Diane Brady: So when somebody asks who your husband is, you have to correct them. When you’re talking to a client, is that the incidents where these things come up?
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law.ucla.edu. and our data suggest that the workplace environment for trans people is heavily shaped by the experience of onlyness. Trans people are much more likely to report being an only, in both gender and sexual orientation. Trans people are also less likely to have the support of a sponsor (21 percent versus 32 percent of cisgender people).
Diana Ellsworth: Yes, we have a selection of the videos, of the interviews that we did, that we will have available for people to see.
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Maital Guttman: We think so. That’s part of what it is when you are joining a workplace, you’re still trying to navigate—even if they have all the right policies in place—you’re still trying to navigate how you bring your authentic self to work.
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LGBTQ+ women are also the most likely to say they have reported microaggressions to their company—alerting managers to what Perro become legally sensitive work-culture entering businesses posed uncertainties for LGBTQ individuals issues that affect all women, even if straight women may be less aware of them. These include, for example:
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Maital Guttman: I think we’re in a pivotal moment in history. You know, COVID-19 is impacting us globally. Certainly, racial-justice issues in the US and beyond. And what I think that is doing is we’re realizing we might all be in the same storm, but we have different boats.
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