< Back to School Policy Hub Malcolm X Who was Malcolm X? Early Life Sexuality Civil Rights Movement Death and Legacy Who was Malcolm X? Malcolm X in 1964: (Image Source: Library of Congress) Malcolm X was an American Muslim minister who became popular during the civil rights movement in the 1960s for his “By all means necessary” approach to gaining freedom and justice for African Americans. After facing many hardships and spending years in prison, Malcolm X turned his life around upon converting to Islam and began advocating for black unity and the use of self-defense to achieve justice for African Americans once he regained his freedom. He founded the Organization of Afro-American Unity to further fight for his ideas that racism was the greatest enemy of African Americans. Early Life Malcolm X's 1944 mugshot. (Image Source: Wikimedia Commons) Malcolm X was born in 1925 in Omaha, Nebraska, an area with intense discrimination and violence against Black people during that time. He was no stranger to hardship, with his father being murdered in 1931 and his mother being institutionalized in 1939. After living with a white adoptive family and facing adversity at school due to his race, Malcolm moved in with his sister in Boston. There, he saw differing living conditions between middle-class and lower-class black people and worked as an intermediary for drugs, alcohol, and prostitution from age 16. Upon moving to New York later on, Malcolm started selling and doing drugs and betting, and was eventually arrested when he moved back to Boston. Malcolm’s life transformed in prison, starting with his conversion to Islam under the Nation of Islam, which he left a few years after joining. After being released on parole and meeting the Nation of Islam’s leader, Elijah Muhammad, he started his advocacy for black unity and militancy, for which he became famous. Sexuality Malcolm X didn’t outwardly identify as or come out as bisexual in his lifetime; the little known about his identity as a bisexual man is in his work servicing men and from third-person accounts. From age 20, Malcolm worked servicing rich white men for pay, which he is said to have bragged about and enjoyed to an extent. According to a past schoolmate, Malcolm used to experiment with other boys when he was young and boasted about these experiences, and also often spent nights with a “gay transvestite named Willie Mae.” Role in the Civil Rights Movement Malcolm X speaking to members of the African-American Students Foundation in 1959. (Image Source: Wikimedia Commons) As an important influence during the Civil Rights Movement in the 1960s, Malcolm’s approaches to achieving justice for African Americans differed from the more common pacifist approaches proposed by others like Martin Luther King Jr. However, he fought for a common goal of ending racism and fighting for justice for African Americans. He further fought to make a difference by creating the Organization of Afro-American Unity, which called for a connection between African Americans and African heritage and promoted the self-determination of African Americans. His organization also focused greatly on education to counteract the still-present effects of slavery. Death and Legacy Malcolm X with Martin Luther King Jr. (Image Source: Marion S. Trikosko, United States Library of Congress's Prints and Photographs division) On February 21, 1965, Malcolm X was lecturing at Harlem’s Audubon Ballroom about his organization after weeks of attempts to end his life by whom he suspected were members of the Nation of Islam. While on stage, he was shot by three men whose identities have been controversial since the assassination. Although he was taken to the hospital, the dozen or so bullets caused his heart to fail several times until he was eventually declared dead. His legacy and admiration for him have grown since his assassination because of his passion for fighting oppression and willingness to fight for the freedom of African-Americans through any means necessary. Since his assassination and the release of his autobiography, he gained more respect than he had during his time alive, and his ideas are still relevant to this day. References Burnett, L. (2019, August 1). Organization of AFRO-AMERICAN unity (OAAU) 1965 . https://www.blackpast.org/african-american-history/organization-afro-american-unity-oaau-1965/. Malcolm X Assassinated . (2009, November 24). https://www.history.com/this-day-in-history/malcolm-x-assassinated . Ott, T. (2021, January 13). The assassination of Malcolm X . https://www.biography.com/news/malcolm-x-assassination . Szymanski, M. (2015, March 1). Malcolm X's BISEXUALITY . https://bi.org/en/articles/malcolm-xs-bisexuality . Worland, J. (2015, February 20). Malcolm X assassination ANNIVERSARY: His legacy after 50 years . https://time.com/3715164/50-years-malcolm-x/ . X., M., Haley, A., Shabazz, A., Handler, M. S., & Davis, O. (2015). The Autobiography of Malcolm X . Ballantine Books.

