Pride and Policies: How LGBTQ-Inclusive HR Practices Benefit Your Business

Anthony Munger, Maryanne Gaw (Editor)

4 April 2023

Louisville Pride Foundation

LGBTQ individuals have long struggled to secure their rights and gain acceptance in society. Despite significant progress in recent years, LGBTQ people continue to face discrimination in various aspects of their lives, including in the workplace. Companies have a critical role to play in creating a supportive and inclusive environment for all of their employees. There is an importance to having LGBTQ-affirming policies at a company, and a need for supportive workplaces and allies while anti-lgbtq bills are threatening the rights of those individuals.

LGBTQ-affirming policies at a company refer to the practices and policies that promote equal treatment, respect, and inclusion of LGBTQ employees. These policies include equal employment opportunities, non-discrimination policies, inclusive health benefits, and transgender-inclusive policies. Companies that have these policies in place send a clear message that they value and support their LGBTQ employees. Companies should implement LGBTQ-affirming policies because they create a more inclusive and diverse workplace, which has many benefits for both the company and its employees. Doing so can improve employee morale and job satisfaction, leading to increased productivity and decreased turnover rates. Employees who feel valued and supported in the workplace are more likely to be engaged and committed to their work.

Further, implementing LGBTQ-affirming policies can attract top talent, as many job seekers prioritize working for companies that promote diversity and inclusion. Companies that have a reputation for being LGBTQ-friendly can also attract a loyal customer base that shares these values. In today’s job market, many employees value working in an environment that is inclusive and welcoming to people of all backgrounds, including those who identify as LGBTQ. When a company implements LGBTQ-affirming policies, it sends a clear message to potential employees that it values diversity and is committed to creating an inclusive workplace. Job seekers who identify as LGBTQ may be particularly drawn to companies that have these policies in place, as they indicate that the company is committed to supporting their unique needs and experiences. In addition, implementing LGBTQ-affirming policies can also attract allies who prioritize working for socially responsible companies. These individuals may be drawn to companies that have a reputation for promoting diversity and inclusion, as they align with their values and priorities.

LGBTQ-affirming policies also help to create a safer and more welcoming workplace for LGBTQ employees, which can improve their mental health and well-being. LGBTQ employees who feel comfortable being themselves at work are less likely to experience stress, anxiety, and depression related to their sexual orientation or gender identity. For example, a non-discrimination policy that explicitly prohibits discrimination based on sexual orientation or gender identity sends a message to employees that they will be treated fairly and equitably in all aspects of their employment. Similarly, inclusive health benefits that cover services such as hormone therapy and gender-affirming surgeries demonstrate a commitment to providing healthcare that meets the unique needs of LGBTQ employees.

Finally, implementing LGBTQ-affirming policies can demonstrate the company’s commitment to social responsibility, which can enhance its reputation and strengthen its relationships with stakeholders. Companies that prioritize diversity and inclusion are more likely to attract socially conscious investors and partners who share these values. When LGBTQ employees feel safe and supported in the workplace, they are more likely to be engaged and productive, which can benefit the company as a whole. Additionally, by creating a welcoming and inclusive environment for LGBTQ employees, companies can attract top talent from diverse backgrounds, including those who prioritize working in a supportive and inclusive workplace.

Companies can consider implementing a set of LGBTQ-affirming policies to create a more affirming and just environment for LGBTQ employees. Making positive changes that show leadership’s commitment to supporting LGBTQ employees means greater productivity and improved morale. However it can be difficult to change established systems and processes within a business. To make the process easier, we have created ten sample HR policies for businesses to edit, adapt, and adopt. Make sure you check with your local laws to verify what policies are required and what restrictions are in place. Please consider how you can use the policies below to foster a more affirming and productive workplace.

Non-Discrimination Policy

Purpose: This policy aims to establish a non-discrimination policy that prohibits discrimination based on sexual orientation, gender identity, or any other LGBTQ+ identity in all aspects of employment.

Scope: This policy applies to all employees, job applicants, vendors, and company contractors.

Policy: The company is committed to providing a workplace that is free from discrimination based on sexual orientation, gender identity, or any other LGBTQ+ identity. The company prohibits discrimination in all aspects of employment, including recruitment, hiring, promotions, and terminations.

