot Update:  Denise Brogan Kator was the first transperson to ever be hired as the ED for a Gay, Inc org not focused on trans human rights issues when she became the head of Equality Michigan. 

Gay Inc Orgs, When Are You Going To Start Hiring Us?

So that leads me to pose this question once again. It's one the transgender community and our allies are impatiently waiting for an answer to from our lawmakers and the business community.

How can transpeople contribute to society if you won't hire us?

TransGriot  December 9, 2009  'How Can We Contribute To Society If You Won't Hire Us?'


I asked that question in December 2009, and a comment Katrina Rose made on my Facebook page last night got me thinking about employment issues and the sorry record of Gay, Inc. advocacy orgs in terms of hiring transpeople.  

Sadly the question I posed in that 2009 TransGriot post is not only relevant today, but is even more apropos if I aim it at the Gay Inc. advocacy orgs.   This inquiring TransGriot mind and my readers would love to know how many transpeople they have on their staffs they write paychecks to?

And don't even get me started about the leadership ranks and staffs in these organizations being so overwhelmingly monoracial they look like a Republican Party convention..

There were probably more Black delegates at last year's GOP convention (47) than the number of transpeople gainfully employed in all the Gay, Inc advocacy organizations combined.

That lack of transfolks on your staffs is not only problematic, but creates a 'things that make you go hmm' moment in transworld.  It makes us wonder just how committed you are to getting the trans inclusive ENDA passed and adding non-discrimination language on the basis of gender identity and expression to state and local non-discrimination employment laws.

It would also be wise, especially if you as a Gay, Inc advocacy org claiming to be speaking for the entire community, to have diverse, talented people from all letters of the TBLGIQ rainbow putting together policies that positively move our community forward.

The United States is going to be a majority-minority country by 2050.  Trans people have long considered gainful employment as a non-negotiable bedrock trans human rights issue.  It's past time the people you employ and hire to lead your organizations reflect the reality of a multicultural America. 

It would also be nice that trans POC's be increasingly included in that candidate mix as you strive to make Gay, Inc. advocacy orgs look more like America.

And one other thing to consider.  By doing so you not only send a message to the rest of the world that you're putting your money where your mouths are in terms of hiring and retaining qualified transpeople for your own organizations, you're making a dent in the horrific trans unemployment numbers.

You're also giving that person good, stable employment at good wages and the opportunity with the money they earn to give back to the TBLG community.

You can either do that willingly Gay, Inc advocacy orgs or suffer the embarrassment and fiscal consequences of being called out on this issue or even hauled into court for your pitifully sorry hiring record. 

So Gay, Inc advocacy orgs, when are you going to start hiring more transpeople to work for you?