Living
‘We’ve got Ph.D.s working as file clerks’
Group combats anti-trans bias, connect welcoming businesses with talent
Allyson Robinson (left) was forced out of her role as head of OutServe-SLDN this week, offering a reminder of the need for more trans visibility in the LGBT movement. Ruby Corado (middle) is a local trans rights advocate who welcomes the new Association of Transgender Professionals; and Bob Witeck (right) is a local adviser to ATP, which is headquartered in New York.
Employment discrimination against transgender people is a staggering problem for LGBT rights advocates in the United States with unemployment rates twice the national average, according to the National Center for Transgender Equality.
But the newly formed Association of Transgender Professionals is taking on an even broader mission — fighting for inclusion on a global scale.
“We’re already getting requests to help other countries, like the U.K.,” says ATP’s executive director Denise Norris. “There are folks in a lot of places who are excited that we are available to the public.”
The very term “transgender,” she notes, is an imperfect one.
“‘Transgender’ is a very U.S. concept,” says Norris. “It’s very Western in its model; it’s based upon the gender binary, so the challenge is how do we look at workplace inclusion on an international scale.”
ATP, co-founded by Norris and Joe McCormack, is a non-profit organization dedicated to improving employment rates for transgender people by building acceptance in the workplace, helping trans people learn how to find jobs and by providing businesses a channel to reach out to transgender talent. The organization is headquartered in New York, but has advisers in most major urban areas of the country. In D.C., longtime advocate Bob Witeck of Witeck Communications is an ATP adviser.
“The rate of unemployment is about 200 percent of the national average for the trans community in general, and 400 percent for trans people of color,” Norris says. “ATP is about building acceptance inside the workplace and in employers, and about helping our community learn how to get jobs. Many of us thought we wouldn’t have real jobs and don’t know how to interview, or don’t know how to dress for success.”
Just this week came a reminder about the need for more trans visibility in the broader LGBT movement, as Allyson Robinson, a trans woman, was forced to resign as executive director of OutServe-SLDN.
Norris noted that many ATP members are military veterans.
“One cannot serve with Pride if one is commanded to do so in the closet,” she said. “Allyson’s role at OutServe-SLDN was a beacon to all by demonstrating that transgender was finally an equal partner in the struggle for LGBT equality.”
ATP helps trans people find jobs in all sectors of the economy, and is not limited to helping those who have MBAs or other degrees. Unemployment at the entry level is considered just as important to combat.
In addition to directly helping transgender people seek employment, ATP also helps companies and organizations seek transgender employees. As Norris explains, it is difficult for many accepting companies to advertise that they are transgender friendly.
“There are no avenues for the companies that are transgender friendly,” she says, “they don’t know how to recruit to us. There are no recruiting channels. … In many cases of employment, we don’t even know who wants to hire us — who doesn’t care about gender expression.”
Both Norris and McCormack have corporate backgrounds. In 1993, McCormack founded McCormack and Associates (now McCormack and Warren), which he says was the first gay-identified executive search firm in the U.S.
“My observation as a recruiter is that the transgender population, of which many people are talented and accomplished, is the most unemployed and underemployed sector of our community because of this discrimination,” McCormack says. “Recruiters who often are gatekeepers are concerned that their clients may be biased against transgender people. They don’t even give them the opportunity to consider them, so the company would be trans friendly, but there is this bias in the recruiting profession that is a real barrier for transgender people.”
Norris founded the educational and direct-action group, The Transsexual Menace, in 1993. She has worked in the corporate sector since around that same year, and currently is a consultant for the multinational management-consulting firm, Accenture. In addition to working with clients, Norris advises the firm on how to be more inclusive and accepting of diverse gender expression.
McCormack and Norris said that based on their corporate experience, they know that inclusion appeals to many large corporations.
“I can talk corporate. I know what motivates employers. A lot of advocacy groups are not talking the same language as employers,” Norris says. “There’s this concept called ‘corporate talent,’ which is why ‘LGB’ recruiting is very hot. We know diverse teams have a statistical likelihood of making better products. Trans is the last untapped pool of diversity talents. We’ve got Ph.D.s working as file clerks, and geologists working in back stores.”