The company will not tolerate any form of discrimination against employees or job applicants based on their sexual orientation, gender identity, or any other LGBTQ+ identity. Discrimination includes, but is not limited to, the following actions:

1. Harassment or verbal abuse based on sexual orientation, gender identity, or any other LGBTQ+ identity
2. Refusal to hire, promote, or provide equal opportunities based on sexual orientation, gender identity, or any other LGBTQ+ identity
3. Retaliation against employees who report discrimination or harassment based on sexual orientation, gender identity, or any other LGBTQ+ identity
4. Other adverse employment actions based on sexual orientation, gender identity, or any other LGBTQ+ identity

Any employee who violates this policy will be subject to disciplinary action, up to and including termination.

The company will provide reasonable accommodations to employees who identify as LGBTQ+ to ensure they can perform their job duties in a safe and respectful environment.

The company will also provide appropriate training to all employees on this non-discrimination policy and the importance of creating an inclusive workplace for all employees, including those who identify as LGBTQ+.

Employees who feel that they have been subjected to discrimination based on their sexual orientation, gender identity, or any other LGBTQ+ identity are encouraged to report the incident to their supervisor or to the Human Resources Department. All reports of discrimination will be promptly investigated, and appropriate action will be taken to address the situation.

Conclusion: The company is committed to creating a workplace that is free from discrimination based on sexual orientation, gender identity, or any other LGBTQ+ identity. This policy applies to all aspects of employment, and any employee who violates this policy will be subject to disciplinary action. The company will provide training and resources to ensure all employees are aware of this policy and understand the importance of creating an inclusive workplace for all.

Safe and Inclusive Workplace Policy:

 The company is committed to creating a safe and inclusive workplace for all employees. The following policies are in place to ensure that all employees feel valued, respected, and supported:

1. Anti-Bullying and Harassment Policies: The company has a zero-tolerance policy towards bullying and harassment. We prohibit any form of bullying or harassment based on sexual orientation, gender identity, or any other LGBTQ+ identity. All employees are expected to treat each other with respect and dignity.
2. LGBTQ+ Sensitivity Training: The company provides mandatory sensitivity training for all employees to help them better understand the challenges faced by LGBTQ+ individuals. This training will provide an overview of different LGBTQ+ identities, language, and ways to support LGBTQ+ colleagues.
3. Gender-Neutral Restrooms: The company recognizes that traditionally gendered restrooms may create discomfort or inconvenience for some employees. Therefore, we provide gender-neutral restrooms in all our facilities. These restrooms are available to all employees and visitors.
4. Reporting Mechanism: The company has a reporting mechanism for employees who experience or witness any form of harassment, discrimination or bullying in the workplace. The mechanism is confidential, and employees are encouraged to report any incidents so that we can take the necessary action.
5. Accountability and Consequences: The company takes all reports of bullying and harassment seriously. We will conduct a thorough investigation and take appropriate disciplinary action against any employee found guilty of violating our anti-bullying and harassment policies.
6. Compliance: The company is committed to complying with all federal, state, and local laws and regulations that protect the rights of LGBTQ+ individuals.

We believe that a safe and inclusive workplace is essential for the well-being and productivity of our employees. We are committed to creating a welcoming and supportive environment for all our employees.

Inclusive Hiring Practices Policy

At [Company Name], we are committed to creating a diverse and inclusive workplace that values and supports all of our employees. An inclusive hiring process is essential to achieving this goal. This policy outlines our approach to inclusive hiring practices, specifically with regard to attracting and hiring LGBTQ+ candidates.

Posting job ads on LGBTQ+ job boards: To attract a diverse range of candidates, we will post our job ads on LGBTQ+ job boards in addition to our traditional recruitment channels. This will help us reach LGBTQ+ candidates who may not have otherwise heard of our organization.

