Under the leadership of Chief Scott Campbell, the South San Francisco Police Department became the Second law enforcement agency in California and seventh in the nation to receive accreditation of its LGBT Law Enforcement Liaison Program. Sergeant James Delos Santos leads the LGBT Liaison program and completed the LGBT Liaison Academy presented by Out to Protect. To receive accreditation, Sergeant Delos Santos submitted evidence of having met six rigorous accreditation standards that include:

• The LGBT Law Enforcement Liaison Program is institutionalized and sustainable. 
• The LGBT Liaison builds community relationships and trust. 
• The LGBT Liaison has established communications pathways. 
• The LGBT Liaison Is Engaged With The Community throughout the year. 
• A full-time employee is currently assigned and trained to serve as the LGBT Liaison. 

The accreditation process includes a peer-review of the application and evidence of how the agency meets the standards. The South San Francisco Police Department staff met with the peer-review team to present various aspects of their program and answered questions about how they meet the accreditation standards. The evidence presented demonstrated clearly that the South San Francisco Police Department met or exceeded all of the requirements or accreditation.

Accreditation is good for three years and requires the agency to report annually on how it is maintaining the standards.

Greg Miraglia said, “I congratulate Chief Campbell, Sergeant Delos Santos and the members of the South San Francisco Police Department on their commitment to building a trustworthy relationship with the LGBTQ+ community in the City of South San Francisco. Receiving accreditation is not an easy process and is nothing less than commendable.”

Out to Protect is the only national organization to offer LGBT Law Enforcement Community Liaison training and accreditation. These programs are guided by a leadership team comprised of experienced LGBT Liaisons from around the United States.  To learn more about the training and accreditation, please go to www.outtoprotect.org

For more information about this release:

Greg Miraglia
855-687-5428 ext. 5
Click here to send a note

The post Press Release: South San Francisco Police Department Receives Accreditation appeared first on Out To Protect Incorporated.

“DEI” (diversity, equity, and inclusion) in political contexts, have largely been vilified and prohibited within the federal government.

What Does DEI Mean To Out to Protect?

Out to Protect values “equal protection for all”, the rights and protections provided by the United States Constitution, the Constitution of the State of California.

The 14th Amendment to the U.S. Constitution guarantees equal protection under the law for all. Law enforcement serves a citizenry made up of different races, nationalities, cultures, ages, and abilities, just to name a few identities. The 14th Amendment demands law enforcement treat all people equally under the law. This requirement is inclusive of all identities. We perceive diversity, equity, and inclusivity as a requirement of the United States Constitution. We respect the values these three words convey within this context.

Does Out to Protect Teach a “Gender Ideology?”

We do not teach “gender ideology.” We focus on presenting facts from credible organizations and sources.

Our programs include perspectives from science, religion, and governmental agencies. Often, differing perspectives emerge from these entities. Our research is derived from reliable organizations such as. the UCLA’s Williams Institute, the American Psychiatric Association, the American Medical Association, the American Psychological Association, and the World Health Organization.

Leaders of organized religion and elected officials create policy and assert their own beliefs about gender. Our courses include these perspectives especially when they differ from science.

Does the LGBT Liaison Academy Favor One Community Over Another?

No. The LGBT Liaison Academy is designed to help law enforcement build trust with the LGBTQ+ community. The training concepts can be applied to all identity groups within a community. Law enforcement to responsible for treating all people equally. The training included in this program is focused on helping law enforcement to become more effective and comfortable in serving our diverse communities.

The post FAQ’s About “Diversity Equity and Inclusion” (DEI) and “Gender Ideology” In the Out to Protect Programs appeared first on Out To Protect Incorporated.

This year, we’re launching a bold initiative with an ambitious goal — to raise $1 for every one of the 18,000 law enforcement agencies in the United States. With your support, we can raise $18,000 this year to help ensure LGBTQ+ awareness training is accessible to every agency, everywhere, at no cost.

Recent cuts to federal funding have put critical programs—such as LGBT awareness training and LGBT Law Enforcement Community Liaison programs—at risk. This leaves thousands of officers across the nation without the tools to engage respectfully and meaningfully with LGBTQ+ communities, jeopardizing safety, trust, and mutual respect. At Out to Protect, we believe this must change. We’re committed to stepping in and offering this training for free, ensuring every law enforcement agency has the resources they need to promote inclusivity and safety.

Your support will directly impact the future of both law enforcement and the LGBTQ+ community. By becoming a sustaining donor, you are helping to foster an environment where every officer is equipped with the knowledge and understanding to support their LGBTQ+ colleagues and constituents.

As a sustaining donor, you’ll be part of a movement that transcends individual differences and promotes community cohesion. You’ll play a crucial role in ensuring LGBTQ+ officers are supported and that LGBTQ+ individuals feel safe and respected when interacting with law enforcement. Together, we can make real, lasting change—one agency at a time.
Please join us in this mission today. Whether you can contribute $5 a month or $50, every dollar makes a difference. With your help, we can reach our goal, create safer, more inclusive spaces, and ensure that LGBTQ+ rights are protected within the institutions that serve and safeguard us all.

Together, we are stronger. Together, we can build a future where inclusion and understanding are the norm, not the exception.

Thank you for your support and commitment to making a difference.

The post Press Release: Help Us Raise $1 For Each Of The 18,000 Agencies appeared first on Out To Protect Incorporated.

Under the leadership of Chief Manuel A. Morales, the Miami Police Department became the third law enforcement agency in Florida and fifth in the nation to receive accreditation of its LGBT Law Enforcement Liaison Program. Officer Vanessa Gonzalez leads the LGBT Liaison program and attended the LGBT Liaison Academy presented by Out to Protect in Orlando last June. To receive accreditation, Officer Gonzalez submitted evidence of having met six rigorous accreditation standards that include:

• The LGBT Law Enforcement Liaison Program is institutionalized and sustainable. 
• The LGBT Liaison builds community relationships and trust. 
• The LGBT Liaison has established communications pathways. 
• The LGBT Liaison Is Engaged With The Community throughout the year. 
• A full-time employee is currently assigned and trained to serve as the LGBT Liaison. 

The accreditation process includes a peer-review of the application and evidence of how the agency meets the standards. The Miami Police Department staff met with the peer-review team to present various aspects of their program and answered questions about how they meet the accreditation standards. The evidence presented demonstrated clearly that the Miami Police Department met or exceeded all of the requirements or accreditation.

Accreditation is good for three years and requires the agency to report annually on how it is maintaining the standards.

Greg Miraglia said, “I congratulate Chief Morales, Officer Gonzalez and the members of the Miami Police Department on their commitment to building a trustworthy relationship with the LGBTQ+ community in the City of Miami. Receiving accreditation is not an easy process and is nothing less than commendable.”

The post Press Release: Miami Police Receives Accreditation appeared first on Out To Protect Incorporated.

• • • • • • • • Comply With The Law

              • Avoid Liability For Being Deliberately Indifferent To The Law

              • Avoid The Risk Of An SB2 Action For Demonstrating Bias

Aside from all of the benefits related to cultural competence that come from LGBT awareness training, in California this training is required by law. California Penal Code section 13519.41 requires LGBT awareness training for all peace officers and all 9-1-1 dispatchers. This includes those currently employed and new-hires. The California POST basic law enforcement academy and 9-1-1 dispatcher academy curriculum now includes this mandated training.  But for those employees who attended a basic law enforcement academy before October of 2010 or 9-1-1 dispatchers who attended basic training before 2025, agencies are obligated to provide in-service training to meet this mandate.

LGBT Awareness training for peace officers and dispatchers became required by section 13519.41 in January 0f 2019. As time goes on and agencies fail to comply, they become more “deliberately indifferent” and liability increases. For individual peace officers, this risk is now particularly great because of “SB2” and conduct that can result in decertification and a loss of a basic certificate (California Penal Code Section 13510.8). Here is a scenario to explain this risk.

Whether the officer intentionally used offensive terminology or not, this complaint and investigation now has to be reported to California POST and the officer is at risk of an SB2 action that could result in the officer loosing their certification. During this investigation, it will become known that the agency failed to provide the officer legally mandated training and has demonstrated deliberate indifference given the fact that 5 years has passed since this training became required. It was readily available this entire time. For the officer, the risk is perhaps greater as 13519.41 PC does not eliminate liability for the officer because the agency failed to provide this required training.

The LGBT awareness training specified and required by 13519.41 PC includes terminology and hate crimes awareness. Had this offer had the required training, the outcome could have been quite different. Instead of alienating a member of the community, trust and faith in law enforcement could have been built. Even more critical, the officer’s career would not have been put in question or jeopardy.

California law enforcement agencies are urged to make compliance with this training mandate a priority and provide the required LGBT awareness training to their officers and dispatchers. There is no obligation to use any particular source for this training. While the law does not require this training to be certified by California POST, we of course, strongly recommend agencies seek POST certification of whatever training they provide.

The post Three Reasons California Agencies Need To Comply With LGBT Awareness Training Requirements appeared first on Out To Protect Incorporated.

June 25, 2024 (Santa Rosa, CA) Out to Protect president Greg Miraglia announced today that the Largo Police Department is the second law enforcement agency in the state of Florida to receive accreditation of its LGBT Law Enforcement Community Liaison Program.

Under the leadership of Chief Michael Loux, the Largo Police Department became the second law enforcement agency in Florida and fourth in the nation to receive accreditation of its LGBT Law Enforcement Liaison Program. Officer Alex Rocha leads the LGBT Liaison program and attended the LGBT Liaison Academy presented by Out to Protect in Orlando earlier this month. To receive accreditation, Officer Rocha submitted evidence of having met six rigorous accreditation standards that include:

• The LGBT Law Enforcement Liaison Program is institutionalized and sustainable. 
• The LGBT Liaison builds community relationships and trust. 
• The LGBT Liaison has established communications pathways. 
• The LGBT Liaison Is Engaged With The Community throughout the year. 
• A full-time employee is currently assigned and trained to serve as the LGBT Liaison. 

The accreditation process includes a peer-review of the application and evidence of how the agency meets the standards. Largo Police Department staff met with the peer-review team to present various aspects of their program and answered questions about how they meet the accreditation standards.

Accreditation is good for three years and requires the agency to report annually on how it is maintaining the standards.

Greg Miraglia said, “I congratulate Chief Loux, Officer Rocha and the members of the Largo Police Department on their commitment to building a trustworthy relationship with the LGBTQ+ community in the City of Largo. Receiving accreditation is not an easy process and is nothing less than commendable.”

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Out to Protect announced today the award of a John Reinert Scholarship to Esmeralda Alaniz of Sanford, Florida.

Esmeralda Alaniz graduated from the Seminole State College Police Academy. She was selected by the board of directors of Out to Protect for having demonstrated being an outstanding “out” role model for law enforcement.

Ms. Alaniz was born in Homestead, Florida. Her passion to pursue law enforcement began in elementary school on career day. Local first responders performed and spoke with students about their duties, but it was a female K-9 officer that captured her attention. Alaniz said, “She proved to me anything can be possible even in a profession that is male dominated. Seeing her train with the German Shepard was an experience I would never forget.”

By the age of thirteen, Ms. Alaniz was diagnosed with a rare autoimmune condition that did not have a cure and surgery was the only option to fix the damage done to her body.  After graduating from high school, she went to community college for two years. During that time, she came out to her mother after a church retreat. “Coming from a Catholic family, being part of the LGBTQ+ community was not well received. I knew my attraction to girls started when I was six years old, but not having someone to understand how I felt made me hide my true self until I could not anymore,” said Esmeralda.  She added, “This is not just a job to protect and serve people, but to give a voice to the ones who are seeking guidance and want to change how the community perceives law enforcement. One difference can change the world, but it starts with who is sworn in, not forgetting where they come from and staying humble.”

The John Reinert Scholarship was originally created in 2009 by Out to Protect founder Greg Miraglia. It was named after San Jose Police Officer John Reinert who was one of the first “out” gay officers in his department. John passed away in 2012. Greg Miraglia said, “We are thrilled to award this scholarship to a young woman who is ready to serve her community and the law enforcement profession in a way Officer Reinert would have been proud of.”

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Her passion to pursue law enforcement began in elementary school on career day. Local first responders performed and spoke with students about their duties, but it was a female K-9 officer that captured her attention. She proved to Esmeralda anything can be possible even in a profession that is male dominated. “Seeing her train with the German Shepard was an experience I would never forget. From there I set a goal to finish my education and work towards becoming a police officer.”

By the age of thirteen Esmeralda was diagnosed with a rare autoimmune condition that did not have a cure and surgery was the only option to fix the damage done to my body.  A journey through faith helped overcome the struggles of feeling different in a society that is hurtful to individuals who do not look like the rest of them. After graduating from high school, she went to community college for two years. During that time, Esmeralda came out to my mother after a church retreat. “Coming from a catholic family, being part of the LGBTQ+ community was not well received. I knew my attraction to girls started when I was six years old, but not having someone to understand how I felt made me hide my true self until I could not anymore.”

Esmeralda then transferred to the University of Central Florida where she obtained a bachelor’s degree in criminal justice with a minor in psychology. She took a year off from school to work and then finally applied for the police academy at Seminole State College. “This experience has been an eye opener and a calling for a path that will come with challenges that few will be able to conquer and understand why certain things must happen for the greater good. This is not just a job to protect and serve people, but to give a voice to the ones who are seeking guidance and want to change how the community perceives law enforcement. One difference can change the world, but it starts with who is sworn in, not forgetting where they come from and staying humble.”

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Under the leadership of Chief Ron Thomas, the Denver Police Department is the first law enforcement agency in Colorado and third in the nation to apply for accreditation of its LGBT Law Enforcement Liaison Program. Lieutenant Michelle Folmar leads the LGBT Liaison program. To receive accreditation, Lt. Folmar completed the LGBT Liaison training Academy and submitted evidence of having met six rigorous accreditation standards that include:

• The LGBT Law Enforcement Liaison Program is institutionalized and sustainable. 
• The LGBT Liaison builds community relationships and trust. 
• The LGBT Liaison has established communications pathways. 
• The LGBT Liaison Is Engaged With The Community throughout the year. 
• A full-time employee is currently assigned and trained to serve as the LGBT Liaison. 

The accreditation process includes a peer-review of the application and evidence of how the agency meets the standards. Denver Police Department staff met with the peer-review team to present various aspects of their program and answered questions about how they meet the accreditation standards.

Accreditation is good for three years and requires the agency to report annually on how it is maintaining the standards.

Greg Miraglia said, “I congratulate Chief Thomas, Lieutenant Folmar and the members of the Denver Police Department on their commitment to building a trustworthy relationship with the LGBTQ+ community in the City of Denver. Receiving accreditation is not an easy process and to be the first agency in Colorado to do so is nothing less than commendable.”

Out to Protect is the only national organization to offer LGBT Law Enforcement Community Liaison training and accreditation. These programs are guided by a leadership team comprised of experienced LGBT Liaisons from around the United States.  To learn more about the training and accreditation, please go to www.outtoprotect.org

For more information about this release:

Greg Miraglia
855-687-5428 ext. 5
Click here to send a note

The post Press Release – Denver Police Department Receives Accreditation appeared first on Out To Protect Incorporated.

August 1, 2023 (Santa Rosa, CA) Out to Protect president Greg Miraglia announced today that the Rohnert Park Department of Public Safety is the first law enforcement agency in California and the second in the nation to receive accreditation of its LGBT Law Enforcement Community Liaison Program.

Under the leadership of Chief Tim Mattos and Deputy Chief Kevin Kilgore, the Rohnert Park Department of Public Safety is the first law enforcement agency in California and second in the nation to apply for accreditation of its LGBT Law Enforcement Liaison Program. Community Engagement Coordinator, Jennifer Pritchard leads the LGBT Liaison program. To receive accreditation, Jennifer Pritchard completed the LGBT Liaison training Academy and submitted evidence of having met six rigorous accreditation standards that include:

• The LGBT Law Enforcement Liaison Program is institutionalized and sustainable. 
• The LGBT Liaison builds community relationships and trust. 
• The LGBT Liaison has established communications pathways. 
• The LGBT Liaison Is Engaged With The Community throughout the year. 
• A full-time employee is currently assigned and trained to serve as the LGBT Liaison. 

The accreditation process includes a peer-review of the application and evidence of how the agency meets the standards. Rohnert Park Department of Public Safety staff met with the peer-review team to present various aspects of their program and answered questions about how they meet the accreditation standards.

Accreditation is good for three years and requires the agency to report annually on how it is maintaining the standards.

Greg Miraglia said, “I congratulate Chief Mattos and the members of the Rohnert Park Department of Public Safety on their commitment to building a trustworthy relationship with the LGBTQ+ community in the City of Rohnert Park. Receiving accreditation is not an easy process and to be the first agency in California to do so is nothing less than commendable. Sonoma County has one of the largest LGBTQ+ populations per capita.  Every law enforcement agency in Sonoma County should follow Rohnert Park’s lead.”

Out to Protect is the only national organization to offer LGBT Law Enforcement Community Liaison training and accreditation. These programs are guided by a leadership team comprised of experienced LGBT Liaisons from around the United States.

The post Press Release – Rohnert Park DPS Receives Accreditation appeared first on Out To Protect Incorporated.

July 13, 2023 (Santa Rosa, CA) Out to Protect announced today a new partnership with Lexipol and Cordico.

Lexipol as created by two attorneys in 2003 with “a vision of a better safer way to run a public safety agency.” Since that time, Lexipol has grown “to form an entire risk management solution for public safety and local government” including “comprehensive, continuously updated policies for public safety agencies, online training, wellness resources, grant services and an electronic policy management platform, as well as the digital communities Police1, FireRescue1, Corrections1, EMS1 and Gov1.” Today Lexipol supports 11,000 first responder agencies and over 2 million first responder professionals.

One of Lexipol’s flagship programs in Cordico, a complete wellness solution for public safety agencies. Cordico provides “access to critical mental health information and resources to help those on the front lines best take care of themselves and ensure they are best prepared to serve others.”

Out to Protect founder and CEO Greg Miraglia said, “We are excited to be partnering with Lexipol and Cordico, a premier organization supporting law enforcement and all first responder agencies. Officer wellness is an important concern and we look forward to contributing our knowledge and expertise to support the well being of LGBTQ+ members of law enforcement and other first responder agencies.”

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First Ever LGBT Law Enforcement History Exhibit

We are excited to share that the National Law Enforcement Museum has created the first exhibit telling the story of LGBTQ+ law enforcement. It will feature a physical and online digital exhibit with audio and video components. In addition, the museum is producing a panel discussion moderated by Out to Protect’s own Greg Miraglia.

Our partners at the United States Department of Justice Community Oriented Policing Services Office are celebrating Pride! Check out the featured articles in this month’s edition of “Dispatch.”

There are so many great ways your law enforcement agency can support the LGBTQ+ community during this season of Pride!  Why not use this month as inspiration to start an LGBT Law Enforcement Community Liaison Program.  We can help with training that will guide you through building a successful and sustainable program. With full scholarships available from the Matthew Shepard Foundation, you can get started at no cost to you or your agency!

Join the hundreds of agencies across the United States who have already discovered the benefits of having an LGBT Liaison Program.

LGBT Law Enforcement Liaison Training Academy
LGBT Law Enforcement Liaison Program Accreditation

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May 9, 2023 (Santa Rosa, CA) Out to Protect president Greg Miraglia announced today that the Orange County, Florida, Sheriff’s Office is the first law enforcement agency in the nation to receive accreditation of its LGBT Law Enforcement Community Liaison Program.

Under the leadership of Sheriff John Mina, the Orange County Sheriff’s Office was the first law enforcement agency in the United States to apply for accreditation of its LGBT Law Enforcement Liaison Program.  Orange County Sheriff Lieutenant Brandon Ragan leads the LGBT Liaison team. To receive accreditation, Lieutenant Ragan and his team completed the LGBT Liaison training Academy and submitted evidence of having met six rigorous accreditation standards that include:

The LGBT Law Enforcement Liaison Program is institutionalized and sustainable. 
The LGBT Liaison builds community relationships and trust.
The LGBT Liaison has established communications pathways.
The LGBT Liaison Is Engaged With The Community throughout the year. 
A full-time employee is currently assigned and trained to serve as the LGBT Liaison. 

The accreditation process includes a peer-review of the application and evidence of how the agency meets the standards. Orange County LGBT Liaisons met with the peer-review team to present various aspects of their program and answered questions about how they meet the accreditation standards.

Accreditation is good for three years and requires the agency to report annually on how it is maintaining the standards.

Greg Miraglia said, “I congratulate Sheriff Mina and the members of the Orange County Sheriff’s Office on their commitment to building a trustworthy relationship with the LGBTQ+ community in Orange County. Receiving accreditation is not an easy process and to be the first agency in the nation to do so is nothing less than commendable.”

Out to Protect is the only national organization to offer LGBT Law Enforcement Community Liaison training and accreditation. These programs are guided by a leadership team comprised of experienced LGBT Liaisons from around the United States.  To learn more about the training and accreditation, please go to www.outtoprotect.org

The post Press Release appeared first on Out To Protect Incorporated.

This accreditation process provides credibility and contributes to the legitimacy of a law enforcement agency. LGBT Community Liaisons are highly effective programs that give voice to the community and promote respect by putting a human face on the law enforcement agency. Our goal is to help law enforcement agencies create and operate a highly effective liaison program based on what we know are the best practices for such work.

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Out to Protect awarded a Library Grant to the Santa Clara, California, Office of Education to provide five copies each of “Coming Out From Behind the Badge” and “American Heroes Coming Out From Behind The Badge” for the school district’s five student libraries.

Aries Yumul, Coordinator of LGBTQ+ District Resources and Support said,

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The 2023 California Racial and Identity Profiling Advisory Board’s 2023 Annual Report is the 6th look at “a wide range of issues related to racial and identity profiling in policing and how to eliminate this unlawful practice. Over the past four years, the data collected under the Racial and Identity Profiling Act (“RIPA”) has provided empirical evidence showing disparities in policing throughout California. This year’s data demonstrates the same trends in disparities for all aspects of law enforcement stops, from the reason for stop to actions taken during stop to results of stop.”

The 222 page report includes specific details about 3.1 million stops made in calendar year 2021 by 58 different law enforcement agencies in California (including the 23 largest agencies) and how law enforcement in reported its interactions with those perceived to be LGBTQ+. The following are related excerpts from this year’s report.

• Stopped individuals whom officers perceived to be LGBT had a higher proportion (13.9%) of their stops reported as being in response to a call for service than individuals whom the officers did not perceive to be LGBT (6.0%).
• Individuals perceived to be LGBT had a lower proportion of their stops reported as traffic violations (72.4%) and a higher proportion of their stops reported as reasonable suspicion and in the categories grouped together as “other” (22.7%, 4.8%) than individuals who officers did not perceive to be LGBT (86.9% traffic violations, 10.4% reasonable suspicion and 2.7% other reasons).
• Stopped individuals whom officers perceived to be LGBT had a higher proportion of their stops involving the officers taking actions towards them (32.0%) than individuals officers did not perceive to be LGBT (19.8%).
• Stopped individuals whom officers perceived to be LGBT were searched (19.3%), detained on the curb or in a patrol car (18.8%), handcuffed (18.2%), and removed from a vehicle by order (5.5%) at a higher rate than individuals officers did not perceive to be LGBT (11.8% searched, 11.2% detained on the curb or in a patrol car, 9.7% handcuffed, and 4.3% removed from a vehicle by order).
• Officers took no action as the result of stop during a higher proportion of stops of people they perceived to be LGBT (9.7%) than during stops of people they did not perceive to be LGBT (7.6%). Individuals whom officers perceived to be LGBT had a lower rate of being cited (38.5%) or warned (23.2%) while having a higher rate of being arrested (23.1%) than individuals whom officers did not perceive to be LGBT (52.1% cited, 26.3% warned, and 12.7% arrested).

A major theme in this year’s report is one of “accountability.” California Penal Code sections 13519.4 and 13519.41 require training on racial profiling and LGBT community awareness. This year’s RIPA report criticized the content and quality of racial profiling training, but didn’t even mention the LGBT awareness training requirement. We believe this may be because so many agencies in California have yet to comply with the requirement to provide LGBT awareness training for all peace officers and dispatchers. This mandate has been in place since January of 2019. The California Commission on Peace Officer Standards and Training added this training to basic law enforcement academy instruction in October of 2020, but has yet to add it to the basic dispatcher academy. The work on adding this content to the course is in progress.

We agree with the position stated in the report that before more training mandates are created, California law enforcement needs to be sure the existing ones are current, of high quality, and that they are being met by every law enforcement agency and academy. The report recommended training objectives include discussion of “the difference between sexual orientation and gender identity and how they intersect with each other, race, culture, and religion.” It also recommended “the training discusses the need for officers to have knowledge of terms related to sexual orientation and gender identity.” Both of these topics are existing requirements detailed in the training required by California Penal Code section 13519.41 and ones we agree are essential.

This year’s RIPA report calls for more involvement by subject matter experts and citizens on the California POST Commission as well as on the committees charged with updating racial profiling training curriculum.

• “The Board recommends that the Legislature expand the POST Commission by five people to add more diverse representation from the public and non-sworn community.”
• “Engage non-traditional experts outside of POST – such as the National Organization of Black Law Enforcement Officers, the Fair and Impartial Policing Institute, or the Center for Policing Equity – to evaluate and/or develop profiling and bias training. POST’s consultant employees play an important role in POST training course development and are expected to have prior law enforcement experience. This requirement should be expanded to also consider individuals knowledgeable in the subject matter but who do not have a law enforcement background. “

The above two recommendations may be among the most important and effective in changing law enforcement culture and reducing the on-going influence of the “good ole-boy” network.

Out to Protect remains engaged and committed to helping law enforcement become more effective and comfortable serving the LGBTQ+ community. We will continue to offer our services and expertise to California POST and any agency in the United States who wants our help.

Source: 2023 Racial and Identity Profiling Advisory Board Report, January 1, 2023.

For more information about this release:

Greg Miraglia
855-687-5428 Ext. 5
Click here to send a note

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Law enforcement agencies, colleges, universities, and high schools are all types of organizations that today are designing gender inclusive locker room and restrooms facilities for new and remodeled spaces. This may sound really unconventional and even risky, but we don’t get a chance to make physical changes to our facilities often, so we highly recommend you give this area of building design very strong consideration.

Gender inclusive locker rooms provide privacy for all employees. Employees who are uncomfortable changing clothes in front of others for whatever reason have access to private spaces. Cisgender, transgender, gender non-binary, and gender non-conforming employees (everyone) is provided the same level of privacy and access to lockers, toilets, showers, and sinks no matter how they identify their gender. If an employee “comes out” as transgender, one of the most significant challenges in a transition (moving locker rooms) is eliminated.

There is a growing collection of gender inclusive locker room designs. Here is one as an example of what it could look like.

This particular design has separate toilet rooms and shower and changing rooms.  Other designs we have seen combine toilet, shower, and a changing space in one private room.  The general locker space is used by everyone. You no longer have to be concerned about running out of lockers for any one gender. There is no longer a “men’s” or “women’s” locker room.

As far as restrooms outside of the above locker room design, we strongly encourage agencies to design-in to new buildings single-use restrooms in addition to any traditional gender-based restrooms. Again, these single-use restrooms support the needs of all employees by providing a private space.

In addition to facilities, updating uniform policies by removing gender references is important. This can not only promote an inclusive workplace, but also reduce the chances of a discrimination claim based on differing gender-based standards.

This isn’t about responding to the needs of a single or micro-sized population of the workforce. This is about inclusive design and function that supports the needs of all employees in the same way.