< Return to Open Positions Social Media Manager (Instagram) We recommend reading more about our task forces before starting your application. Please select the following option below: Social Media Manager (Instagram) Position Title Please select the requested option Want to apply for a different position? Click here to browse what's available. Have a question about open positions? Contact us at: careers@prismfl.org PRISM relies on the dedicated contributions of volunteers to further its initiatives. PRISM conducts many initiatives digitally, which makes building a solid brand image and marketing extremely important. Social Media Managers oversee specific social media platforms utilized by PRISM. Social Media Managers do not receive a paycheck, but they do receive the satisfaction that they are helping an organization for LGBT youth. There is potential for a paid position in the future. Social Media Managers have the following responsibilities: Develop and organize social media campaigns and posts Ensure that social media posts are uploaded in a timely manner through communicating with Visual Design Managers and Social Media Drafters Coordinate paid promotions and advertisements on social media platforms Applicants must have experience with one or more of the following: Social Media coordination Market analysis Instagram's business and fundraising tools LGBT issues Sexual health/Public health Gender and sexuality Youth services Next

< Back to School Policy Hub Josephine Baker Who was Josephine Baker? Early Life Life as an Entertainer Working as a World War II Spy Fighting Against Segregation Death and Legacy Who was Josephine Baker? Josephine Baker on October 20, 1949 (Image Source: Carl Van Vechten, Van Vechten Collection at Library of Congress) Josephine Baker was an American-born French entertainer and performer, French Resistance agent, World War II spy, and civil rights activist. Baker’s career shows the ways entertainers can utilize their platforms to influence society and change the world. Josephine Baker became one of the most successful black performers France has ever seen. While she had four marriages with men, she was bisexual and had several relationships with women. When Hitler and the German army invaded France during World War II, Baker joined the fight against the Nazi regime. She transported secrets she heard while performing for the enemies with invisible ink, wiring messages, and information on her sheet music. Early Life A portrait of Josephine Baker in one of her extravagant performance looks. Baker was known for her unique style both in terms of looks and dance. (Image Source: General Photographic Agency/Getty Images) In the early summer in St. Louis, Missouri, Josephine Baker was born by the name Freda Josephine McDonald on June 3, 1906. Baker was raised by her two parents, who were also performers, and often found herself on stage with them as they performed throughout the Midwest, which was greatly segregated. Like many at the time, Baker’s parents never succeeded in their entertainment careers, forcing Josephine to make ends meet herself. To do this, Baker would often dance in the streets to collect money, much like street performers do in New York and other major cities today. While dancing one day at the age of 15, she was noticed by an African-American theatre troupe and asked to perform with them. Around the same time, Josephine got married, took on her husband's last name, Baker, and claimed her middle name, Josephine, as her first. Thus, she is now known as Josephine Baker. Life as an Entertainer Josephine Baker became among the most popular and sought-after performers, especially in France. Her unique choreography, which embodied traditional African styles and costumes, made her an unforgettable entertainer. Baker starred in many Vaudeville shows, a theatrical style of performance throughout the 20th century. She later moved to New York and immersed herself in the performance seen there. At this time, New York was experiencing the Harlem Renaissance, which was a revival and appreciation of African-American art and entertainment. After her time in New York, Baker moved her entertainment internationally to Paris, where she won over audiences, predominately white ones. Working as a World War II Spy Due to the outbreak of World War II, Josephine's career as a performer was put on hold. With the rise of Hitler and the Nazis, Baker found herself checking off all the boxes the Nazis were against. She was now in her third marriage, an interracial relationship with a French-Jewish man, as an openly bisexual woman. As Hitler and his army invaded their way into Paris, Baker, along with thousands of others, fled the city for her own safety. Once in Southern