1. Using gender-neutral language in job descriptions: We will use gender-neutral language in all of our job descriptions to ensure that our job postings are inclusive and welcoming to all candidates. This includes using gender-neutral pronouns and avoiding gendered terms such as “he” or “she.” Author’s Note: To help businesses improve the language and tone of written communications, such as job descriptions, emails, and other types of written content, we recommend using Textio. This platform helps businesses improve their written communications by analyzing language patterns and suggesting more inclusive language, with a particular focus on reducing bias in job descriptions. By identifying problematic words and suggesting gender-neutral alternatives, Textio can help interrupt bias in performance feedback and recruiting.
2. Providing sensitivity training for interviewers: We recognize that interviews can be a stressful and intimidating experience for some candidates, particularly those from marginalized communities. To ensure that our interviews are conducted in a respectful and inclusive manner, we will provide sensitivity training for all interviewers. This training will cover topics such as unconscious bias, respectful communication, and the importance of creating an inclusive environment.
3. Ensuring equal treatment for all candidates: We will ensure that all candidates are treated equally and respectfully throughout the hiring process. This includes avoiding questions that are irrelevant to the job, such as questions about a candidate’s sexual orientation or gender identity.
4. Ensuring confidentiality: We will respect the confidentiality of all candidates throughout the hiring process, including their sexual orientation and gender identity. This information will not be used to make hiring decisions or shared with anyone outside of the hiring team.

At [Company Name], we believe that an inclusive hiring process is critical to attracting and retaining a diverse range of talented employees. By following these inclusive hiring practices, we are committed to building a welcoming and supportive workplace for all employees, regardless of their sexual orientation or gender identity.

Equal Benefits Policy

The company is committed to providing equal benefits to all employees, regardless of their sexual orientation or gender identity. This policy applies to all aspects of employment, including but not limited to recruitment, hiring, promotion, and termination.

• Health Insurance Coverage

The company provides health insurance coverage for gender-affirming treatments and surgeries, such as hormone therapy, gender confirmation surgery, and mental health support. The coverage is extended to all employees, regardless of their gender identity or sexual orientation.

• Family Leave

The company provides equal family leave to all employees, regardless of their gender identity or sexual orientation. This includes maternity leave, paternity leave, and adoption leave. The company also provides bereavement leave to all employees in the event of a family member’s death, regardless of the deceased family member’s gender identity or sexual orientation.

Implementation: The company will communicate this policy to all employees through various channels, including the employee handbook, new hire orientation, and company-wide announcements. The company will ensure that all managers and supervisors understand and implement this policy effectively.

The company will also regularly review this policy to ensure that it remains up-to-date and compliant with all applicable laws and regulations.

Violation of this policy will not be tolerated, and any employees found to be in violation of this policy will be subject to disciplinary action, up to and including termination.

Conclusion: This policy reflects the company’s commitment to creating an inclusive workplace where all employees are treated with respect and dignity. By providing equal benefits to all employees, regardless of their sexual orientation or gender identity, the company ensures that all employees have access to the support they need to thrive at work and home.

 Transgender-Inclusive Healthcare Policy

[Company Name] is committed to creating a safe, supportive, and inclusive workplace for all employees, including transgender employees. As part of this commitment, we have established the following policy regarding transgender-inclusive healthcare.

Policy Statement: [Company Name] will provide healthcare coverage that is inclusive of transgender employees, including hormone therapy, gender-affirming surgery, and mental health support. This policy applies to all employees, regardless of their gender identity.

Procedures:

1. Hormone therapy: [Company Name] will cover the cost of hormone therapy for transgender employees as part of our standard health insurance benefits. This includes coverage for both masculinizing and feminizing hormone therapy.
2. Gender-affirming surgery: [Company Name] will cover the cost of gender-affirming surgery for transgender employees as part of our standard health insurance benefits. This includes coverage for surgeries such as chest reconstruction, genital reconstruction, and facial feminization.
3. Mental health support: [Company Name] will cover the cost of mental health support for transgender employees as part of our standard health insurance benefits. This includes coverage for therapy and counseling services related to gender identity and gender dysphoria.
4. Eligibility for coverage: To be eligible for coverage under this policy, transgender employees must provide documentation from a qualified healthcare provider that confirms their gender identity and the medical necessity of the requested treatment.
5. Privacy and confidentiality: [Company Name] will maintain the privacy and confidentiality of transgender employees who access healthcare services covered under this policy. All information related to an employee’s gender identity or gender-affirming healthcare will be kept confidential and will not be disclosed without the employee’s written consent.
6. Compliance with applicable laws: [Company Name] will comply with all applicable laws and regulations related to transgender healthcare, including the Affordable Care Act’s non-discrimination provisions.