As ATP undergoes the process of gaining its own non-profit status, the association is operating under the auspices of the New York LGBT Center. It is mostly funded by donations, and by grants from large foundations. ATP has received a $10,000 grant from the Pallette Foundation of New York, and a $25,000 challenge grant from the Calamus Foundation.
ATP is inclusive of those in the transgender community who do not identify within the binary of male or female. The association’s goal is to make the workplace accepting of all forms of gender expression, not just gender expression that complements traditional views of masculinity and femininity.
“Every 25 years, there’s this convulsion. Stonewall was the first convulsion, 25 years later, our community convulsed again, and out of that convulsion came ‘LGBT.’ What we’re seeing now is that the next generation coming in on that 25 year cycle is forcing us to redefine LGBT in their terms,” Norris says. “I believe since other people allowed me to stand on their shoulders in the ‘90s, I have an obligation and stewardship that the soil we till with ATP in the workplace must accommodate genderqueer and omnisexual. It cannot be latched onto the gender binary.”
Casa Ruby (2822 Georgia Ave., N.W.) is a multicultural center and safe space for the D.C. Latino transgender community. The organization provides housing assistance, employment advocacy, HIV testing and other services. Ruby Corado, the organization’s director, is excited by the founding of the Association of Transgender Professionals and the work they are doing.
“It is such a needed area of work. It comes down to another pressing issue, which is violence. I think the fact that people are not employed puts them at risk, because they are confined to living in neighborhoods where it’s not safe,” Corado says. “I will say ‘kudos’ to the people putting this together. As a transgender organization in D.C. focusing on the local needs of trans people, we certainly welcome them and will help to work with them.”
Although the ATP specifically advocates for the transgender community, Norris describes the organization as inclusive of all individuals who are gender non-conforming, including those who are gay and lesbian.
“I see us all as one people. I’m in favor of getting rid of the acronym. I prefer the word ‘queer,’ she says.
For more information on the Association of Transgender Professionals, visit transgenderprofessionals.org.
One of the biggest headaches of the new home process is the actual moving part. By the time someone is buying a home, most people are beyond the “I just need a pickup truck, a pizza and a case of beer for my friends.”
If that is still someone’s preferred way to move, that’s great. However, many people find they need a much more robust plan. It can also trigger a lot of feelings about items one owns, what to do with them, do they have too much, should I keep this memento that I never use? Etc.
Moving is a chance for a person to “clean house” literally, figuratively, spiritually and energetically. A person can figure out which items they want to keep, and which need to go. As someone who recently moved across the country, I can speak to this experience. It’s also time for what people call “the fresh start effect.” This phenomenon, according to psychologists, can happen in little moments (like the start of a new work week) and bigger moments (such as moving from one home to the next).
The fresh start effect offers these benefits often mentioned by psychologists:
- Mental Accounting: Dates act as chapter breaks, letting you put past failures into a previous period.
- Psychological Distance: You separate your flawed past self from your aspirational future self (“That was the old me”).
- Optimism Boost: New beginnings clear mental clutter and increase your sense of agency and control
Does this mean that “the new you” will be the perfect version you envisioned? Probably not. We are humans. But it might mean you get a chance to “leave some of the old you behind” within the walls you used to live in, and now have a chance to have a new layout, a new décor, a new color pattern, new wallpaper, donate old furniture and books or magazines, throw out clothes you no longer use or fit in, and enjoy the opportunity to literally use the, “Does this spark joy?” method that was made so popular by Marie Kondo in her Netflix series.
So, for all its hassle and headache, moving is a chance to shake off the “old you” and try on the new you, to incorporate the items you would like to keep and use more of, and shed the items, habits, and ways of thinking that you feel no longer serve you.
I can speak to the experiences that several of my clients had when they moved from a previous residence to a newer one. It usually coincided with a change in relationship status, a change in employment, a change in family size, but sometimes it just seemed to correlate to a new attitude and perspective that the client was really hoping for.
I have literally had clients come to me after the fact, in tears, that they were so happy they made the decision to move out of a situation that no longer served them, and move into one that felt like a much better fit.