France, Baker was recruited by Jacques Abtey to take part in espionage for resistance against the Nazis as her celebrity status allowed for easier and more protected travel between countries. Baker was recruited by the French Resistance as a spy during World War II against Hitler and the Nazis. She utilized her celebrity status as well as a variety of espionage tactics in order to gather and spread information regarding the enemy. (Image Source: Studio Harcourt/Public Domain) Josephine Baker housed many other resistance fighters and provided them with the resources they needed. Due to her celebrity status, she was able to attend highly-ranked diplomatic parties and gatherings where she observed and took note of any behaviors or plans she noticed. She would write on her skin, pin notes in her underwear, and use invisible ink on her sheet music in order to record and pass on messages because she knew, as a celebrity, no security would suspect her of espionage or strip search her. Fighting Against Segregation After World War 2, Baker returned home to St. Louis, where she was shocked to see the widespread segregation that she had not fully understood as a child. Baker took it upon herself to stand up to segregation and once again used her platform as an entertainer to make change. Baker refused to perform for any segregated audiences, which often forced venues to integrate audiences if they wanted the prestige of having such a famous performer at their venue. Baker was recognized by the NAACP and was given the honor of speaking at the March on Washington for Jobs and Freedom. Death and Legacy Josephine Baker is a prime example of celebrities using their platforms for positive social change. Throughout her career, Baker formed her “rainbow tribe,” which consisted of her 12 adopted children. She showed people could exist in harmony despite racial or cultural differences. Josephine Baker performed late into her life up until her passing on April 12, 1975. Josephine Baker adopted 12 children with varying backgrounds, nationalities, and ethnicities. She called her family the “Rainbow Tribe” and promoted the idea that people can live together and love despite the differences they may have. She fought against segregation and racism and showed that one’s skin color does not determine their worth or need to be loved. (Image Source: Wikimedia Commons) References Josephine Baker . (2017). National Women’s History Museum. https://www.womenshistory.org/education-resources/biographies/josephine-baker Siren of the Resistance: The Artistry and Espionage of Josephine Baker | The National WWII Museum | New Orleans . (2020, February). The National WWII Museum | New Orleans. https://www.nationalww2museum.org/war/articles/siren-resistance-artistry-and-espionage-josephine-baker#:~:text=Iconic%20entertainer%20of%20the%20Jazz,to%20high%2Dranking%20Axis%20officials

< Back to School Policy Hub Non-Binary What Does Non-Binary Mean? History Issues Symbols What Does Non-Binary Mean? Non-binary is an umbrella term used to refer to a wide range of gender identities that do not fit into the binary of man or woman. Examples of non-binary identities are genderqueer, genderfluid, agender, bigender, gender non-conforming, and more. However, it's not uncommon for someone to identify as simply "non-binary" or even as a mix of several of these identities. Non-Binary History Non-binary identities are not unique to the 21st century. While some people may claim that non-binary identities were a concept created by the current generation, a record of non-binary gender has existed since the beginning of written history, as far back as Mesopotamia. At the time, Mesopotamians referred to a third gender of people who often performed religious duties. This third gender continued to be recognized in many civilizations throughout history. We see many examples of gender non-conforming, trans, and non-binary identities in Asian culture throughout history. In our article Gender Expression in East Asian Cultures , we explore these vibrant histories. Non-Binary Issues Non-binary individuals face a variety of issues in today’s society. Among these difficulties are transphobia, misgendering, deadnaming, and gender dysphoria. Gender Dysphoria Gender dysphoria is the feeling that one’s gender identity differs from their biological sex or assigned gender. Gender dysphoria may lead a non-binary or transgender person to be uncomfortable with the characteristics of their assigned gender or biological sex, including the gender roles society associates with that sex or their physical appearance and body. It’s important to note that you don’t need to experience gender dysphoria to be non-binary. Not all non-binary people experience gender dysphoria. Transphobia