Conclusion: [Company Name] is committed to ensuring that all employees have access to the healthcare services they need to support their health and well-being, including transgender employees. If you have any questions or concerns about this policy, please contact the HR department.

Policy: Support for Gender Transition

The company recognizes and respects the gender identities of all employees. We are committed to creating an inclusive workplace that supports the transition of employees who are considering or undergoing gender transition.

Policy Statement: The company will provide support for employees who are transitioning or considering transitioning. This support includes:

1. Time off for medical appointments: The company will provide reasonable time off for employees who need to attend medical appointments related to their gender transition.
2. Flexible work arrangements: The company will consider flexible work arrangements for employees who are undergoing gender transition. This may include adjustments to their work schedule, job duties, or work location, where possible and reasonable.
3. Access to resources and support groups: The company will provide access to resources and support groups for employees who are transitioning or considering transitioning. This may include access to counseling services, support groups, or educational materials.

Procedure: Employees who are considering or undergoing gender transition should notify their supervisor or HR representative. The company will work with the employee to provide reasonable accommodations and support.

Supervisors and HR representatives should be trained to handle requests for gender transition support with sensitivity and respect for the employee’s privacy.

Employees who feel that their request for gender transition support has not been adequately addressed should contact the HR department for further assistance.

Conclusion: The company is committed to creating a supportive and inclusive workplace for all employees. We recognize that gender transition can be a challenging and personal experience, and we are committed to providing support and resources to employees who are considering or undergoing gender transition.

Dress code policy:

 The company values diversity, equity, and inclusion, and we are committed to creating a safe and inclusive workplace for all employees, regardless of their gender identity, gender expression, or sexual orientation. As such, we recognize that traditional dress codes may not be inclusive of all individuals.

To ensure that our dress code policy is inclusive, the company will not enforce dress codes that are based on gender. Instead, employees are expected to dress professionally and in a manner that is appropriate for their job duties and work environment.

Employees are encouraged to express their gender identity through their clothing, hairstyle, and accessories, as long as it does not interfere with their job duties or violate any safety regulations. This includes allowing employees to wear clothing that is traditionally associated with a different gender, as well as clothing that is gender-neutral or non-conforming.

If an employee is unsure whether their attire is appropriate for the workplace, they should speak with their supervisor or HR representative for guidance. In addition, if an employee feels that they have been unfairly targeted or disciplined due to their gender expression or identity, they should report the incident to HR immediately.

We believe that an inclusive dress code policy helps to create a workplace culture that values diversity, equity, and inclusion. By allowing employees to express their gender identity through their clothing, we can create a workplace that is welcoming and supportive of all individuals.

Affinity Groups Policy

Purpose: This policy aims to create a safe and inclusive workplace for all employees, regardless of their sexual orientation or gender identity. The company recognizes the importance of creating affinity groups or Employee Resource Groups (ERGs) that support LGBTQ+ employees.

Scope: This policy applies to all company employees, including full-time, part-time, and temporary employees.

Policy: The company shall create affinity groups or ERGs that support LGBTQ+ employees. These groups provide a space for LGBTQ+ employees to connect, share experiences, and support each other. The company recognizes that these groups are an important way to promote workplace diversity, equity, and inclusion.

The affinity groups or ERGs shall be open to all employees who identify as LGBTQ+ or who support LGBTQ+ issues. The groups shall be voluntary and participation shall be open to all employees regardless of their position within the company.

The company shall provide resources and support to the affinity groups or ERGs. This includes meeting space, communication tools, and group activities and events funding. The company recognizes that these groups may have specific needs and concerns and shall provide support as needed.

The affinity groups or ERGs shall be encouraged to promote education and awareness of LGBTQ+ issues within the company. This may include hosting training sessions, providing resources and information, and promoting LGBTQ+ events.