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I hope this note finds you in the midst of a joyful and peaceful holiday season. I also hope you have a few minutes to read about some of our accomplishments in 2022.

Training Provided

This year we became an official course presenter for the California Commission on Peace Officer Standards and Training. We hold our own certifications for four different classes that provide participants with continuing professional training credit.  This includes credit for completing our online and in-person classes.  And speaking of in-person classes, we presented our LGBT Awareness Training For Trainers class in person for City of Irvine, California employees and also hosted first-responders from around the country in Napa this last August for a 3-day LGBT Liaison training program.

In early 2022, we launched our new LGBT Law Enforcement Liaison Academy featuring three courses that guide the development and expansion of LGBT community liaison programs. Participants actually create a program during the course so that by the time the academy is complete, the liaison program is up and running with a 12-month action plan in place.

Our congratulations to the liaison academy graduates – Class of 2022!

Heather Bruner – Cleveland Division of Police
Katelynn Chuilli – Berklee University Police Department
Samuel Cropp – Ohio Department of Rehabilitation and Corrections
Shannon Crow – Erie Police Department
Mara Everson – Orange County Sheriff’s Department
Dawn Grieshop – Ohio Department of Rehabilitation and Corrections
Jose Gurule – Denver Sheriff’s Department
Michelle Kotlik – Irving Police Department
Anthony Maddox – Out Emergency Services
Ian Matheson – Keene State College Department of Campus Safety
Michele Meister – Virginia Beach Police Department
Christina Muzzipapa – Erie Police Department
Natalie Nimmo – Round Rock Police Department
Claire Owens – Williamsburg Police Department
Tyler Andrew Peppard – Oceanside Police Department
Shantel Pickett – Ohio Department of Rehabilitation and Corrections
Brandon Ragan – Orange County Sheriff’s Department
Kaitlynn Risner – Ohio Department of Rehabilitation and Corrections
Alex Rocha – Largo Police Department
Melinda Schubert – Arapahoe County Sheriff’s Office
Daniela Simone – Hoboken Police Department
Sam “Miles” Sosbe – Savannah Police Department
Jennifer Stormont – Ohio Department of Rehabilitation and Corrections
Cara Thoen – Erie Police Department
Jherlynn Tims – Ohio Department of Rehabilitation and Corrections
Carlos Rene Ulloa – Kansas City Police Department
Taylor Vonderhaar – Ohio Department of Rehabilitation and Corrections
Ryan Weiner – Arapahoe County Sheriff’s Office
Amanda White – Orlando Police Department
Glenn Young – Salem State University Police Department

National LGBT Liaison Network

Earlier this month we launched our new online platform to support our national LGBT Liaison network. We have over 200 officers from around the United States who are part of this unique network. The new platform offers a greater level of security for users and many additional communication tools for sharing information and getting questions answered.  We offer membership in the network without charge to members of law enforcement.

New Partnerships

One of the highlights for me this year was formalizing new partnerships with the United States Department of Justice Community Oriented Policing Services Office, the Federal Emergency Management Administration, and the Matthew Shepard Foundation. The partnership with the Matthew Shepard Foundation includes providing scholarships for law enforcement professionals to complete our Hate Crimes Investigations course and LGBT Liaison Academy. This incredible opportunity removes one of the common obstacles keeping officers from getting valuable training – funding! We are so grateful to be working with the Matthew Shepard Foundation – an organization so close to our heart.

We expanded our work with the F.B.I. National Academy and look forward to returning in 2023 to continue offering specialized training to prepare law enforcement leaders from around the world on how to effectively serve LGBTQ+ people. We really love working with the F.B.I. staff and are honored to be part of the National Academy experience.

Goals For 2023

In just five days, our new book arrives at bookstores for sale! The third edition of “Coming Out From Behind The Badge” is really a brand new book designed to support LGBT awareness training for first responders. It is the only text book of its kind on this subject and provides everything an instructor, student or law enforcement leader needs to improve law enforcement’s service to the LGBTQ+ community. Of course the book still supports those LGBTQ+ people who are looking for advice on how to come out. We added new stories from lesbian, gay, bisexual and transgender first responders from around the United States. In addition, we have a new instructor’s guide that goes with the book. Participants in our LGBT Awareness Training for Trainers class get a copy of both.

We are excited about being able to offer our training in person again this year at Napa Valley College. In early August 2023 we will offer our LGBT Awareness for Law Enforcement Training for Trainers class, LGBT Liaison Course, and an historical walking tour of the Castro neighborhood and GLBT Museum in San Francisco. We hope to continue offering our “Kevin Burke LGBT Community Liaison Development Grant” and “John Reinert Scholarship” supporting LGBTQ+ law enforcement recruits.

All of this is made possible because of generous donations provided by people like you. If you haven’t visited our website in awhile, I invite you to use the link below to check out more about our work.

Thank you for your on-going support.  On behalf of our board of directors, I wish you a very healthy and happy new year!

Greg Miraglia, President and CEO
Out to Protect Inc.

Note: We have a new phone number: 855-OTP-LGBT (855-687-5428) Call toll free, text or fax.

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LGBT people nine times more likely than non-LGBT people to be victims of violent hate crimes

About one out of 10 violent victimizations against LGBT people are hate crimes, according to a new study by the Williams Institute at UCLA School of Law. LGBT people are nine times more likely than non-LGBT people to be victims of violent hate crimes. In addition, LGBT violent hate crime victims are more likely to be younger, have a relationship with their assailant, and have an assailant who is white.

Researchers analyzed hate crime data from the 2017-2019 National Crime Victimization Survey, the first nationally representative and comprehensive criminal victimization data to include information on the sexual orientation and gender identity of respondents. They defined violent hate crimes as victimizations on people’s bodies (such as assaults) that were motivated by bias and involved hate language, hate symbols, or some confirmation by police as evidence that the incident was a hate crime.

Results showed that, between 2017 and 2019, LGBT people experienced 6.6 violent hate crime victimizations per 1,000 people, compared to 0.8 victimizations per 1,000 people for non-LGBT people. LGBT victims of violent hate crimes were more likely than LGBT non-hate crime victims to report problems in their social lives, negative emotional responses, and physical symptoms of distress.

“The rise of extreme anti-LGBTQ rhetoric and behaviors may embolden individuals to carry out hate crimes against LGBT people, so it will be important to track how our findings may change after 2019,” said lead author Andrew R. Flores, Affiliated Scholar at the Williams Institute. “It is vital that law enforcement and anti-violence programs are trained and prepared to effectively serve the unique needs of LGBT victims.”

KEY FINDINGS

• About 9% of all violent victimizations against LGBT people are hate crimes, compared to 4% of violent victimizations against non-LGBT people.
• LGBT violent hate crime victims (85%) are more likely to report that the bias motivation was gender or sexuality, compared to 25% of non-LGBT violent hate crime victims.
• LGBT people experienced 5.4 violent hate crimes specifically motivated by sexual orientation and gender identity per 1,000 people, compared to 0.2 victimizations per 1,000 people for non-LGBT people.
• LGBT violent hate crime victims are more likely than non-LGBT victims to be below age 35 (73% vs. 38%, respectively), have a relationship with their assailant (49% vs. 11%, respectively), and have an assailant who is white (88% vs. 54%, respectively).
• The majority of LGBT violent hate crime victims are women (61%) and the majority of offenders are male (74%).
• LGBT victims of violent hate crimes are about five times more likely than LGBT victims of other types of violent crimes to feel angry, violated, and unsafe, and four times more likely to feel anxious, sad, or depressed, as a result of the victimization.
• LGBT victims of violent hate crimes are six times more likely than LGBT victims of other types of violent crimes to have high blood pressure, five times more likely to have headaches, and three times more likely to have trouble sleeping as a result of the victimization.
• Fewer than four out of ten LGBT violent hate crime victims sought professional help for their emotional (39%) or physical (35%) problems related to the victimization.

“Hate crimes have adverse physical and psychological effects on LGBT victims that are greater than the effect of similar crimes not motivated by hate,” said study author Ilan H. Meyer, Distinguished Senior Scholar of Public Policy at the Williams Institute. “These findings highlight the importance of developing and strengthening federal, state, and local interventions to protect LGBT people from victimization and providing support and services to mitigate the ill effects of hate crime victimization.”

Read the report 

ABOUT THE STUDY
The report, “Hate crimes against LGBT people: National Crime Victimization Survey, 2017-2019” appears in PLOS ONE and is co-authored by Andrew R. Flores, Ph.D., Rebecca L. Stotzer, Ph.D., Ilan Meyer, Ph.D., and Lynn L. Langton, Ph.D.

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We truly appreciate the first responders from Colorado Springs who were on the scene within minutes of the reported shooting. We also appreciate the response of other law enforcement agencies, including our federal partners, who are in contact with the Colorado Springs Police Department and stand ready to assist in any capacity warranted.

History has shown us that tragic events like this one can happen any where in our country and that law enforcement must be prepared. We cannot emphasize enough the importance of the role the LGBT Law Enforcement Community Liaison plays when an emergency like this occurs.

We continue to be thankful for trained law enforcement officers and agencies who are connected and engaged with the LGBTQ+ community.  We stand with all of those members of law enforcement working in Colorado Springs investigating this incident and to restore a sense of safety and security for the LGBTQ+ community.

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Coming Out From Behind The Badge – 3rd Edition
LGBTQ+ Awareness for Law Enforcement and all First Responders

Pre-Order Your Copy Now

The post Press Release appeared first on Out To Protect Incorporated.

Starting on August 1, 2022, personnel employed by any law enforcement agency in the United States can enroll in the online Hate Crimes Investigations class or LGBT Law Enforcement Liaison Academy and automatically receive a full scholarship!

This opportunity is available to the first 200 members of law enforcement to enroll in the Hate Crimes Investigations course and first 100 to enroll in the LGBT Law Enforcement Liaison Academy.

Out to Protect founder and president Greg Miraglia said, “We are so thrilled to be partnering with the Matthew Shepard Foundation and truly grateful to have these scholarships available for law enforcement.  So often agency budgets are limited.  Now with the generous support of the Matthew Shepard Foundation, funding is no longer an obstacle.”

The Matthew Shepard Foundation’s mission is to amplify the story of Matt to inspire individuals, organizations, and communities to embrace the dignity and equality of all people. Through local, regional, and national outreach, we empower individuals to find their voice to create change and challenge communities to identify and address hate that lives within their schools, neighborhoods, and homes.

Since 1998, the Foundation has advocated for federal hate crime laws and training for law enforcement on how to investigate reported hate crimes. In 2009, President Obama signed into law the Matthew Shepard and James Byrd, Jr. Hate Crimes Prevention Act which expanded hate crimes law throughout the nation. However, for state and federal hate crime laws to be effective, law enforcement must know how to apply them.  From May 2017 – October 2021, the Foundation provided hate crimes training for 1,060 law enforcement officers and 76 prosecutors in 45 states.

The partnership with Out To Protect allows the Foundation to expand its reach, providing access to this unique training for officers in every corner of our nation. The fact is hate crimes are real, on the rise, chronically underreported, and have widespread negative impacts on targeted communities. It is our duty to pay attention, sound the alarm, and work to solve this growing public safety emergency.

However, funding for training is often an obstacle for law enforcement agencies, which is why the Foundation is committed to ensuring the online training is available for all law enforcement professionals who want it.

Law enforcement personnel can register for classes and automatically receive a full scholarship via our website. Scholarships are available on a first-come, first-serve basis.

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July 11, 2022 (Santa Rosa, CA) Out to Protect announced today the names of the first three officers to graduate from the new LGBT Law Enforcement Liaison Academy.

Michelle Kotlik – Irving, Texas Police Department
Carlos Rene Ulloa – Kansas City, Kansas Police Department
Glenn Young – Salem State University, Salem Massachusetts Police Department

These graduates completed an intensive 24 hours of certified training on how to create and operate an LGBT Law Enforcement Liaison program, LGBT Awareness For Law Enforcement Training For Trainers, and Hate Crimes Investigations. These graduates successfully demonstrated the ability to meet the following learning outcomes.

1. Identify the key tasks and responsibilities of an LGBT Liaison.
2. Develop communication pathways between the LGBT Liaison and community.
3. Identify key people and community organizations to create relationships and partnership with as an LGBT Liaison.
4. Create a community event designed to build trust between law enforcement and the LGBTQ+ community.
5. Demonstrate how to develop and deliver LGBT awareness training for members of law enforcement.
6. Demonstrate how to identify a hate crime and the basic investigative steps required to prepare a case for prosecution.

The LGBT Law Enforcement Liaison Academy is the only one of its kind in the United States. It is a hands-on course that includes three components each of which is certified by the California Commission on Peace Officer Standards and Training.  The program was created in 2022 based on a nationwide research survey completed in 2021.

Out to Protect founder and CEO Greg Miraglia said, “Our goal with this academy training program is to help law enforcement agencies large and small create a sustainable LGBT Liaison program based on best practices learned from existing programs around the United States.”

LGBT Law Enforcement Liaison positions can be traced back to San Francisco in 1962 when Sergeant Elliot Blackstone was appointed by the chief of police to build a relationship with the growing LGBTQ+ community in the city. Since that time, law enforcement agencies large and small across the United States have discovered great success in building trust between the community and law enforcement with these liaison positions. Most officers do this work as a voluntary ancillary assignment. This Liaison Academy is intended to help ensure programs are successful for the agency and the community.

The LGBT Law Enforcement Liaison Academy is open to civilian or sworn employees of a law enforcement agency.

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Since 1998, the Matthew Shepard Foundation has advocated for hate crime laws and training for law enforcement on how to investigate reported hate crimes. In 2009, President Obama signed into law the Matthew Shepard, James Byrd Jr. Hate Crimes Prevention Act which expanded hate crimes law throughout the nation. However, in order for state and federal hate crimes laws to be effective, law enforcement must know how to apply them.  Training on hate crimes detection and investigation is now required or available in every state. The Matthew Shepard Foundation has been providing hate crimes training for law enforcement in-person for many years, but this new partnership will expand access to law enforcement officers in every corner of our nation.

Greg Miraglia said, “Training on how to detect, investigate and document hate crimes is critical for every one of the 18,000+ law enforcement agencies in the United States. We are excited to be partnering with the Matthew Shepard Foundation to make our online training course available to every law enforcement officer in the country.”

Out to Protect developed the online Hate Crimes Investigations course in 2020 in partnership with the Napa Valley Criminal Justice Training Center and the California Commission on Peace Officer Standards and Training. This course prepares law enforcement first responders to recognize, document and investigate hate crimes. Students will learn about state and federal hate crime laws, how to support hate crime victims, and hate crimes trends in the United States. The course is inclusive of all hate crime bias motivation types including sexual orientation and gender identity.

The learning outcomes for this course include:

• The student will identify the elements of state and federal hate crimes law.
• The student will identify evidence and indicators of a hate crime.
• The student will explain how to effectively interact with hate crime victims.
• The student will demonstrate how to document a hate crime.

Funding for training is often an obstacle for law enforcement agencies and both organizations are committed to making this training available to any law enforcement agency or individual law enforcement professional who wants it.

“We have had the pleasure of partnering with law enforcement agencies across the country for many years in efforts to provide a better understanding of the experience faced by victims and victim’s families,” added Judy Shepard, President and Board Chair of the Matthew Shepard Foundation. “And although the need is evident, many departments are unable to afford to offer this level of training to all first responders. We are proud to help provide access to this highly effective training experience, particularly to smaller departments in rural areas.”

Matthew Shepard Foundation

The Matthew Shepard Foundation’s mission is to amplify the story of Matthew Shepard to inspire individuals, organizations and communities to embrace the dignity and equality of all people. Through local, regional and national outreach, we empower individuals to find their voice to create change and challenge communities to identify and address hate that lives within their schools, neighborhoods and homes.

Our work is an extension of Matt’s passion to foster a more caring and just world. We share his story and embody his vigor for civil rights to change the hearts and minds of others to accept everyone as they are.

For additional information about the Matthew Shepard Foundation, visit www.MatthewShepard.org.

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Campus Safety Officer Ian Matheson said, “The Community Liaison Program has been created to address the concerns of not just the LGBTQ+ community on campus, but also the Black, Indigenous, People of Color, Asian American and Pacific Islander, Latin/Hispanic, and other traditionally underserved communities that live work and study on our campus grounds. The primary goals of this program are to increase public safety educational services to the aforementioned community members and interact with the various community groups, such as KSC Pride (LGBTQ student group)… ”

LGBT Law Enforcement Community Liaisons programs have proven to be highly successful in building a trustworthy relationship between law enforcement and the LGBTQ+ community it serves. Out to Protect president and CEO Greg Miraglia said, “Today, law enforcement’s need to build trust with the community has never been greater. LGBT Liaisons put a human face on law enforcement and give voice to the community. These program build trust and increase the legitimacy of the law enforcement agency.”

Out to Protect not only provides grant funding to support progressive law enforcement agencies in creating LGBT Liaison programs, but also offers the only comprehensive online LGBT Liaison Academy training program in the nation.  This program includes three classes which are all certified by the California Commission on Peace Officer Standards and Training. This program is available to all law enforcement agencies in the nation. Learn more at outtoprotect.org/lgbt-law-enforcement-liaison-academy/.  Recipients of the Kevin Burke LGBT Liaison Program Development Grant receive 5 free seats in this academy training program.

The Board of Directors congratulates Officer Matheson and Keene State College on their commitment to community policing and support for the LGBTQ+ community.

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Chief Kevin Burke began his career in Southern California as a prosector and then as a Los Angeles Police Officer.  He was promoted to sergeant before returning to Northern California in 2006 to serve as Chief of Police in Lakeport, California.  In 2011, Kevin was appointed chief of police in Healdsburg, California and served there for 10 years before retiring at the age of 55.  Kevin Burke passed away in March of 2022.  He was best known for his commitment to community policing and building trust between law enforcement and the people it serves.  Chief Burke was an “out” gay man who gave his personal time to a wide variety of community organizations including working as an HIV test counselor at Strut in San Francisco.  He also shared his personal story with new law enforcement recruits on the LGBT law enforcement training panel provided by Out to Protect.

President and CEO Greg Miraglia said, “Chief Burke exemplified and modeled what LGBT Community Liaisons are all about.  We hope his example will serve others and that his legacy will be expanded through the ‘Kevin Burke LGBT Community Liaison Development Grant.'”

Officer John Reinert started his law enforcement career in 1996 with the San Jose Police Department.  It was a time when being “out” as a gay man in law enforcement was difficult.  John loved law enforcement and sacrificed happiness in his personal life for the job.  He worked in the department’s video unit and loved creating media for the department and profession he loved.  In 2012, Officer Reinert came out as one of the first openly gay officers on the department  He made it his personal mission to be a role model and to help others by sharing his story and lending his support.  Officer Reinert participated multiple times on our LGBT law enforcement training panel sharing his personal story with future law enforcement officers.

President and CEO Greg Miraglia said “Officer Reinert demonstrated being the kind of role model our scholarship program rewards.  Our hope is that young and aspiring LGBTQ+ law enforcement recruits will share their own stories becoming role models and leaders in their agencies. Officer Reinert’s legacy will continue through the ‘John Reinert Student Scholarship’ program.”

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Greg Miraglia said, “We are grateful to partner with California P.O.S.T. in order to provide certified training to California law enforcement personnel.  We see this new relationship as a true partnership and a way for Out to Protect to directly support law enforcement.”

Out to Protect plans to offer four certified courses including the

• LGBT Awareness For Law Enforcement course
• LGBT Awareness Training for Trainers course
• LGBT Liaison Academy
• Hate Crimes Investigations course

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Out to Protect founder and president Greg Miraglia said, “We are honored to be the first organization to present LGBT awareness training at the National Academy in the F.B.I.’s history. Even more important is being able to help law enforcement leaders from around the nation and other countries to be more effective in communicating and supporting their LGBTQ+ employees and local communities.”

This special training program is now being presented regularly to F.B.I. National Academy classes in partnership with the Napa Valley College Criminal Justice Training Center.  Training Center Director, Damien Sandoval, co-presents the training with Greg Miraglia who is also a teacher at the Training Center.  Napa Valley College partners with Out to Protect to offer LGBT awareness training to law enforcement agencies throughout California and the United States.

Out to Protect is working closely with F.B.I. Academy staff to embed LGBT awareness training in the academy curriculum for new F.B.I. agents.  Greg Miraglia said, “F.B.I. agents often investigate hate crimes and LGBTQ+ people are particularly vulnerable to hate crimes in every state.  It’s important that these agents have a solid understanding of sexual orientation and gender identity as well as how to use proper terminology to effectively communicate with victims, witnesses, and community members.  We are excited to be part of this critical training.”

Out to Protect provides basic LGBT awareness training to law enforcement agencies at no cost.  We are committed to increasing the education and awareness of LGBTQ+ people working in law enforcement and to help law enforcement to be more effective in serving the LGBTQ+ community.

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We have a new grant program now available to help local law enforcement agencies create and implement an LGBT Law Enforcement Liaison Program.

Up to $1000 is available to help fund an event, activity or to purchase supplies to support liaison activities.  

LGBT Law Enforcement Liaison Programs are proven to be highly effective in building trust between a law enforcement agency and the community it serves. LGBTQ+ people live in every jurisdiction served by law enforcement. A liaison provides a point of contact for individuals and organizations.  The liaison becomes a valuable resource for the law enforcement agency especially when dealing with complicated issues impacting the LGBTQ+ community. We believe every agency should have an LGBT Law Enforcement Liaison position.

Grant Criteria

• Funding must be used to create and implement a new LGBT Law Enforcement Liaison Program.
• Funding may not be used for any personnel costs.
• The chief executive must commit to developing and implementing an LGBT Law Enforcement Liaison Program.

Click Here To Apply Now

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Greg Miraglia said, “We are honored to become a formal partner with the U.S. Department of Justice and their pursuit of effective community policing in the United States. We believe our LGBT awareness and hate crimes investigations training courses will add valuable content to the vast collection of innovative resources offered to law enforcement throughout the United States by the COPS Office.”

Out To Protect provides three online training courses to law enforcement professionals at no cost. These classes include LGBT Awareness for first-responders and executives as well as Hate Crimes Investigations for first-responders. In addition, Out To Protect hosts the National LGBT Law Enforcement Liaison Network and has a website with even more resources supporting LGBTQ+ members of law enforcement.

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“Require multiple hours of LGBT-specific training for all personnel and include LGBT advocacy organizations in training development and facilitation.”

The data collected from 18 large law enforcement agencies includes 2.9 million stops by law enforcement shows that LGBT people are treated differently.

“Stopped individuals whom officers perceived to be LGBT had a higher proportion of their stops involving the officers taking actions towards them (48.7%) than individuals officers did not perceive to be LGBT (38.9%).”

“Stopped individuals whom officers perceived to be LGBT had a higher rate of being searched (29.7%), detained on the curb or in a patrol car (28.9%), handcuffed (29%), and removed from a vehicle by order (6.2%) than individuals officers did not perceive to be LGBT (24.5% searched, 23.4% detained, 19.3% handcuffed, and 7.6% removed from vehicle by order).”

The RIPA Board also made multiple recommendations related to how law enforcement encounters and interacts with transgender and gender non-binary citizens. These recommendations included policy changes and additional training for officers.

California has required LGBT awareness training for peace officers and dispatchers since January of 2019 (California Penal Code section 13519.41), but many agencies have not yet complied with this requirement.  The law requires training on five required topics that are included in the RIPA recommendations.

Out To Protect developed an LGBT Awareness For Law Enforcement course in 2016.  We also have a training for trainers course for agencies seeking to provide this training in-house.  The training for trainers course provides course outlines, lesson plans, learning activities, a textbook, and everything needed to present LGBT awareness training.

Out To Protect president Greg Miraglia said, “A important role for our organization, as an LGBT advocacy organization, is to facilitate development and delivery of LGBT awareness training for law enforcement agencies in the United States.  We hope agencies will take advantage of our resources, many of which are provided free of charge.”

The basic LGBT For Law Enforcement Course and LGBT Awareness For Law Enforcement Training For Trainers course is certified by the California Commission on Peace Officer Standards and Training for California law enforcement agencies through out partnership with the Napa Valley Criminal Justice Training Center.  Courses are available in fully online and in-person formats.

The post California’s Racial Identity Profiling Advisory Board Recommends LGBT Awareness Training For Law Enforcement appeared first on Out To Protect Incorporated.

“LGBT people who work for state or local government employers continue to face discrimination and harassment at work. Patterns of discrimination and harassment based on sexual orientation and gender identity are similar in the public and private sectors. Over one-quarter (28.2%) of LGBT employees reported that they experienced discrimination or harassment because of their sexual orientation or gender identity in a state or local government job (or both) at some point in their lives. Experiences of discrimination and harassment were more common in local government employment. A large proportion—over 80%—of LGBT employees reported that the discrimination and harassment they experienced in a state or local government job was motivated by employer’s or co-workers’ religious beliefs. Employees who experienced religiously motivated discrimination and harassment reported that these incidents involved being told that they were “going to hell” and that it was “a sin” to be LGBT.

Fear of discrimination and harassment can lead employees to engage in behaviors to hide who they are at work. Over 60% of LGBT employees (62.5%) who are currently employed by state or local governments reported that they are not open about being LGBT to their supervisor and 29.7% report that they are not out to any of their co-workers. Only about one-fifth (21.5%) of LGBT state and local government employees are out to all of their co-workers. Many LGBT state and local government employees said that they have changed how they present themselves at work or have avoided talking about their lives and their families to avoid discrimination and harassment based on their sexual orientation or gender identity. Several employees reported engaging in these behaviors in response to workplace experiences or because they were directly told to do so.

Discrimination and harassment negatively impact both employees and employers. One-third of LGBT employees overall (i.e., both public and private sector) said they had left a job because of how they were personally treated based on their sexual orientation or gender identity.

More robust protections, including monitoring and enforcement, are needed to ensure that LGBT people are fully protected from discrimination and harassment in the workplace.” – UCLA Williams Institute, November 2021. Download the complete report.

No law enforcement agency can afford the loss of talent and experience to discrimination and no agency can literally afford the liability when unlawful discrimination or harassment occurs.  Training is one tool to prevent all of this from happening.  Explore our online training programs.

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October 29, 2021 (Santa Rosa, CA) This week Out To Protect’s founder and president Greg Miraglia and board vice-president Damien Sandoval presented LGBT awareness training for students at the F.B.I. National Academy in Quantico, Virginia.  This training is historic and the first time the F.B.I. has ever included LGBT awareness training at their academy.

The training included two classes presented to the 108 students of the F.B.I.’s 280th session of the National Academy.  The National Academy program hosts law enforcement leaders from throughout the United States and multiple countries around the world. The training included an LGBT law enforcement panel discussion with National Academy graduates, Police Captain Nikki Heuer and Police Captain Phil Collum as well as F.B.I. Unit Chief Al Guarnieri. The attending law enforcement leaders will take back to their agencies best-practices for supporting LGBTQ+ employees as well as strategies for building trust with the LGBTQ+ community.

(Photo Credit: Michael Sullivan)

Greg Miraglia said, “We were so honored to present this important training at the F.B.I. National Academy especially to such an important audience of law enforcement leaders.  Our hope is that they take what they learned back to their agencies to improve law enforcement’s overall relationship with LGBTQ+ people.”

Miraglia added that Out To Protect fully supports the efforts of the F.B.I.’s academy to continue providing this training for not only National Academy students but all future new agent training academies.  Out To Protect is committed to providing curriculum and training to support the addition of this topic.

Out To Protect is an official partner with the F.B.I.’s Office of Partner Engagement.