Transphobia is a range of negative reactions to people who do not conform to social gender norms and expectations, such as people who are non-binary. Transphobia can result in non-binary and transgender individuals experiencing a lack of acceptance and violence from those around them. As such, non-binary individuals facing transphobia may suffer from both physical and emotional harm simply because they fall outside of society’s expectations. Misgendering and Deadnaming Misgendering is using a former pronoun of a transgender or non-binary person. Deadnaming is using a transgender or non-binary person’s former name. Intentionally deadnaming or misgendering is highly inappropriate and harmful. However, in some cases, deadnaming or misgendering can be accidental. If you knew a transgender person before they discovered their gender identity, you might be used to referring to them by their old pronouns and deadname. It might be a force of habit to refer to someone by their old identity. However, it is still wrong, even if it is accidental. If you accidentally refer to a transgender person by their old identity, name, or pronouns, simply apologize and correct yourself. Non-Binary Symbols Genderqueer Flag Genderqueer Pride Flag (2011) The genderqueer flag, featuring lavender, white, and chartreuse stripes, was designed by Marilyn Roxie in 2011. Lavender - Represents androgyny and queerness White - Represents people who identify as having no gender or are agender Chartreuse - Represents identities outside of the gender binary. Non-Binary Flag The non-binary flag was created in 2014 by Kye Rowan. Yellow - Represents something as its own and, therefore, those who identify outside of the gender binary White - Represents multigender identities, as it is made of all other colors mixed together Purple - Represents people who identify as a mix of the male and female genders Black - Represents people who identify as agender, as black is the absence of color. Non-Binary Pride Flag (2014)

< Back to School Policy Hub Myths About Gender-Affirming Care There are numerous myths, falsehoods, and flat-out lies being used to justify anti-trans legislation and attacks against gender-affirming care . In this post, we take a look at some of the most common myths and explain what they get wrong. "De-transitoning is common." "Transitioning does more harm than good." "Kids are too young to understand gender." Myth 1: "De-transitioning is common." The desire to de-transition after gender-affirming care, particularly surgery, is rare. Many studies find that only about 1% of those surveyed regret transitioning. This means fewer adults regret transitioning than regret getting breast implants or plastic surgery. De-Transitioning Among Youth The Trans Youth Project is a recent study from 2017 to 2022. Its purpose was to provide the first estimates on retransition within trans youth. The sample size included 317 initially binary trans youth between the ages of 3 and 12. Over five years, the youth participants and their parents reported data on their current gender identity. The results found that by the end of the study, 94% of the children continued to identify with their binary trans identity. Another 3.5% later identified as nonbinary, and only 2.5% of participants identified as cisgender. Myth 2: "Transitioning does more harm than good." Some claim that puberty blockers lead to side effects like infertility and abnormal social and mental development. In reality, there is no substantial evidence backing these claims. The only way puberty blockers interfere with fertility is by pausing the production of sperm or eggs. However, it is not permanent, and production can start again by stopping treatment. Puberty blockers have been shown to have positive effects, such as reducing suicidality in trans people. Myth 3: "Kids are too young to understand gender." It’s also falsely believed that children are too young to understand something as complex as gender and what they identify as, or that being trans is “just a phase.” Although many children and adolescents go through phases and explore their identities, the notion that they’re completely clueless is false. Most children can identify their own gender by age 3. As they continue to socialize, they’re able to recognize the disconnect between their actual gender and the one they were assigned. It’s common for trans people to have dysphoric thoughts at an early age– most dysphoria occurs by the time they’re 7 years old. References 20220420-gender-dysphoria-press-release | Florida Department of Health . (2022, April 20). Florida Health. https://www.floridahealth.gov/newsroom/2022/04/20220420-gender-dysphoria-press-release.pr.html Branigin, A. (2022, April 20). Florida memo