The company shall respect the privacy and confidentiality of the affinity groups or ERGs. The company shall not disclose any personal information about the members of these groups without their explicit consent.

Violations of this policy may result in disciplinary action, up to and including termination of employment.

Policy: Celebrating LGBTQ+

The company is committed to creating a safe and inclusive workplace for all employees, regardless of their sexual orientation or gender identity. We recognize the importance of celebrating and supporting LGBTQ+ culture and events.

To demonstrate our commitment to diversity and inclusion, the company will celebrate LGBTQ+ culture and events, such as Pride month and National Coming Out Day. This can include sponsoring LGBTQ+ events, hosting diversity and inclusion training sessions, and participating in community events.

All employees are encouraged to participate in these events and to show support for LGBTQ+ individuals. The company will provide resources and support for employees who wish to participate, including time off to attend events and resources for learning about LGBTQ+ issues and culture.

We believe that celebrating LGBTQ+ culture and events will help to create a more inclusive and welcoming workplace for all employees. By supporting LGBTQ+ individuals, we can create a workplace culture that values diversity, equity, and inclusion.

Gender-Neutral Language Policy

Author’s Note: Gender roles in American society refer to the expectations and behaviors associated with being male or female, and are often socially constructed and reinforced through cultural norms and institutions. For example, traditionally, men were expected to be strong, aggressive, and assertive, while women were expected to be nurturing, passive, and emotional. These gender roles have evolved over time, but adherence to rigid ideas of gender persist in many aspects of American society, including the workplace, the media, and interpersonal relationships.

 Not everyone identifies with the gender that was assigned to them at birth, and there are a variety of reasons for this. One reason may be that they feel a deep sense of discomfort or distress about the gender they were assigned, which is known as gender dysphoria. This can manifest in a variety of ways, such as feeling disconnected from one’s own body or feeling like one’s gender identity is different from the gender they were assigned at birth. Another reason a person may not identify with their assigned gender is that they do not conform to traditional gender roles or expectations. For example, a person who is assigned male at birth may prefer traditionally feminine activities or clothing, or a person who is assigned female at birth may prefer traditionally masculine activities or clothing. Misgendering someone, or using the wrong pronouns for them, can be hurtful and invalidating. It can also create a hostile environment and contribute to the marginalization of LGBTQ+ individuals. Using someone’s correct pronouns can also reduce feelings discomfort or distress that may arise from a mismatch between a person’s gender identity and the sex they were assigned at birth.

 Gender identity is a deeply personal and complex aspect of a person’s identity, and there is no one-size-fits-all explanation for why a person may not identify with the gender they were assigned at birth. Regardless of the reasons, it is important to respect and affirm a person’s gender identity, as doing so can promote greater well-being and acceptance for individuals who are already marginalized and stigmatized in many ways. It important to recognize and affirm people’s pronouns because it shows respect for their identity and helps create a more inclusive and welcoming environment. Using someone’s correct pronouns can also reduce feelings of dysphoria, which is the discomfort or distress that may arise from a mismatch between a person’s gender identity and the sex they were assigned at birth.

Purpose:

This policy aims to ensure that all policies and communications within the company are inclusive and respectful of all employees, regardless of their gender identity.

Policy: The company is committed to creating a safe and inclusive workplace for all employees, and to that end, we will use gender-neutral language in all our policies and communications. This includes the use of gender-neutral pronouns, avoiding gendered terms, and allowing employees to use the pronouns and names that best reflect their gender identity.

Implementation:

1. Gender-neutral pronouns:

The company will use gender-neutral pronouns in all our policies and communications. We will use “they/them” or “ze/hir” instead of “he/she” whenever possible. If an employee requests a specific gender pronoun, we will use that pronoun in all communications.

1. Gendered terms:

We will avoid using gendered terms such as “Mr.” or “Ms.” in all our policies and communications. Instead, we will use gender-neutral terms such as “Mx.” or “Dr.” If an employee requests a specific gender title, we will use that title in all communications.

1. Employee names:

We will respect employees’ chosen names and pronouns. If an employee requests to be called by a name or pronoun that differs from their legal name or gender, we will use that name or pronoun in all communications.