Change can be annoying and overwhelming at times, but usually most people come out the other side, not wanting to return to the way they were before.
Joseph Hudson is a referral agent with RLAH. Reach him at 703-587-0597 or [email protected].
Despite a U.S. political climate that has made electric vehicles about as welcome as a vegan at a Texas barbecue, automakers haven’t gotten the memo. The 2027 BMW iX3 and Rivian R2—in showrooms soon—prove the point. But think of them as distant cousins: one arrives impeccably dressed; the other probably has a kayak strapped to the roof.
BMW iX3
$62,000
Range: Up to 434 miles
0 to 60 mph: 4.7 seconds
Cargo space: 30.4 cu. ft.
PROS: Huge driving range. Distinctive styling. Cutting-edge interior.
CONS: Quirky digital controls. Only one U.S. trim level. Pricey options.
WHAT’S NEW: This is BMW’s first production model on its state-of-the-art Neue Klasse platform, radically changing the technology, cabin and electric drivetrain.
The iX3 arrives on our shores in one trim level, the iX3 50 xDrive. Load it up with options and you can sail well past $80,000.
Depending on configuration, this luxe EV delivers an astonishing range before recharging. And a dual-motor, all-wheel-drive system produces 463 horsepower, which allows you to tootle around as fast as a Porsche 718 sportster.
The new “Panoramic iDrive” spreads information across the base of the windshield, supplemented by a central display and steering-wheel controls. An available 3D head-up display adds even more info. It’s futuristic, busy and unmistakably BMW—like someone decided the dashboard needed its own coming-out party.
Then there’s the “Heart of Joy” computer, which coordinates the motors, braking and steering for sharper responses and smoother control. The name may sound like something from a self-help retreat, but the innovation makes the iX3 seriously entertaining to drive.
You also can charge the iX3 from 10 percent to 80 percent in just 21 minutes. Nice.
This isn’t merely an electric X3 with the gasoline bits removed. It’s a tech reset for BMW. Compared with the R2, the iX3 is more polished, more luxurious…but, alas, considerably pricier.
RIVIAN R2
$45,000
Range: Up to 345 miles
0 to 60 mph: 5.9 seconds
Cargo space: 28.7 cu. ft.
PROS: Affordable luxury. Rugged looks. Clever storage.
CONS: No smartphone integration. No glass-roof shade. Touchy touchscreen.
WHAT’S NEW: Everything—the R2 is Rivian’s all-new, smaller electric SUV, and it brings the brand’s adventure-first attitude to a price point far below the larger R1S.
If the BMW iX3 is wearing a beautifully tailored jacket, the Rivian R2 has its sleeves rolled up.
With edgy styling, this is no anonymous crossover wearing an EV costume. Chunky details. Upright proportions. Distinctive lighting all give off an outdoorsy vibe without turning the R2 into a rolling REI catalog.
There are four configurations, with pricing from $45,000 to $58,000. That’s a big difference from the BMW—and potentially the R2’s biggest weapon.
The stats aren’t shabby, either. Driving range is from 275 to 345 miles. The dual-motor, all-wheel-drive setup produces between 350 horsepower and a frankly bonkers 656 horsepower. And the high-performance model lets you zip from 0-to-60 mph in just 3.6 seconds.
Drag-racing credentials? Absolutely!
Inside, there is lots of clever packaging, with flexible seating and generous storage. This EV is designed to carry actual stuff, not merely impress your neighbors.
Yes, there are quirks. Rivian skips Apple CarPlay and Android Auto, while everyday controls—some of which are less than intuitive—live on the touchscreen. And the panoramic glass roof lacks a conventional shade. Huh?
For some owners, those will be minor annoyances. For others, they’ll become daily reminders that Rivian marches to its own beat.
Perhaps that’s not a bad thing, though. The R2 feels less buttoned-up, more mischievous. It’s the automotive equivalent of Billy Porter ignoring the dress code and somehow looking better than everyone who followed it.
Advice
We’re getting married but our parents object
Will their disapproval and shortcomings derail our hopes for a happy life?
Dear Michael,
My girlfriend and I are getting married! We’re really excited, but we’ve got some big concerns as well.
