January 21, 2013 at 2:58 pm EST | by Lou Chibbaro Jr.
White House held inaugural briefing for LGBT advocates

Lou Chibbaro Jr. has reported on the LGBT civil rights movement and the LGBT community for more than 30 years, beginning as a freelance writer and later as a staff reporter and currently as Senior News Reporter for the Washington Blade. He has chronicled LGBT-related developments as they have touched on a wide range of social, religious, and governmental institutions, including the White House, Congress, the U.S. Supreme Court, the military, local and national law enforcement agencies and the Catholic Church. Chibbaro has reported on LGBT issues and LGBT participation in local and national elections since 1976. He has covered the AIDS epidemic since it first surfaced in the early 1980s. Follow Lou

1 Comment
  • It is a shame that the EEOC made the ruling that the department of Defense
    still does not play by those rules, does not include it in their training or
    policy letters.
    Here is what has happened to me.

    I came out in August 2010 while working as a U.S. Federal employee, working
    at another division, due to being outed by a fellow team member.

    During this time my management and the division management were aware that I
    had had a legal name change, and that based upon physician data, the Social
    security office, the state I work in, and the Federal government had
    recognized me as “Female” and Civilian personnel office had me update and
    change my name, gender, and issued me all new identification.

    I was told I could only use the executive bathroom at the front of the
    building, where my office was located in the rear of the building, and that
    I could not use the larger common area women’s restroom (even with my gender
    showing Female). This lead to a small inconvenience as the common female
    restrooms had showers and lockers to change to work out on-site. One two
    occasions I had to go to the restroom and either the executive restroom was
    out of service, or it was under repair. Needless to say I was counseled
    because many felt uncomfortable.

    During the nine months after transitioning, the excellent above par,
    Superior comments disappeared; replaced by not being a team member, not
    willing to work with anyone, to even not being invited to meetings I was
    once a part of. I should note this was not for all of the personnel, for
    there were a great deal of coworkers whom were supportive, and others who
    saw the courage it took to do this and my behavior, values and ethics,
    worked to change their attitude and not only accept me, but call me their
    friend. For them I am eternally thankful.

    Other items included the team I worked on having off-site meeting where I
    was not invited and not only did the supervisor condone harassment,
    derogatory remarks, and find even the smallest thing to bring to management
    for complaints, he not only encouraged it he initiated, and took part in it,
    both with his team and with one of the Prime businesses that we had
    contracted to work with to support our troops. This resulted in snide
    remarks, snickers, and hostility which resulted in my removal from that
    office ten months after transitioning there.
    Upon my return to the Agency I came from, I was given little or no tasking,
    and things I had done unsupervised or as a lead were no longer a lead, but a
    menial series of tasks, that either no one wanted to do, did not have time
    to do, or did not want to do. All tasks I performed were done under
    supervision, met with extreme criticism, review of efforts, and no support,
    with greater allowances and excuses for those whom chose not to respond
    until past the deadline. Reviews of completed work often came weeks or
    months after the completion of the task and always seemed to have to be
    redone, when they same formats and data of the reports had received comments
    like innovative, excellent work, or superior technical analysis.

    The Employment Equal Opportunity office investigation against the harassment
    and hostile work environment have no results over a year and a half after
    the incident occurred, and the Federal EEOC investigation against the
    Business contracted to perform work, and does have a non-discrimination
    policy for LGBT, and even the Office of Special Council for the federal
    government have yet to resolve any portion(s) of the complaints, all is
    still on-going, and the EEO is now approaching
    300 days and there is no word on the status, there has been a fact finding,
    there has not been any other guidance, and the Investigator in the Fact
    Finding allowed his bigoted prejudicial item to be shown , and even after
    asking questions to the management, and managements witnesses limited,
    restricted and censored the same comments from the witness we provided.

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