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September 28, 2021 (Santa Rosa, CA) The F.B.I. National Academy has invited Out To Protect president Greg Miraglia and board vice-president Damien Sandoval to present the LGBT Awareness For Law Enforcement course to the 280th session of the F.B.I. National Academy.

Next month, Greg Miraglia and Damien Sandoval will travel to Quantico, Virginia to the F.B.I. Academy facility.  They will present Out To Protect’s LGBT Awareness For Law Enforcement course to an audience of law enforcement executives from around the United States and several foreign countries.  This is historic for the F.B.I. and the first time this course will be presented at the National Academy.

The F.B.I. National Academy is a highly prestigious program requiring participants to apply to attend.  Only a select few are chosen for each class. Greg Miraglia said, “To think just 70 years ago, the F.B.I. was leading the nation’s effort to purge the federal government of all LGBTQ+ employees.  Today, the F.B.I. is setting the example for all of law enforcement by recognizing the importance of educating law enforcement leaders about the LGBTQ+ community including those members who serve within law enforcement. We are humbled and truly honored to be part of this historic training.”

In 2016, Out To Protect created a comprehensive LGBT Awareness For Law Enforcement training program and has trained law enforcement professionals from all corners of the nation. This training is offered online free of charge to any member of law enforcement.  Since 2016, Out To Protect partnered with the Napa Valley Criminal Justice Training Center to present an LGBT Awareness For Law Enforcement Training For Trainers course.  For California, this training supports the requirements of California Penal Code section 13519.41 which requires peace officers and 9-1-1 dispatchers in the state complete LGBT awareness training.

Out To Protect is an official partner with the F.B.I. Office of Partner Engagement.

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This design includes our original seven-point star logo in the center, which we updated by removing the California state seal and brightening the 6 colors from the original Pride flag. We are working at a national level and becoming more visible, so the center coloring of the star is intended to reflect this evolution. The use of the colors from the original 6 color version of the Pride flag created by Gilbert Baker in 1978 honors him and our history.

The border of the patch features the colors of the Pride Progress flag created in 2018 by Daniel Quasar. The colors reflect inclusion of specifically LGBTQ+ communities of color and the transgender community.  Although the original Pride flag has always included all people within the LGBTQ+ community, we appreciate the symbolism of moving forward and progress as well as the more specific representation of all people this version of the Pride flag offers.

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Carmen is a Sacramento County native and originally attended California State University, Sacramento (CSUS), to pursue her degree in Business. After 3 years of attending college and while working part time at CSUS, she met a Navy recruiter and decided to serve her country. She honorably served 12 years in the United States Navy as a military law enforcement officer. Carmen completed six deployments and served in support of Operation Iraqi Freedom and Operation Enduring Freedom. After leaving military service in 2018, she worked for a short period as a background investigator for the Defense Counter Intelligence and Security Agency.

“In May 2020 I actively began pursuing my career in law enforcement. I knew I wanted to continue serving and helping the community. It has been my lifetime calling and I wanted to continue dedicating myself to public service. That same year, the City of Novato hired me and sponsored my attendance to the Basic Police Academy. I am extremely proud to be part of the Novato Police Department in northern California and look forward to serving the people and representing the LGBTQ+ community.”

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Background

Last month our three organizations came together to discuss and survey the status of mental health support services available to LGBTQ+ public safety employees.  We recognize that even under normal circumstances stress from the job and from being a member of the LGBTQ+ community can be overwhelming and that mental health support specifically for LGBTQ+ public safety members can be hard to find.  

To confirm our suspicions, we conducted a survey of LGBTQ+ members of law enforcement, the fire service, and emergency medical services.  

Survey Results

We estimate that 10% of the people we invited to participate actually contributed to the survey.  The following data represents the input from 87 people.

Findings

The good news is that public safety agencies as a whole recognize the need to provide mental health support services.  While peer support programs are popular, LGBTQ+ employees more often prefer to seek help outside of the agency.  There are very few mental health services available specifically for LGBTQ+ public safety employees.  

The survey asked several questions and from those questions we found the following.

• There are many options for accessing mental health services specific to public safety.
• There are some, but not as many, mental health services specific to LGBTQ+ people.
• It’s rare for find mental health services offering support specific to LGBTQ+ members of public safety.
• Overwhelmingly, respondents said that mental health services specific to LGBTQ+ public safety employees is desperately needed.

These results did not surprise us, but confirmed there is a general lack of access to mental health support and that this support is highly desirable.  

Resources We Know About

1. SAFE CALL NOW * HAVE A CRISIS LINE (POLICE/ FIRE/ EMS)  FAITH BASED, BUT LGBTQ+ FRIENDLY
2. CODE 9 PROJECT (POLICE/ FIRE/ EMS)
3. BLUE HELP (L.E. SPECIFIC)
4. SUICIDE IN LAW ENFORCEMENT (L.E. SPECIFIC)
5. CODE 1 WELLNESS (POLICE/ FIRE/ EMS)
6. SUICIDE PREVENTION RESOURCE CENTER (POLICE/ FIRE/ EMS)
7. THE COLUMBIA LIGHTHOUSE PROJECT (POLICE/ FIRE/ EMS)
8. REVIVING RESPONDERS * HAVE A CRISIS LINE (POLICE/ FIRE/ EMS)
9. COP 2 COP (L.E. SPECIFIC)
10. SHARE THE LOAD (FIRE & EMS SPECIFIC)
11. HELPFORPOLICE.COM (POLICE/ FIRE/ EMS)
12. LIFELINE CRISIS CHAT * HAVE A CRISIS LINE  (POLICE/ FIRE/ EMS)
13. NATIONAL SUICIDE PREVENTION HOTLINE ****NOT PUBLIC SAFETY SPECIFIC
14. THE TREVOR PROJECT * HAVE A CRISIS LINE (LGBTQ+ SPECIFIC)
15. TRANSLIFELINE.ORG * HAVE A CRISIS LINE (Trans* oriented, but NOT L.E. friendly!)
16. THRIVE HOTLINE * HAVE A CRISIS LINE (LGBTQ+ SPECIFIC)  
17. SAGE (ELDER lgbtq+) * HAVE A CRISIS LINE (LGBTQ+ SPECIFIC)  
18. GLBT NATIONAL HELP CENTER * HAVE A CRISIS LINE (LGBTQ+ SPECIFIC)  

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We are truly grateful and excited that the California Commission on Peace Officer Standards and Training is supporting this training and has certified it under Plan IV. California P.O.S.T. participants can earn CPT credit for completing this course.

You don’t need to be a member of the LGBTQ+ community to be a trainer and our course will provide you with the foundational knowledge you need to be a successful instructor. This online course includes the basic LGBT Awareness For Law Enforcement course and all participants will receive a print copy of our completed curriculum package that includes:

• A copy of “Coming Out From Behind The Badge” 2nd Edition
• The “Coming Out From Behind The Badge” Instructor Guide
• The LGBT Awareness For California Law Enforcement Instructor Guide

This package and online training will give you all you need to develop and present LGBT awareness training for basic academy recruits, 9-1-1 dispatchers, and in-service peace officers.  It meets all of the requirements for content described in California Penal Code Section 13519.14 and is applicable in any State.

The course requires 8 hours of time and can be completed over a period of weeks.  It is fully accessible from any computer with Internet access and requires no specialized software.

The cost is $85 including the printed materials described above shipped directly to you.  Once you register and pay the fee, you will be directed to the registration instructions.

Click Here To Register And Get Started Now!

The post LGBT Awareness Training For Trainers – New Online Course! appeared first on Out To Protect Incorporated.

We have said from the beginning that we are committed to following the directions of our county health officer out of concern for all conference attendees.  I’m sure you know that this public health situation is evolving quickly.

Here is what you need to know about our next steps.

1.  We are looking at potential dates in early August to re-schedule the conference.  Once we know about these dates, we will communicate them to you.

2.  We are developing a process for refunding conference fees and those fees paid for the optional events.  Please be patient with us as we work through the most efficient way to handle this.

We will be sending this notice out a couple of times to ensure all attendees receive word of this cancellation.  If you know someone who was planning to attend with you, please share this email.

Thank you for your patience and we wish you good health.

The post LGBT Law Enforcement Conference Canceled appeared first on Out To Protect Incorporated.

“At first, I did not know exactly what I wanted to do so I explored my options. It wasn’t until I did a ride-a-long with a local police department that I realized I wanted to become a police officer. I tried to get into the department, and I was disqualified. I was hurt, lost, and did not know what I was going to do. I worked retail and food for a few years and then I had a life changing moment.

In August 2017, I was hit by a drunk driver in the middle of the afternoon on a Sunday. When I got out my vehicle and the man approached me, I could tell right away he was drunk. When the police officer arrived on scene, he wasn’t too happy to be dealing with an accident on a hot day. He was about to let the gentleman leave when I told him that I thought he was drunk. He went back over to the man and sure enough he was drunk. It also wasn’t his first DUI. After that, I knew I was meant to be a police officer so I tried again and got disqualified again.

I ran into an officer who worked for the Norfolk Police Department and he spoke very highly of his department. So I gave them a call. I am proud to say that I will be a Police Officer for the Norfolk Police Department in July 2019. I am looking forward to getting involved with my community and helping people on their worst days. It is exciting to work for a department that has my back as an LGBTQ woman and a city that has programs and events for individuals like me.”

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2018 has been one of our most successful years so far!  We are so proud of what we have accomplished and continue to be humbled by the support we receive from on sustaining donors and from those who provide an annual gift.  I hope this list of accomplishments will inspire and excite you as we move into 2019 and celebrate of our 10th anniversary!

• Authored Assembly Bill 2504 To Provide LGBT Awareness Training For 90,000 California Law Enforcement Officers And 9-1-1 Dispatchers.  The Bill Was Signed Into Law By Governor Brown And Is Effective January 1, 2019.
• Created A California Version Of Our Highly Successful Online LGBT Awareness For Law Enforcement Course.  We Partnered With The Napa Valley Criminal Justice Training Center And Obtained Califonria P.O.S.T. Certification.  We Completed A Successful Pilot Presentation And Received Very Positive Results.
• Authored A Training For Trainers Instructor Guide For The LGBT Awareness For Law Enforcement Course And A Training For Trainers Class That Will Be Offered In Early 2019.
• To Date, Members Of 39 Different Law Enforcement Agencies From Across The United States Have Taken Our Online LGBT Awareness For Law Enforcement Course.  Two Departments Had Us Create Customized Courses For Their Entire Department.
• We Awarded One Out To Protect Scholarship And One Library Grant In 2018.
• Our Out To Protect And Coming Out From Behind The Badge Online Resources Are Now Consolidated Into One Website With All Information And Funding Programs Available In One Space.

Our Goals For 2019

• Secure Funding For An LGBT Law Enforcement Training Conference.
• Provide LGBT Awareness Training For Any Law Enforcement Agency Desiring It In The United States.
• Seek Out Two LGBTQ Role Models Pursuing A Law Enforcement Career And Support Them With A Scholarship.

You can help us celebrate our first decade of service and to realize our goals in 2019 by becoming a donor.  A monthly contribution of any amount helps.  No amount is too small to make a big difference.  Thank you for considering a donation to Out To Protect.   Click Here To Donate.

Greg Miraglia, Founder and CEO
Out To Protect Inc

The post 2018 Was A Big Year appeared first on Out To Protect Incorporated.

We are pleased to announce the launch of our LGBT Awareness For California Law Enforcement online course in partnership with the Napa Valley College Criminal Justice Training Center!  This new online course meets the requirements of California Penal Code Section 13519.41, which specifies training for California peace officers and dispatchers on a variety of LGBTQ related issues.  This new course is certified to the Napa Valley Criminal Justice Training Center by the California Commission on Peace Officer Standards and Training.  Participants receive 4 hours of CPT credit.

Law enforcement personnel can enter and complete the course at any time while the course is available.  Participants who pass the course will receive a course completion certificate.  The course can be started and stopped as needed.  Participants can complete course work from any computer or mobile device with Internet access.  The course is hosted on the Canvas learning management system and no special software is required.  (The free Canvas mobile app is required to access to course on a mobile pad or phone).

The LGBT Awareness For California Law Enforcement course includes the following five learning outcomes:

• Explain the difference between sexual orientation and gender identity and how they relate to and intersect with race, religion, and culture.
• Define terminology used to describe sexual orientation and gender identity.
• Identify key moments in the LGBTQ+ civil rights movement.
• Identify ways to create an inclusive workplace and to support LGBTQ+ co-workers.
• Describe how hate crimes and domestic violence impact the LGBTQ+ community.

The cost of the course is $28.16.  Registration can be completed online 24/7.  Fees are non-refundable.  Once registered, students will receive access to the course and can being training immediately.  Training managers can register students and provide access to employees as needed.

The Napa Valley College Criminal Justice Training Center is also offering face-to-face versions of this training onsite at Calfornia law enforcement agencies.  The cost of the course is dependent on travel costs.  For more information, please call the trianing center at 707-256-7700.

A training for trainers course is also being developed for agencies wishing to have their own in-house trainers.  Participants in this trianing for trainers will receive a complete training package that includes course outlines, lesson plans, PowerPoints, and learning activities.  We will send out another notification once the date is set for this 8-hour course.

Learn More:

Click Here To Download A Course Flier For The Online LGBT Awareness For California Law Enforcement course

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The California State Legislature is currently considering a bill that will require LGBT awareness training for law enforcement officers and dispatchers.  The proposed bill will add a section to other similar requirements included in section 13519 of the California Penal Code.  Over the years, the Legislature has put into law requirements for law enforcement to be trained on a variety of topics that many would consider to be common sense training needs.  Vehicle pursuits, domestic violence, and workplace harassment prevention, are just a few of the training topics one might assume law enforcement would have taken the initiative to provide training on its own, but alas, the profession did not until it was required.  Such is the case for training about sexual orientation and gender identity minorities.  While reasoning for this training might seem obvious, the following is the case and reasoning for why this training needs to be required across the country in every state.

The bill being proposed will require training for law enforcement officers at all levels of the organization, including chiefs and sheriffs, and dispatchers to address at a minimum the following five topics.

1. The difference between sexual orientation and gender identity and how these two aspects of identity relate to each other and to race, culture and religion.
2. The terminology used to identify and describe sexual orientation and gender identity.
3. How create an inclusive workplace within law enforcement for sexual orientation and gender identity minorities.
4. Major moments in history related to sexual orientation, gender identity minorities and law enforcement.
5. How law enforcement can respond effectively to domestic violence and hate crimes involving sexual orientation and gender identity minorities.

The California Commission on Peace Officer Standards (POST) is the agency responsible for establishing minimum hiring standards and training requirements for law enforcement officers and dispatchers.  POST has established required curriculum for all of the 39 regional law enforcement training centers that deliver the Basic Law Enforcement Course (basic academy) and Basic Dispatch Course.  POST is responsible for 96,037 law enforcement officers and dispatchers (full time peace officers, reserve officers, and dispatchers) that work at over 500 different law enforcement agencies throughout the state.

New law enforcement officers and dispatchers currently receive training on cultural diversity and workplace harassment prevention in required basic training programs (basic academies courses).  Law enforcement officers also receive training on response to domestic violence and hate crimes.  The existing required curriculum includes minimal mention of sexual orientation and gender identity minorities.  In fact, the California POST Training and Testing Specifications for the basic police academy learning domain 42, which includes cultural diversity, there is no mention at all of sexual orientation or gender identity.  The inclusion of these subjects is left to the discretion of the 39 individual training academies.  The student workbook for learning domain 42 does make minimal mention of LGBT co-workers, but it does not come close to effectively addressing the five topics described above. There is also minimal mention of sexual orientation and gender identity minorities in domestic violence and hate crimes investigations.  It’s also clear, based on the studies to be mentioned below and recent hate crime statistics that existing training requirements have been ineffective in preventing incidents of workplace harassment and discrimination and incidents of domestic violence and hate crimes impacting LGBTQ+ people in the community.

Sources Of Information

The University of California Los Angeles (UCLA) Williams Institute has studied sexual orientation and gender identity minority conditions in society and in the workforce since 2001.  They have published many studies applicable to this topic including two recent specific studies about sexual orientation and gender identity minorities in law enforcement.  The 2013 study looked at how sexual orientation and gender identity minorities are treated within law enforcement.  In 2015, the Williams Institute published a study about how law enforcement relates to the greater and external LGBTQ+ community.  In both of these studies, researchers concluded that “Discrimination and harassment by law enforcement based on sexual orientation and gender identity is an ongoing and pervasive problem in LGBT communities.”  The Williams Institute also found that of all the different types of municipal workplaces, such as public works, education, fire departments, and law enforcement, the law enforcement workplace is one of the most common places where complaints of workplace harassment and discrimination arise.

Each law enforcement agency has its own leadership and management structure functioning within the same system of laws, but functions independently within a local system of governance.  The culture of these agencies varies greatly and the training law enforcement employees receive beyond the minimums required by POST vary greatly as well.  Within the scope of sexual orientation and gender identity minorities, there are programs in San Francisco, Napa, and Los Angeles, just to name a few, that are robust and inclusive already of what this bill proposes, but these programs are few and far between.  The legal requirements of this bill will insure all 96,037 law enforcement employees receive training to address the service disparities and workplace climate documented by the Williams Institute studies.

Reasoning For The Content

1. Sexual orientation and gender identity are two different aspects of who we are and are independent of any other aspect of identity, such as race and nationality.  Sexual orientation and gender identity minorities exist in every race, nationality, ethnicity, and community in California.  These two aspects of who we are transcend everything else.  This means that, no matter the demographics or geographic location in the state, sexual orientation and gender identity minorities exist.  These populations have been traditionally invisible and hidden and, of course, exist within the ranks of law enforcement as well.

It is also important for law enforcement officers and dispatchers to understand how sexual orientation and gender identity relate to race, culture and religious traditions as often these intersections are at the heart of domestic violence, hate violence, and youth homelessness.

2.  The language we use to describe sexual orientation and gender identity enable those in the minority to relate to the majority.  Law enforcement officers and dispatchers use terminology as part of descriptors of sexual orientation and gender identity in reports and in other forms of communication.  The use of proper terminology and context is critical to demonstrate respect and trust while interacting with and serving sexual orientation and gender identity minorities.

3.  The 2013 Williams Institute Study about the law enforcement workplace found that “employment discrimination and harassment based on sexual orientation and gender identity is an ongoing and pervasive problem in law enforcement and corrections departments.”  Millions of tax payer dollars are being paid out to settle unlawful harassment and discrimination cases occuring in California law enforcement agencies.  Organizational culture plays a large part in how sexual orientation and gender identity minorities are treated within the law enforcement workplace.  Law enforcement administrators and executives have a large role in establishing and changing organizational culture, so it is imperative that these individuals receive on how to create an inclusive workplace.  The training is equally important for line-level law enforcement officers and dispatchers since much of the harassment experienced by sexual orientation and gender identity minorities originates from peers.  According to the 2013 Williams Institute Study, “establishing a culture of acceptance in the police force and the surrounding community is likely to enhance workplace morale, improve community policing and increase overall safety.”

4.  Like many minority groups, law enforcement has a history of violence and confrontation with sexual orientation and gender identity minority groups.  From the early 20th century through the infamous “Stonewall Riots” of 1969, law enforcement has engaged in targeted enforcement of the community in ways that have created a climate of mistrust.  Though the relationship between law enforcement and the LGBTQ+ community has improved since 1969, the 2015 Williams Institute Study found that “LGBT individuals and communities face profiling, discrimination and harassment at the hands of law enforcement officers. Data from a wide range of sources show that such harassment and discrimination is greatest for LGBT people of color, transgender persons and youth.”

5.  Since marriage equality for same-sex couples became a reality nationwide in 2017, the UCLA Williams Institute reports that “as of June 2017, nearly 1.1 million LGBT people in the United States are married to someone of the same sex, implying that more than 547,000 same-sex couples are married nationwide.” California’s domestic violence laws recognize marriage as a relationship no matter where the marriage originates.  As more same-sex couples become visible, so will the incidents of domestic violence.  In fact, the rates of domestic violence in same-sex relationships is the same as it is in opposite-sex relationships (Center For American Progress).  Absent training, law enforcements officers and dispatchers receiving and responding to calls of domestic violence in same-sex relationships are likely to apply stereotypes and assumptions based on opposite-sex relationship norms.  A lack of training may even cause an officer to not recognize a domestic violence crime as having occurred between to combatants of the same gender.  Just as law enforcement receives specialized training on how to handle the sensitive nature of domestic violence calls as well as the legal requirements of such calls, law enforcement officers and dispatchers need training specific to sexual orientation and gender identity minorities who are involved in incidents of domestic violence.

Violence toward sexual orientation and gender identity minorities has always been a significant problem.  FBI and California Department of Justice statistics, based on reported hate crimes, have shown that sexual orientation as a bias motivation in hate crimes consistent ranks either second or third as the most common type of motive in hate crimes.  Traditionally, violent hate crimes committed against sexual orientation and gender identity minorities tend to be extreme.  Gay men and transgender women are particularly vulnerable. Data from the California Department of Justice and FBI in 2016 shows an increase in reported hate crimes.  Non-profit groups monitoring hate violence are reporting significant increases in hate violence directed at sexual orientation and gender identity minorities in 2017.  Law enforcement officers and dispatchers need to be aware of these trends in order to more accurately detect, document and investigate report hate crimes.  Existing California State law requires local law enforcement agencies to report to the California Department of Justice all reported hate crimes, but still some do not comply.  If the responding officer does not detect these crimes, they will not be reported correctly.

Law enforcement’s ability to respond appropriately to incidents of domestic violence and hate crimes directly impact trust from the community.  When ignorance and overt prejudice influence a law enforcement officer’s interaction with LGBTQ+ victims, trust in law enforcement is eroded.

Conclusion

The two UCLA Williams Institute studies referenced throughout this paper provide overwhelming evidence to support a requirement for law enforcement officers and dispatchers to receive training on sexual orientation and gender identity minorities.  The studies provide evidence supporting the five required areas of training specified in this legislation.  History has already demonstrated that unless this training is required by law, the law enforcement profession will not take action to provide this training on its own.

The goal with any training requirement, such as the one described in this bill, is to make law enforcement more effective and to give law enforcement officers and dispatchers what they need to be effective in serving the public and responding to calls for service.  Being effective here also means maintaining an inclusive workplace that is free from harassment and discrimination and one that doesn’t create a financial burden on public funds from the continuous payout of settlements for violations of employment law.

The post The Case For Mandated Training appeared first on Out To Protect Incorporated.

(April 17, 2018, Santa Rosa CA.) We are pleased to support California Assembly Member Evan Low and his newest bill, Assembly Bill 2504 – Peace Officer Training On Sexual Orientation and Gender Identity.

This bill adds section 13519.41 to the California Penal Code requiring the California Commission on Peace Officer Standards and Training (POST) to develop a course of required training for all California peace officers and dispatchers that includes:

1.  The difference between sexual orientation and gender identity and how these two aspects of identity relate to each other and to race, culture and religion.

2.  The terminology used to identify and describe sexual orientation and gender identity.

3.  How create an inclusive workplace within law enforcement for sexual orientation and gender identity minorities.

4.  Major moments in history related to sexual orientation, gender identity minorities and law enforcement.

5.  How law enforcement can respond effectively to domestic violence and hate crimes involving sexual orientation and gender identity minorities.

Out To Protect founder Greg Miraglia worked with Officer James Gonzalez, LGBT Liaison Officer at the San Jose Police Department, to write this legislation in consultation with Equality California and Assembly Member Low’s staff.

The overall goal of this bill is to improve the culture in law enforcement for sexual orientation and gender identity minority employees and to improve law enforcement’s effectiveness in serving the LGBTQ+ community in California.

Miraglia testified before the Assembly Public Safety Committee today at the State Capitol.  He  responded to criticism about the cost of this training explaining that a course meeting the requirements of this bill has already been created and certified by the California Commission on Peace Officer Standards and Training.  This training can be presented in a variety of ways, including online, so that there is little to no financial burden on the State or local agencies.  He told the committee that the California Community College system already funds law enforcement training and can easily accommodate this new class.

Several California police academies already provide the training required by this bill. Miraglia said, “This training will not require any additional hours for basic academy training programs and can be accomplished within the existing required time for cultural diversity.  I sincerely hope the California Police Chiefs Association and California Sheriffs Association will demonstrate support for their own LGBTQ+ employees and for the LGBTQ+ citizens they serve by supporting this bill.”

He added, “I’m grateful for Assembly Member Low’s leadership in addressing this critical training need for California’s law enforcement profession.  As a working member of that profession for the better part of my adult life, I can say with firsthand experience that homophobia continues to be a significant problem on the job.  But I’ve seen the change that is possible when training is made available to law enforcement professionals.”

In 2017, Out To Protect produced an online LGBT Awareness For Law Enforcement course and began providing it for free to law enforcement agencies across the United States.  We also developed face-to-face versions of the training now certified by California POST and presented by the Napa Valley Criminal Justice Training Center in Napa, California.

Miraglia added, “We want to help law enforcement improve the work environment for LGBTQ+ employees and to become more skilled and effective in responding to incidents of domestic violence and hate crimes reported by the LGBTQ+ community. We will lend to California POST our subject matter expertise on this topic and share all of the training materials we have already developed to meet the demands of this bill.”

Click Here To Read More About The Justification For This Required Training.
Click Here To Read A Copy Of AB2504

For more information or to arrange an interview:

Call Out To Protect Incorporated 707-728-5428

The post Press Release – California AB2504 appeared first on Out To Protect Incorporated.

Well, they did meet for lunch and after witnessing the discussion at the training, John came out for the first time as a gay man.  He was 56 years old and for the first time able to share his true self with someone else.  John realized quickly that being “out” was the best way to be a positive role model for others and he didn’t waste any time doing just that.  In October of that same year, in celebration of National Coming Out Day, John shared his personal story with his colleagues and with the world.

Still in 2012, a police officer coming out, even in San Jose – the 10th largest city in the nation, was a big deal.  John’s pride in himself and his willingness to help and support other LGBT officers was extraordinary from the beginning.

I remember the first time John spoke on one of the LGBT officer panels. The program was relatively new at the time and John came to observe.  When he was invited to speak about his own story, John didn’t hesitate. I will always remember the tears that were streaming down his face that very first time.  You could feel the emotion and relief, but it was the first time he stood in front of a group of more than 40 and said, “I’m a gay man.”

After that, John regularly participated on the panel discussions for our cadets.  He became passionate about being a role model and was committed to making life for gay officers better at his department.  John worked with San Jose’s current chief, Eddie Garcia, to create a first-of-its-kind recruitment campaign specifically targeting gay and lesbian applicants. It’s become a model for agencies across the country.

Not long after coming out, John met Gustavo, the man who he would fall in love with and marry.  It all happened quickly for John.  He came out to his family, introduced them to the love of his life, and then got married.  Gustavo came with John to almost every panel discussion and I could tell how happy they made each other.  Together, they were a wonderful example for our students of a loving same-sex couple.

John shared with just a few people that he had been diagnosed with terminal cancer.  He never made a big deal of it and never stopped working.  He may not have been feeling well, but he was present, committed, and engaged.  He traveled with Gustavo and continued to live his life to the fullest while remaining dedicated to his beliefs and his work.

Officer John Reinert lost his battle with cancer on January 2, 2018.  I will neer forget his deep voice, big smile, those tears, and more recently, his big embrace.  I will keep his memory alive in our work and I know he will be present in spirit at every panel we present. John became a friend and colleague who I will miss very much.