All of our parents have had multiple marriages. I think 10 between the four of them. So we don’t have much in the way of role models for a successful marriage.
Also, we don’t have any parental support. Except for one of my ex-stepmothers whom I’m close to, none of our parents are happy that their daughter is getting married to another woman. That’s an understatement. Religious objections, moral objections, being angry that we’re “embarrassing them,” these are some of the things we’ve been told.
We do have some supportive siblings and step-siblings, which is great, although they’re getting pushback from parents about attending our wedding.
Given all this, what suggestions do you have for how we can make a go of our marriage? The divorce rate is over 50 percent for everyone. With all this baggage, we’re worried that we have even less of a chance. Thank you.
Michael replies:
First, congratulations!
Regarding your lack of family support: I’m sorry that you both have to deal with so much criticism, disdain, and judgment. Please don’t let your parents’ negativity influence your own views of yourselves and your relationship. Focus instead on the love and caring you will get from friends, community and the family who are present on your big day (I hope your siblings are brave enough to make it!). Being the recipients of that support is one of the sweetest parts of getting married.
Don’t worry about the high divorce rate. While some couples really shouldn’t stay married, lots of people get divorced because they don’t know what is required to have a good marriage, or don’t put in the effort to do so. That does not have to be your fate.
Similarly, your parents’ terrible track record doesn’t mean you have to repeat their marital histories. The skills to have a strong marriage are learnable.
To that end, here are the best tips I can offer the two of you:
- If you want a loving marriage, be a loving partner. Don’t snipe, sulk, or do the silent treatment when you’re mad. Unconditional love is largely a myth. Even our dogs won’t love us if we are mean to them.
- Don’t spend much time or effort focusing on what your spouse is doing wrong or how she is letting you down. Doing so leads to resentment and feeling like you’re a powerless victim. Instead, ask yourself what your own contribution is to the problem, and what you can do to make things better. You don’t have much power over your partner, but you have a lot of power over yourself.
You can certainly ask your spouse for what you’d like from her, but don’t expect to always get it. And don’t base your own wellbeing or good behavior on what your partner does or doesn’t do.
- Because any two people are always different in some important ways, there is no way that you both can always want the same things, or think the same way, or have the same priorities. Accept this! There has to be room for each of you to be an individual, not only part of a couple.
- Be generous as often as you can be, and have a boundary when it’s important for you to have one.
- When your spouse states that she has a boundary, respect it. Do not push her to back off from something that is important to her.
- Don’t keep score, including how much more you do or how often you don’t get your way. Instead, work together to have a collaborative marriage where you work together to make decisions and get things done.
- Strive not to weigh the relationship down with neediness. Once we’re grownups, it’s mainly our own job to soothe ourselves. You don’t want to burn out your partner’s empathy.
Of course you can ask for a hug, love, reassurance, support, advice, and a shoulder to cry on when you’re down. Just aim be the first person you turn to when you’re upset, and do your best to keep your own mood steady.
- Do not wait for your significant other to go first. Not on planning a date, not on apologizing, not on loading the dishwasher or cleaning the bathroom. If you wait for her to make the first move, you will have a resentful relationship where nothing good ever happens.
Keeping these principles part of your operating system, even — and especially — at those moments when your spouse isn’t doing her best, will go a long way toward helping you build and maintain a loving and happy marriage.
Michael Radkowsky, Psy.D. is a licensed psychologist who works with couples and individuals in D.C., Maryland, Virginia, New York, and all PSYPACT states. He can be found online at michaelradkowsky.com. All identifying information has been changed for reasons of confidentiality. Have a question? Send it to [email protected].
United States Conference on HIV/AIDS grapples with federal budget cuts
For lesbian victims of domestic violence, competent care is scare
UN human rights chief sounds alarm over ‘comprehensive onslaught’ against LGBTQ rights
White House press pool pushes back after Trump bars three outlets
PHOTOS: Shenandoah Valley Pride
Queer mega stars coming to D.C. this fall
Republican challenger misgenders McBride during forum, forced to leave
Activists protest outside Turkish Embassy in D.C.
A roundup of fall events not to be missed
