Date: Mon, 15 Jul 96 16:36:41 EST From: "Phil Attey" Subject: HRC Workplace Report Documents Need For Passage of ENDA ________________________________________________________ NEWS from the Human Rights Campaign 1101 14th Street NW Washington, DC 20005 email: communications@hrcusa.org WWW: http://www.hrcusa.org ________________________________________________________ FOR IMMEDIATE RELEASE Monday, July 15, 1996 HRC REPORT DOCUMENTS NEED FOR FEDERAL LAW PROHIBITING WORKPLACE DISCRIMINATION AGAINST GAYS AND LESBIANS Small Fraction of Workplaces Offer Equal Protection, Benefits to Gay Employees TO SEND MESSAGES TO CONGRESS ON THIS ISSUE GO TO HRC'S ONLINE ACTION CENTER http://www.hrcusa.org WASHINGTON -- Although corporate America is making slow progress toward fairness for gay and lesbian workers, there is still a pressing need for a federal law guaranteeing protection from discrimination in hiring, firing, promotion and compensation, according to a report released today by the Human Rights Campaign. "The State of the Workplace for Gay and Lesbian Americans: Why Congress Should Pass the Employment Non-Discrimination Act," is a comprehensive study looking at the proliferation of non-discrimination policies covering gays, as well as domestic partner benefits and gay and lesbian employee work groups in America. The report documents 648 employers that have non-discrimination policies that include sexual orientation, including more than half of the Fortune 500. However, as the report notes, this is a tiny fraction of the 6.8 million private and public employers in the United States. Plus, only nine states -- California, Connecticut, Hawaii, Massachusetts, Minnesota, New Jersey, Rhode Island, Vermont and Wisconsin -- and the District of Columbia have comprehensive laws prohibiting discrimination based on sexual orientation. "It is perfectly legal in 41 states for employers to fire workers merely for being gay or lesbian -- something most people don't even realize and something most people also think is wrong," said Elizabeth Birch, HRC's executive director. "That's why it is critically important for Congress to pass the Employment Non-Discrimination Act, which would outlaw job discrimination based on sexual orientation." The House Small Business subcommittee on government programs plans to hold a hearing Wednesday, July 17, on the Employment Non-Discrimination Act. Additionally, Sen. Edward M. Kennedy, D-Mass., has said he will introduce ENDA as an amendment to the Defense of Marriage Act when it reaches the Senate floor. Since 1974 when IBM became the first U.S. corporation to add sexual orientation to its non-discrimination policy, gay and lesbian Americans have made dramatic strides toward fairness and inclusion in everyday life, the HRC report notes. HRC's own polling has shown that more than half of all Americans now say they know someone who is gay. (Compare this to a Newsweek poll that found that only 22 percent said in 1985 that they knew someone gay.) HRC's polling has also shown that people who know someone who is gay or lesbian are far more likely to support equal rights for gay people; a total of 80 percent of Americans who know someone gay have said they favor preventing job discrimination, according to a poll conducted by Lake Research Inc. in May 1995. As part of its study, the Human Rights Campaign also identified: - 313 employers that have adopted same-sex domestic partner benefits; - 165 cities and counties that prohibit discrimination based on sexual orientation; - 103 companies that have gay and lesbian employee support groups. - Plus, HRC has found that a majority of members of both the House and Senate also have non-discrimination policies that include sexual orientation. Currently, 66 of the 100 senators and 238 of the 435 members of the House have such policies, many as a result of the mere fact that HRC asked. This year, HRC conducted the most exhaustive survey ever of the Fortune 500 to determine how many have non-discrimination policies that include gay men and lesbians. The survey found: - 251 have such policies. They include some of the most recognizable names in business, such as Time-Warner, American Express, Coca-Cola, Johnson & Johnson, Walt Disney, Levi Strauss, Quaker Oats, Apple Computer, Xerox, Colgate Palmolive, Reebok, Sara Lee,Eastman Kodak and Pfizer. - 91 do not have such policies. They also include some of the best-known names in business, such as Chrysler, Nike, Pennzoil and Reader's Digest Association. - 158 did not answer HRC's survey. Birch -- who was instrumental in persuading Apple Computer to extend equal employment rights and benefits to gay workers when she was the company's top litigator -- noted that more and more employers are beginning to realize that these policies constitute good business. "American business leaders have recognized that adopting policies protecting their gay and lesbian workers from discrimination is among the best ways employers can remind these employees that they are acknowledged, welcome and valued," Birch said. "In an increasingly competitive global marketplace, the existence of these policies can ensure that the best and brightest stay with a company regardless of their sexual orientation. The atmosphere fostered by such policies increases productivity and profits by allowing a company to tap the skills and talents of all members of the workforce." The Human Rights Campaign is the largest national lesbian and gay political organization, with members throughout the country. It effectively lobbies Congress, provides campaign support and educates the public to ensure that lesbian and gay Americans can be open, honest and safe at home, at work and in the community. Note: For a copy of HRC's report, please check HRC's website, http://www.hrcusa.org - or for a hardcopy call Sloan Wiesen at (202) 628-4160. - 30 -