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What is the Need for this Manual?

This manual exists because many LGBTQI+ people face distinct barriers to meaningful employment opportunity, and therefore, workforce practitioners should be prepared with relevant knowledge to help LGBTQI+ participants succeed in the job market. The barriers LGBTQI+ people face are often a direct result of stigma, discrimination, and violence experienced in work and educational settings. With awareness, preparation, and strategic interventions targeted to LGBTQI+ peoples’ unique needs, workforce providers can deliver the resources and services needed to support LGBTQI+ people.

(Concepts and Vocabulary) A person stares works at a laptop with a rainbow lgbtq flag in the background.

Concepts and Vocabulary

To serve the LGBTQI+ community well, you need to understand the different LGBTQI+ identities and be familiar with LGBTQI+ terminology, to ensure your program uses the most respectful language.

(Obligations under the Law) Two people shake hands in an office space.

Obligations under the Law

This chapter provides a concise guide to the legal obligations that organizations and employers have to LGBTQI+ people, as well as resources that are available to LGBTQI+ people.

(Building a Safer Space) Two people sit on chairs across from one another, talking.

Building a Safer Space

This chapter will touch on the importance of maintaining a trauma-informed lens in work with LGBTQI+ communities, information for supporting many transgender, gender nonconforming, and non-binary (TGNCNB) program participants, and basic tips on establishing an LGBTQI+-friendly ecosystem in your workforce program.

(Making An Affirming Placement) Three people sit around a table, talking and smiling.

Making An Affirming Placement

This chapter will explain how to get information from employers and other referral sites, which includes asking pointed questions about an employer's experiences with LGBTQI+ people and cultural competency training.

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The NYC Unity Project and the NYC Center for Youth Employment present this manual as a tool for supporting workforce development program professionals in their efforts to create more inclusive environments, and successful outcomes, for lesbian, gay, bisexual, transgender, queer, questioning, and intersex (LGBTQI+) people. While this manual is particularly relevant to workforce providers operating in New York City, there are key concepts and best practices that would be appropriate for implementation anywhere.


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