on gender dysphoria contradicts leading medical guidance . The Washington Post. Retrieved August 3, 2022, from https://www.washingtonpost.com/politics/2022/04/20/florida-gender-dysphoria-memo/ Caputo, M. (2022, June 3). DeSantis moves to ban transition care for transgender youths, Medicaid recipients . NBC News. https://www.nbcnews.com/politics/politics-news/desantis-moves-ban-transition-care-transgender-youth-medicaid-recipien-rcna31736 Children and gender identity: Supporting your child . (2022, February 23). Mayo Clinic. https://www.mayoclinic.org/healthy-lifestyle/childrens-health/in-depth/children-and-gender-identity/art-20266811#:%7E:text=Most%20children%20typically%20develop%20the,gender%20by%20age%203%20years. Fenway Health. (n.d.). Puberty-Suppression-Risks-and-Benefits-English.pdf . https://fenwayhealth.org/wp-content/uploads/Puberty-Suppression-Risks-and-Benefits-English.pdf Most Gender Dysphoria Established by Age 7, Study Finds . (2020, June 16). Cedars-Sinai. https://www.cedars-sinai.org/newsroom/most-gender-dysphoria-established-by-age-7-study-finds/ Olson, K. R., Durwood, L., Horton, R., Gallagher, N. M., & Devor, A. (2022, July 13). Gender Identity 5 Years After Social Transition . American Academy of Pediatrics. https://publications.aap.org/pediatrics/article/150/2/e2021056082/186992/Gender-Identity-5-Years-After-Social-Transition?autologincheck=redirected O’Neil, T. (2022, July 11). California ex-trans teen backs Florida ban on Medicaid funds for transgender medical interventions . Fox News. https://www.foxnews.com/health/california-ex-trans-teen-backs-florida-ban-medicaid-funds-transgender-medical-interventions Turban, J. L., King, D., Carswell, J. M., & Keuroghlian, A. S. (2020). Pubertal Suppression for Transgender Youth and Risk of Suicidal Ideation. Pediatrics , 145 (2), e20191725. https://doi.org/10.1542/peds.2019-1725

< Return to STI Clinic Search Pridelines - Miami Beach Center Call: (305) 571-9601 Website: https://www.pridelines.org/hiv-sti-services Have you been tested here? Fill out our STI Clinic Vetting Survey to tell us about your experience! 1130 Washington Ave, Miami Beach, FL 33139, USA Hours: Today (Thurs): 9:00 a.m. - 5:00 p.m. Fri: 9:00 a.m. - 5:00 p.m. Sat: Closed Sun: Closed Mon: 9:00 a.m. - 5:00 p.m. Tues: 9:00 a.m. - 5:00 p.m. Wed: 9:00 a.m. - 5:00 p.m. CLOSED NOW Free Testing Walk-Ins Accepted Free Condoms PrEP On-Site PrEP Referral Parking type: Street & Lot Free Parking Tests Offered: HIV (Rapid): Free Chlamydia : Free Gonorrhea : Free

< Back to School Policy Hub Coming Out Tips What is "Coming Out"? Right Time, Right People Find a Solid Support Group You Don't Need to Come Out What is "Coming Out"? “Coming Out” is the act of disclosing one’s own sexuality or gender identity to someone. Coming out is revealing your own sexuality or gender identity to someone. However, coming out is not disclosing or revealing someone else’s sexuality or gender identity. Unless that person is out of the closet already and is fine with people telling others then it is not ok to ever reveal someone else’s sexuality or gender identity. Right Time, Right People Make sure the people you come out to are accepting before coming out. If you’re worried that they might not be, always have a backup plan (especially if it’s someone you depend on, like a parent). We know it can be heartbreaking, but you must have a backup plan. If someone is not accepting of you, you must rise above their negativity and take the high road. If they become verbally and or physically abusive, then you must remove them from your life, no matter who it is. Find A Solid Support Group There are plenty of organizations and LGBTQ+ groups throughout the globe. It can be scary to get involved, but it’s rewarding in the end. PRISM prides itself on promoting a safe, welcoming environment for everyone involved on our Discord Server. Click here to join! You Don’t Need To Come Out The most important thing to remember is that if you don’t feel comfortable coming out, you don’t need to. You’re not “lying” or “fake.” It’s your business. Your business is your business. While there is a heavy glorification surrounding coming out in media and online, you do not have to tell anyone your sexuality if you do not feel comfortable. If you feel pressured by anyone or any group, then the best thing to do is refrain from including that influence in your life. References Coming out: A resource for LGBTQ students . GLSEN. (n.d.). https://www.glsen.org/activity/coming-out-resource-lgbtq-students. Coming Out Resources . HRC. (n.d.). https://www.hrc.org/resources/coming-out. What's "coming out"? Planned Parenthood. (n.d.). https://www.plannedparenthood.org/learn/sexual-orientation/sexual-orientation/whats-coming-out.

