- Design and presentation of a comprehensive series of recommendations for Coro's organizational structure (including ways Coro influences its network and community) to ensure Coro stays far ahead of the curve when it comes to LGBT diversity and inclusivity. The recommendation plan will include a timeline of implementation (ex. what should be done by when).
- Examples of recommendations might include: requesting Coro alumni to include sexual orientation and gender identity when filling out surveys to keep track of LGBT people going through the programs, standardized informational packets of LGBT issues/best practices to be distributed among Coro partners and affiliates, procedures for ensuring transgender people's preferred names and pronouns are used when applying for programs & placement, etc.
- LGBT community involvement and consultation for LGBT organizations in and around Pittsburgh:
- For those organizations who serve the LGBT community interested in strengthening or creating internship programs
- To create a LGBT community 5-year plan informed by LGBT organizations, community representatives and community members. This plan to be included as part of the overall 5 year plan for the region to be created at the 2011 Building Change conference. More info: http://trcfwpa.org/news-events/building-change-convergence/. Also planning an LGBT workplace issues training for employers as part of the conference.
- To ensure continuity of responsibilities with the RIC and the ITL including social media work, tracking internships created, presenting another workshop on internship programs for employers, and creating and presenting a final presentation of my fellowship experience on November 18th, 2011 (save the date!).
Showing posts with label lgbt. Show all posts
Showing posts with label lgbt. Show all posts
July 19, 2011
Next Phase!
Due to some shifts at the Regional Internship Center, I am shifting the focus and structure of my project and the next four months will look quite different from the past 6. Things have been a little up in the air, as makes sense, because of these changes, but now I'm on the ground again and excited about what comes next. For the next 4 months, I will be focusing on the following areas:
May 23, 2011
Upcoming "Creating a Successful Internship Program" Workshop
Last Wednesday, I sat in on another of the RIC's employer workshops on "Creating a Successful Internship Program" at the Allegheny Land Trust in Sewickley. I'm keeping an eye out for ways to tailor the presentation to organizations that primarily serve the LGBT community. The information in the presentation is designed to be helpful for any company or organization looking to improve upon an existing internship program or start a new one. There are so many misconceptions about interns: ("Oh, this totally annoying job? Let's make the intern do it! Ha, ha, ha!" or "We can't pay an intern so we can't have one!") but just getting people talking about internships and what they could be really offers a whole new frame through which to look at them. This is especially helpful when members of organizations hear from members of other organizations about problems they have faced and overcome.
In many ways, organizations who serve LGBT populations are facing the same challenges as organizations who don't (directly) serve them. LGBT organizations may need to work on updating infrastructure, developing a more distinct "brand", assessing resources, attracting and retaining the best talent for the job, making hard decisions about funding and programming...These are all challenges common to any organization. But I'm trying to get at the challenges specific to LGBT organizations, in the Pittsburgh-area. Do organizations feel torn between groups in our community that seem to be at odds with each other? What is an organization's current strategy to reach out and advertise to the LGBT community? Further, what kind of language is the organization using to carry out that strategy? How is our community changing and what resources to we need now that we didn't need 10 or 20 years ago? How do we ally ourselves with other organizations in the city to create change beyond our community?
On June 22nd, I am inviting local LGBT organizations to our internships and including time to discuss these and other questions. The workshop information is below as well as a video by the Regional Internship Center's director, Regina Anderson about what employers can expect from this workshop:
Questions? Requests for accommodations? Email or call: (412) 208-0250
In many ways, organizations who serve LGBT populations are facing the same challenges as organizations who don't (directly) serve them. LGBT organizations may need to work on updating infrastructure, developing a more distinct "brand", assessing resources, attracting and retaining the best talent for the job, making hard decisions about funding and programming...These are all challenges common to any organization. But I'm trying to get at the challenges specific to LGBT organizations, in the Pittsburgh-area. Do organizations feel torn between groups in our community that seem to be at odds with each other? What is an organization's current strategy to reach out and advertise to the LGBT community? Further, what kind of language is the organization using to carry out that strategy? How is our community changing and what resources to we need now that we didn't need 10 or 20 years ago? How do we ally ourselves with other organizations in the city to create change beyond our community?