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If you are a collector of challenge coins, add this one-of-a-kind, limited edition coin to your collection.  This beautiful coin was designed by Deputy Kasper who contributed a story to our most recent book. He is also the recipient of an Out To Protect scholarship.  This unique coin celebrates our work creating education and awareness of LGBT issues in law enforcement as well as our scholarship and grant programs.  The best part?  Your donation of just $30 helps us continue this work and in return we will send you this coin via USPS priority mail service.

Thank you for support Out To Protect.

The post New COFBTB Challenge Coin appeared first on Out To Protect Incorporated.

If your agency has a program in place, please share any information you have.  We are interested specifically in:

Job Descriptions
Program Descriptions
Selection Process
Training Provided or Required

Use the form below to submit your information.  We will assemble this information into one document to share with other agencies.

[contact-form-7]

The post LGBT Liaison Information Wanted appeared first on Out To Protect Incorporated.

“Title VII’s prohibition on sex discrimination encompasses discrimination between men and women but does not encompass discrimination based on gender identity per se, including transgender status.”

This action gives employers, including law enforcement executives, the ability to legally fire someone because they are transgender.  While there are a few states with protections against this kind of discrimination, the majority of states in the country do not have laws to protect against this kind of action, even for law enforcement officers.

Perhaps the most sweeping and potentially damaging act came today when the Attorney General released a second directive related to religious freedom.  He wrote:

“Religious liberty is not merely a right to personal religious beliefs or even to worship in a sacred place, Except in the narrowest circumstances, no one should be forced to choose between living out his or her faith and complying with the law,” Sessions wrote. “To the greatest extent practicable and permitted by law, religious observance and practice should be reasonably accommodated in all government activity.”

The Attorney General has given license to government officials and private business owners to refuse service to LGBT people on the basis of their individual and personal religious beliefs.  Again, in states where laws exist to protect access to service from discrimination based on sexual orientation or gender identity, this directive has no impact, but for much of the country, LGBT people could face harsh forms of discrimination.

We condemn both of these actions and urge every member of the LGBTQ+ community and our allies to speak out in protest. This is a call to action.  Every member of our community needs to take some level of action to oppose this administration’s efforts to undermine our rights and to relegate further into second-class status.  Give to a local LGBT civil rights organization or to a national organization.  The National Center For Lesbian Rights and Human Rights Campaign both are fighting hard against this administration.  No matter your feelings about these two organizations, they are the ones in Washington with the greatest ability to fight for us.  We can expect this problem to grow worse.  We are beyond “waiting to see what will happen.”

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We had a chance to meet with Chief Garcia at his request earlier this year and are pleased to share with the world the model recruitment campaign he and his talented staff produced.

The campaign includes posters and videos with a consistent theme and message intended for lesbian and gay officers.  And while they don’t specifically call on transgender people by name, they do clearly include couples of various gender combinations.  The heart of the recruitment message is that “all families” are welcome to join the San Jose PD family.  It’s brilliant.

It’s one thing to put on a recruitment flier some generic “all minority applicants are encouraged to apply” message and quite another to design one that messages a specific minority group with a direct call to apply.  This is how departments should be designing recruitment campaigns for all groups under represented in the rank and file.  Potential applicants need to see themselves in the images used and the text should call to them specifically.  If you want lesbian, gay, bisexual and transgender applicants, then say it.

The videos San Jose PD created can be used on television and of course on social media.  They will be seen by current potential applicants and, most importantly, by aspiring applicants who might not otherwise have even considered law enforcement as a career because of stereotypical beliefs that LGBT people either wouldn’t be welcome or even eligible to apply.  It’s one thing to say you want LGBT applicants and even more to show what that looks like.

Each version of the video includes the same message and campaign theme.  The message is clear and strong – “we want your family to join our family.”

San Jose PD is launching this campaign during the annual Pride celebration in San Jose.  In addition, Chief Garcia created an LGBT Liaison position to continue this relationship building effort moving forward.  LGBT Liaison officers are essential for every law enforcement agency, large and small.  They not only help with recruitment, but they work on building trust between sexual orientation and gender non-conforming minorities.  Unlike race and other visible minorities, LGBT people are largely invisible, so without a visible point of contact through a designated LGBT Liaison officer, law enforcement agencies are working in the dark with any effort to connect with the LGBT community.

One of the intended outcomes of this targeted recruitment campaign is to encourage still closeted San Jose PD personnel to come out.  There are several lesbian officers who are “out”, but only two gay men who are “out” on the department of over 800.  The Chief has said that he recognizes changing the culture within a police department is difficult and a slow process, but he is committed to the idea that everyone in his rank and file should be able to bring there entire self to work.  Campaigns like this one show commitment to his word and send a strong and visible message to the agency culture that LGBT employees are valued and that you can be “out.”

We applaud Chief Garcia and the San Jose Police Department for creating a model for all law enforcement agencies on how to effectively recruit applicants from under represented groups within the community.  We are especially pleased to see such an effort being made to call out to LGBT applicants.  Bravo!

For information about this recruitment campaign, please call:

Officer James Gonzales at James.gonzales@sanjoseca.gov
Officer John Reinert at John.reinert@sanjoseca.gov

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Executive Order 10450 was based in fear created largely by Senator Joe McCarthy who, after not being able to find enough communist in the government, had to find another source to fear.  This presidential order lead to a witch-hunt that spread far beyond the federal government and it stigmatized the entire gay community.  We are far beyond that today, but Trump seeks to create the same kind of witch-hunt in order to appease conservatives who refuse to become educated and informed about gender identity issues.  But no matter the reason for the fear, the action taken by Trump is aggressively discriminatory.  UCLA’s William’s Institute estimates there are already 15,500 transgender people in the military.  This order doesn’t just prevent further recruitment, it puts in jeopardy the livelihood and rights of existing members.

We condemn this action and see it as directly and overtly hostile to the rights of U.S. citizens who happen to be transgender.  It’s a step toward threatening non-heterosexual identities and it must be stopped.  We fully support OutServe’s position and intent to fight this order using the United States Constitution and the 14th Amendment to suppress this discriminatory action.

Matthew F. Thorn, Executive Director of OutServe-SLDN, released the following statement:

“The President’s order to remove transgender service members from the United States armed forces is nothing less than a purge. He is implementing this purge based on bigotry, motivated by agents of an ideology that has no concern for the national defense, and in blatant disregard of the experience of career officers who spent more than a year developing and implementing the current policy.

It is inconceivable that a man with a demonstrated incompetence in managing the small staff of the White House should have any credibility when it comes to making sound personnel decisions that will effect a fighting force of more than 1.8 million men and women.

We recognize this purge for what it is – a discriminatory attack on the people who have volunteered their lives for the defense of the country. It is arbitrary and capricious, a callous and questionable exercise of constitutional authority which is beneath the dignity of a Commander-in-Chief.

We condemn the actions of the White House in initiating this purge. We condemn the disregard that the President has shown to transgender men and women who wear the uniform. We condemn the intent of any person who would make it the mission of United States military to discriminate against the very citizens they are charged to defend. And we condemn the indifference of any elected official who does not now stand up for both military personnel and the LGBT community by opposing this purge.

OutServe-SLDN with our partner Lambda Legal will be immediately filing a lawsuit in federal court to challenge this action.

To all of the police chiefs and sheriffs who have already taken a stand and made a public statement to their officers and the community welcoming and supporting transgender members of law enforcement – thank you.  Your words and support are critical and appreciated.

We encourage every chief of police and sheriff to speak out and communicate to the rank and file and to their respective communities that the discriminatory actions of a President do not represent the opinions and actions of your department and local community.

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My name is Drake Gammill.  After college, I decided I wanted to be a police officer as I wanted a career that was exciting, dynamic and important. I wanted a career where I could help people that needed help. Since that day, everything I have done in life has been a step towards obtaining that goal. I took a job in loss prevention so I could test the waters and I loved every minute of it. I once called 9-1-1 at work to report a DUI and in that moment I knew what type of police officer I eventually wanted to be, a traffic officer who would make the streets safer for everyone.
I am out to all my family and peers as a way to combat bisexual erasure. Being seen and heard is the only way to let people know that we are out there. The staff and fellow cadets at Napa Valley Police Academy have been wholly accepting which instills my faith of the growing tolerance within law enforcement. I’m here to show that gay and bisexual men can do the job just as well as everyone else. I intend to educate law enforcement on how to be allies to the LGBT community. To be a role model for all LGBT officers is my way of giving back to the community that has embraced me.

My name is Danielle Hernandez.  I am 32 years old and married with 3 children and one grand daughter. I am a happy person.  I am the type of person that will hold the door for anyone, smile and say hello.  If I see a person struggling with their groceries, I will offer to help.  If I see a person with a flat tire, I will offer to help.  Patience and strength are also skills that I have learned about that are very important to me.  I have worked in high stress jobs, with a variety of different people and enjoy very much the feeling that comes from overcoming difficult situations.
I plan on being myself forever, and I am an out and very proud lesbian woman.  I am lucky enough to have a family that supports me and loves me for who I am.  Being a lesbian police officer, I would like to help my community through outreach programs that help teens come out and be a positive influence in their lives.  As a person who wants to be accepted, I believe that it is also important to accept others.  A little acceptance and respect goes a long way, and I plan on taking this as well as my other morals and values with me throughout my career as a police officer.

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“This book includes valuable documentation of the key events and evolution of the gay rights movement and courageous personal stories. I was very moved by Greg’s journey and the anecdotal accounts of other officers–male and female-who risked their lives and their careers every day, who found their way to come out. Both the original publication, written a decade ago, and the updated 2nd edition reflecting the dramatic changes in gay rights, support a charitable foundation that helps LGBT law enforcement professionals in their career struggles.”

To read the full article, click here: omlcabookreview

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The very reason we have pride celebrations today is to mark the occasion of several notable conflicts between police and the LGBT community.  Some of these conflicts, such as the Compton Cafeteria riots and Stonewall riots were exceptionally violent, but they caused a shift to happen.  The created change that today includes LGBT people serving in the rank and file in law enforcement.  Straight allies in law enforcement work to support the community and have, for more than a decade, marched together with the community in pride parades across the country.  In those early years, we were screaming for acceptance, support, and respectful treatment by police.  We worked to build a relationship and the police worked with our community.  It’s unacceptable that a small minority voice who has a beef with police would be able to exclude members of the LGBT community from participating in our community event.

Look, these are challenging times.  There are wide ranging opinions and beliefs about law enforcement, but exclusion is not the answer to fixing these problems or to building community.  I’ve said many times that you can’t have it both ways – wanting a relationship and trust, but not wanting participation by police in community events – especially when those participating are also members of the community.  Aside from the obvious hypocrisy, it’s not in our interest as a community to fragment.  We need EVERYONE, including allies, to be with us in our fight for equality and to stand against the challenges we face to our civil rights.  The very last thing we need to have happen in our community is to break apart, to lesson our numbers, or to become any less visible than we have been.  In fact, the opposite needs to happen.  We need to become more united, more visible, and recruit additional allies.

To those who reject corporate sponsorship and participation in pride celebration, I say don’t be a fool.  The money sponsors bring to the event pays for the permits, venues, and our ability to be seen and to share our message with the world.  The visibility corporate contingents bring to a parade shows the strength and commitment of our allies.  This is what we were craving in the early years and what we desperately need to continue our fight.  We cannot do it alone and any extremist group that thinks we don’t need the involvement of large organizations and corporate funding is naive.  Every gain we’ve realized over the last 8 years has happened in part because of strong support from allies and corporate America.  United with our allies we must remain.

The anarchists and extremists who advocate exclusion and disruption of pride events are working against the movement and our community.  They seek to harm, not help.  In fact, I question the motivation of these groups and suspect they create disruption for the sake of doing it and for whatever personal gain and satisfaction it might bring to the individuals involved.  I doubt it reflects at all their commitment to the movement as a whole.  Disrupting or stopping a pride parade is not an effective way to address grievances with law enforcement.  It will only alienate our own community and those who stand with us.

I call upon all LGBT organizations, large and small, to stand together and to reject the efforts of any group to exclude law enforcement or other LGBT people from participating in community events like pride.  LGBT organizations needs to take a stand and condemn obstructionist behaviors.  We must reject fragmentation and we must stay focused on achieving our goals for civil rights and equality.

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I immediately went to my phone to search the news and saw the headlines.  Gilbert Baker, the creator of the rainbow flag, passed away in his sleep at his home in New York.  He was 65 years old.

I met Gilbert in person in February 2017  during the screening of “When We Rise” at the Castro theater.  We were standing in line to get in and there he was walking down the street saying hello to everyone.  I remember his big smile and how happy he looked.  I’m grateful to have had the chance to give him a hug and to thank him for all the work he did during his life that’s made my life today so much easier.

When I started the LGBT studies program at Napa Valley College, I reached out to Gilbert online and ordered one of his hand painted rainbow flags.  I thought it would be something special to share with my students.

When it arrived, I’m knew right away that it was too small to share in a classroom, so I reached out to Gilbert again and asked him to sign a full-sized flag for me and he enthusiastically agreed to do it.  When I share the flag, its history, and its meaning with my students, seeing that it was signed by Gilbert makes the moment for them all that much more real and special.

Gilbert did hundreds of interviews over the years telling the story of the flag and its meaning.  Here are two I think are especially good to share.

https://youtu.be/NAsEr6hXi2Q

In 2012, Gilbert’s friend and fellow activist, Cleve Jones, sat down with him at the GLBT Museum in San Francisco to talk about the flag.

https://youtu.be/VNwJJoUW1eA

The rainbow flag is a powerful symbol of pride, visibility, and identity.  It signals a welcoming and safe place.  It’s become such a powerful symbol that in some countries, like Russia, merely displaying it can land you in jail.

For me, Gilbert Baker and the rainbow flag are inspiration for the work I do.  I only hope that I can give as much to making life better for others as Gilbert Baker and his work did for me.

This page is dedicated to Gilbert Baker and all the meaning he gave to his rainbow flag.  Thank you Gilbert for this amazing gift to our world.

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Breckenridge Police Sergeant Bryan Ridge said that all 26 members of the department, including the chief, assistant chief, patrol officers, and community service officers are participating in the LGBT Awareness For Law Enforcement course. Everyone who successfully completes the course is receiving a  training certificate from Out To Protect.

Sergeant Ridge said,

“The training has been really beneficial for our officers. We have included it into our anti-bias training program.”

Out to Protect founder and CEO, Greg Miraglia, who created the course, said, “I commend the members of the Breckenridge Police Department for participating in this training program.  It’s great to see a department so committed to community policing and increasing the cultural competence of its personnel.”

The LGBT Awareness For Law Enforcement course was created to provide law enforcement professionals at every level of government with the basic knowledge and understanding necessary to more effectively serve members of lesbian, gay, bisexual, and transgender community as well as to support LGBT law enforcement professionals.  The course is available to all law enforcement professionals and students free of charge.

Click Here To Learn More.

Out To Protect is a national non-profit organization with the a mission of creating a greater awareness of lesbian, gay, bisexual, and transgender professionals working in law enforcement and to support those pursuing a law enforcement career.  We provide scholarships, training grants, and educational programs.

For information about this release:
Greg Miraglia, 707-728-5428
www.outtoprotect.org

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Most states do not require any discussion about these issues in basic or advanced training programs.  The reality is that sexual orientation and gender non-conforming minorities exist in every jurisdiction served by every law enforcement agency in the world.  Lesbian, gay, bisexual, and transgender people exist in every race, nationality, ethnicity, and religion.  So no matter what the visible demographic of a jurisdiction may be, LGBTQ+ people are there.  We also know that LGBT people are targets for hate crimes second only to those targeted because of their race. Domestic violence is also an issue in same-sex relationships as it is in straight relationships. While LGBT awareness training may not have been readily available to law enforcement in the past, we are happy to offer a source today.

We now provide LGBT awareness training for law enforcement on a variety of levels.  We offer everything from course materials to actual training, online and in person.

• Use Our Book As A Text For Your Class
• Request Course Materials Including Outlines And Lesson Plans
• Take Our Online LGBT Awareness For Law Enforcement Course
• Have Us Come To Your Department And Provide In-Person Training

Our newest book, “Coming Out From Behind The Badge – 2nd Edition” is an ideal foundational text and provides an excellent source of awareness training all on its own.  It includes chapters on sexual orientation and gender identity, LGBT history related to law enforcement, and guidelines for how to create an inclusive workplace.  Our course outlines and lesson plans integrate the book content into a “total training package” making it easy for an instructor to incorporate meaningful content into an existing course.

Our newest addition to the training we provide is our online LGBT Awareness For Law Enforcement course.  Now law enforcement professionals and students can complete a course of training on their own from anywhere with Internet access.  The course can be accessed in a patrol car or on a mobile device.  It too integrates our book and provides activities and videos to compliment the content.

We offer several in-person training programs that work well in a conference setting as well as within basic and advanced training programs.  We can provide everything from a speaker, to a panel discussion, to a complete community immersion experience.

We believe strongly in community policing and know that trust is central to every successful relationship between police and the people it they serve.  We also believe that an inclusive and safe workplace for LGBT law enforcement employees is central to the success of every law enforcement agency.  Our goal with all of this content and programming is to provide law enforcement with the knowledge and skills necessary to support its own LGBT members as well as the greater LGBT community law enforcement serves.

The post Training For Law Enforcement appeared first on Out To Protect Incorporated.

I did not come out at work at that time, however, since the culture at the Sheriff Department – and no doubt at any law enforcement agency – was still very homophobic. Over the course of the next few years, I tried to keep a very strict separation between my personal life and work. At work, I was perceived by others as heterosexual. I was very well liked, quickly achieving several awards, and looked upon as a leader. I was also very social on and off duty with work friends, and very active in the Deputy Sheriffs’ Association. However, little by little, word got around the department that I was gay. That’s when I started to notice a definite change in the attitude and actions of my colleagues and supervisors in the department. I began to experience situations where I had partners who wouldn’t assist me on radio calls. Deputies who I thought were my friends distanced themselves from me, and in several cases, stopped socializing with me altogether and kept it strictly “professional”.  I would often find myself at priority calls with no cover deputy or cover deputies who took a time to arrive. I stopped having cover Deputies show up to assist on traffic stops. So, I just did my job and did it alone most of the time. However, there were also Deputies and supervisors who made it clear that my being gay did not matter one iota in their perception of me, and it was the support of these individuals that kept me focused my job. I did not want anybody in the department to make my sexual orientation an issue, and I was determined to prove to everybody that not only could I do my job well but I could do it better than they could. I’d like to think that my being gay made it easier for me to empathize with members of our community that have historically felt marginalized or alienated from law enforcement, which made me work harder to go the extra mile to see what more I could do to better serve and protect them, especially the youth in these disadvantaged communities. It helped a lot that the Sheriff at the time was something of an outsider himself, having come from another law enforcement agency and was of Jewish background. He understood social stigmatism and being different from the prevailing majority. One day, Sheriff Bill Kolender called me into his office and he told me that he had heard that I was semi-out at the Department.  He was very supportive, promised to watch over me and made me promise to tell him if anyone was harassing me. I thanked him and asked him to let me do it my way. I said that would be able to take care of myself. Until the day that he had to resign from the department because of failing health, I know he continued to watch over me though.

When I “officially” came out, so to speak, I did it in a very public way. I was (and still am) on the County of San Diego’s pension board (SDCERA) when the State of California was wrestling with Proposition 8, which was a referendum that had passed in 2008 that eliminated the right of same-sex couples to marry. SDCERA staff had arranged for the annual Board retreat at a hotel that was developed and owned by one of the largest backers of the referendum. I registered my total objection to the use of this hotel, arguing that SDCERA should not in any way support a business that sought to deprive some SDCERA members of what I thought was a fundamental right. I was outvoted. A reporter from the San Diego Union Tribunes asked me after the board meeting if I was gay, and I told him “Yes”. I followed up on that unexpected question with an explanation that my sexual orientation was not the issue and that the real issue was about making a statement in favor of achieving equality for all Californians and against prejudice and discrimination. My statements – all of them – appeared in the paper the following day. I had never intended to talk about my sexual orientation in this way, but in retrospect, I am glad that it happened. Based on the comments that I got from the Deputies – many of whom were gay but were still closeted – I think this made them feel less isolated and gave them a sense of validation.

I am now a Commander with the Sheriff’s Department, which is pretty high up in the hierarchy. However, I believe that there is still latent homophobia in the Department, and it flows from the upper leadership down to the ranks. It is subtle, but it is still there in terms of performance evaluations, career advancement, job assignments, and out-of-office socializing. The days of out-and-out bigotry against lesbians and gay in law enforcement are pretty much over, but there is still a lingering perception among closeted deputies who believe that coming out is risky because the culture within the department is still very much a straight white male dominated one. Anyone who does not fit in this mold are relegated to a second class tier. Because of this, I am one of a handful of openly gay deputies in a Department of more than 4,000 officers and non-sworn personnel. But then, my Department’s record on diversity and inclusion in general has been abysmal. There are no women Commanders or above, and only 1 minority officer (an African American male) in the upper command staff of the Department.

I recently decided that I would run for Sheriff against an incumbent who has been in office for 10 years. If elected, I would be the first openly gay male Sheriff in US history. But this is not the reason why I am running. I am running because I believe, among other things, that our department needs to embrace a change toward greater diversity and inclusiveness, that there is a tremendous amount of value in having a police force that looks like and understands the diverse needs of the community it serves. I am running because I believe that we have to focus on the youth – including LGBT youth – in our community. This means outreach to them while in school, educational programs in law enforcement, and integrating their opinions and concerns into the law enforcement strategies of our organizations. We in law enforcement need to do something today to break the cycle of fear and alienation in some parts of our communities, especially in communities of color and the black community. Our leaders in law enforcement need to own up the fact that some police officers and policies are flawed – such as implicit bias against LGBT, women, ethnic minorities, and religious minorities. Just as important, we need law enforcement leaders who embody a commitment to using the tools of law enforcement to work for social equity and justice.

If there is any advice that I would give to those pursuing a career in law enforcement, especially somebody who is LGBT, I would tell them to go for it. Today, our country is in the midst of an unprecedented national conversation on community-police relations. Now more than ever, our communities need police officers from all walks of life – LGBT, people of color, women, Muslims, and all other segments of our population. I know that diversity alone will not solve the challenges that confront community policing today, but it is key to closing the gap between the officers and the people they are sworn to protect. Such diversity can help to build trust and confidence in the police: the more a police department reflects the composition of the local population, the higher the department’s reputation among residents, which can provide a foundation to build further trust, coupled with other needed reforms.

Policing is a noble and great calling. In my 32 years of working in law enforcement, I’ve gotten to know many great individuals who have committed themselves to a life of service over self, an existence of putting their lives on the line in order to make their communities a better place, because that’s who they are. They want to get rid of gangs from terrorized neighborhoods; they want to help shut ins who’ve been all but forgotten by society; they want to keep a young transgender kid from being mercilessly bullied.

I would remiss, however, if I did not advise young LGBT, minority, and female individuals considering a career in policing to be aware of the subtle, but present, racism, homophobia and misogyny that is still embedded in the culture of many policing departments and agencies. By doing their jobs well, if not better than their colleagues, they will prove to everybody in their departments that one’s gender, sexual orientation, race or creed does not define one’s abilities and performance. Having to go the extra mile to prove something to one’s colleague is a burden unto itself that straight white males never have to do (I call it straight white male privilege) but will be a part of the experience. And when you do excel at your work, that itself may engender hostility from your colleagues and superiors who think that the gay or lesbian officer is getting too “uppity” or that they are getting shown up by the African-American officer. This is changing for the better somewhat, especially as more and more LGBT, people of color and women move up the ranks of the policing organization, but it is still not where it needs to be – which is true inclusion and total respect for a fellow officer, regardless of how different they may be from you. Think long and hard about whether you are willing to commit to taking on this extra burden. This will take heart, it will take fortitude, and it will take courage.

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When Toronto hosted the World Pride celebration in 2014, I traveled to Toronto and was hosted by the police department as part of an international LGBT law enforcement conference they produced in conjunction with the pride celebration.  The Chief of Police hosted an event for LGBT community leaders in the police department in support of the pride celebration and the community (something he has done for years).  I found the police department’s engagement to be remarkable and an excellent example of what should be in every city.  The police department had a float in the parade and participated fully in a wide range of pride events, all the while providing protection for everyone who attended that weekend.  It was community policing at its finest.

When organizations like Pride Toronto take actions like they did today, they compromise what I believe citizens are craving – a trusting relationship with police.  I suspect those who voted today would be the first to criticize police for not being involved or connected enough to the community, yet they took action to exclude the same officers who are working hard to be engaged.

Last year a similar action was taken by the LGBT community center in San Diego on the Transgender Day of Remembrance.  They told a transgender officer from the San Diego Police Department that she couldn’t participate in uniform.  I say, you can’t have it both ways.   You can’t complain about a lack of engagement and trust and then do what Pride Toronto just did.

Let’s remember how pride celebrations we plan and enjoy today came about.  They started in New York with a riot between police and LGBT people.  The relationship with police couldn’t have been worse and more violent.  But over the years, law enforcement and members of the LGBT community worked hard to build relationships, to create trust, and foster inclusion.  Police department leaders, LGBT members, and straight allies have been marching in pride parades for many years now.  We’ve come too far to allow this kind of action by an organizing board to be tolerated.

I ask that you join me in calling upon Pride Toronto to reconsider the error of their ways and to welcome law enforcement back to the celebration.  I was considering visiting Toronto this summer for pride, but you can count me out until things change.

Click Here To Join The Petition For Change

The post Pride Toronto Excludes Police appeared first on Out To Protect Incorporated.

LGBT Awareness For Law Enforcement

Homophobia is fueled largely by fear and a general lack of knowledge about sexual orientation and gender identity.  Non-heterosexuality can pose challenges for conservative belief systems and result in hostile work environments, civil litigation, and less than satisfactory service to the community. Two studies published 2013 and 2015 by UCLA’s Williams Institute showed that homophobia is pervasive throughout law enforcement in the United States.  These studies looked at internal and external events with law enforcement and LGBT people.

This program includes an interactive discussion of stereotypes and an explanation of the sexual orientation and gender identity spectrum.  It can also include strategies for handling LGBT related domestic violence calls for service and hate crimes investigations involving LGBT victims.

We begin this program with a strong statement of intent:  “We are not here to tell you that your religious beliefs, personal values systems or morals are wrong.  We are here to share information and to help you be a more supportive colleague and more effective in serving the LGBT people in your community.  To understand and accept someone else does not require your agreement.  As a law enforcement officer, you obligation is to treat everyone fairly and equally, regardless of their sexual orientation or gender identity and regardless of your own personal beliefs.”

It’s not a matter of if or when an LGBT employee will be hired – they are already working in law enforcement organizations throughout the country.  The issue is whether or not these colleagues of ours feel confident and comfortable coming out and being out at work.  When law enforcement officers understand LGBT colleagues, they are likely to be more comfortable in the field when serving LGBT members of the community.

Our Journey – Celebrating Pride Every Day

Everyone has a journey that has been shaped largely by the people we meet and by the events that have touched us along the way.  Greg Miraglia begins by discussing his own journey that started in 1976 just about the time when Proposition 6, a California voter initiative that would have ban all LGBT people from employment in public schools, was being considered in the State.  Mr. Miraglia talks about how events like the murder of Harvey Milk, the AIDS crisis, and the murder of Matthew Shepard impacted his perception of what it meant to be gay.  He explains the homophobia he experienced first-hand when entering law enforcement and how he managed a very successful career before finally coming out in 2004.

