Why do you want to deny trans people employment and housing?

We don’t. Anti-discrimination laws cover dissimilar situations that should not be grouped together for the purpose of civil rights protection. From the female perspective, sex-segregated public accommodations are fundamentally different from employment decisions, housing access, credit, education, and “truly public” public accommodations (like going to the movies or eating at a restaurant). As explicitly stated in our Communication to the United Nations, we have no problem with protections based on ‘gender identity’ in employment or housing. See footnote [xxiii]:

This communication expresses no concern or grievance with laws that ban discrimination in employment or housing based on “gender identity.” We support full access to employment and housing opportunities unfettered by irrational discrimination.

In fact, Cathy Brennan supported and aggressively lobbied for Maryland House Bill 235, which included a very broad definition of ‘gender identity’ that would have banned discrimination in employment, housing, and credit.

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2 comments

  1. LeeAlani · ·

    You were indeed very specific on this point.

  2. This is a critical point about the inclusion of ‘gender identity’ in anti-discrimination laws that apply equally to multiple contexts.

    ‘Gender identity’ is the legal basis by which individuals describe a change in their sex identity. Housing, employment, credit, and other contexts frequently covered by anti-discrimination statues are not impacted by sex changes the way that sex-segregated spaces are. In SEX-segregated spaces, SEX-based harms are, naturally, of primary concern.

    The use of ‘gender identity’ as a basis for claiming access to sex-segregated spaces, therefore, deserves more gate-keeping (like requiring medical documentation!) than the use of ‘gender identity’ as a basis for a claim of discrimination in the other contexts mentioned. Maintaining the boundaries of sex-segregated space is important for the sexual protection of women.

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