1. Training and education:

We will provide training and education to all employees to promote the use of gender-neutral language and create an inclusive workplace. This will include regular diversity and inclusion training sessions, and the provision of resources and guidelines for using gender-neutral language.

Consequences of Non-Compliance: The company takes violations of this policy seriously, and any employee found to be using non-inclusive language or engaging in discriminatory behavior will be subject to disciplinary action, up to and including termination of employment.

Conclusion: By implementing this Gender-Neutral Language Policy, the company aims to create a respectful and inclusive workplace for all employees, regardless of their gender identity. We encourage all employees to embrace this policy and contribute to creating a safe and welcoming environment for everyone.

In addition to new measures proposed by lawmakers that would ban drag shows, there are several bills in the Kentucky house that could restrict the rights of LGBTQ+ Kentuckians.

To track the bills in KY and other states, visit: Mapping Attacks on LGBTQ Rights in U.S. State Legislature | American Civil Liberties Union (aclu.org)

To find your representative, visit: https://apps.legislature.ky.gov/findyourlegislator/findyourlegislator.html

Here are some of the proposals that are making their way through legislature:

Senate Bill 115

Original Summary: Create new sections of KRS Chapter 231 to express the findings of the General Assembly relating to adult-oriented businesses and the need for regulation; define terms; establish distance parameters for the location of adult-oriented businesses in proximity to identified entities and locations; establish transition provisions for existing businesses; affirm the authority of local governmental units to supplement regulation of adult-oriented businesses.

Full: 23RS SB 115 (ky.gov)

Senate Bill 150

Original Summary: Create a new section of KRS Chapter 158 to establish definitions; require specific parental notifications from public schools; require school districts to adopt specific procedures related to parental rights; limit authority of the Kentucky Board of Education and Kentucky Department of Education in relation to parental rights and a student’s use of pronouns; prohibit district or school policies with the intent of keeping student information confidential for parents; prohibit a school district from requiring school personnel or pupils to use pronouns for students that do not conform to that student’s biological sex; provide school districts and district personnel authority to seek emergency medical services for a student; provide conditions for student confidentiality; amend KRS 158.1415 to establish requirements for any public school’s course, curriculum, or program on the subject of human sexuality.

Full: 23RS SB 150 (ky.gov)

Senate Bill 102

Original Summary: Create new sections of KRS Chapter 158 to define terms; make legislative findings and declarations on the rights of parents as it relates to public schools and establish a standard to protect those rights; require public schools to establish a process to receive complaints of violations; create a cause of action for violations and establish limitations; establish specific parental rights as related to public schools; require public schools to adopt policies to protect those rights; require the Kentucky Department of Education to eliminate administrative regulations in violation and develop recommended policies to public schools for compliance; make findings and declarations related to privacy of parents and children and require public schools to adopt policies to safeguard those rights; establish a cause of action for a child encountering a person of the opposite biological sex while in a location where there is a reasonable expectation of bodily privacy; create a cause of action for those who are forced by a public school to share private quarters with specific people of the opposite biological sex and provide exclusions; make findings and declarations relating to controversial subject matter in common schools; establish a parental right of not having a child indoctrinated into any political position or being involved in advocacy in a controversial subject matter; establish limitations on school personnel related to instruction and discussion on sexual orientation, sexual preference, or gender expression; establish limitations on school personnel advocacy in the scope of employment and actions based on the immutable characteristics of students; prohibit compelling school personnel to advocate for or against anything in opposition to sincerely held beliefs and convictions; require public schools to adopt enforcement policies; establish limitations; establish a parental right to expect a child not be exposed to or given access to harmful to minors, pervasively vulgar, or obscene matter or performance or obscene imagery representing minors; require that public schools adopt policies to protect that right by making those materials and performances inaccessible and prohibit matters and performances harmful to minors, drag performances, pervasively vulgar performances, obscene performances, and any performance involving sexual conduct, nudity, or stripping; provide that none of the materials identified shall be deemed to have educational value for minors; establish limitations; amend KRS 158.148 to establish a parental right to expect a child will not be bulled at school and require public schools adopt policies to ensure notification and support of bullying victims, require an order of reporting to staff, require specific time requirements for investigations; provide for an appeal and review of incidents; require identification of actions to prevent future acts of bullying or retaliation; require procedures for supporting victims; establish a short title of the Childhood Protection in Education Act.