This program includes a number of videos offering an emotional experience as the history of the LGBT civil rights movement is explored from the 1960’s through today.  Mr. Miraglia discusses the huge gains in civil rights realized here in the United States while pointing out that a movement in the opposite direction is happening in other parts of the world.  In this program. Mr. Miraglia shows the audience that it’s not laws and policies that are going to make things better for law enforcement or the rest of the world.  It is only by coming out and sharing our stories that we can change minds and hearts.  Becoming proud of who you are takes courage and internal strength, but celebrating pride shouldn’t be a once-a-year event.  The challenge for us all is to celebrate our pride every day.   This is how we can change the world and help other understand LGBT people better.

Panel Discussion With LGBT Law Enforcement Professionals

One of the most effective ways of learning about the LGBT community is to hear the stories of LGBT people who are working in law enforcement.  We have an amazing team of professionals with a wide range of age, rank, and experience.  We can bring a panel to your organization or, better yet, bring your organization to the LGBT community.  We can immerse you in the LGBT community by providing a walking tour of the historic Castro District in San Francisco and include a round-table style panel discussion with LGBT law enforcement professionals.  This experience has received high praise from new recruits to seasoned veterans.   Like the programs above, our goals is to increase awareness through education and experience.  Our intent is to create a non-threatening open environment where participants can ask questions and engage in discussion with our experts.

We can also provide:

• Work Place Harassment And Discrimination Prevention Training
• Customized Training That Creates A Supportive Environment For LGBT Personnel
• Policy And Procedure Development And Review
• Keynote And Special Event Presentations
• Litigation And Expert Witness Consultation

New Online Training Coming In 2017

This year we will be launching a brand new online version of our LGBT Awareness training for law enforcement.  This training will provide the basic knowledge that law enforcement officers need to better understand and service members of the LGBTQ+ community.

If you are interested in learning more or getting a quote for one of the programs above, send us a note:  CLICK HERE For Our Contact Form.

The post Planning A Conference This Year And Looking For Something New? appeared first on Out To Protect Incorporated.

WHEREAS, Greg began teaching at Napa Valley College in 1986 with the 3rd Basic Police Academy class. He served as the coordinator of the Reserve Police Academy Program from 1988 until 1994 when he became a recruit training officer for Basic Police Academy classes;

WHEREAS, In addition to his work for the college, Greg serves as a member of the Board of Directors of the Matthew Shepard Foundation and is the National Program Coordinator for Campus Pride’s Safe Spaces training program and the Stop the Hate! Program;

WHEREAS, Greg was hired full time at the college as the director of the Police Academy in 1999 becoming a dean in 2006 assuming responsibility for the Business and Computer Studies and Technical divisions, the Small Business Development Center, the Child Development Center, and, for nearly two years, the Upper Valley Campus;

WHEREAS, Greg’s leadership led to a dedicated mat room for hand-to-hand combat training, a training area for perfecting the driving skills of police academy recruits, the development of a unique community policing project, a portfolio capstone project, and the implementation of a competency based evaluation in the Police Academy;

WHEREAS, Greg’s efforts and vision resulted in the college’s LGBT Studies Program which prepares students for transfer and provides career training for future and incumbent teachers who are required to deliver topic specific curriculum required by the Fair and Inclusive Education Act;

WHEREAS, Greg’s dedication an individual’s right to learn and work in a safe environment propelled him to create Napa Valley College’s Safe Space Program and facilitate the development of the college’s Bias Incident Response Team;

WHEREAS, Greg’s commitment to tolerance, acceptance, diversity and equity led to his selection as the recipient of the Governor’s Award For Organizational Excellence from the California Commission on Peace Officer Standards and Training and his selection as the recipient of the California Community College Chancellor’s Office “John W. Rice Diversity Award.”;

WHEREAS, Greg has been a consummate leader and colleague that values and respects the members of the college community and always put the needs of the students first;

WHEREAS, Greg’s compassion, calmness, professionalism, and humor will be greatly missed;

NOW, THEREFORE BE IT RESOLVED that the Board of Trustees and the entire college community join in extending to Greg Miraglia our sincere thank you and best wishes for a happy, healthy retirement.

December 8, 2016

Michael J. Baldini, Board Chair
Rafael Rios, Vice President
Rosaura Segura
Jennifer Baker
Kyle Iverson
Mary Ann Mancuso
Amy Martenson
Dr. Ron Kraft, Superintendent/President

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Last week the San Diego LGBT Community Center hosted an event as part of the National Transgender Day of Remembrance.  Officer Garcia, as a member of the transgender community, helped organize the event.  But when she showed up for the event in her San Diego Police uniform, she was turned away by community center personnel.  Wait, what?  The LGBT Community Center turned away a transgender woman, who helped organize their event, who showed up to participate and to provide security for the event, and who was in a police uniform, because they didn’t want to make attendees feel uncomfortable?

LGBTQ Nation and numerous other news sources carried the story and the response from Delores Jacobs, CEO of the San Diego LGBT Community Center, who “called the incident a regrettable misunderstanding.’While we need to support those that are uncomfortable and honor their reactions to valid and understandable difficult previous experiences, we also need to explain that our LGBTQ San Diego police liaisons are a valued part of our community,’ she said in a statement.”

I’ll be the first to admit that law enforcement has a huge relationship problem in general with many segments of the public, but when an individual officer, who is a member of the community, and a law enforcement agency, like San Diego PD, makes the effort to engage and to build trust, I think it’s unacceptable for an advocacy and community organization like the LGBT Center to reject such efforts.

Look, you can’t have it both ways.  You can’t criticize law enforcement for being distant and disconnected, advocate for equal treatment and respect from police, and then turn away those officers who are truly working to make a difference, much like Officer Garcia.  Of all segments of the LGBT community who have a stake in trust building with police, it’s the transgender community.

We believe, now more than ever, that law enforcement agencies need to focus on trust and relationship building with all groups, but this is particularly important for the LGBT community and the transgender community.  Law enforcement is finally starting to see examples of transgender officers becoming visible within the rank and this creates the perfect opportunity for departments to develop liaisons with, as in this case, the transgender community.  But the community has to participate and be willing to engage in return.  Actions like this one do great harm, even if it is found to be a “misunderstanding.”  Don’t complain about a lack of relationship and trust of police unless you are willing to reach out and meet law enforcement even part of the way.

We applaud San Diego Police and Officer Garcia for all they are doing to engage and build trust.

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These are challenging times for law enforcement and especially those LGBT law enforcement professionals who are trying to balance their role as a law enforcement officer with the fear and reality of being a non-heterosexual and or transgender citizen in today’s highly charged and threatening political environment.  I decided to wait before writing a response to the outcome of this year’s presidential election.  Frankly, I’ve been busy working with my students trying to calm their fears using explanations and lessons about how our system of government is supposed to work.  I’m not sure I’ve been entirely successful in quelling their fears about the future. Personally, I’ve been also trying to reconcile feelings about my own friends who supported a candidate I believe is entirely unfit to lead our country for a multitude of reasons.  His behavior and stated beliefs are every bit the same as someone who is a racist and homophobic.

I know there are many in law enforcement who support the president-elect and I understand why. Law enforcement professionals walk a narrow line with their personal beliefs and values on one side and their professional responsibilities and obligations to be objective and to treat people equally on the other.  The division in our country couldn’t be more polar and so what does this mean for LGBT officers.  On one hand, police are feeling truly attacked by politicians and society in general.  The president-elect, perhaps, offers greater support for police than other candidates. And yet, this same person, his vice-president, and those he is surrounding himself with have clearly anti-lgbt beliefs and a history of proactively discriminating against non-heterosexuals and transgender people.  The reality is that no matter how much support law enforcement may get from the new president, the threat to LGBT people and the gains we have realized over the last 8 years is great.

Let’s start with the Supreme Court.  With a president of the same party as that which controls the majority in the Senate, it is a given that the current vacancy on the Supreme Court will be filled by someone with conservative interpretations of the Constitution.  It’s hard to imagine who could do more damage to LGBT civil rights than Anton Scalia, but in the end, this first appointment won’t change the balance of the court from what we have had over the last 8 years.  The danger comes with the second and third appointment made by our president-elect.  A second conservative appointment, who will likely replace Justice Ginsburg, will change the balance of the court and impact decisions well beyond the term of the president appointing that justice.  This is perhaps the most threatening and damaging impact of who we have elected as far as LGBT civil rights go. But at this point, it’s all speculation.

So what are the clear and present threats facing us as a community come January.  Several articles have already been published talking about what could happen.  Here is a summary of what I think we should all watch for carefully.

1. There are a number of executive orders issued by President Obama that the president-elect said he will immediately cancel, “on day-one.”  Several of these orders have to do with interpretations of Title IX (related to transgender students accessing facilities that match their gender identity).  There are also orders in place prohibiting discrimination of LGBT employees by federal contractors.  This could all go away with the simple stroke of a pen. There is currently a case pending at the U.S. Supreme Court involving access to restrooms by transgender people that could mitigate the above.
2. “Don’t Ask, Don’t Tell” was a policy eliminated by the legislature and President Obama.  While it would be difficult to implement, it is possible that this policy could be reversed.  But I don’t see this happening because of the large number of “out” LGBT military personnel who would have to be discharged.  This wouldn’t be a popular move for most elected officials.
3. Marriage equality was established by a U.S. Supreme Court decision.  The president-elect and legislature do not have the ability to overturn that decision without either amending the United States Constitution (which I believe would be impossible to do) or getting the Supreme Court to overturn their decision of 2015.  Though the Supreme Court has changed its mind on issues before (eg. sodomy laws), I think it’s nearly impossible for them to overturn a decision resulting in the removal of a right, such as marriage.  First of all, even if the new justice is conservative, the five justices voting for marriage equality remain.  Second, the Supreme Court would need a case to make its way up to review. With the attitudes about marriage equality being what they are around the country, I don’t see this happening.

I would say that the most likely and threatening action the president-elect and his new legislature will take is with a “religious liberty” bill.  The president-elect has stated his intent to sign a bill into law that “protects the religious freedoms” of people – in essence, to legally discriminate against LGBT people because of religious beliefs.  Standing behind the First Amendment and religious freedom sound great and I agree is a good thing, but when that stance is really a mask for a law that enables the government or private entities to refuse access and service to LGBT people, I cannot stand idly by. Such a law would be no different than one that establishes separate drinking fountains, seats in a dinner, or seats on a bus.  The momentum around the country and especially in the south to pass such a law is great.

The election is over, so there is little purpose is discussing who you voted for.  The decision has been made.  We now need to focus on protecting our civil rights and on shaping the decisions the new president and legislature will make.  As a community, we cannot sit back with a wait and see attitude.  We also cannot assume that the rest of America will stand up for us.  California saw how that worked in 2008 with Proposition 8.

If you have kept up with my life this last year, you know that I’ve retired from my role as a college dean, while continuing to teach.  My original intent was to take a year for myself and pursue some interests in the professional culinary world.  After this election and considering the threats that face me as a citizen in this country, I’ve decided to refocus on the LGBT civil rights movement and on the education about LGBT people that, now more than ever, is desperately needed.  My interest is not republican or democrat, but in the Constitution, the 14th Amendment, and in the greater idea of protecting LGBT civil rights – human rights.

For those of you feeling despair, take a deep breath, wear your uniform with pride and with the courage you have always displayed.  But in your personal life, don’t be idle.  This is not a time to take a “wait and see” approach.  We must be proactive, so find a cause and an organization you believe in and support the fight with your time, talents, and money.  The risk to our civil rights and quality of life is real and great.

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The problems facing LGBT people are similar to those facing heterosexual, cisgender people (those people who’s birth sex matches their gender identity).  Domestic violence, drug addiction, and other crimes are equally present within LGBT families and communities  The difference is that LGBT people who live in fear of police and other forces in the community won’t call for help.  They won’t report crime to the police, which can lead to further victimization.  While your agency may have a trusting relationship with much of your community, remember that LGBT people, especially those from other countries, bring with them a history that may not be so trusting of police.

One of the most effective ways of connecting with LGBT people in your community is to designate an LGBT liaison officer.  Ideally, this officer is a member of the LGBT community, but it isn’t absolutely required.  The key is to appoint someone who is credible and who has the ability to develop trust.  It must be someone who understands the diversity of sexual orientation and gender identity.  These are subjects that can be easily learned.  More difficult is finding someone who has the capacity for understanding, compassion, and the patience needed to break through the barriers of distrust and the history of abuse by police many LGBT people have experienced or heard about.

San Francisco Police have for decades been working on developing a positive relationship with the very large and visible LGBT community in their city.  They’ve done a great job overall and recently took the additional step of appointing a liaison specifically for the transgender community.  Transgender people have an extremely high change of being brutally victimized at some point in their lives.  The rate of suicide for transgender people is among the highest in the nation.  Likewise is the lack of trust in police, based on a generally negative history of interactions.  We applaud San Francisco Police for recognizing this need and taking action.

Over the years, we’ve received questions from departments asking why an LGBT liaison is necessary.  Often the comment we hear is, “we don’t have a problem; we never hear from them.”  This attitude is riddled with problems, but no matter your agency’s history, why wait until there is a problem to take action and to do something to build trust with a community you know is present in your jurisdiction.  Don’t know how to get started?  We can help.  If your agency is interested in developing an LGBT liaison position or needs training for one you’ve designated, send us a note using the Contact Us link at the top of our website.

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There are all kinds of reasons LGBT people remain closeted including internalized homophobia and shame.   But in law enforcement there are also many external factors that prevent an officer from being “out” about who they are.  The amount of homophobia that exists in law enforcement varies, but at least one study completed by UCLA’s Williams Institute, published in 2015, says that homophobia remains a pervasive problem in the profession.  For many closeted officers, it is our own culture that stands in the way of an officer coming out and being their full, true, authentic self.  It is this homophobia that sets up an officer to violate one of the basic, but arguably most important, parts of the oath they swore to abide by.

A law enforcement officer’s word is everything, especially today, in an environment where trust in police is low.  The United States Supreme Court decision of 1963 in Brady V. Maryland continues to stand as the basis for terminating the employment of a law enforcement officer who is found to be untruthful.  So here is the “catch-22” hiding in the closet.  If an officer cannot be truthful about who they are because they will face rejection, denial of special assignments or, worse yet, termination, then they are forced to lie to co-workers and supervisors in even routine kinds of conversations.  Some argue that sexual orientation has no place in the law enforcement work place, but think about it.  What is the first question you get asked by co-workers on your Monday?  “Hey, what did you do this weekend?”  You might reply with something like, “I went to the movies with my…..”  Straight or gay, we have to come out all the time and we disclose our sexual orientation often by the simple reference to a boyfriend or girlfriend.  When a closeted officer chooses to change the gender of their partner to satisfy the need to be seen as straight, the road of dishonesty begins.

Having to lie to your co-workers and supervisors about who you are and your personal life is stressful.  Over time this kind of stress can manifest itself in forms of depression.  Being dishonest about even something in your personal life can further the shame and fear already felt by being in the closet.  It also directly empowers those critics who may truly be out to get you because of homophobia or simply because they don’t like you.

Now that sexual orientation and gender identity are protected from discrimination by the Bostock vs. Clayton County U.S. Supreme Court decision, an officer who is gay is more protected from termination than one who lies about who they are.  The answer to this “catch-22” is to be honest and to be “out” as the person you are.  Employment protection laws can actually protect an officer who comes out or who discloses their sexual orientation from retaliation and termination.  But these laws cannot protect an officer who lies.  The threat here is serious and real.  Under the Brady Decision, a chief executive could declare an officer who lies about their sexual orientation as “Brady damaged” and terminate the officer on those grounds.  There is likely little an officer fired for this reason could do to reclaim their job.

In today’s world where social media records and shares so much of our lives, it would be pretty difficult for any gay or lesbian officer to be active and honest in their personal life while keeping it all a secret in their professional life.  Rumors are bound to develop over time and the officer in the closet puts themselves in a position much like someone who could be blackmailed for a secret they possess.   Remaining closeted gives power to your critics and enemies.  I’ve seen this happen so many times and the oppression only gets worse over time.  The way to disarm them of this power is to be honest and to be “out.”

Today, I don’t believe an LGBT law enforcement officer can reasonably afford the risk of being in the closet.  It will eventually catch up with you and cause a potentially career ending ethical dilemma.  The bottom line in 2016 is that if you can’t come out of the closet for whatever reason, don’t get into law enforcement or at least wait to join the law enforcement profession until you are confident and ready live an “out,” honest, and authentic life.  If you are already in the profession and in the closet, it’s not too late to end the lies and eliminate the risk to your career that I’ve described.  Reach out and find a way to come out and leave the “catch-22” in the closet where it belongs.

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Listen To The Presentation Here.

Miraglia began teaching part time at Napa Valley College in 1986  as a part time faculty member of the police academy.  He was assigned as a coordinator of the reserve police academy program from 1988 through 1994 and then as a recruit training officer for the regular basic police academy from 1995 until 1999.   Miraglia was appointed police academy director in 1999 and made a dean soon after.  Throughout his career, Miraglia as taught classes in every police academy from class #3 through class #100.  He has been teaching in the academy longer than any other instructor in the history of the program.  Over the last 30 years, Miraglia has taught use of force, chemical agents, firearms, criminal law, ethics, and currently leads instruction in community policing and cultural diversity.  He will  continue teaching part time after he retires later this fall.

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Miraglia said, “I’m leaving my position as dean, but looking forward to continuing work teaching and speaking about community policing, hate crimes prevention, and cultural diversity.” Miraglia started his law enforcement career as an Explorer Scout at the Walnut Creek Police Department in 1978. He worked as a police dispatcher, reserve police officer, police manager, and most recently, as the deputy police chief of the Napa Valley Railroad Police Department.

Miraglia started teaching in 1986 and became the director of Napa’s Criminal Justice Training Center in 1999. Miraglia said, “I truly grateful for the amazing career I’ve had in law enforcement. So many incredible mentors helped shaped who I am today. Today I celebrate my mentors and the many students I’ve met during my journey.”

Some of Miraglia’s most significant accomplishments at the college include:

·      The development of an accredited and thriving LGBT Studies Program.

·      The construction of a dedicated mat room and driver training area for the police academy.

·      Presentation of community education events with Judy Shepard and Darrell Scott.

·      Development of the community policing project and portfolio capstone project.

·      Implementation of competency based evaluation in the police academy.

·      Development of the Bias Incident Response Team and Safe Space Program.

·      Receiving the Governor’s Award For Organizational Excellence from the California Commission on Peace Officer Standards and Training and the California Community College Chancellor’s Office “John W. Rice Diversity Award.”

Miraglia will continue to serve as CEO and President of Out To Protect Incorporated. He plans to continue teaching human relations, community policing, and work place harassment prevention courses as well as the LGBT studies courses he created at Napa Valley College.  He will also continue serving as vice-president of the board of directors of the Matthew Shepard Foundation and as the national program coordinator for Campus Pride’s Stop the Hate and Safe Space training.

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I’m also thinking tonight about how in the last two weeks I’ve watched the Black Lives Matter movement take the position of advocating broad exclusions of all police at Pride celebrations in San Francisco and Toronto.  In fact, they are advocating that police be excluded from all Pride celebrations.  Pride celebrations were born from a conflict between LGBT people and the police some 47 years ago.  Today police, LGBT and straight, march as members and allies of our community.  As a community, we have been fights for acceptance and inclusion within society and for equality within the law.  Why now would any member of our community advocate for exclusion of the police or any other ally?

The Black Lives Matter movement is angry with police and is advocating to exclude all police because of the actions of a few.  I’m not trying to minimize the magnitude of the tragedy that happened in either of these two recent shootings.  And let me be clear, I condemn any use of excessive force by police under any circumstances.  When police officers make mistakes, the results are often more significant than a mistake in any other job.  Abuse of power and authority by police must be addressed administratively and, when appropriate, criminally.  But we can’t condemn all police officers because of the actions of a few anymore than police can hold all black people accountable based on the actions of a few.  We call this racial profiling when police do it and it’s inappropriate in either direction or from either side.

When the Black Lives Matter movement protests the involvement of police in LGBT pride parades, they are promoting and advocating an “us vs. them” relationship with police.  For the LGBT members of the Black Lives Matter movement, this position is counter to what the greater LGBT civil rights movement has been fighting for over the last 5 decades and is a position I cannot support.  This is a time for unity and inclusion.  Both the LGBT movement and Black Lives Matter movement need every ally we can attract.  At a higher level, we need to unify our communities with police, not create separation.  We need to all stand together as citizens and as law enforcement to condemn misconduct and criminal behavior by anyone.  But we need to always remember that individuals, not entire races or professions, commit acts of misconduct or crimes.  Let’s focus on holding individuals accountable for their behavior, not an entire race or the vast majority of police officers who are out there doing good work.

Our country is struggling with racism on many levels, but we aren’t going to eliminate racism by exclusion, it simply isn’t the answer to this complex problem.

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This year for New York’s pride celebration, New York Police unveiled a police vehicle unlike any I’ve seen before.  Their new recruiting video makes clear that the NYPD is committed to including LGBT people within their rank and file.  Both of these extraordinary efforts are impressive examples for other law enforcement agencies to follow.  Bravo NYPD!

With all of the tragic examples of excessive force, corruption, and misconduct by law enforcement throughout the country in the media today, it’s great to see something positive and proactive.  I can’t think of a more appropriate city to do this first.  It’s especially important when, still in 2016, law enforcement executives are denying LGBT officers the right to march in uniform in pride parades.  Even here in the liberal and progressive San Francisco Bay Area, this kind of discrimination is happening today.  Pride celebrations are ideal times for law enforcement agencies to “come out” and to change the long-standing homophobic reputations that many departments still have in today’s world.  Simply being visible at pride events can go along way in mending a failed relationship between the LGBT community and local law enforcement.  But even better would be to participate in a parade, have a recruiting booth at a pride festival, or to follow NYPD’s example and make a strong proactive statement of support and inclusion.

We will be on the look out for more examples of progressive law enforcement to share.  To all the chiefs and sheriffs out there:  We challenge you to step up and step out with action that demonstrates support for the LGBT community and your LGBT employees.

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As I sit reflecting on it all, a few thoughts come to mind.  First, there is so much hate out there in this country.  From the hate inspired murder of 49 of our brothers and sisters who were in the bar that night to the spewing hate speech coming from the mouths of cruel, inhuman, religious zealots and politicians across the United States.  Who are these people and where does the hate they preach and speak come from?  I’ve certainly heard a lot of it over the years, but for some reason, today, I feel it on a personal level.  I find myself feeling exhausted and so tired of the political grandstanding over guns, Islam, and people like me.  And it feels especially painful in this month of pride celebrations.  Between the threats hurled by conservative politicians and presidential hopefuls to reverse our gains in civil rights to the most outrageous acts of violence we just experienced, it just all feels overwhelming.

This week I’ve been both inspired by the empathy, care, and concern from my colleagues and disappointed by the silence and lack of sense in leaders who have yet to say a word.   I found myself a bit lost and in question of our future.  So I went on a long walk by myself and began to think about some of the heroes who came before me and who inspired me to do the work I do.  And I thought about what they would be saying about all of this.   Harvey Milk’s “Hope Speech” came to my mind almost immediately.  I think Harvey would have been heart broken especially by the loss of so many young people at that bar.  But he would have been the first in line to march and to encourage us all not to hide, but rather to make ourselves visible.  He would have wanted us all to be “out” as an inspiration to those young LGBT people who are even more scared to be themselves after what they saw happen in Orlando.   I thought about Matthew Shepard whose murder 18 years ago is still talked about regularly today and remembered as an attack on all LGBT people.  If he were alive today, Matt would have been 39 years old and I have to believe he would have been out there holding a candle at a vigil rather than in hiding from fear.  If you know my story, you know that Matt’s story and the words of his mother, Judy Shepard, are what inspired me to come out from hiding and to make myself visible despite the presence of hate that took Matt’s life.

Our community has been dealt a huge blow and we are all feeling the impact on some level.  The threats and the hate are very real, but we cannot retreat and we cannot afford to hide.  And just like we hear about how to deal with an active shooter, we must rise and fight back.  Just as those courageous men and women did at the Stonewall bar back on June 28, 1969, we must stand up and say, we aren’t going to take this anymore.  We must embrace and engage our allies, especially those who are standing by us this week, and help them to become allies for life.  We do this best by make ourselves visible and by sharing our stories.  We owe it to those men and women who fought for us in the 1960’s and before as well as to those 49 victims who died in the Pulse bar to combat the hate that took their lives.  None of us with a conscious can sit back and continue to watch as conservative religious bigots spew hate from the pulpit and do nothing.  And none of us can afford to be complacent and not vote for the people who represent our interests and who will protect our civil rights.

As we bury our brothers and sisters in the coming week, we must rise from the sorrow and in their names continue to fight for our rights, for the respect we deserve, and to overcome the hate that threatens us all.  That hate is rooted in many places including the hearts of a few of us who cannot, because of religious and social rejection, reconcile their own sexuality.  This internalized homophobia is a manifestation of one’s experience within our culture and influence of conservative hateful religious beliefs and hate spewing politicians.

Pride events are opportunities to honor our overcoming the hate of the past, but this year, the hate we’ve witnessed in the present.   We need to rise again to honor Orlando and to show the haters in this world that we are here and aren’t going anywhere.  I will be at the San Francisco Pride celebration and will continue working to do my part.  I invite you to join me.

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My police academy students are always a little surprised to learn that local law enforcement was at the heart of where today’s pride celebrations began.  Law enforcement has been at the starting point of almost every civil rights movement.  As LGBTQ+ members of law enforcement, we have even more reason to take time once a year to celebrate pride so that no one ever forgets those courageous individuals on both sides of our civil rights struggle.

Tragically, much of LGBT history continues to be invisible in high school and college history books.  You have to look for it in order to learn, but our history includes much more than the 1969 riot at the Stonewall Inn.  In our newest edition of Coming Out From Behind The Badge we’ve included a new chapter on LGBT history relevant to law enforcement.  There are many other sources of LGBT history that you can research including classes that are now available at colleges around the country.  Learning about some of the heroes who worked to make your life today a little better will certainly inspire you to celebrate pride.

There are many ways to celebrate pride beyond going to a parade or festival.  Aside from taking an opportunity to learn about history, go to one of the many LGBT film festivals happening in June.  Frameline 40, the largest LGBT film festival, is happening in San Francisco over a two week period in June.  As the name suggests, it’s their 40th year.  And if you are visiting San Francisco at any time of the year, stop by the GLBT Museum in the Castro.  It’s a great place to explore our invisible history.  If the big crowds aren’t your thing, host a pride party of your own and share one of the many LGBT themed films out there.

Finally, here is a challenge for those of you in law enforcement this pride season.  Find one person you work with who doesn’t know you and share your story.  Nothing a politician or legislator can do is more powerful in changing hearts and minds than that of your story.  Starting that conversation can be as easy as wearing a rainbow bracelet or pin.  Coming out is the powerful action you can take for yourself and to honor those many people who shared there story in times when it was both dangerous and illegal to do so – all so that we, today, can celebrate pride.

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Miraglia told the 300 members in the audience, “I’m deeply honored and humbled to be recognized at the 25th anniversary celebration of such an important organization.  New England G.O.A.L. has been around twice as long as I’ve been ‘out.’  If such an organization existed in California when I was younger, I might have been able to come out a lot sooner.”  He added, “G.O.A.L. provides critical education and awareness that makes law enforcement a better profession by improving its understanding of the LGBT community.”

Greg Miraglia is an author and the founder of “Out To Protect,” the nation’s only scholarship program supporting LGBT law enforcement students. Out To Protect is a non-profit organization funded entirely by the proceeds earned from Miraglia’s books and private donations.