< Return to STI Clinic Search AHF Wellness Center - Wilton Manors Call: (877) 259-8727 Website: https://www.freestdcheck.org/locations/fl-wilton-manors/ Have you been tested here? Fill out our STI Clinic Vetting Survey to tell us about your experience! 2097 Wilton Dr, Wilton Manors, FL 33305, USA Hours: Today (Thurs): Closed All Day Fri: 10:00 a.m. - 6:00 p.m. Sat: 10:00 a.m. - 5:00 p.m. Sun: Closed Mon: Closed Tues: Closed Wed: 10:00 a.m. - 6:00 p.m. CLOSED NOW Free Testing Walk-Ins Accepted Free Condoms PrEP On-Site PrEP Referral Parking type: Street Free Parking Tests Offered: HIV Chlamydia Gonorrhea Syphilis

< Return to Open Positions Copy Editor We recommend reading more about our task forces before starting your application. Please select the following option below: Copy Editor Position Title Please select the requested option Want to apply for a different position? Click here to browse what's available. Have a question about open positions? Contact us at: careers@prismfl.org Part of our work is creating educational resources for LGBTQ+ youth and queer people of color. Editors ensure the highest quality of PRISM's articles, social media captions, and other forms of written work. Candidates local to Broward, Miami-Dade, or Palm Beach are strongly preferred. Pay : $50 Standard $75 Rush Edit Responsibilities : Review articles, captions, and other tasks for spelling, grammatical, punctuation, or formatting errors Ensure that educational topics are conveyed in a well-formatted, easy-to-read manner Maintain accuracy of information provided, both through peer-editing and continuous review of published resources While not required, it is preferred that Editors have prior exposure to information regarding one or more of the following : Sexual health LGBT issues Racial topics Black history/culture LatinX history/culture Asian history/culture LGBT history Editors should also have experience in proofreading and editing. Editors are assessed in their technical abilities prior to hiring through various mock tasks. PRISM pays a specified amount for each piece created, which may vary from project to project. PRISM is an Equal Opportunity Employer. We will consider applicants for this position without regard to race, color, religion, creed, ethnicity, national origin, sex, age, gender identity or expression, sexual orientation, marital status, HIV and/or STI status, disability, genetic information, veteran status, or any other status or condition protected by applicable federal, state, or local law. Women, people of color, LGBTQ+ people, young people, and members of other historically disenfranchised populations are strongly encouraged to apply. Next

< Back to School Policy Hub Employment Discrimination What is Employment Discrimination? Timeline (1953-2021) Legacy What is Employment Discrimination? According to the National LGBTQ Workers Center, “ 4.5% of the population identifies as lesbian, gay, bisexual, or transgender” meaning that this legislation has the possibility of affecting nearly 14,769,000 people nationwide. (Image Source: Drew Angerer / Getty Images) The U.S. Equal Employment Opportunity Commission states that employment discrimination involves unequal treatment, harassment, denial of a reasonable workplace change, improper questions regarding disclosure, or retaliation on the basis of “race, color, religion, sex (including pregnancy, gender identity, and sexual orientation), national origin, disability, age (age 40 or older), or genetic information.” While it may seem like a victory that should’ve been granted years ago, it was just as recently as June 2020 that the U.S. Supreme Court ruled that the 1964 Civil Rights Act protects employees who identify as part of the LGBTQ+ community from discrimination based on sex. The 6-3 ruling was an enormous victory for the LGBTQ community, especially in light of the presidential administration, led by President Donald Trump, siding with employers who were said to be discriminating against employees due to their identity. This win comes after a long and hard battle of employment discrimination that has affected the LGBTQ+ community for years. Historically, homosexuality, along with other sexual and gender identities, has been used as justification for firing individuals and discriminating against them in the hiring process by giving the job to another candidate instead, despite other qualifications. The list of instances where individuals were discriminated against in the workforce solely due to their LGBTQ+ identity is a long and tiring one involving a plethora of court cases and governmental acts. The LGBTQ+ community has continuously fought for years for protection in the workplace, and even in light of recent victories, the fight is far from over. Timeline April 1953 : President Dwight D. Eisenhower passed an executive order stating that gay people were banned from holding federal positions. Under this order, homosexuality was placed under the category of sexual perversion. Eisenhower’s executive order was in place for nearly 20 years. July 1975 : A bill was introduced by the federal government that would prohibit any form of discrimination based on sexual orientation. This