By Kathy Lechman, Ohio State University Extension

Pathways to Diversity, a document released in 1991 by the Strategic Planning Task Force on Diversity, USDA provided a framework and vision for Extension services across the nation to use in developing and implementing their own plans for diversity. This important document describes diversity as, “differences among people with respect to age, class, ethnicity, gender, physical and mental ability, race, sexual orientation, spiritual practices, and other human differences (1991, p. 6)”. The document also lays out some excellent values:

• Commitment to diversity in all staff, volunteers, and audiences; including full participation in programs, policy formulation, and decision-making.
• Ability to lead and model diversity throughout the organization and to lead society toward pluralism.
• Commitment to individual and organizational efforts to build respect, dignity, fairness, caring equality, and self-esteem.
• Recognition of the rights of all individuals to mutual respect; acceptance of others without biases based on difference of any kind.
• Commitment to equitable treatment and elimination of discrimination in all its forms at all organizational levels and throughout all programs.
• Recognition and promotion of the diversity of ideas and human potential (Pathway to Diversity, 1991, p. 9)”.

Many of the values established in the 1991 document were included in the 2003 document titled, Pathways to Diversity Reaffirmed (pdf). I was very happy to see that diversity and inclusion in Extension Services are still important and progressing. Extension services across the country are developing programs for new and diverse audiences along with preparing employees to work with new and diverse populations. There is, however, one thing that is troubling. It seems that Extension does a good job addressing diversity related to race, ethnicity, gender, age, and spiritual practices to a degree, but there seems to be a gap in addressing sexual orientation as an element of diversity and recognizing heterosexism as an issue that needs to be addressed. A colleague recently pointed out that “when heterosexuals are discussed, the focus is on hetero and when homosexuals are discussed the emphasis is on sexual”. This observation may be part of why so many people are reluctant to view GLBT individuals like any other person.

Heterosexism, like any other ism, “denies, marginalizes, and stigmatizes…and grants privileges to those who are heterosexual and denies them to those who are not heterosexuals.” It also operates on stereotypes and prejudices (Bonner Curriculum Homophobia: Recognizing and Addressing It). Some prejudices and stereotypes held about Gay, Lesbian, Bi-sexual, Trans-gender people (GLBT) include “being out to convert others”, “talking about sex all of the time”, “non monogamous relationships”, and “will give co-workers AIDS”, to name a few.

The purpose of this essay is not to point blame but to encourage authentic discussion and thought about how inclusive Extension services really are and which groups are viewed as legitimate in how Extension defines diversity. I have had the opportunity to talk with GLBT Extension professionals and allies (people who themselves are not GLBT but recognize being GLBT as part of our diverse world) at numerous conferences. Several of the people I have spoken with have described heterosexist experiences with individuals within their own organization. In many places in and outside of work, it is still socially acceptable to discriminate against GLBT individuals therefore people often do not think through their comments and action as they would if they were directed toward groups.

Extension is not the only organization where GLBT people are often overlooked or excluded. GLBT employees in a wide range of organizations share similar feelings about being “out” at work. In a 1994 book by Blank and Slipp, the following comments by GLBT employees are shared with regard to always being guarded about their sexual orientation.

Like the people from the Blank and Shipp book, many of our GLBT employees and their allies share similar feelings. A consistent thread in conversations with GLBT employees of Extension and allies of GLBT individuals is that there is a feeling that GLBT people often are not embraced or considered part of the diversity of the organization in which they work. As a result, many if not all are unable to be open and share who they really are. Being “out” does not translate to discussing sex, as some heterosexists believe. The “it’s okay as long as the don’t flaunt it mentality” is very harmful. Generally, it translates to being able to share what you did over the weekend with your partner just as heterosexual colleagues often do. It means being able to have family pictures up that show the entire family regardless if there are two moms or two dads. It means not having to exert energy making sure not to use any identifying pronouns that might give you up. It may mean enduring well-meaning co-workers who cannot understand why you are not married and want to fix you up. It often means referring to your life partner as your roommate instead of your partner. It may mean hearing offensive things said about you and not responding out of fear.

Several of the people that I have spoken with have expressed fear of reprisal from administrators and colleagues. Reprisal not in a physically threatening sense but in a sense of not being supported programmatically or as an employee. There was also fear of how clientele would react, would they pull their children out of 4-H, or themselves stop participating in Extension programs. One individual’s supervisor was concerned with how the public would react if they knew this individual had a same sex partner. Another employee was publicly prayed for at an event because of her sexual orientation. This employee wound up leaving the position.

Heterosexism and Homophobia do not solely affect GLBT people, just as racism does not only affect Black people and Sexism does not just affect women. Everyone suffers when people are oppressed and mistreated because of differences (Tatum, 1997). As in the previous example, good employees sometimes choose to leave because of a lack of support and fear, real or perceived. Organizations are generally concerned and take action when employees are being mistreated based on race, ethnicity, religion, and sex but that is not always the case when the mistreatment is based on sexual orientation.

Readers may be asking why this is relevant. The examples shared earlier are relevant because, “The reality is that the workplace is an extension of family for most people, and socializing is an important aspect of team building and productivity (Hicks, 2002)”. The reality is that GLBT people live in and work in all areas of the country. According to the 2000 census, “Gay and Lesbian families live in 99.3% of all counties in the United States”. This includes rural as well as urban areas.

Diversity at its core means differences. If we are sincere in supporting diversity and diversity initiatives, we cannot choose who is included in diversity and who is not. We do not have to agree with or even like people from other groups or cultures but we need to respect them. Regardless of our differences, we all have one thing in common and that is we are human beings. The bottom line in supporting and advocating for diversity is respecting the differences that each of us possesses that make us who we are.

If our goal is to “understand and meet the educational needs of our changing populations” and attract a diverse workforce that reflects the changing population of the nation, then we must commit and recognize all things that make us diverse as individuals and celebrate and honor that diversity (Pathways to Diversity Reaffirmed, 2003 p. 1). A final word from a colleague, who is a GLBT individual,

The previous statement is an excellent segue into this quote by Corretta Scott King,

Many of the fears, stereotypes, and excuses for mistreatment can be and have been applied to other groups. It is time to break the cycle, be a part of the process and the change, and be an ally to all people.

Works Cited:

Blank, Renee and Slipp Sandra. 1994. Voices of Diversity Real People Talk About Problems and Solutions in a Workplace Where Everyone is Not Alike. AMACOM, New York, NY.

Bonner Curriculum: Homophobia: Recognizing and Addressing It. Downloaded May 26, 2005 from http://www.bonner.org/resources/modules/home.htm.

Daniel-Tatum, Beverly. 1997. Why are all the Black Kids Sitting Together in the Cafeteria and other Conversations about Race. Basic Books, New York.

Extension Committee on Organization and Policy Task Force. 2003. Pathways to Diversity Reaffirmed. Retrieved May 26,2005 http://www.ediversitycenter.net/download/Pathways.doc

Hicks, Jennifer. 2002. Diversity in IT Careers. Network World. ProQuest Information and Learning Company. Downloaded May 26, 2005 from http://www.findarticles.com/p/articles/mi_qa3649/is_200203/ai_n9076625

Strategic Planning Task Force on Diversity ES-USDA. 1991. Pathway to Diversity. Retrieved May 26,2005, http://natldiversity.extension.oregonstate.edu/download/Pathway.pdf

US Census Bureau American Fact Finder. 2000. Retrieved May 26,2005, http://factfinder.census.gov