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In states with employment protection based on sexual orientation, the outright termination of someone because they identify as being other than heterosexual is not nearly as pervasive as the subtle discrimination that can occur over time.  Discrimination doesn’t have to be so blatant as something like the denial of a promotion or the outright termination from employment.  It may not even be a conscious act on the part of the person discriminating against the non-heterosexual person.  The reality is that discrimination in the work place today is often hidden.  It is often sensed and felt, but it may not be readily visible for what it really is.

In my book, “Coming Out From Behind The Badge,” I write about a situation where I was called into my supervisor’s office and asked about my sexual orientation essentially because a co-worker had expressed concern about “all of the male roommates” I had.  Specifically, my supervisor said that he needed to talk with me about my “lifestyle” and needed to know if there was any truth to what had been reported to him.  He could have just as easily said, “I need to know if you are gay.”  After complaining about this confrontation to my police chief, the chief replied, “well if you are gay, it would make it very difficult for you to be an effective leader in this organization.”  I was working in a management position at the time and what the chief was essentially saying was that if I were gay, I should leave now because I wouldn’t be able to do my job effectively.  This situation is a much more blatant form of discrimination that anyone could recognize as being wrong.  My belief is that homophobia can manifest itself in a much more hidden way that creates a culture and work environment where discrimination occurs through a pattern and practice of behaviors.

Most educated and informed supervisors and managers aren’t brazen enough to openly discriminate, but they end up doing so in more hidden ways after learning that someone is gay. One popular defense is to claim something like, “well I knew this employee was gay, so I just left them alone for fear of being accused of discrimination.”  Ignoring an employee and leaving them out of conversations, decision-making, and from otherwise full participation in the work place is a form of discrimination.  An administrator who marginalizes or simply ignores a subordinate because they don’t want to create a situation where they could be perceived as discriminating on the basis of sexual orientation is, in fact, discriminating against that gay employee.  Here is an example of what is could look like.

Let’s say an employee just came out as gay or that the supervisor involved just found out the employee is gay.  Maybe they even made a low-level complaint about the way they were treated by another administrator or high ranking official because of their sexual orientation.  The organization reacts and internally decides other managers need to “tread lightly” around the gay employee out of fear of adding to the problem.  The employee’s supervisor begins to ignore email communication, doesn’t include the employee is regular decision-making processes, and suddenly decides to enforce policies that to date were ignored or not entirely enforced. Communication is pleasant and there are no visible signs of homophobia, but how the gay employee is treated is markedly different since before they came out or made the complaint.  This is discrimination.  The gay employee eventually becomes an organizational outcast.  New projects are not assigned and they are no longer involved directly in more than the basic work of the individual’s position.  The culture of discrimination can escalate when the gay employee is further isolated because co-workers and peers see the individual as some kind of threat.  This happens as the gay employee is no longer invited to informal gatherings of other employees, no longer invited to participate in special committees or teams, and is no longer encouraged to promote.  Whether the fears of a complaint are warranted or not, organizations that allow this kind of isolation and marginalization to occur are setting themselves up for a lawsuit while having the conscious intent to do just the opposite.

Supervisors, managers, administrators, and elected officials are all human beings who bring with them to the work place ignorance, discomfort, and even homophobia.  The law is clear in states with employment protection that includes sexual orientation; you cannot discriminate against an employee, regardless of how comfortable you, as the supervisor or manager, are with non-heterosexuality.  Work place cultures that allow use of anti-LGBT language or slurs to be part of the common work place vocabulary are promoting discrimination and marginalization of LGBT employees, whether anyone has suffered a loss of a job or not.  It can be as subtle as a negative or sarcastic remark by a supervisor made in a lunch room about a gay-themed TV show or an organizational leader who says that LGBT awareness training is an inappropriate subject for his office to participate in.  Some of these examples are so subtle that, looked at individually, wouldn’t appear as discrimination, but collectively create a clear picture that gay employees are being treated differently.  In fact, this kind of discrimination can be so hidden, the subjected employees may rationalize and minimize it away never recognizing the patter and practice of discriminatory behavior.

What I have witnessed happen is that over time hidden or subtle forms of discrimination can end up resulting in the creation of a hostile work environment.  The subjected employee may wonder, “how did I get to this place” where coming to work feels so bad.  How did my enthusiasm and dedication for my work become overshadowed by fears of being marginalized and further excluded from mainstream work place culture.  How did I move from being part of the “in crowd” at work to someone on the sidelines or outskirts of success.  What happened to cause me to become physically ill when driving to work and to search for reasons not to come to work.  These manifestations are all examples of the damage done by hidden discrimination.

For agency leaders and employers who want to avoid this kind of situation, I have some specific advice.  First of all, examine your own comfort and knowledge of non-heterosexuality and non-conforming gender identities.  There are more than enough resources out in the world  available to those who desire to be informed.  Take a class, read a book, or do research online to address your own homophobia.  Acknowledge that you do have LGBT employees in your work place who may or may not be “out” at some level.  Listen carefully to the language used in your organization in both formal and information communications.  For law enforcement agencies, listen carefully to how people talk in the locker room.  Do something about anti-LGBT language and slurs.  Talk to the employees you know are gay and start a dialogue that will establish trust in you.  Listen carefully and gain the perspectives of those employees about how they see their own acceptance within the organization.  Ask them if they sense discrimination at any level.  Make sure to watch how employees who were once at the center of organizational culture are not excluded or marginalized after bringing forward a complaint.

For you LGBT employees out there reading this and sensing that something isn’t right at work, your senses are likely accurate.  Don’t minimize what you are feeling and start writing everything down.  It’s important to examine events over a period of time and to examine how they are connected.  You cannot do this unless you are diligent about keeping good records.  You need to record dates, times, places, and quotes whenever possible.  I’m not suggesting that you create something that isn’t there, but don’t assume you misunderstood an interaction with a supervisor that feels like discrimination or an action motivated by homophobia.  Don’t hide and continue participating and performing at work at the level that has always brought you success.  Note the differences between how you are being treated now from how you were treated before you came out.  Remember, coming out is a continuous process that happens every time you meet a new supervisor, manager, or agency executive.  If how you are being treated changes after someone new finds out, you could be suffering from discrimination.  Starting to keep track of these changes only after you suffer a significant action, like being fired, is too late.  You need to collect and record your experiences as they happen, noting how those experiences impacted you at the time they occured.

Most states with employment protection laws have a process for receiving complaints.  State laws commonly require all complaints about discrimination or a hostile work environment to be recorded and investigating formally.  In other words, there is no such thing as an informal complaint.  While it’s true that many complaints can be resolved at a low level, the law requires that all complaints conclude with a disposition of some sort.  My belief is that any complaint brought forward to an organization should also be shared with the appropriate state or federal employment protection agency (Equal Employment Opportunity Commission).  Work place discrimination can carry heft penalties when discrimination occurs.   Organizations often want to mitigate complaints quickly and this can result in matters appearing to be explained away or even swept under the carpet.  Filing complaints with state and federal agencies is one way to better insure complaints are investigated fully and in a timely manner.

It’s always felt sad to me that in a profession where we value protecting “each other’s back” so intently, that we can treat each other so poorly and in a way that is so damaging.  I’ve worked for over three decades in both law enforcement and in education, two professions that on the surface seem so different, and yet, I’ve experienced the hidden nature of discrimination in both.  Despite the differences in the work, the discrimination felt the same and was equally subtle. Unfortunately, sometimes the only way to make it better is to call out the offenders for who and what they are so that the hidden discrimination can be made visible.

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Happy New Year!

We are pleased to announce the formal release of our new
book now available for immediate purchase.

Click Here To Order From Amazon
Click Here To Order From Barnes And Noble

Click Here To Learn More About Our New Edition.

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Meet Zachary Johnson.  Zackary Scott Johnson is the son of Scott and Dena Johnson of Ravenswood, West Virginia. He is a 2011 graduate of Ravenswood High School.  Prior to his enrollment at Buckeye Hills Career Center in Rio Grande, Ohio as a member of the Peace Officer Training Program, Zack attended West Virginia University at Parkersburg as a Criminal Justice major.  During his time at WVU, Zack was a Dean’s List student who both excelled at his studies across the board and clearly demonstrated a passion for his chosen career field.
“I am attending the Peace Officer Training Program at Buckeye Hills and working full time as an administrative assistant at Star Plastics, Inc. in Millwood, West Virginia.  Upon graduation from the academy in the Spring of 2016, I hope to serve the public as a peace officer in either Ohio or my home state of West Virginia.” – Zackary Johnson

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The section on coming out will benefit not only those members of the LGBT community looking for advice and support, but will prove useful for straight allies by providing a insight into the challenges of the coming out process and how useful straight allies can be in supporting people as they make their way out of the closet.

As a text for supervisors, managers, and law enforcement executives, this book will provide clear guidance for how to create a safe work environment for LGBT employees.  We include information about recruiting within the LGBT community and specific advice for how to create an inclusive workplace free from homophobia.

Of course one of the greatest gifts this book offers to readers from all corners of interest is the variety of personal stories from real law enforcement officers working in communities around the United States.  No matter your motivation for reading this book, these stories are full of bravery and courage that will inspire teachers and students alike.

Teachers adopting this book for any course will have access to an Instructor Guide that is complete with course outlines, learning outcomes, critical thinking questions for each section of the book, and learning activities that can be used in police academy training, college courses, or in-service training.  Copies of the instructor guide will be provided electronically at no additional cost with proof of purchase of a book.  Links to request the Instructor Guide will be available through our book store at www.comingoutfrombehindthebadge.com.

Institutional book stores and retailers can purchase books with quantity discounts through Ingram, Baker and Taylor, and many other wholesale book sellers.  Individuals can order copies directly from Amazon and Barnes and Noble.

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I chose to produce a second edition rather than a third new book so I could update my own story and content in the first book in order to make it relevant for today. You will find some of the same stories as well as many new ones in this book along with a new section on LGBT history. I’ve included LGBT history that is relevant and important for law enforcement personnel to know. Like many minority groups that have had to fight for equality and civil rights, LGBT people have clashed with law enforcement.

Over the last century and a half, LGBT people have been targeted by police  in ways that have left scars and a lack of faith and trust in law enforcement.  It is important for anyone in law enforcement to know the origins of these scars and of the events that contribute to the lack of trust many LGBT people still carry with them.

This book’s subtitle, “The history, events, and people who shape our journey,” captures my belief that who we are today is very much influenced  by the history we witness, the events we experience, and the people we meet.  All of us have a journey in life, and for LGBT people, “coming out” can be  as significant a part of that journey as one’s own birth. It is a life-changing  event that is often surrounded by tremendous fear and shame. But coming  out is so very worth it and the experience of having done it is one I will  always consider the most significant of my life.

I hope that you appreciate and enjoy the stories contained in these pages. Most importantly, I hope you learn from the experiences of everyone who shared their journey. If you are searching for a way to “come out,”  look for it here. And if you are an ally, student, or colleague, I offer you an explanation and insight to the LGBT community. Thank you for taking the  time to learn.”

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December 3, 2015 (Santa Rosa, CA)  Out To Protect announces the award of a training grant to the New England Gay Officers Action League (GOAL).

The New England GOAL provides training for law enforcement agencies and training academies on how to better understand and service the lesbian, gay, bisexual and transgender community.  For the last 25 years, New England GOAD has been supporting members of the law enforcement profession who identify as lesbian, gay, bisexual and transgender.  They have provided an important source of support and networking for LGBT law enforcement professionals who have suffered harassment and discrimination in the workplace.  The training that New England GOAL provides helps prevent this kind of harassment and provides law enforcement with information that will help the profession better support the LGBT members within the rank and file as well as to better serve LGBT citizens.
The training grant provided by Out To Protect will fund six 2-hour training programs in the come year that members of New England GOAL will provide to local law enforcement agencies and training academies.

The board of directors of Out To Protect commends New England GOAL for this community policing effort and wishes to congratulate this amazing organization for 25 years of dedicated service.

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Learning Outcomes

1. The student will understand the difference between sexual orientation and gender identity.
2. The student will identify LGBT historical events related to law enforcement.
3. The student will identify the challenges LGBT face with coming out about their sexuality or gender identity.
4. The student will identify strategies for creating an inclusive workplace for LGBT people.

The new edition of “Coming Out From Behind The Badge” has new sections about sexual orientation and gender identity, LGBT law enforcement related history, and expanded sections on how to come out and how to create an inclusive workplace.  The Instructor Guide is perfect for any instructor using the book for a college class or training program.  We will provide it free of charge to anyone who purchases a copy of the new book.

The Instructor Guide for “Coming Out From Behind The Badge” will be available when the book itself is released on January 1, 2016.  Links to order a copy of the Instructor Guide will be available in our own Bookstore using the link at the top of the page.

“Coming Out From Behind The Badge – 2nd Edition” is set for release on January 1, 2016.  You can pre-order a copy now from Amazon or Barnes and Noble.

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Briefly describe yourself including age, law enforcement, fire, and or EMS experience, what part of the country you are from and anything else you feel is important to know about you.

I’m a 51 year old man who has lived in San Francisco for 26 years, originally from Milwaukee.  I got a certificate in Administration of Justice at San Francisco City College, and a Reserve Level II certification at College of San Mateo.  Throughout, I’ve volunteered with SF SAFE neighborhood watch, Castro Community on Patrol, worked as a civilian role player for the SFPD academy classes, and now volunteer with SFPD for disaster preparedness through A.L.E.R.T, the Auxiliary Law Enforcement Response Team.

How did you become interested in law enforcement, firefighting, or the EMS profession?

My first partner while in college, Jim, was a former Deputy Sheriff Sergeant with Santa Barbara County.  He loved the job, and rose to command staff as the youngest sergeant ever.  However, Jim had to leave his job due to constant stress of being gay and closeted, and being found out and harassed by his fellow deputies.

In 2003 I become interested in law enforcement through the Community Police Academy with SFPD

When did you discover you were gay, lesbian, or bi-sexual and what did you think about relative to your interest in law enforcement, firefighting or EMS?

In my late teens while in Milwaukee, I finally realized that I was just going through the motions of dating women, and they were never more than good friends.   But it was not until college in Santa Barbara that I finally came out at a Gay and Lesbian Student Union meeting.

My first boyfriend I met at a “No on 64” meeting – the 1986 “Laroush Initiative” proposition to criminalize HIV+ persons and contain them in concentration camps.  Jim and I became friends and began dating.  He disclosed to be that he’d had to leave his job as deputy sheriff due to harassment and constant stress.  I’d always been intrigued by law enforcement, but his experience was a huge deterrent to considering it as a profession.

Describe your experience getting hired and going through your training academy.  Were you out?  Did you come out during the academy?

In 2008, when I attended Reserve Police training at College of San Mateo, most of my classmates were blue collar types in construction or similar jobs.  I didn’t officially come out to them, but I think they figured me out as I looked different, lived in San Francisco, and was not particularly physically coordinated.  However, none of they at any time made any derogatory comments or treated me strangely; I was actually surprised.  In fact, when a retired police instructor made a homophobic comment about having to go on the home of “homosexuals” and making sure to “put on gloves” so he didn’t “catch anything” they were noticeably upset; I shrugged it off.  Afterwards, they came up to me stating, “Dude you have a great attitude.  We can’t BELIEVE what they said in there.”  I told them I’d expected it, but having heard derogatory comments for years, I didn’t take the bait.
Another old-school retired cop teaching firearms, made comments about certain people “not having the personality needed to be a cop,” and nodded in my direction.

What was it like starting off in your department?  Did you come out?  If not, what kept you, or is currently keeping you from coming out at work?

As a volunteer with SFPD, I never make point of coming out, but I don’t hide any information if it comes up.  SFPD has many out officers, mostly women, and two of them were my role models, Rose and Sherry.  As an ALERT volunteer, three of our five training committee members are out gay and lesbian.

However, as I applied throughout the Bay Area, the moment departments found out I was gay, somehow there’d be an excuse not to hire me for reasons I’ve never been told.  Even SFPD took so long in the Reserve hiring process, my 3 year certification lapsed.  I practiced to recertify at the South Bay Academy, but when I went through testing the proctor was unprofessionally rude and tested me on skills I hadn’t learned, although I did my very best  They claimed I didn’t pass, yet sent me a certificate months later with no explanation.

Describe your most difficult situation being gay in your public safety profession.

In big cities, it’s not an issue.  In smaller areas and suburbs, it feels like Mayberry, and the old school doesn’t appreciate diversity.  Being openly gay could be a liability there.
As an older gay man, I’m not the demographic most departments are looking for.
Still, I’m committed to public safety, and appreciate LEO’s, which is the reason I continue to volunteer regularly.

What specific event or general experience surprised you most about being gay in your profession.

Coming out in college was the most profound experience ever for me; it was truly life changing.  That is when I found my confidence, my voice, and courage to be what I needed to be.  I had two lesbian professors at UCSB who were incredible inspiring and forced me to think differently about the world and people in general.

What, if anything, would you have done differently relative to being gay in your profession?

Had I known that law enforcement could have been a possibility when I was younger, I might’ve pursued it at that time.  It was not until my mid 40s that I thought this could be an option, but by then I was past then age that most agencies would consider.

One of the important goals of this book is to help fellow gay law enforcement officers, firefighters, and EMS professionals and their allies.  What advice can you provide to the following people?

Research the specific agencies where you are interested in working.  Try to find out LGBT members and talk to them about their experiences.  Do not apply or work for any agency that forces you to lie in any way, which is both personally damaging and the complete opposite of what is expected of a LEO.

A gay teenager who is thinking about the best way to get into your public safety profession.

Join a larger agency that appreciates diversity, as a Cadet or Explorer.  Be “out” all the time, but no need to make an issue of it.  It should be like having a certain color eyes, not anything strange.

A fellow public safety professional who is gay, but not out to anyone at work.

You need to get comfortable with yourself; explore your gay persona, discuss with friends, maybe even trusted colleagues.  Know your rights should there be any sort of back lash.  If your command staff is homophobic, look for another agency.

When you are ready, no need to make big statements, but you can tell individuals one at a time about yourself, as part of sharing something personal.  Most people will be flattered and interested, and hopefully will become a closer friend as a result.

An agency executive or manager who is an ally and wants to support gay public safety professionals.

No degree of homophobia can be allowed.  That being said, harmless banter said outside of work should never be grounds for reprimand.  If someone gets offended, have both parties meet, discuss their feelings, and apologize.  Never let feelings of anger, prejudice, or resentment fester for any length of time.

What else would you like to say that you feel is most important for readers to know about you or your ideas?

I’m a dedicated volunteer who supports law enforcement.  Yet, I feel that because of the “rule of the list” I haven’t been able to move forward in the profession.  Simply ticking demographic boxes shouldn’t be the main criteria for hiring.  Too many agencies do not in any way consider the individual, the background, the contributions, and their motivation to become a LEO, and instead look for mass hiring practices.

I’m still interested in becoming a Reserve Officer somewhere in the Bay Area or northern California.  But I hesitate to commit more money and time without a reciprocal commitment.  If any agency were to reach out to me, I’d certainly want to pursue working for them as a civilian or as a sworn Reserve.

Is there anything else you would like to add?

Volunteering with law enforcement agencies is a huge amount of fun!  Whether it be scoring a Motor Officer Rodeo, working as an Academy role player, a disaster preparedness volunteer…do anything you can to participate in any of these fun activities. You’ll meet dedicated professionals who are highly intelligent, motivated, street smart…and have great senses of humor, too!

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I’ve been so fortunate to have been surrounded all my life by incredible role models and mentors.  From my parents to my friends and colleagues in law enforcement, all have been truly amazing and in some way or another brought me to where I am today.  With retirement from full time work in clear view, 2016 seems to be the ideal year to update my own story and to release this new book dedicated to those who have helped me make it all possible.

Here is the dedication from inside the book.

As this edition of Coming out from behind the Badge is published, I am preparing to retire from full-time work and reflecting on 35 years of experience in law enforcement. The list of people who have contributed to my success exceeds the space available in these pages. I will forever be grateful to the mentors, role models, colleagues, and precious friends I’ve made during my journey. I am humbled by their care and support.

This book is dedicated to men and women in law enforcement who shared their knowledge, experience, and friendship with me. Thank you for your inspiration and becoming a part of my work and my life.

The stories, history, and advice in this book would never have made it to print without the encouragement, love and support I get every day from my husband, Tony Pennacchio. Thank you for being such an important part of my journey and for continuing to be a core part of my life—I love you.

“Coming Out From Behind The Badge – 2nd Edition” is set for release on January 1, 2016.  You can pre-order a copy now via Amazon or Barnes and Noble.

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Order your copy of “Coming Out From Behind The Badge” now.

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“Before January 20, 2012, I would have never thought I would be serving as openly gay deputy sheriff.  I can truly say my life changed forever thanks to the great work Greg Miraglia has done with inspiring the men and woman in law enforcement on being openly LGBTQ.

I grew up in a very conservative county. As a young police cadet, who was also a closeted gay man, I quickly learned about and experienced the homophobia in law enforcement.  The openly derrogatory remarks made by my police mentors lead me to believe that I was going to be the only gay police officer in law enforcement.

The first time I met Greg Miraglia was when I joined the police academy in 2012. Greg was one of my Academy instructors.  By being openly gay, Greg gave me the courage to come out. In just a short three years time, not only was I hired as the first openly gay Deputy Sheriff in my county, I also married the love of my life. It truly gets better and it starts with the great work Greg teaches and this great book.”

Anthony Kasper

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“I grew up in Baldwin Park California in a hard-working middle-class family. I graduated from Baldwin Park High School, and furthered my education at Mount San Antonio College. While attending college I took a position as an EMT for Crippen/AMR ambulance as it worked well with college schedule. At the time I had aspirations to be a physician assistant, but I didn’t feel challenged as an EMT and went on to Daniel Freeman Paramedic School. After working as a Paramedic for several years I re-enrolled at Cal State Los Angeles where I majored in Biology. While in college, there was a huge push to hire police officers and I was approached by several agencies while working as a Paramedic. I ended up applying for many of them, more out of the need for money than my desire to be a police officer. At the time I was not out and never talked about my feelings to anyone. I eventually was hired by several agencies at the same time, but took the offer from Los Angeles Police Department. After being hired I graduated with the rest of the Los Angeles Police Department class 1-96.  I worked patrol in Rampart, South West and Hollenbeck Divisions. I also worked as a gang officer (formerly CRASH) in Hollenbeck. After working at Los Angeles Police Department for four years, I became fearful that others may know my secret. I feared being fired over it and left along with many others during a period of mass exodus over unhappiness with the working conditions.

I left LAPD for a position at the Irvine Police Department in Orange County California. This agency had a reputation of hiring only the best officers and they paid very well. Since I have been at the Irvine Police Department I have worked as a patrol officer, K-9 Officer, Field Training Officer (FTO), and a Detective. One of the most notable cases I have been involved in while at Irvine without a doubt was the “Dorner” investigation. I responded to this crime scene and wrote the original search warrants. His crime spree started in Irvine and ended in Big Bear, California. Several funerals later it was all over.

While I was at Irvine I came out to my wife after she told me she wanted a divorce. I cannot say that it was the happiest times of my life, but I found the critical and crucial support I needed through other gay officers I met online. Today many of them are my closest friends. At the time I really felt as if I was the only gay officer out there and had a chip on my shoulder that I would face retaliation or hatred in the work place. Those fears and demons were all in my head. I created my own fears. What I have found is that if you’re a good officer and have the respect of your peers then who you love really doesn’t matter. I have gained more respect from my peers for being honest. Like I tell everyone. I’m not a gay cop. I’m a cop that happens to be gay. I currently serve as the LGBTQ liaison for the Irvine Police Department.

Currently I live in Orange County with my husband Cesar, and two biological children from my first marriage. It is not without his love and support through all the hardships of life and loss of loved ones that I would not be where I am at today. Love you dearly Cesar for all your love and support.”

Click Here To Order Your Copy Of “Coming Out From Behind The Badge.”

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“I came to Miami FL to attend college and graduated from Barry University with an Associates Degree in 1982. I graduated Miami-Dade College Police Academy in 1985. As a Metro Dade Police Officer   I was assigned to Intracoastal District where I was assigned to Uniform   Patrolman Crime Suppression and General Investigations before transferring to Headquarters to the Organized Crime section. 

I was promoted to sergeant and returned to uniform patrol for a short period of time. I then returned to the Organized Crime section until my retirement in 2013. During my tenure as a Organized Crime detective and sea rent i was assigned to investigate various cases including traditional new york style mafia, Israeli organized crime, street gangs, human trafficking and various other types of ethnic organized crime as well as murder for hire and murder conspiracies. 

During my career I quietly had a relationship  with a female detective in the same bureau … we had two wonderful boys until we separated. My new partner Diane  and me ex-partner Amanda and myself continued to have a wonderful relationship raising the boys until she was murdered in the line of duty. 

As much as Amanda kept her lifestyle quiet through the department when she was killed she outed us all. As a result, there were many changes made through many aspects of the department. Out of a tragic loss she made positive changes.

Diane snd I struggled  with keeping the boys staying  positive and going the right direction  and now both of our sons are attending college and use her loss to help others.”

Sergeant’s Mitchell shares her story in our new book, “Coming Out From Behind The Badge – 2nd Edition” available now for pre-order.  Click Here To Order Your Copy.

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Here is a look inside the table of contents and at the names of the amazing officers who graciously shared their stories with us and with you.

Click Here To Pre-Order Your Copy Of Coming Out From Behind The Badge.

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October 12, 2015 (Santa Rosa, CA) Author Greg Miraglia announced today the release of his third book, “Coming Out From Behind The Badge – 2nd Edition” is set for release on January 1, 2016.  This new book picks up where the first edition left off and offers 300 pages with new stories and content about being gay, lesbian, bisexual, or transgender in law enforcement.  This new book updates  Mr. Miraglia’s own story and features interviews, letters, and personal stories from real law enforcement officers from around the United States who are “out” on the job.

The 2nd edition includes new chapters explaining the difference between sexual orientation and gender identity, LGBT history related to law enforcement, an expanded guide for how to “come out,” and new advice for law enforcement executives on how to create an inclusive workplace free from homophobia.

“Coming Out From Behind The Badge” makes an ideal textbook for police academies and classes in community policing, administration of justice, public administration, and workplace harassment and discrimination prevention.  A new instructor guide is available to accompany the book to support teachers with course outlines, leaning outcomes, learning activities, and critical thinking questions.

Greg Miraglia has been working in law enforcement for 34 years.  He served three police departments rising to the rank of deputy chief.  He is currently the dean of the Criminal Justice Training Center at Napa Valley College and developed one of the first accredited LGBT Studies certificate programs in California.  Mr. Miraglia teaches community policing, human relations, and three courses in the LGBT Studies program.

Greg Miraglia wrote his first book in 2007 and said, “My goal has always been to support especially closeted gay law enforcement personnel and to help them come out in order to find the same happiness I have.”  Mr. Miraglia published his second book, “American Heroes Coming Out From Behind The Badge” in 2011.  Miraglia said, “Homophobia continues to be a pervasive problem in law enforcement throughout the United States.  This new edition of ‘Coming Out From Behind The Badge’ is designed to help law enforcement gain a better understanding of LGBT people within the ranks and out in the community with hope of eliminating homophobia.”

We are pleased to be working with our new publisher, Book Baby, to make this new book available through a variety of sources.  Pre-orders are now being accepted by online book sellers including Amazon.com and Barnes And Noble.  Wholesale distribution is available from Ingram, Baker & Taylor, NACSCORP, Book-A-Zine, BPDI Corp, Espresso Book Machine and their various subsidiaries and international partners.  The official release event and celebration will take place on April 9, 2016 at the 25th anniversary celebration of the New England Gay Officers Action League in Boston.