was the first bill of its kind introduced. Unfortunately, it was never considered by the judiciary committee. However, homosexual workers were no longer instantly declined from federal positions. Don't Ask, Don't Tell was repealed in 2011 under President Barack Obama (Image Source: Justin Sullivan/Getty Images) February 1994 : Clinton passed the DADT (Don’t Ask, Don’t Tell) Act, which allowed gay men and women to remain in the military as long as they kept their sexuality hidden. Despite its intentions to protect, tens of thousands lost their positions. September 2011: President Barack Obama took action to repeal DADT (Don’t Ask, Don’t Tell). While its repeal was beneficial, close to 12,000 individuals who were in the military were discharged after they decided not to suppress and hide their sexuality. March 2020 : The White House staff passed a policy prohibiting transgender individuals from serving in the U.S. Military. Their argument on the permissibility of this policy was that the treatments transgender individuals receive, such as hormone therapy, may hinder their ability to serve and impact their readiness and ability to complete their duties. June 2020: The U.S. Supreme Court ruled that the 1964 Civil Rights Act protects employees who identify as part of the LGBTQ+ community from discrimination based on sex. The ruling won with a 6-3 majority to protect LGBTQ+ individuals in the workplace. The ruling of Bostock v Clayton County was, therefore, a huge win as the LGBTQ+ community’s employment rights are now included in the protections of the Civil Rights Act of 1964, which also protects people based on race, color, religion, sex, and ethnicity. Gerald Bostock (Source: AFP via Getty Images) Bostock was a gay man working in Clayton County. He received great reviews and evaluations as a child welfare service coordinator. After years of working for the company, Bostock became involved in a gay softball league that was looked down upon by his employees. While in a meeting, a colleague of his mentioned sexuality in front of the supervisor of the company. Shortly after, Bostock received word from the county that he had been fired for “conduct unbecoming of its employees.” Bostock filed a charge with the Equal Employment Opportunity Committee (EEOC), claiming that he faced discrimination from the county based on his sexual orientation. After appealing through multiple courts, his case was finally heard by the Supreme Court, which ruled in Bostock's favor. January 2021 : On the 21st of January, President Biden passed an executive order titled “Preventing and Combating Discrimination on the Basis of Gender Identity and Sexual Orientation.” This executive order prohibits employers from discriminating against current or potential employees based on sexual or gender identity. The president explains that children should have access to bathrooms and sports regardless of identity, and adults should feel confident that they will not lose their job due to prejudice. The foundation of this orde r is based on the Constitution and backed by Bostock vs Clayton, in which “the Supreme Court held that Title VII’s prohibition on discrimination “because of . . . sex” covers discrimination on the basis of gender identity and sexual orientation.” This order strengthened protections for the LGBTQ+ community in the workplace and other environments. President Biden signing executive order to strengthen protections for LGBTQ+ employees against work place discrimination. (Image Source: The Washington Post) Only a few days later, on January 25, 2021, President Biden signed an executive order ( Enabling All Qualified Americans to Serve Their Country in Uniform ), which reversed Trump’s order banning transgender individuals from serving in the military. President Biden writes, “It is my conviction as Commander in Chief of the Armed Forces that gender identity should not be a bar to military service,” and emphasizes that transgender individuals hold no negative impact on the effectiveness of the U.S. armed forces. Legacy While the Supreme Court convenes inside to discuss if sexuality and gender identity are protected from employment discrimination, a rally forms outside. (Image Source: Bill Clark/CQ-Roll Call, Inc / Getty Images) While this timeline comes nowhere near to documenting the vast number of individuals who have experienced employment discrimination, it highlights some major instances and decisions. Not long ago, employment discrimination based on sexual orientation or gender identity was prohibited and recognized by the Supreme Court. However, this does not mean the struggle is over or that these biases no longer exist. References Bostock v. Clayton County . (n.d.). Oyez . Retrieved November 16, 2021, from https://www.oyez.org/cases/2019/17-1618 Dishman, L. (2018, June 11). A brief (and depressing) history of LGBT workers’ rights . Fast Company; Fast Company. https://www.fastcompany.com/40582182/a-brief-and-depressing-history-of-lgbt-workers-rights Executive Order on Enabling All Qualified Americans to Serve Their Country in Uniform | The White House . (2021, January 25). The White House; The White