Full: 23RS SB 102 (ky.gov)

House Bill 117

Original Summary: Create new sections of KRS Chapter 405 to establish definitions; provide for parental rights; establish that no governmental entity shall substantially burden the rights of parents unless required by a compelling governmental interest of the highest order and in the least restrictive means; establish specific rights of parents, with some limitations; provide that specific governmental employees shall not encourage or coerce a child to withhold information from a parent; recognize additional rights beyond those enumerated; require local boards of education or boards of directors of public charter schools to adopt specific policies to promote involvement of parents in education; allow the Kentucky Department of Education to provide consultation and model policies that shall not be binding on schools; require a report from the Kentucky Department of Education on the consultation and model policies provided to schools; require obtaining parental consent prior to procuring, soliciting to perform, arranging for the performance of, providing a referral for, or providing medical or mental health services to a child; require verification of identity for remote parental consent; establish limits of the applicability of the requirement; establish a cause of action for violation; establish terms and conditions for the cause of action; waive sovereign, governmental, and qualified immunity; specify applicability; amend KRS 160.715 to provide a procedure for requesting, inspecting, and reviewing specific information held by a school district or public charter school; and amend KRS 214.185 to establish the conditions required for providing medical or mental health services to a minor without consent of the parent or legal guardian; EMERGENCY.

Full: 23RS HB 177 (ky.gov)

House Bill 173

Original Summary: Create new sections of KRS Chapter 158 to define terms; make legislative findings and declarations on the rights of parents as it relates to public schools and establish a standard to protect those rights; require public schools to establish a process to receive complaints of violations; create a cause of action for violations and establish limitations; establish specific parental rights as related to public schools; require public schools to adopt policies to protect those rights; require the Kentucky Department of Education to eliminate regulations in violation and develop recommended policies to public schools for compliance; make findings and declarations related to privacy of parents and children and require public schools to adopt policies to safeguard those rights; establish a cause of action for a child encountering a person of the opposite biological sex while in a location where there is a reasonable expectation of bodily privacy; create a cause of action for those who are forced by a public school to share private quarters with specific people of the opposite biological sex and provide exclusions; make findings and declarations relating to controversial subject matter in common schools; establish a parental right of not having a child indoctrinated into any political position or being involved in advocacy in a controversial subject matter; establish limitations on school personnel related to instruction and discussion on sexual orientation, sexual preference, or gender expression; establish limitations on school personnel advocacy in the scope of employment and actions based on the immutable characteristics of students; prohibit compelling school personnel to advocate for or against anything in opposition to sincerely held beliefs and convictions; require public schools to adopt enforcement policies; establish limitations; establish a parental right to expect a child not be exposed to or given access to harmful to minors, pervasively vulgar, or obscene matter or performance or obscene imagery representing minors; require that public schools adopt policies to protect that right by making those materials and performances inaccessible and prohibit matters and performances harmful to minors, drag performances, pervasively vulgar performances, obscene performances, and any performance involving sexual conduct, nudity, or stripping; provide that none of the materials identified shall be deemed to have educational value for minors; establish limitations; amend KRS 158.148 to establish a parental right to expect a child will not be bulled at school and require public schools adopt policies to ensure notification and support of bullying victims, require an order of reporting to staff, require specific time requirements for investigations; provide for an appeal and review of incidents; require identification of actions to prevent future acts of bullying or retaliation; require procedures for supporting victims; establish a short title of the Childhood Protection in Education Act.

Full: 23RS HB 173 (ky.gov)

House Bill 30

Original Text: Create new sections of KRS Chapter 158 to define terms; establish legislative findings; ensure that student privacy exists in school restrooms, locker rooms, and shower rooms; require students born male to use only those facilities designated to be used by males and students born female to use only those facilities designated to be used by females; require schools to provide the best available accommodation to students who assert that their gender is different from their biological sex; identify consequences for using facilities designated for the opposite biological sex; EMERGENCY.