6″X9″  300 pages
Library of Congress Control Number 2015915288
Hardcover ISBN: 978682222478  Suggested Retail Price: $39.95
Publisher:  Book Baby
Recommended Categories:  Self-Help, Health and Sexuality, LGBT Studies, Law Enforcement, Criminal Justice, Community Policing, Diversity Studies, Anthologies

More information is available at www.comingoutfrombehindthebadge.com and www.outtoprotect.org.

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Lesbian, gay, bisexual, and transgender people are working in law enforcement professions throughout United States.  Hundreds of these dedicated professionals are already “out” and many are considered pioneers within their own agencies because they were the first to muster the courage to be themselves and to share their truth in the workplace.  These pioneers have changed the hearts and minds of many straight colleagues who haven’t necessarily been supportive in the past, but now stand side-by-side in support of their LGBT co-workers.  The fact remains though that homophobia remains a pervasive problem in law enforcement and there are still plenty of hearts and minds that need to be changed.  The purpose of coming out isn’t just about influencing others.  More importantly, coming out is about being able to live your life in the truth and free from the fear and intimidation that being in the closet creates.

If you are someone who is in the closet and hiding, this is your time to come out and to free yourself from a prison surrounded by shame and fear.  There is a huge family of LGBT colleagues waiting to embrace and support you.  It’s your turn this year to leave the closet behind and to come out and live your life as you were created to be.

We have many resources on our website to guide you through each step of the process. Just click on Coming Out at the top of the page.  You will find articles, inspirational videos produced by law enforcement professionals, a way to reach out individually for help.  Of course, we also have our two books that are filled with stories from people just like you.  And keep your eye out for our new book set for release on January 1, 2016.  Coming Out From Behind The Badge – 2nd Edition will offer you 300 pages of stories, advice, and much more.  And if you do come out, tell us about it.  Click on Submit A Story at the top of our webpage.

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LGBT Awareness For Law Enforcement – 2 Hours

Homophobia is fueled largely by fear and a general law of knowledge about sexual orientation and gender identity.  Non-heterosexuality can pose challenges for conservative belief systems and result in hostile work environments, civil litigation, and less than satisfactory service to the community. Two studies published 2013 and 2015 by UCLA’s Williams Institute showed that homophobia is pervasive throughout law enforcement in the United States.  These studies looked at internal and external events with law enforcement and LGBT people.

This program includes an interactive discussion of stereotypes and an explanation of the sexual orientation and gender identity spectrum.  It can also include strategies for handling LGBT related domestic violence calls for service and hate crimes investigations involving LGBT victims.

We begin this program with a strong statement of intent:  “We are not here to tell you that your religious beliefs, personal values systems or morals are wrong.  We are here to share information and to help you be a more supportive colleague and more effective in serving the LGBT people in your community.  To understand and accept someone else does not require your agreement.  As a law enforcement officer, you obligation is to treat everyone fairly and equally, regardless of their sexual orientation or gender identity and regardless of your own personal beliefs.”

It’s not a matter of if or when an LGBT employee will be hired – they are already working in law enforcement organizations throughout the country.  The issue is whether or not these colleagues of ours feel confident and comfortable coming out and being out at work.  When law enforcement officers understand LGBT colleagues, they are likely to be more comfortable in the field when serving LGBT members of the community.

Panel Discussion With LGBT Law Enforcement Professionals – 4 Hours

One of the most effective ways of learning about the LGBT community is to hear the stories of LGBT people who are working in law enforcement.  We have an amazing team of professionals with a wide range of age, rank, and experience.  We can bring a panel to your organization or, better yet, bring your organization to the LGBT community.  We can immerse you in the LGBT community by providing a walking tour of the historic Castro District in San Francisco and include a round-table style panel discussion with LGBT law enforcement professionals.  This experience has received high praise from new recruits to seasoned veterans.   Like the programs above, our goals is to increase awareness through education and experience.  Our intent is to create a non-threatening open environment where participants can ask questions and engage in discussion with our experts.

Click Here To Learn More

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It’s logical and likely wise to prohibit law enforcement officers from participating in political marches and events while in uniform.  And it’s true that law enforcement needs to maintain a politically neutral position whenever possible.  But gay pride parades are not political marches or exclusively political events.  They are produced in cooperation with municipalities and often with full support public and private organizations.  They are celebrations of our identities (identities that are present in every jurisdiction) in ways very similar to those celebrations of culture and nationality.  And just how police departments see benefit in making visible the Chinese members of the department during the Chinese New Year parade, so is the importance of making visible the LGBT personnel in gay pride parades.  In fact, I argue that it’s even more important to encourage LGBT personnel to march in uniform in a gay pride parade, because sexual orientation, unlike skin color, is something you cannot see during day-t0-day contacts with citizens.  In today’s world, LGBT adults and youth alike need to see themselves represented within the rank and file of law enforcement.  Pride parades provide an important and valuable opportunity for progressive law enforcement agencies that value diversity to demonstrate this value in a positive and celebratory way.

So why on earth, in today’s world, would any law enforcement executive deny an LGBT employee the opportunity to march in uniform in a gay pride parade?  Why is it that a police chief of a department with a mission statement that includes valuing partnerships, diversity within the community, and treating people fairly, openly discriminate by letting officers march in uniform in one parade, but not another.  How could a police chief see a community interest in having law enforcement be visible in a parade celebrating Chinese New Year, but not in one celebrating LGBT pride.  Does that chief think that there are no LGBT people in the city?  Almost every modern law enforcement agency claims to value teamwork and community, but does this include LGBT people?  And what kind of message is sent to the rank and file when Irish officers are allowed to march in uniform in the St. Patrick’s Day parade, but LGBT personnel are denied the opportunity to march in uniform in the gay pride parade.  Such denials are huge missteps and missed opportunities that conflict with the above stated values and mission.

Aside from the ethical and professional conflicts involved, denying an employee the ability to march in a gay pride parade in uniform may also be illegal.  The California Fair Employment and Housing Act prohibits any employer from engaging in discrimination based on sexual orientation (20 other states have similar prohibitions in place).  What this means is that if agency executives have allowed personnel to march in uniform in one parade, denying personnel the opportunity to march in uniform in a gay pride parade is clearly illegal.  You would think that this would be common sense for today’s law enforcement executive.  In 2011, a officer from the California Department of Corrections and Rehabilitation requested to march in the Los Angeles gay pride parade in uniform.  His request was denied because marching in uniform would “discredit” the department.   A civil rights attorney advocating for the officer threatened suit under the California law described above and the department quickly reversed its decision favoring compliance with the law.

In states where discrimination based on sexual orientation is prohibited by law, denying an employee the ability to march in uniform in a gay pride parade is illegal and opens the agency executive and government entity to a civil suit.  There are plenty of civil rights attorneys that would eagerly take-on a case like this.  Worse yet, this kind of denial communicates to employees and the community that LGBT diversity is not valued in the same way as other forms of diversity.  It’s a damaging and unacceptable form of homophobia that has no place in today’s law enforcement profession.

Police executives should be proud to have their employees represented in gay pride parades.  When an employee comes forward and asks to represent the department and to make themselves visible as a member of the LGBT community or as an ally, the executive should see this request as a great opportunity to bolster relationships with the community, to promote teamwork, and to demonstrate the value of LGBT employees.  Participation in pride events is an excellent recruiting opportunity and law enforcement leaders should eagerly embrace the wishes of employees to participate in this kind of community event.  We support individual employees and law enforcement agencies who participate in pride events in a very visible way, so get out there and march!

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I’m often asked by straight colleagues and friends about why “gay pride” celebrations are still relevant today.  Most who ask don’t have any knowledge of where pride celebrations even came from.  When I talk to those in law enforcement who ask, they are often surprised to hear that pride marches and today’s celebrations originate from unfair and brutal treatment of LGBT people by law enforcement.  Of course, the famous riot at the Stonewall Inn officially marks the anniversary that we remember each year, but why is it all still relevant today?

Despite the illusion that marriage equality is the ultimate civil rights accomplishment for LGBT people, the fact of the matter is that we are still largely second-class citizens even here in the United States.  In 29 states, if you are gay, you can be fired from your job.  There is still wide-spread discrimination in housing and adoption rights.  But aside from all of the inequities within the law, there is still a general lack of understanding and acceptance of people who identity as something other than straight.  This lack of understanding is particularly common for those in the trans community.  Law and policies don’t change minds and hearts, so no matter how much equality LGBT people might see within the legal right to marry and other changes in the law, there is still a great deal of work to do around gaining acceptance and understanding from the straight majority.

Although June is the traditional “Pride Month,” because of the anniversary of the Stonewall riots in 1969, today, around the world, pride celebrations take place throughout the calendar year.  And they are entirely relevant, useful, and necessary because of the opportunity they provide for visibility, recognition, and conversation about the LGBT experience.  Sexual orientation and gender identity can both be highly invisible aspects of identity.  In an unaccepting environment, people can hide fairly easily who they truly are.  So, the regular visibility of LGBT people in many places creates an “out of sight, out of mind” situation where thought, education, and conversation about LGBT issues doesn’t arise.  But when rainbow flags are hung, parades are marched, and festivals are held where our community can be seen, everything changes.  And even if the reaction and response isn’t entirely positive, at least people are thinking and talking about LGBT people.   Positive or negative, this conversation creates awareness that we are here; we are everywhere and maintaining a “don’t ask, don’t tell” mentality isn’t going to make LGBT people go a way.

Pride celebrations provide opportunities for politicians to makes supportive statements, for proclamations to declare statements of equality, and at least an annual focus on the many inequalities that still exist for LGBT people.  But let’s remember that our world is a much different place today and we can see this positive evolution reflected in the very nature of our pride celebrations.   In the early 1970’s, following the Stonewall riots, pride marches were really protest rallies demanding that abuses and brutality be stopped.  Participants in parades were often gay activists and rarely straight allies.  Observers along the parade route were largely LGBT people and, perhaps, a curious ally or two.   Today, we celebrate who we are and march with huge contingents of allies of all kinds.  People and corporations alike make themselves highly visible and this all creates examples for others to follow and visibility that creates opportunity for conversation.

Each year, we march with the San Francisco Police Department’s Pride Alliance in one of the largest gay pride parades in the world.  We encourage local LGBT law enforcement personnel and allies to join us because the more visibility we can create, the more awareness about the LGBT people working in law enforcement is possible.  We march to show that we are here within the ranks of agencies everywhere.  We march for that young gay person who aspires to join law enforcement some day, but who still thinks you can’t be L, G, B, or T and be a police officer, deputy sheriff, FBI agent, or any number of jobs in law enforcement.  We march to show our own community that LGBT people are represented within the ranks of law enforcement.  And we march as part of the greater need to show that LGBT people are a significant part of our population and deserve the same rights, acceptance, and understanding as everyone else in our country.

Being proud of who you are is not something that should be celebrated only one day, one weekend, or one month each year.  We hope you take the time each day to express your own sense of pride.  But do take an opportunity during this pride month to make yourself visible.  Display a rainbow flag, a pin, or sticker and march in a parade.  Create an opportunity for conversation with a colleague and help them to become an ally for you and the other LGBT law enforcement personnel who will follow behind you.  If you are not “out” make this the month you make yourself visible.  Come out, share your story, and start a change of heart in those around you.  You deserve to live your truth.  This is why gay pride celebrations are still relevant and still important for us all.

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Welcome to the final installment of our writing guide series. If you have been following along each month, you should now be ready to submit your story. Hopefully your writing experience has been rewarding and as much of a help to you as your story will be for our readers.

This month’s writing guide is focused on proof reading and making any final edits to your story. Remember, we will have our own editors take care of grammar, spelling and punctuation as well as resolving any style conflicts. We want your story to be in your own voice, so we will not change the content and overall tone. What you do need to do is to proof read for accuracy, chronology, and to be sure the content includes what you are comfortable with sharing. Once you submit your story and the book goes into print, there is no going back and no recalling details of your life that you didn’t really want to share with the world.

As you proof read, keep the reading audience clearly in mind. Remember that readers will be young people and allies who don’t yet understand the “LGBT world.” If you share any sexual experiences, please edit them so they would be appropriate for your mother to read. Have a clear point for sharing these kinds of experiences and focus on how the experience influenced your journey and less on the eroticism of the event. Please eliminate any profanity and take the time to explain any uses of police jargon or slang.

Reconsider carefully any names you use in your story. Remember that the actual names of people, agencies, and locations are less important than the circumstances of your story. We strongly recommend not using any real last names of people and to only use agency names after getting permission from the chief executive. Avoid using the real name of anyone associated with a negative experience or in a away that could ever subject you to any suspicion of slander or defamation of character.

One great way to test your story for clarity and flow is to have someone else read it from start to finish. Ask your reader to visualize and feel your story in the words you have written. Remember the goal is to take the reader into your life so that they can see reflections of their own life and experience in your story.

Finally, remember that there is no limit on the length of your story. If you’ve written it, then we intend to respect the importance of every word and will include it in the book. We do reserve the right, however, to edit out content that is not appropriate for young readers including overly sexual content and profanity.

Once you have completed proof reading your story, you are ready to submit it. Be sure to save your final version in a format that is compatible with Microsoft Word or Apple Pages. Do send your story using an image format that cannot be edited with Microsoft Word or Apple Pages. Now go to www.comingoutfrombehindthebadge.com and select Submit A Story from the menu at the top of the page. Follow the directions to upload your story. Once we receive it and confirm we can open and edit your document, we will send you a confirmation and you are good to go.

Thank you so much for taking the time to share your story. You have no idea how many men and women you have already helped.

The post Writing Guide Part 6 appeared first on Out To Protect Incorporated.

Over the last four months, we’ve prompted you with just a few questions to consider while writing your story. Everyone’s experience is different, and yet, there are common threads to be found in almost every story. And this is what our readers are craving. They want to see themselves in the stories of others and to know they are just like everyone else. Our readers want to see examples of how others maneuvered through the coming out process and found success as an “out” LGBT member of law enforcement. Your story can help others by not only sharing your experiences, but also by offering your own advice.

You may be thinking, “well I’m no expert,” or, “gosh, I don’t want to give any advice that might make it worse.” Well the fact is that you are an expert. There are also many “right” answers to the questions of how to come out and how to manage being an LGBT member of law enforcement. You are not expected to have the advice that will work for every reader. Just offer what you believe and let the reader decide for themselves if the advice is good for them.

We’ve come to the point where it’s time to think about how to conclude your story. We would like to include advice from everyone who contributes a story to this book. You can include your advice within your story as you move through your experiences and, or you can summarize your advice at the end in your conclusion. Your conclusion should also include your hopes and vision of your future. What is it that you want? Promotion? A relationship? A family? Where do you see yourself in ten years?

As you consider what advice you want to offer, imagine yourself in a classroom filled with LGBT police recruits and working law enforcement professionals. You are the teacher and giving a class on being LGBT in law enforcement and how to come out. What would your lesson include? What are the most important take-aways from your story that you want the audience to remember? This is your chance to really leave the reader with a “gold nugget” that they can use in their own lives.

You have just 60 days to finish up your story and submit it through our website. Next month, we will focus on proof reading and finalizing your submission.

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This month we offer you part four of our six-part writing guide series. If you are just joining us, we’ve been workshopping the writing of our stories since January in preparation for the June 30, 2015 submission deadline. We recommend going back and to Writing Guide 1 and reading these guides in succession for the best story results.

Another significant obstacle preventing LGBT people from coming out is an inability to reconcile religious faith with sexuality. Religion and spirituality can be an extremely important part of being successful in law enforcement in terms of keeping an officer grounded or centered. Unfortunately, for many LGBT people, when they are unable to reconcile their faith and sexuality, they make a decision to abandon their faith entirely simply to be able to accept themselves.

Religion may or may not have been a part of your own experience. If you did not grow up in a religion or do not practice one now, you can take this month off. You are also more than welcome to share any thoughts you have about this aspect of life. But if religion was a part of your life growing up (and or still is), take some time to consider the following questions:

What happened with your faith when you discovered your were L,G,B, or T?
What messaging did you hear from your religious leaders about being LGBT?
How did you reconcile your faith with your sexuality?
How does your faith support you now as a law enforcement professional who is also part of the LGBT community?
Did religion create conflict with your family and friends or prevent you from being accepted after coming out?

Next month we will talk about how to wrap up your story and how to offer advice for readers.

The post Writing Guide Part 4 appeared first on Out To Protect Incorporated.

httpv://youtu.be/3Q-asJhouM8

Listen To The Radio Program Here

Learn More

UCLA Williams Institute
November 2013 UCLA Williams Institute study on homophobia within law enforcement
March 2015 UCLA Williams Institute study on law enforcement homophobia with the LGBT community
Outbeat Radio

The post Homophobia In Law Enforcement appeared first on Out To Protect Incorporated.

The San Francisco  Police Department has long been perceived as being one of the most diverse organizations in the country.  The department serves one of the most culturally diverse and politically challenging communities in the country.  I know from experience that they have been leaders in providing diversity training, in recruiting diverse candidates, and in promoting acceptance and inclusion.  And even in an organization like this, evidence of intolerance, bigotry and a perception of racism exists.  In this week’s news, the department announced the investigation of ten police officers who are accused of exchanging text messages with racist and homophobic language.  San Francisco PD’s Pride Alliance (the LGBT employees association) condemned the actions of these officers in a press release and demanded a full investigation.  An attorney for one of the officers said his client didn’t really mean what they said, but that they were “just blowing off steam.”

Shouldn’t officers be entitled to privacy in their communications with one another?  And what about an officer’s First Amendment Rights?  We wouldn’t be hearing about this story if it were private citizens involved, right?  In my mind, police officers are public officials who are empowered with the responsibility and authority to protect the Constitutional Rights of all.  This responsibility includes providing due process and equal protection of all people in accordance with the 14th Amendment.  No, they don’t have a right to use or utter racial or homophobic slurs, even when “blowing off steam.”

The conversation today about racism and bigotry within law enforcement in this country is lively.  I do sincerely believe that the line and share of law enforcement professionals working the street are hardworking people with a good heart.  Unfortunately, the actions of a few end up casting a dark shadow on the many and we don’t seem to be able to rid our profession of these unprofessional and unworthy members.  What I find most disturbing is that stories like the one above are not isolated and that, despite how far the rest of society has come in its acceptance and understanding of LGBT people, law enforcement continues to be way behind.

This month, UCLA’s Williams Institute released another study on homophobia within law enforcement.  You might recall the study they released in the fall of 2013 highlighting homophobia within the law enforcement workplace.  This new study looked externally at how law enforcement treats citizen members of the LGBT community and the results are very similar.  Here are the first two paragraphs from the executive summary.

“Discrimination and harassment by law enforcement based on sexual orientation and gender identity is an ongoing and pervasive problem in LGBT communities.  Such discrimination impedes effective policing in these communities by breaking down trust, inhibiting communication and preventing officers from effectively protecting and serving the communities they police.  While a patchwork of state, local, and federal laws provides some protection against certain forms of discrimination, there is no nationwide federal statute that comprehensively and consistently prohibits discrimination based on actual or perceived sexual orientation and gender identity.

…Data from a wide range of sources show that such harassment and discrimination is greatest for LGBT people of color, transgender person and youth.” – UCLA Williams Institute, March 2015

Like the report on homophobia within law enforcement published two years ago, this one is just as damning.  Both demonstrate that homophobia is a pervasive problem, but this one goes a step further in linking race as an associated problem.  The data suggests that racism and homophobia are connected and so I don’t believe we can talk about one problem without including the other.

San Francisco Police Chief, Greg Suhr, responded to the allegations against his officers with an appropriately strong statement that included a commitment to fire the offenders if the allegations prove true.  And while this kind of administrative leadership and commitment is important, the damage to community trust has already been done.  That damage extends well beyond the borders of San Francisco just as does the damage done from incidents in Ferguson, New York, and every other place where racism is at least perceived to be.

The question now is what is to be done?  As stated already, the fall-out is a loss of trust between the police and the citizens they are paid to protect.  Trust is something that can be compromised with one action, in just seconds, or with one text message.  But, trust takes years to rebuild and reclaim; just ask LAPD following the traffic stop in 1991 with Rodney King.  The UCLA study suggests that a federal non-discrimination law that includes sexual orientation and gender identity is one way to combat homophobia, but from my experience, laws and policies are really only useful for punishing offenders after the damage has been done.  These laws are important, but they don’t make people whole after being victimized.

The Williams Institute identified training as being one of the recommendations for remedying this problem.  They also recommend departments reach out to LGBT communities and establish liaisons with this community.  In my mind, these are the two most effective ways to change hearts and minds and to build relationships between police and the citizens they serve.  Training on differences such as race, sexual orientation, and gender identity need to be on-going and part of the “perishable skills” inventory of training.  Cultural diversity training has never been viewed with the same value as officer safety and tactics, but it should.  How an officer relates to others who are different is at the heart of this issue and, in my mind, there is a very close correlation between relating effectively and preserving safety.

Homophobia and racism are very much the same thing and originate from ignorance and fear.  The prescription for dealing with homophobia in law enforcement remains the same and includes a heavy does of education and awareness.  As LGBT members of law enforcement, we can take an active role in helping our profession evolve by being “out” and by sharing our stories.

We need to evolve the hearts and minds of every law enforcement professional so that, even when “blowing off steam,” the utterance of a racial slur or homophobic term never even comes to mind.  We need to train, constantly, our officers how to maintain a clear and conscious awareness of the individual biases we all have.  When we know our biases, we will always be in a better place to monitor how those biases impact how we see others and how they impact our decision-making with those we come into contact with.  This is critical, because the decisions law enforcement officers make every day involve our civil rights and the protection of those rights – a responsibility that is at the core of every law enforcement officer’s job.

Click Here To Read The UCLA Williams Institute Study

The post The Ugly Truth appeared first on Out To Protect Incorporated.

Welcome to part three of our six-part writing guide series designed to help you write your story for our next book. So far we’ve covered the writing parameters as well as aspects of your law enforcement career that you should consider including in your story. If you haven’t read the first two guides, we recommend doing so first before starting this one.

Our coming out is the one most common experiences we share as LGBT people. I don’t care how old you are, the common conversation among LGBT people I’ve witnessed is the exchange of stories about how we struggled through coming out – who we told first, how did it go, why we waited so long, important people who supported us and those who didn’t. These are all of the aspects of the coming out process that our readers are most interested in. They may seem mundane or boring to you, but remember our audience. Our readers include people who are struggling with coming out, straight allies who want to understand the experience, and college students who are using this book as a text in order to learn about the LGBT experience. The core of our purpose for this book is to help closeted LGBT people find a way out. The best way to do this is to provide examples of how others did it.

For this section, think about your experience telling your family and friends and consider these important questions:

When did you decide to come out and what prompted you?
Who did you first tell and how? Why them?
How did you tell your family and how did they react?
How did you tell your friends? Did you get the kind of support you expected?
What mistakes did you make? If you had to do it again from the beginning, would you do it differently?
How did you first same-sex relationship come about?
How did working in law enforcement impact your relationship?
If you were not “out” at work, how did you manage your relationship?

The fear of rejection is one of the most common and powerful forces that keep people from coming out. As you write this section, imagine sharing your story with a group of people who desperately want to come out, but who are afraid of loosing their family and friends. You might want to offer advice now or you can include it at the end of your story. In all cases, you perspective and advice is important, so think don’t be shy.

Next month we will talk about religion and reconciling faith with sexuality.

The post Writing Guide Part 3 appeared first on Out To Protect Incorporated.

Oscar winning screen writer Dustin Lance Black talks about this belief here.  Watch and listen to his story.  And then write yours and help change law enforcement for the better.

httpv://youtu.be/1m-ELWr8dRo?

The post The Power Of Sharing Your Story appeared first on Out To Protect Incorporated.

As promised, we are publishing the second of our six-part writing guide series designed to help you write your story to share in our next book. If this is the first guide you are reading, we highly recommend going back one month and starting the series from the beginning. In the first guide, we gave you some starting places and posed some important questions to answer in your story. This month, we are focusing on some parameters for content to help you avoid putting yourself at risk personally and professionally.

Throughout your writing experience, it is most important to keep in mind the audience who will be reading your story. We know from experience that our audience includes young teens, LGBT people who are closeted, LGBT people who are out, straight allies, your own colleagues, and your own mother! With all of this in mind, please do not use profanity in your story and do not include detailed descriptions of your sexual encounters. Humor is usually always good especially if you can make the reader laugh out loud as they read. If you use jargon, codes, or slang, be sure to explain the meaning of those terms. Our intent is always to preserve your voice in your own story and we will not edit out content other than what we’ve just mentioned.

For our readers, the real names of people, places, and law enforcement agencies are not as important as the story itself. In fact, you don’t even have to use your own real name in the story or as the contributor of your story. We recommend against the use of any last names for any of the people in your story and to use only the first names of people you talk about in a positive way. If you include negative experiences, avoid using any real names or setting yourself up in any way for an accusation of slander or defamation of character. Before using any agency names, be sure to check your department’s policies and get permission from the agency head. Again, always think of the reader and how the use of names relates to your story.

Since this is a book targeted for law enforcement audiences, including those currently working in the field as well as for those prospective applicants, consider including all of the events in your life that connect to your work in law enforcement. Here are some questions to think about:

How did you get interested in law enforcement?
Did you ever fear being LGB or T would prevent you from getting in?
What was your recruitment and hiring process like?
Were you “out” during the background process? How did you handle it?
What was your academy experience like? Were you out?
What was your experience in the field training program?
Did you bring your partner to any department activities or events?
What challenges did you face along the way?
Did you ever experience any discrimination? How did you handle it?
What other life events happened that influenced your decision to come out or not during this time? How did you handle them?
Are you “out” as work now? If so, how did you come out?

The answers to these questions are really central to the purpose of the book. As you write about these experiences, think about what would be important for your chief executive to know in order to make your agency more LGBT accepting. What would help a straight ally be better for future LGBT employees? Don’t be afraid to share humorous or awkward situations. Making readers laugh with you is a good thing.

Next month, we will focus on other aspects of your life that are important for our readers.

The post Writing Guide Part 2 appeared first on Out To Protect Incorporated.

The most common response I get when talking to law enforcement professionals about being part of our book is, “My story isn’t very interesting.”   My response is always, “Perfect.  That’s just what our readers are looking for.”  The purpose of sharing stories in books like “Coming Out From Behind The Badge” and “American Heroes Coming Out From Behind The Badge” is to inspire those too afraid to come out to find the courage necessary to come out and to live their lives as they were created to be.  We want readers to see themselves in the stories of those who have come out and found success.  Of course, there are always challenges and, perhaps, some excitement in some of the stories we receive, but no matter how easy or challenging your journey has been, there is great value for others in what you have to share.

I am looking for stories from men and women, young and old, from the west coast, mid-west, and the east; from the north to the south in large agencies and small.  Our readers include young teens who wonder if a law enforcement career is a possibility for them as well as middle-aged and senior members of law enforcement who have been struggling for years with their sexuality.  Our books have been used in college classes around the country to help students understand what being L, G, B, or T in law enforcement is like.  Your story can educate, inspire, and might even save the life of a closeted LGBT member of law enforcement who is on the verge of giving up because they don’t see a way out.

We have established a timeline for this project that includes a deadline for all story submissions of June 30, 2015.  Our goal for publication is April 2016.  Stories can be submitted at anytime by clicking on Submit A Story at the top of our website.  Your writing does not have to be perfect as we have a professional editor who will clean up grammar, spelling, and punctuation so that your final story looks and sounds great.