House. https://www.whitehouse.gov/briefing-room/presidential-actions/2021/01/25/executive-order-on-enabling-all-qualified-americans-to-serve-their-country-in-uniform/ Executive Order on Preventing and Combating Discrimination on the Basis of Gender Identity or Sexual Orientation | The White House . (2021, January 21). The White House; The White House. https://www.whitehouse.gov/briefing-room/presidential-actions/2021/01/20/executive-order-preventing-and-combating-discrimination-on-basis-of-gender-identity-or-sexual-orientation/ Supreme Court Delivers Major Victory To LGBTQ Employees . (2020, June 15). NPR.org. https://www.npr.org/2020/06/15/863498848/supreme-court-delivers-major-victory-to-lgbtq-employees What is Employment Discrimination? | U.S. Equal Employment Opportunity Commission . (2021). Eeoc.gov. https://www.eeoc.gov/youth/what-employment-discrimination

< Return to Open Positions Policy Director We recommend reading more about our task forces before starting your application. Please select the following option below: Policy Director Position Title Please select the requested option Want to apply for a different position? Click here to browse what's available. Have a question about open positions? Contact us at: careers@prismfl.org The Policy Director oversees our Policy Task Force, which works to solve challenges at the local, state, and national levels, with an emphasis on fighting for the LGBTQ+ community, especially LGBTQ+ people of color across South Florida. Candidates local to Broward, Miami-Dade, or Palm Beach are strongly preferred. Hours: 30/wk Pay: $22/hr Responsibilities : Organizing grassroots actions and events to influence public opinion on key policy initiatives Recruit and train grassroots activists and community members for public policy work Coordinate scheduling and logistics for lobbying initiatives Support and assist in the direction of cross-task force engagement in policy programs Organize coalition support for legislative priorities and provide support to partners for legislative priorities Draft regular legislative and school board tracking updates Qualifications : Strong event planning and organizing skills Strong communication and public speaking skill Be comfortable communicating professionally to large audiences, especially those with opposing viewpoints Be able to work digitally, with reliable internet access Be able to travel long distances for in-person initiatives, with reliable transportation Lobbying experience strongly preferred Understanding of laws and policies that impact LGBTQ+ youth, sexual health, and public education preferred Familiarity with Google Suite preferred PRISM is an Equal Opportunity Employer. We will consider applicants for this position without regard to race, color, religion, creed, ethnicity, national origin, sex, age, gender identity or expression, sexual orientation, marital status, HIV and/or STI status, disability, genetic information, veteran status, or any other status or condition protected by applicable federal, state, or local law. Women, people of color, LGBTQ+ people, young people, and members of other historically disenfranchised populations are strongly encouraged to apply. Next

< Return to Open Positions Comedy Writer We recommend reading more about our task forces before starting your application. Please select the following option below: Comedy Writer Position Title Please select the requested option Want to apply for a different position? Click here to browse what's available. Have a question about open positions? Contact us at: careers@prismfl.org Part of our work is creating educational resources for LGBTQ+ youth and queer people of color. Comedy writers take the necessary information and compose comedic scripts for our educational video content. Candidates local to Broward, Miami-Dade, or Palm Beach are strongly preferred. Pay : $30 per script (may vary by project) Responsibilities: Research and gather information about proposed topics Convey educational topics in a comedic format for our viewers Complete tasks in a timely manner Maintain the accuracy of information provided through peer editing and continuous review of published resources Qualifications: Experience working in a collaborative creative environment Must have comedic writing skills Experience creating or participating in video content for social media (Preferred) South Florida resident (Preferred) Have an understanding of pop culture While not required, it is preferred that Writers have prior exposure to information regarding one or more of the following : Sexual health LGBTQ+ issues Racial equity Black history/culture LatinX history/culture Asian history/culture LGBTQ+ history PRISM is an Equal Opportunity Employer. We will consider applicants for this position without regard to race, color, religion, creed, ethnicity, national origin, sex, age, gender identity or expression, sexual orientation, marital status, HIV and/or STI status, disability, genetic information, veteran status, or any other status or condition protected by applicable federal, state, or local law. Women, people of color, LGBTQ+ people, young people, and members of other historically disenfranchised populations are strongly encouraged to apply. Next