US Supreme Court Decides LGBT Rights

This 2019-2020 term the U.S. Supreme Court will decide a trio of cases on whether Title VII of the Civil Rights Act of 1964 prohibits discrimination on t

he basis of sexual orientation and gender identity in employment.  The National Queer Asian Pacific Islander Alliance joined amicus (“friend of the court”) brief the cases.

Nearly 1 in 3 Asians (30%) in the U.S. live in states where they are at risk of being fired, refused housing or denied services simply because they are lesbian, gay, bisexual or transgender.

NQAPIA joined the Lawyers’ Committee for Civil Rights Under Law, Leadership Conference on Civil and Human Rights, and Orrick Herrington and Sutcliffe LLP in a brief in Bostock v. Clayton Cnty, Georgia; Harris v. EEOC; and Altitude Express v. Zarda.  The brief presents a racial and civil rights analysis demonstrating the impact on LGBTQ people of color.  LGBTQ people of color are far more likely to suffer discrimination than their white counterparts. NQAPIA was the only LGBT organization that joined 57 civil rights organizations.

NQAPIA also joined Center for Constitutional Rights, Transgender Law Center, and Akerman LLP and 45 trans-rights organizations in another brief specifically in R.G. Harris Funeral Homes v. Equal Employment Opportunity Commission urging the court to rule that discrimination against transgender employees is unlawful discrimination “because of sex” under Title VII.  The brief highlights the stories of over 30 transgender people, including some Asian Americans, who have experienced workplace discrimination just for being who they are.

“The laws have a significant impact on the Asian Americans community because so many of us are LGBTQ.” said Glenn D. Magpantay, NQAPIA Executive Director. APIs are the nation’s fastest growing racial group in the United States today.

NQAPIA has long fought for LGBTQ rights and dignity.  Magpantay continued, “Win or lose, we will continue to fight and will urge Congress to pass the comprehensive LGBTQ Equality Act (H.R. 5) to ban discrimination on the basis of sexual orientation and gender identity in employment, housing, credit, education, public spaces and services, and federally funded programs.

TAKE ACTION: Urge Congress to support LGBT Rights and overturn the US Supreme Court”

https://nqapia.salsalabs.org/equalityact/index.html

 

EDUCATE: Share these translated infographics in 12 Asian languages and scripts

LEARN MORE: Hear the stories of APIs who faced anti-LGBT discrimination at their jobs.

Muslim Mom Immigrant and anti-LGBT Discrimination
Mirna Haidar from TarabNYC experienced discrimination from supervisors due to her outward appearance, including her short hair and piercings. While working in Brooklyn, Mirna was told multiple times that she could not be in a meeting, because of “how she looked.”
 
South Asians and anti-LGBT Discrimination – Sasha Pereira from Satrang who works in tech / IT security encountered workplace discrimination toward TGNC people.  Corporate cultures are not welcoming, even if HR policies and procedures are in place to accommodate TGNC people.
 
Southeast Asians and anti-LGBT Discrimination – My Nguyen from VROC had to find emergency housing and going online to search for rooms. He found a promising room within a house, with a Vietnamese landlord. But when he came out as gay the landlord said it would be best not to rent from her.