Full: 23RS HB 30 (ky.gov)

House Bill 58

Summary: Create new sections of KRS Chapter 344 to define terms; prohibit discrimination against medical care providers who decline to perform procedures that violate their conscience; grant providers the right not to participate in or pay for services that violate their conscience; exempt providers from liability for exercising these rights; establish a civil cause of action for persons injured by violations of these provisions; EMERGENCY.

Full: KY HB58 | 2023 | Regular Session | LegiScan

House Bill 120

Original Text: Create new sections of KRS Chapter 311 to prohibit the provision of or referral for gender transition procedures to any child under the age of 18 years; define a violation as unprofessional conduct and acting recklessly for purposes of tort claims; permit an action on a violation to be taken by the parent or guardian of the child before the child attains the age of 18 years and by the child within 30 years of the child attaining the age of 18 years, with exceptions under which the time may be longer; require conditions for actions and damages; prohibit public funds to be used for the provision of or referral for gender transition procedures to a child under the age of 18 years; prohibit health care services provided under state, local, or county government to include gender transition procedures to a child under the age of 18 years; prohibit tax exemption for gender transition procedures; prohibit a person or entity from aiding or abetting the performance or inducement of gender transition procedures to a child under the age of 18 years, but exempt speech protected by the First Amendment to the Constitution of the United States and exempt a parent of such child; permit the Attorney General to bring action to enforce provisions; permit members of the General Assembly to intervene as a matter of right if these provisions are challenged; create a new section of KRS Chapter 205 to prohibit Medicaid coverage of gender transition procedures for a child under the age of 18 years; create a new section of Subtitle 17A of KRS Chapter 304 to prohibit health benefit plan coverage, including federal government health plans, for gender transition procedures for a child under the age of 18 years and any requirement for coverage of gender transition procedures; amend KRS 141.019 and 141.039 to prohibit tax exemption for gender transition procedures; establish a short title of Kentucky’s Children Deserve Help Not Harm Act; EFFECTIVE January 1, 2024.

Full: KY HB120 | 2023 | Regular Session | LegiScan

Senate Bill 115, sponsored by Oldham County Republican Senator Lindsey Tichenor, would create new regulations for drag performances. Under the measure, drag shows would be banned within one thousand feet of homes, places of worship, and walking trails. This would end drag shows at Play, Chill, Big Bar, and other bars on Bardstown Road. It would also stop drag brunches at CC’s, The Hub, and Le Moo. Further, the measure would cancel drag queen storytimes at local libraires because the bill would ban “adult-oriented ventures” at or near public libraries.

Full text of the bill: https://apps.legislature.ky.gov/record/23rs/sb115.html

Full Story at: https://www.courier-journal.com/story/news/politics/2023/02/14/louisville-drag-shows-may-be-shut-down-by-kentucky-legislation/69903700007/

Researchers at the University of Kentucky are inviting you to take part in a survey about asexuality. Asexuality is generally characterized by a lack of sexual attraction to others. However, asexuality is a spectrum; some asexual individuals refrain entirely from sexual behavior and others have fulfilling sexual relationships. Researchers are hoping to expand the understanding of the identities and relationships of those identifying as asexual.

Follow this link to complete the survey: https://uky.az1.qualtrics.com/jfe/form/SV_1GtFfPs853dndVY

 

Louisville has maintained its high marks from the Human Right’s Campaigns ratings of acceptance, support, and visibility. See the complete scorecard here:

https://hrc-prod-requests.s3-us-west-2.amazonaws.com/MEI-2022-Louisville-Kentucky.pdf

Kentucky’s first trans person to hold public office has been sworn in! Check out the interview here:

https://www.wvxu.org/politics/2023-01-30/meet-rebecca-blankenship-kentuckys-first-openly-trans-person-elected-to-public-office

Learn how LGBTQ high schoolers are coping with coming out in rural Kentucky in this article from The Daily Yonder

https://www.msn.com/en-us/news/us/it-sucks-that-i-have-to-be-scared-conversations-with-rural-lgbtq-young-people/ar-AA16VDLy