(and Opportunities) for LGBT Students - Academic and Career Challenges Robert Vitelli, M.A. Chief Operating Officer

Academic and Career
     Challenges
  (and Opportunities)
 for LGBT Students
      Robert Vitelli, M.A.
      Chief Operating Officer
        LGBT Network

Introduction

§   Robert Vitelli, M.A.
     •   20 years experience working with young people
         o   16 years at LGBT Network
         o   Nassau Community College
         o   Pace University, NYC Campus
         o   Sarah Lawrence College
         o   LaSalle University

Today & Overview

§   Overview of today’s training
     •   My story
     •   Fears and challenges for LGBT young people
     •   Understanding the future workplace
     •   Campus and career support
     •   Recommendations
     •   Q&As

Mission Statement
As a champion for LGBT people and their allies, we
pioneer programs, build supportive communities, and
   lead social change in suburban and underserved
                    communities.

About LGBT Network

§   501(c)(3) non-profit organization

§   A home and a voice for LGBT people, their families, and allies in
     Long Island and Queens.

§   Our four community centers help LGBT people to be themselves,
     connect with others, stay healthy, and be empowered.

§   We have a 24-year history of pioneering advocacy and change to
     promote safe spaces, not only within its programs, but in schools,
     workplaces, organizations, and in the greater community.

About LGBT Network

§   End bullying > Safe Schools Initiative
§   Increase awareness > Community Education & Training
§   Empower youth & prevent suicide > Youth Leadership
§   Build community > Programs for older adults and families

§   Stop HIV > HIV/STD Services
§   Provide support > Counseling & Support Services

My Story

§   Over-involved student

§   Fear of success in intended career path
     •   Me vs. Engineering
     •   Not focused enough

§   Lack of support and direction
     •   No one to talk to

My Story

§   Conflict about career path versus personal identity

§   Unsure of where to go for direction and support
     •   Career services didn’t seem LGBT-inclusive
         o   Career Services Program story

My Story

§   Did I ”cool myself-out” unnecessarily?
     •   Should I have given engineering a chance?
     •   Were my expectations or fears warranted?
     •   How did I really know?
     •   How could I have obtained the information that could have
         helped me develop an informed decision, instead of just
         making an assumption?
         o   Or was it an assumption?

LGBT College Students

§   Various fears about coming out
     •   Rejection from family
     •   Rejection from friends and peer network
     •   Career road blocks and glass ceilings

LGBT Bullying in School

§   9 out of 10 LGBT students report hearing homophobic
     comments often and daily at school.

§   More than one-third of LGBT students are physically
     harassed at school – either pushed or shoved.

LGBT Bullying at Work

§   Nearly 2/3 heard lesbian and gay jokes.
     •   43% heard bisexual jokes
     •   40% heard transgender jokes

§   Of closeted employees, 31% fear losing connections with
     coworkers.

§   23% fear they might not be offered development or
     advancement opportunities.

Unfair Treatment in the
                Workplace

§   A 2013 PEW Survey found that 21% LGBT respondents
     had been treated unfairly by an employer in hiring, pay, or
     promotions.
     •   When surveyed separately, transgender respondents report
         higher rates of employment discrimination and harassment
         than LGB people.
     •   In a 2011 survey, 78% of respondents to the largest survey of
         transgender people to date reported experiencing at least one
         form of harassment or mistreatment at work because of their
         gender identity.

Losing LGBT Employees

§   Nearly one in 10 LGBT employees left a job because the
     environment was unwelcoming

§   70% of non-LGBT employees believe it is "unprofessional" to
     discuss sexual orientation or gender identity in the workplace

§   More than half of LGBT workers hide their sexual orientation in
     their workplace

§   More than one-third of LGBT employees lie about their personal
     lives at work

Did I make the right decision?

§   Were my assumptions correct?

§   Were my fears warranted?

Understanding the Future
               Workplace

§   What can LGBT grads expect?
     •   Co-workers
     •   Restrooms
     •   LGBT workplace proficiency or awareness
     •   Workplace culture

What are some potential
       hurdles for LGBT grads?

§   Finding a career and/or an employer that is LGBT-inclusive
     and affirming

§   Affordable locale

§   Where is the information??

§   If transgender or gender non-conforming, negotiating
     bathrooms

Recommendations

§   Find and connect with companies that have a demonstrable
     track-record and history of LGBT-inclusion and diversity
     •   Human Rights Campaign (HRC) publishes directory of
         Corporate Equality Index (CEI) with measures of LGBT-
         inclusion and diversity

Recommendations

§   Encourage students to conduct their own research.
     •   Does the company have an LGBT employee group?
     •   Non-discrimination policy?
     •   Gender-neutral restrooms?
     •   LGBT sponsorships and involvement?

Recommendations

§   Look for internship opportunities at LGBT-affirming
     companies so that grads can get their foot-in-the-door
     •   If they don’t have an internship, propose one.

Recommendations

§   Outreach and connect with the local LGBTA campus
     student club!
     •   Go to them.
     •   Emphasize that you are sensitive to the needs of LGBT
         students.

Recommendations

§   Companies should reflect their inclusion and diversity
     priorities publicly, in an easily accessible location on their
     web site.
     •   Important for non-LGBT Millennials, too!

Recommendations

§   Companies should conduct outreach to LGBTA students
     groups
     •   Targeted recruitment

Recommendations

§   Resume writing and interviewing
     •   Work with students to make decisions about how they want to
         present themselves as LGBT
     •   … or to not do it
         o   Pros
         o   Cons

Recommendations

§   We should not make decisions for students.
     •   If they want to work for a company with a strong anti-LGBT
         stance – that’s their business.
         o   Our job is to coach them to understand the potential impact of the
             decisions they make.
             ü “What do you think that will be like?”
             ü “Are you ready for handling or dealing with XYZ?”

LGBT-affirming Fields

§   LGBT non-profits!

§   Social justice organizations and causes

§   Businesses oriented and related to progressive institutions,
     organizations, and/or causes

What can career services personnel or
employers do to help debunk certain myths?

§   Talk about it!
     •   Be real.
         o   “I’m gonna’ go in and change that place!”
         o   Share personal stories of misconceptions
             ü Starting salary
             ü Early career missteps
             ü Doing important work right away

QUESTION

§   Were there any places on-campus you felt comfortable
     discussing my fears related to my career path?

QUESTION

§   Is there anything career services could have done to make
     you feel more welcome or comfortable to discuss this issue?

QUESTION

§   In your own work experiences, what things did a previous
     employer do (or not do) in terms of making you feel
     comfortable and welcome within that particular employer
     environment?
     •   What suggestions do you have for employers?

Takeaways

§   What did you learn?

§   What’s one thing you see yourself doing immediately?

§   What was the biggest shocker of the day?

§   What do you think was the easiest takeaway?

Thanks!

§   Good luck!!