On June 22nd, I am inviting local LGBT organizations to our internships and including time to discuss these and other questions. The workshop information is below as well as a video by the Regional Internship Center's director, Regina Anderson about what employers can expect from this workshop:
Workshop: “Creating a Successful Internship Program”
-and-
Discussion: Serving the LGBT community through internship programs
Who: Pittsburgh-area organizations that serve the LGBT community
What: “Creating a Successful Internship Program” Workshop and Discussion
When: Wednesday, June 22nd from 1:00pm to 4:00pm
Where: Coro Center for Civic Leadership office
33 Terminal Way, Suite 429A
Pittsburgh, PA 15219
Cost: $35 (Make checks payable to: Coro Center for Civic Leadership)
RSVP by Monday, June 20th by emailing Rayden Sorock at rsorock@coropittsburgh.org
May 2, 2011
Trusting My Own Experience
I want to find out about the experiences of queer people in the workplace. What are our main concerns at work? How does being queer in its various forms act as a barrier to career development or even getting a paycheck? How can we benefit employers and co-workers by sharing our unique experiences? How do we want our community to help us earn better opportunities?
In a mock interview last week with Mad, I came to the realization that, while it is important and useful to get these questions answered by as many people as possible to show the range of experiences and show that our experiences are "more legitimate," I can also answer these questions myself. My own experiences in the workplace are important, helpful, and while maybe they don't count as straight-up "data," being a part of the queer community has shown me that we've come a long way without any encouragement from properly sanctioned research. I'm thinking about Esther Newton's Mother Camp: Female Impersonators in America, an ethnographic account of drag culture published in 1979. I'm thinking about ACT UP and Stonewall and other direct action--putting our bodies on the line for creating change. I'm thinking of the It Gets Better project, which is all about the power created by sharing our experiences.
One of my main concerns at work is whether or not to come out, when, to whom, and how. I mean, my co-workers now already know that I am trans. But because being trans means something a little different to each person, I'm not sure what they know, what they think they know, and what they don't really care about knowing. But I'm also meeting and talking to new people all the time and coming out kind of comes along with telling what I do. In some ways, that's an easy out, unless of course if, when I say Initiative for Transgender Leadership, the "transgender" just flies over their heads cause I don't fit their picture of what a transgender person looks like or does. In general though, talking about it produces some really interesting conversations, even if I don't always want to talk about it.
In the past, coming out never seemed relevant, or wise. One instance I'm thinking about I could have totally come out to a co-worker and I'm sure it would have been fine, but I just was held back by nerves. Coming out as transgender really shifts things into the way personal pretty fast. Sometimes I'm just too shy to take that plunge with someone I am friendly with, but not ready to get that personal with.
Other times, coming out feels essential, even though I may feel a panic attack coming on. I preferred to be up front about being trans at the three childcare positions I've held. In each case it never really came up again after that, but it made me feel so much better to know that I ran into any problems, I had a supervisor I was already out to, so I didn't have to come out in a crisis.
For me coming out completely would also involve coming out as queer, as having dated men, as being bisexual. This may fly under the radar as my partner is a woman, and although neither of us identifies as straight, we are assumed to be straight. This is sometimes awkward at queer events. Heaven forbid we come across as some space-invading heteros!
More generally, coming out involves speaking out against anti-gay or anti-women comments. Sometimes man-spaces don't feel safe enough to even say "That's not cool" or whatever and I have to concede by just not laughing the joke, ignoring it, or avoiding the person who said it. Often I am amazed be privy to totally gross boy's club comments, jokes, and bathroom habits that men generally wouldn't be caught dead sharing with women. It isn't all gross either. I wonder if some men might be embarrassed about sharing some of the tender, innocent things too. As an aside, I've also been witness to some really degrading gender language from women too, especially when it comes to gender policing children.
It's never clear how best to find out what kind of work environment it really is when applying for a job. Like, should I ask in the interview what kinds of policies protect LGBT employees? Since my work experience on my resume includes obviously queer context (especially now) how do I know that they person reading it wont just "look it over"? How does my work experience in queer contexts translate to other positions?
I know that my queerness has made me feel awkward in the workplace in general--like I'm not "acting normal" or whatever. There's this idea of how to "be a woman" or "be a man" in the workplace and I don't really feel like I fit either of those. Maybe this is how most people feel. Workplaces can be awkward places for all kinds of people.
I feel that my queerness and transness can contribute to a better workplace environment. For instance, I'm generally less likely to kill myself over trying to carry something heavy all by myself. I try to make it a point to pay attention to non-verbal cues women are sending to men in the room--about when the men should stop talking, when women need more personal space, etc. Also, from my experience being a member of a community often left out of outreach, research, and advertising in any real way, I have more of an eye when it comes to implementing projects--who are we trying to reach? why? what language are we going to use? Not to mention the perils of tokenism.
I've been to a couple internship fairs as a student and I remember being really disappointed with the selection. I wanted some more alternative employers in attendance. One thing I am working on is an LGBT-and-ally-themed internship fair. Employers have to show that they have a commitment to LGBT-inclusion if they want to attend. Organizations that serve the LGBT community are especially welcome to show all the various opportunities available fighting the good fight in our community.
I've also found it useful to hear stories from other folks going through the same thing--what advice they can offer is definitely helpful, this is true even if the details of their experience hardly mirrors mine. What's important is the before and after, the feeling, the triumph.
In a mock interview last week with Mad, I came to the realization that, while it is important and useful to get these questions answered by as many people as possible to show the range of experiences and show that our experiences are "more legitimate," I can also answer these questions myself. My own experiences in the workplace are important, helpful, and while maybe they don't count as straight-up "data," being a part of the queer community has shown me that we've come a long way without any encouragement from properly sanctioned research. I'm thinking about Esther Newton's Mother Camp: Female Impersonators in America, an ethnographic account of drag culture published in 1979. I'm thinking about ACT UP and Stonewall and other direct action--putting our bodies on the line for creating change. I'm thinking of the It Gets Better project, which is all about the power created by sharing our experiences.
One of my main concerns at work is whether or not to come out, when, to whom, and how. I mean, my co-workers now already know that I am trans. But because being trans means something a little different to each person, I'm not sure what they know, what they think they know, and what they don't really care about knowing. But I'm also meeting and talking to new people all the time and coming out kind of comes along with telling what I do. In some ways, that's an easy out, unless of course if, when I say Initiative for Transgender Leadership, the "transgender" just flies over their heads cause I don't fit their picture of what a transgender person looks like or does. In general though, talking about it produces some really interesting conversations, even if I don't always want to talk about it.
In the past, coming out never seemed relevant, or wise. One instance I'm thinking about I could have totally come out to a co-worker and I'm sure it would have been fine, but I just was held back by nerves. Coming out as transgender really shifts things into the way personal pretty fast. Sometimes I'm just too shy to take that plunge with someone I am friendly with, but not ready to get that personal with.
Other times, coming out feels essential, even though I may feel a panic attack coming on. I preferred to be up front about being trans at the three childcare positions I've held. In each case it never really came up again after that, but it made me feel so much better to know that I ran into any problems, I had a supervisor I was already out to, so I didn't have to come out in a crisis.
For me coming out completely would also involve coming out as queer, as having dated men, as being bisexual. This may fly under the radar as my partner is a woman, and although neither of us identifies as straight, we are assumed to be straight. This is sometimes awkward at queer events. Heaven forbid we come across as some space-invading heteros!
More generally, coming out involves speaking out against anti-gay or anti-women comments. Sometimes man-spaces don't feel safe enough to even say "That's not cool" or whatever and I have to concede by just not laughing the joke, ignoring it, or avoiding the person who said it. Often I am amazed be privy to totally gross boy's club comments, jokes, and bathroom habits that men generally wouldn't be caught dead sharing with women. It isn't all gross either. I wonder if some men might be embarrassed about sharing some of the tender, innocent things too. As an aside, I've also been witness to some really degrading gender language from women too, especially when it comes to gender policing children.
It's never clear how best to find out what kind of work environment it really is when applying for a job. Like, should I ask in the interview what kinds of policies protect LGBT employees? Since my work experience on my resume includes obviously queer context (especially now) how do I know that they person reading it wont just "look it over"? How does my work experience in queer contexts translate to other positions?
I know that my queerness has made me feel awkward in the workplace in general--like I'm not "acting normal" or whatever. There's this idea of how to "be a woman" or "be a man" in the workplace and I don't really feel like I fit either of those. Maybe this is how most people feel. Workplaces can be awkward places for all kinds of people.
I feel that my queerness and transness can contribute to a better workplace environment. For instance, I'm generally less likely to kill myself over trying to carry something heavy all by myself. I try to make it a point to pay attention to non-verbal cues women are sending to men in the room--about when the men should stop talking, when women need more personal space, etc. Also, from my experience being a member of a community often left out of outreach, research, and advertising in any real way, I have more of an eye when it comes to implementing projects--who are we trying to reach? why? what language are we going to use? Not to mention the perils of tokenism.
I've been to a couple internship fairs as a student and I remember being really disappointed with the selection. I wanted some more alternative employers in attendance. One thing I am working on is an LGBT-and-ally-themed internship fair. Employers have to show that they have a commitment to LGBT-inclusion if they want to attend. Organizations that serve the LGBT community are especially welcome to show all the various opportunities available fighting the good fight in our community.
I've also found it useful to hear stories from other folks going through the same thing--what advice they can offer is definitely helpful, this is true even if the details of their experience hardly mirrors mine. What's important is the before and after, the feeling, the triumph.
April 6, 2011
Project Intern: LGBT Community Outreach
So--Some big recent developments to report. "Project Intern: LGBT Community Outreach" is under way! This project identifies organizations and businesses in southwestern PA who offer internships and are interested in direct outreach to the LGBT community to advertise those internship opportunities. LGBT students looking for internships will be able to search through the Regional Internship Center website to find positions with employers who are committed to LGBT inclusion in the workplace. Students will also receive email updates of available positions. Employers who sign on will fill out surveys about workplace environment and will have the opportunity to work with the RIC to develop the best internship program for both the employer and for the intern (this in the form of employer workshops, a monthly program developed by the RIC).
So far, there are 5 or 6 organizations that are interested. And 2 LGBT student groups. For-profit businesses are kind of a blind spot for me but there are organizations in Pittsburgh that focus on diversity in the workplace and have business contacts.
Also--I just found out 2 days ago that my workshop proposal was accepted for this year's Philly Trans Health Conference. Caught me a little off guard since it was about 3 weeks after they said I would hear back about it...But after last night's meeting with Michelle (thanks!) I feel better about what that can be. In general I'm freaked out about how to boil down all this noise into one true note...Like what do I want to leave in my wake? It must be clear, and simple, and affective. What do I want to leave the RIC? What do I want to leave to the community? What do I want to give to the folks who (hopefully) show up to my workshop? I've been asking myself these questions all along--but I still don't feel much closer to the answers.
I want to start a dialogue--between QUILTBAG folks and employers, between QUILTBAG folks and other QUILTBAG folks about all the things that we can do and others can do to make our workplaces into places that we want to be--where who we are is an asset not a drawback. We can inform each other about what works, what doesn't work, what our major concerns are, what resources we need that are specific to our community. It's about investing in the work that we do--and the future careers (by this I don't just mean employment) of LGBT youth. And I guess I don't just mean youth either, as folks of all ages may deal with conflict at work about being queer.
So far, there are 5 or 6 organizations that are interested. And 2 LGBT student groups. For-profit businesses are kind of a blind spot for me but there are organizations in Pittsburgh that focus on diversity in the workplace and have business contacts.
Also--I just found out 2 days ago that my workshop proposal was accepted for this year's Philly Trans Health Conference. Caught me a little off guard since it was about 3 weeks after they said I would hear back about it...But after last night's meeting with Michelle (thanks!) I feel better about what that can be. In general I'm freaked out about how to boil down all this noise into one true note...Like what do I want to leave in my wake? It must be clear, and simple, and affective. What do I want to leave the RIC? What do I want to leave to the community? What do I want to give to the folks who (hopefully) show up to my workshop? I've been asking myself these questions all along--but I still don't feel much closer to the answers.
I want to start a dialogue--between QUILTBAG folks and employers, between QUILTBAG folks and other QUILTBAG folks about all the things that we can do and others can do to make our workplaces into places that we want to be--where who we are is an asset not a drawback. We can inform each other about what works, what doesn't work, what our major concerns are, what resources we need that are specific to our community. It's about investing in the work that we do--and the future careers (by this I don't just mean employment) of LGBT youth. And I guess I don't just mean youth either, as folks of all ages may deal with conflict at work about being queer.
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