For each of the next six months, we will publish an article with some coaching on how to write your story.  Of course, you don’t have to wait for us to get started, but for those of you who would like some regular coaching, just follow along and work on your story a little at a time.  So let’s get started!

Writing Guide 1 – Where To Start

The first question to consider is where to begin.  Our readers include young and old and they want to find commonality in their own life experiences.  One central theme I will be using in this book is “life is a journey.”  Who we are today is shaped largely by the events we’ve witnessed and experienced and those people we meet along the way.  Think about your life’s journey so far.   Consider these questions:

What events did you experience that shaped your coming out experience?
Who are the people you met along the way that inspired you to come out or who kept you in the closet?
What messaging did you hear growing up from your family, teachers, religious leaders, and schoolmates about being LGB or T?
When did you first realize your sexuality and how did you know?
What inspired you to pursue law enforcement as a career?
What part did religion play in your life?
How did you reconcile your faith and your career with your sexuality?
When did you come and how did you do it?

This is a good list of questions to get started with for now.  As you write, imagine you are talking to your best friend.  Take that person back into your life so that they can see it and feel it as you did through your words – be descriptive.  Take your time and don’t worry about how long your story becomes.  Most finished stories end up being at least 5 pages, but we have some that are over 20 pages, which is great, so just write.

My suggestion is that you set up a document on your computer that you can access easily as ideas and events come to mind.  Start out by outlining the major points in your life that you want to include.  The questions above can serve as the framework for an initial outline.  In the coming months, I will prompt you to think about more specific things to include as you wish.  The most important thing now is to get started!

You can always use Contact Us link at the top of our website to ask questions and to get help.  Thank you in advance for your interest and participation.

Greg Miraglia, Founder and CEO – Out To Protect

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Since our first book, “Coming Out From Behind The Badge” was published in 2007 and our second book, “American Heroes Coming Out From Behind The Badge,” was published in 2010, we have heard from law enforcement professionals from around the country about how helpful, inspiring, and motivating the stories contained in the books have been.  We heard from hundreds of college students, who read our books as part of a college class, about how the stories educated them about LGBT people.  We also heard from police chiefs and straight allies about how the stories “opened their eyes” to the hidden struggles that are going on in their own departments.   But despite this progress, we know from research done by organizations, such as UCLA’s Williams Institute, that homophobia in the law enforcement profession is still pervasive and that there are still many LGBT law enforcement professionals who are still hiding deep the closet.  The good news is that the climate in our country is changing quickly.  The elimination of the military’s “Don’t Ask, Don’t Tell” policy and rapid expansion of marriage equality across the country is creating a greater awareness of LGBT people in law enforcement and an interest from law enforcement leaders and straight allies to learn more.  With all of this in mind, we have decided to continue our work with a third book.

We are now accepting contributions from professionals working in the law enforcement, corrections, 9-1-1 dispatch, fire service, and emergency medical services to include in our book.  This book will focus on the journeys of lesbian, gay, bisexual or transgender members of the public safety professions described above and what events and people shaped who they are today.  We are looking for stories and advice from people of all ages, races, nationalities, and religions to take part.  Your story can memorialized in print forever as part of your legacy that will help generations for years to come.  Every story is important and we are not looking for the most sensational or most challenging life to share in this book.  Readers are looking for stories in which they can see themselves and what could be possible for them in the future.  We hear all the time, things like, “oh, my story isn’t interesting,” or, “nothing happened when I came out, so I don’t have anything of value to share.”  If this is what you are thinking, then it’s your story we want!  Every journey is important and you have valuable experience and advice that can truly make a difference.

You don’t have to be a professional writer or even worry about use of proper grammar, spelling or punctuation as we have a professional editor who will take care of making sure your story reads well and conforms to a consistent style.  You can write your story out from start to finish or you can complete our online interview that will walk you through a series of questions that will result in a finished story.

Any proceeds earned from this project will go directly to fund scholarships for LGBT law enforcement students and training grants for public safety agencies to fund LGBT awareness programs.

Click Here To Learn More About How To Get Started.

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All my life I have followed my dream of becoming a Peace Officer. I have worked hard to reach my goals in life. I have struggled and I have cried. There was always part of me growing up that made me feel hindered about reaching my goals. I’ve know I been gay since I was a little boy. I can remember as far back as elementary school having this strange feeling in my stomach about a fellow class mate; freaked out because I’ve never had this strange feeling before. At the age of 13, I became the youngest Police Cadet. I was held to the same standards and had to pass the same test as everyone else did to be come a Police Cadet. But once I became a Police Cadet I quickly learned how being gay was not ok in Law Enforcement by me fellow peer’s, that most of Solano County was very homophobic! This experience truly made me feel like I was going to be the only gay Peace Officer in the world. I thought I would have to be closeted my whole life. I finally reached the age of 21 and went through the Napa Police Academy. Going through the Academy changed my life forever! Something happened that I would have never thought of happening in a million years. I finally came out as a Gay Man!! The warmth and support I received from my family and friends was absolutely amazing (to say the least), and I owe this major life-changing event to Greg Miraglia, who helped me and showed me it’s ok to be who you are!

I finally went to my first Gay Pride parade in 2012 in San Francisco and marched with the San Francisco Police Officer Pride Alliance, a truly amazing feeling!! Later on that year I was hired by the Solano County Sheriff’s Office as the first openly Gay Deputy Sheriff, something I would have never seen in a millions years!! The over whelming support I’ve received from my co-workers has been inspiring and amazing. Now for the first time in my life I will be marching in the SF Gay Pride Parade in my Solano County Deputy Sheriff’s uniform with my amazing Boyfriend Devin Kasper and the San Francisco Police Department.

The reason why I write all this today, is because just a few short years ago I’ve would have never thought I would have ever been writing something like this, yet alone marching in a Gay Pride parade in my Uniform. The reason why I march in the Gay Pride Parade is not to rub in people’s faces that I am gay, t’s to show people to stand up for what you believe in and follow your dreams. Take the risk, jump through the hoops, and see where life takes you. March in the Gay Pride parade to show other people that’s it’s ok to be gay, that they can be loved, have a family and friends, to marry the one you love, and you can be who you want to be. It truly a is an amazing feeling that’s truly indescribable when you’re marching down Market St in SF and there is over a million people there supporting you and saying its ok to be who you are! I march because I hope that one day no one person has to feel or go through the struggle I have gone through. So if you’re free this Sunday, 06/29/14, come out and support Equality! you don’t have to be gay of course, because believe it or not, the biggest impact of support comes from our straight allies!! I hope to see you all and thank you all for making a difference in my life!! 

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I started junior high school, 7th grade, at Joaquin Moraga Intermediate School, in Moraga, California,  in September of 1976.  It was my first day at this new school and my first experience going to 7 different classes a day.  I remember nervously walking into my first period class with Mr. Lippincott.  He taught social science and history.  To this day, I can remember his smile and amazing ability to tell stories.  For a history teacher, bringing events that were hundreds of years old alive for students was a required talent and he could do it so well.  He was always ready with a smile, spoke in a deep voice, and had the demeanor of grandfather.

The last class of the day for me was an art class with Mr. Mast.  He had red hair. blue eyes, and a large handle-bar mustache.  He spoke always in a low voice, slowly pronouncing each word in an almost melodic way.  His mannerisms were stereotypically gay and the kids in his class, especially the 8th graders, were viciously mean.  I had never seen students treat a teacher with such open disrespect and I remember feeling really bad for him.  I remember thinking that he was probably gay, but of course in that year, a teacher would never disclosed that to students.

When I look back, it was clearly in 7th grade that I knew my attraction was different from my male peers.   What I didn’t know is that Mr. Lippincott and Mr. Mast were both gay and had been life-partners for many years.  I learned of their amazing 40-year relationship just a few years ago.  During the time that I was their student, California voters were considering Proposition 6, “The Briggs Initiative.”  California Senator John Briggs proposed a law that would have banned any gay person from being a teacher in California.  It would have required the school district to fire both of my teachers simply for being gay.  Of course, they were not openly gay on campus, but their colleagues knew and simply didn’t talk about it.  In fact, there was a lesbian couple teaching at the same school at the same time.  I can’t imagine the fear all four of these teachers must have experienced while teaching me and while I was fearing who I was at the same time.   Fortunately, Proposition 6 failed, due in large part to the efforts of Harvey Milk, without fear, took on this openly homophobic initiative.

I reconnected with Mr. Lippincott in June of 2012.  He was 85 then and living in a convalescent hospital in Oakland, California.  He told me his partner of 40-years, Walter Mast, passed away back in 2003, the year the United States Supreme Court finally declared sodomy laws to be unconstitutional.  I recently found Mr. Mast’s obituary and it referred to Ray Lippincott as “his close friend.”  There was no mention of their tenure together or anything more about their relationship.  Mr. Lippincott told me he read my own story from a copy of my first book that I sent him and shared that he had grown up in the very same neighborhood where I now live in Santa Rosa.  In a letter I sent with the book, I told him how amazing it would have been for me to know he and Mr. Mast as two gay men and partners at a time when I thought I was completely alone.  But I can only imagine how alone both of them felt when they were in 7th grade.

Aside from history and art, I learned a lot from Mr. Lippincott and Mr. Mast.  Their story and my experience with them reminded me how important it is for young people to have good role models and, for young LGBT people, how important it is that their gay teachers be “out.”  Mr. Lippincott and Mr. Mast didn’t have that ability and it would have put themselves in harms way if they were “out” in 1976.  But in today’s world, at least here in California, teachers have employment protection and have the ability to be “out” to their students.  Now, as a teacher myself, I will honor these two men by reaffirming my own commitment to being “out” to and for my students and to be the best role model I can be.  Like teachers, law enforcement officers are important role models and have the same ability by being “out” in support of LGBT youth.  If you are an older LGBT law enforcement professional and remember the fears you had thinking you were all alone back in 7th and 8th grade, consider the power you have today to make it better for LGBT youth today by being “out” and proud.

Thank you Mr. Lippincott and Mr. Mast for all you taught me.

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For young LGBT people, the world is a very different place.  I would never assert that anyone has it “easier” today, because many young people still fight through immense struggles realizing who they are and with coming out.  LGBT youth continue to be 3 times more likely than their straight peers to attempt suicide and are more likely to abuse drugs or alcohol.  But, as a whole, at least in the United States, LGBT people have made significant gains in acceptance, understanding, and are inching toward realizing full equality.  There are many heroes who sacrificed a great deal to make our lives as LGBT people easier, more visible, and more equal today and we should never forget them.  Pride month is a time to remember and honor those who have done the hard work before us.

Over the last ten years, there has hardly a day gone by when LGBT people haven’t been in the news.  Since Stonewall, the LGBT civil rights movement has accelerated faster each year and  today we are witnessing history being made as this movement continues as a furious pace.  Take a look back and some of stories that have been in the news during our time.

httpv://www.youtube.com/watch?v=u62OtM_vt5k&list=TL40mULOb_tVbFtX4Bq8s-ZUQTJiUTEDem

httpv://www.youtube.com/watch?v=lfN4LTEieAY&list=PL2A8A5CF473C68705

Here in the United States, we have so much to celebrate this year at Pride.  Since just a year ago when the United States Supreme Court struck down the Federal Defense Of Marriage Act and essentially affirmed Judge Vaughn Walker’s decision about Proposition 8 in California, same-sex marriage bans have fallen like a line of dominoes.   In fact, as of today, there isn’t state in the union where marriage equality doesn’t exist or where there is an appeal pending with a higher court challenging a law or ban.  Not one judge has ruled in support of a law banning same-sex marriage or supported a voter approved ban on the same.  As of today, the majority of gay Americans live in a state where marriage equality exists.  Governors and attorney generals in many states have said publicly that they will not support existing bans and will not fight the appeals.  Take a look at where we stand.

One of the many LGBT pioneers that we should never forget and who made the ultimate sacrifice in the fight for LGBT civil rights is Harvey Milk.  On May 22 of this year, Harvey Milk Day in California and on what would have been Harvey’s 84th birthday, the U.S. Postal Service released the first-ever postage stamp honoring the first ever openly gay person. Harvey Milk believed in the power of hope and he talked about how coming out would be the key to changing the minds of hearts of those who opposed LGBT civil rights.  Harvey talked about importance of giving young LGBT people hope; in essence suggesting, “it gets better.”  During the dedication ceremony for this stamp, U.S. Ambassador Samantha Power remembered Harvey Milk’s message of hope and talked about what has happened since his murder in 1978.  Listen to what she says about “hope and change.”

httpv://www.youtube.com/watch?v=I4P1JYmC-24

httpv://www.youtube.com/watch?v=X9vol-8HYEc

And while the tide has move so quickly this last year in our favor, in other parts of the world a tide of equal force is moving in the opposite direction.  Russia and Uganda are two countries of several this year that enacted new laws criminalizing homosexuality.  Think about it.  In Russia, the display of a rainbow flag – a display of gay pride – is a criminal offense.  Pride celebrations are illegal.  In Uganda, a new law subjects those engaging in homosexuality to life in prison.  What we take for granted is now a crime in other parts of the world.  In fact, in 81 countries, laws exist in one form or another that make it a crime to be gay.

As law enforcement professionals, our job is to protect the civil rights – human rights – of everyone.  As LGBT people, this part of our job becomes a very personal one.  It’s too easy to sit back and forget that so many people in this world, just like us, face an outright denial of fundamental basic human rights.

I hear from LGBT people from time to time that they are “tired of pride” or that “pride celebrations aren’t really necessary anymore.”  In my mind, that couldn’t be further from the truth.  While it is very true we’ve made some huge gains in many parts of this world, including our own place here in the United States, we are far from realizing full acceptance and equality.  And for our brothers and sisters in other parts of the world, the situation has become much worse.  These countries have regressed backwards to decades way before Stonewall.  It’s a dangerous change to say the least and it’s a unique one to this particular civil rights movement.

This year, more than ever, we should all celebrate pride.  Do it because you can.  Do it because there are so many other people in this world who can’t.  And to take this one step further, I  challenge you to celebrate pride, not just in the month of June, but every day of the year.  Do it for the young people who still struggle and give them hope.  Do it for the many still closeted LGBT law enforcement professionals who we work side by side with to give them hope.  Do it for yourself and to honor people like Harvey Milk who helped bring about change.  Be proud of who you are both as a dedicated member of law enforcement and as a member of the LGBT community.

Have have you done today to make you feel proud?

httpv://www.youtube.com/watch?v=XeLwQCBNmec

Happy Pride!

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As the Supreme Court embarks on a momentous decision about the rights of gays and lesbians to marry and the federal Defense of Marriage Act, I am compelled to recount my experience as Provincetown’s first openly gay officer, in June, 1980. During those times, gays and lesbians were openly discriminated against, and gay men were frequently the target of “gay bashing.”

I worked as a Seasonal Police Officer during the summers or spring-summer-fall in 1980, 1981, 1982, 1983, and 1987. Once I acknowledged it, the news of my sexual orientation spread like wildfire; it seemed that the entire population of P-Town and Truro knew within 24 hours. When it became known, I was ignored, my life was threatened, and on one occasion, an Auxiliary Police Officer stood by while I was fighting an arrestee. He did not back me up! After what felt like an eternity, Officer Robert Russell (ret.) came to my aid. Setting the tone for the rest of my time there, Officer Russell took me and the arrestee to jail in the police car and made the Auxiliary walk. Chief James Meads (ret.) promptly terminated that Auxiliary Officer.

My sexual orientation was not an issue ever again. I attribute that to the character and integrity of the men and women of the department, including dispatcher Joan Russell, my most regular partners Auxiliary Officer Gerard Menangas, and Regulars Robert Russell, Barry Meegan, Bill Burrell, and Warren Tobias (all ret.), and to the leadership of Chief Meads and then, Chief Robert Anthony (ret).

Every one of the “Regulars,” the remaining Auxiliaries, and the Sergeants treated me no differently than any other officer. That filtered down to the building’s custodian Richard Greene and to the Equipment Custodian, Timmy Caldwell. I have been a criminal lawyer since then, either as a prosecutor or as a defense attorney and have interacted with hundreds of officers. None of them outshine the PPD.

Excluding my not getting backup that one time, my experience as a Provincetown Police Officer has colored my entire life and career. The PPD is the measure against which I evaluate all police conduct. We did not harass, intimidate, hit with clubs, or beat people up. We did not lie, fabricate, or exaggerate. Of the hundreds of arrests I either made or was involved with, there were no fights – only what I call ‘wrestling attempts to subdue.’ When an arrestee was unruly in the back seat of the police car, Tasers hadn’t been invented yet and we did not beat them – I simply sat on them until we reached the jail.

I am proud to have been a Provincetown Police Officer. Thank you to all of you.

Martin Alperen

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The mission of Coming Out From Behind The Badge as an educational initiative is to inspire and support gay, lesbian, bisexual, and transgender members of law enforcement who are closeted or in the process of coming out.  Our goal is to eliminate homophobia within the law enforcement profession through education and awareness. 

Of course, the cornerstones of this educational initiative will continue to be the books, “Coming Out From Behind The Badge” and “American Heroes Coming Out From Behind The Badge.”  While we will no longer be selling copies of these books directly from our websites, They can be ordered through our site directly from the publisher as well as from a variety of online book sellers, such as Amazon.com.  We will also continue to recommend other books and media that have messaging consistent with our mission.  We will continue sharing LGBT related news on our Facebook and Twitter feeds as well as to participate in LGBT law enforcement organizations and conferences.

Moving forward, we will expand our outreach and education by providing role models, speakers and programming for law enforcement that promote an understanding of LGBT issues in law enforcement.  The proceeds from all of this work as well as the continuing sales and royalties earned from our books will go to funding our scholarship program and the minimal amount of overhead all of this work requires.  As we grow, we hope to expand our scholarship offerings and create grants to fund training for law enforcement that is consistent with our mission.  Be sure to “friend” us on Facebook and follow us on Twitter to stay informed about these new opportunities.

“Now that my books have become established and are widely available, it’s time to focus all of our attention to eradicating homophobia from within law enforcement.  The members of the Board of Directors of Out To Protect will guide this work with great skill and I’m excited to see the educational aspects of Out To Protect’s mission be realized by this merger.” – Greg Miraglia

Click here to learn more about how you can support our work.

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Catalina Hernandez – Ever since middle school I knew I wanted to be involved in law enforcement. I attended college at UC Davis and graduated with a bachelors degree in Sociology and Chicana/o Studies.  This was one of the best decisions I have made, and it was through my double major where I gained a better understanding of issues ranging from inequality, race, class, gender, criminology, law, etc.  I began working for the UC Davis Police Department as a campus security officer during my sophomore year of college, and later enlisted in the Army National Guard in order to gain more experience. During my final year of college I had the opportunity to join the first cadet program for UC Davis Police Department which solidified my desire to pursue a career in law enforcement. I was chosen as one of the top three cadets who would be sponsored to go to through the academy and upon completion be hired with the department. The twenty plus weeks I have experienced here at the academy have not been easy. Aside from the academy curriculum and physical requirements, this has also been a self-development experience for it would was the first time I came out to a large group of people that I did not know very well.  I had always been careful about who I came out to and always worried too much about how my co-workers or peers would treat me.  Coming out to the then-strangers was a liberating experience because I no longer had to hide any part of who I am.  This experience has definitely impacted other aspects of my life and I am now striving to live my life more openly.

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First of all, we all know that the holidays are some of the most stressful time in family life.  While they are supposed to be time to reunite, celebrate, and to be together as a family, there is often tremendous stress involved for everyone.  Coming out is a special and significant event that requires great consideration of time and place.  The Thanksgiving or Christmas dinner table is not the right time or place.  While I recognize every situation is different, I don’t think a holiday event is the right time or place to share such a personal and important part of your life.  For almost everyone I’ve ever talked to, telling your parents you are gay is one of the most challenging conversations to have.  You want to be sure there is time for your parents and other relatives to process what you are sharing, to ask you questions if they wish, and to think about what you shared without the many distractions the holidays bring.

Coming out to a parent or relative should be a special time between you and that loved one.  Set aside time for just the two or three of you that allows time for reaction, discussion, tears or joy or sadness, whatever the case may be.  Allow enough time for everyone involved to process the experience and always have a way to escape if the situation doesn’t go as planned.  The last thing you want over a holiday is to be trapped in the same house with no place to go.

Another related question we often get is if you should bring your boyfriend or girlfriend home to be with you when you share your news.  Again, I think this is a bad idea.  You are putting everyone, including your boyfriend or girlfriend, in a bad situation if things don’t go well.  The first step is to tell your parents about yourself alone.  If things go well, then consider the best time to introduce your partner.  Remember, parents need time to come out as well.  They need to work through how to share the news with relatives and “surprising everyone” on a holiday has too much risk for everyone.  After coming out, ask your parents about bringing your partner home for the holidays.  If they are not comfortable, then you can make a decision about whether to go or not.  But, just showing up puts everyone involved in potentially an awkward place.   This is all about protecting you, your own feelings, and those of your partner.  Again, I think introducing your partner to your parents is an event best scheduled away from the holidays.  Allow time for your parents to really get to know your partner without the distraction of preparing a meal for 30.

With all of this said, I’m all about coming out.  Make it a priority and take the time to plan it out carefully.  This is an important part of yourself that desires a holiday of its own.  There is no need to share this major event with the mashed potatoes or any other dish at the Thanksgiving dinner table.

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“Employment discrimination and harassment based on sexual orientation and gender identity is an ongoing and pervasive problem in law enforcement and corrections departments. Ninety-five documented cases of discrimination since 2000 show that this discrimination not only impacts LGBT officers, but those who are perceived to be LGBT, associate with LGBT officers or community members, or who have spoken up against such discrimination. In addition, such discrimination not only harms law enforcement and corrections officers, but impedes effective community policing, in particular in protection of and cooperation with the LGBT community. While a patchwork of state, local and federal laws provides some protection against certain forms of discrimination, there is no nationwide federal law that comprehensively and consistently prohibits employment discrimination based on actual or perceived sexual orientation and gender identity.
This report updates a 2009 Williams Institute report on discrimination in public employment, which found that over 40 percent of the reported cases of discrimination occurred against law enforcement and corrections department personnel. This report reviews evidence of discrimination against police and corrections officers since 2000 as well as the current state of the law. Key findings include:

• Discrimination and harassment against law enforcement and corrections officers based on sexual orientation and gender identity continues to be pervasive throughout the United States.
• Officers continue to report high levels of discrimination in recent surveys.
• For example, a 2009 study found that over two-thirds of LGBT law enforcement officers reported hearing homophobic comments on the job and over half reported being treated like an outsider by their colleagues. Moreover, one in five reported having experienced discrimination in promotions, 8% reported having been discriminated against in hiring, and 2% reported being fired because of their sexual orientation or gender identity.
• A recent survey of 60 members of TCOPS, an organization for transgender law enforcement officers, found that over 90% reported negative experiences with their departments. Of those who reported negative experiences, 15% reported being terminated, 37% reported being threatened with termination, 68% reported being verbally harassed by their co-workers, 43% reported being threatened with violence, 18% reported being physically attacked by co-workers, and 53% felt that their safety was jeopardized due to isolation by peers.
• Surveys on non-LGBT officers also document high rates of discriminatory attitudes. For example, a 2008 study found that of police chiefs in Texas surveyed, over one in four “indicated that they would have difficulty working with a gay man,” and approximately 50% would have difficulty working with a lesbian officer. In addition, 62% of chiefs expressed the belief that “homosexuality constitutes ‘moral turpitude,’” and 56% said they viewed “homosexuality as a ‘perversion.’”
• Williams Institute research identified 57 recent (2000-present) court cases and administrative complaints filed by law enforcement personnel who alleged that they had experienced discrimination based on sexual orientation or gender identity.
• In addition to these cases and administrative complaints, we identified 38 recent (2000-present) anecdotal reports of sexual orientation and gender identity discrimination against law enforcement personnel.
• These 95 cases of documented discrimination come from 28 states and the District of Columbia. In reviewing these cases, we found that:
  • The discrimination encountered often went beyond firing or demotion and included severe verbal harassment and sexual harassment, including a death threat, discriminatory slurs, indecent exposure and inappropriate touching.
  • Many of the reports revealed physical harassment or violence towards the officers. These included officers’ reports of being slammed into a concrete wall, beaten with a chair, and repeated reports of officers being refused back-up, placing their personal safety in danger while protecting the public.
  • Since most law enforcement and corrections officers are public employees, much of the conduct alleged in these complaints has been found to be, or is likely to be, unconstitutional – -in violation of the Due Process Clause, the Equal Protection Clause, and/or the First Amendment. For example, courts have unanimously found, in all published decisions to address the issue, that employment discrimination based on sexual orientation violates the Equal Protection Clause.
  • In addition, courts are increasingly finding that such discrimination is sex discrimination in violation of Title VII. In addition, some state and local governments prohibit such discrimination. These existing laws, while providing some protections, leave many workers without recourse when they face
  • discrimination and create confusing and inconsistent laws for employers to follow across different states and localities.
• For example, state non-discrimination laws do not provide protection for the 56 percent of Americans who live in states that do not prohibit sexual-orientation discrimination in the workplace, and the 77 percent who live in states that do not explicitly prohibit employment discrimination based on gender identity.
• The Employment Non-Discrimination Act (ENDA) would be the most comprehensive and consistent way to prohibit discrimination based on actual or perceived sexual orientation or gender identity against all American workers.
• While ENDA would be the clearest and most inclusive way to protect all Americans against employment discrimination, state and local governments can also protect workers through trainings and local nondiscrimination laws and policies.
• In addition, local law enforcement and corrections departments can decrease discrimination and enhance community policy by adopting departmental policies prohibiting sexual orientation and gender identity discrimination and zero tolerance harassment policies and conducting periodic trainings for all officers and personnel on these policies. In addition, designating specific officers as liaisons to the LGBT community is a way to send a clear message of support and inclusion to LGBT officers as well as improving community policing.”

It’s always seemed very hypocritical to me on a variety of levels how law enforcement treats this segment of its own ranks.  Law enforcement officers take an oath to “support and defend the Constitution of the United States,” including the 14th Amendment, and swear an oath to the Law Enforcement Code of Ethics that speaks to respecting “the Constitutional rights of all to liberty equality and justice.”  As a culture, law enforcement boasts the value of the “thin blue line” and of the “brotherhood” and “sisterhood” of the profession.  The examples of harassment and discrimination caused and committed by individuals as high up in the organization as the chief or sheriff illustrate a conditional commitment to these oaths and demonstrate an unacceptable hypocrisy.  We have long said that societies views, understanding, and acceptance of LGBT people is 20 years ahead of where law enforcement is.  Even the military has evolved ahead of local policing entities. And if law enforcement is treating its own LGBT members in such a negative and discriminatory way, what regard do these members of the profession have for the LGBT citizens they serve?

The study specifies some recommendations for combating homophobia in law enforcement that we most certainly support.  Anti-discrimination laws and policies are essential, but history has demonstrated that they will not actually prevent harassment and discrimination from happening.  These laws and policies are really most useful for dealing with offenders after the damage has already been done.  We believe the recommendations related to training are the most important.  Law enforcement leaders need to initiate a conversation within their respective agencies about LGBT issues.  Training is how we will change the minds and hearts of our colleagues and is the best hope we have for fighting  homophobia.  There must also be a concerted effort to connect law enforcement agencies with the LGBT communities they serve locally.  This must be more than “for show” meetings and simply showing up at LGBT events.  There must be a commitment to building a relationship from the top executive on down with LGBT community leaders.

I encourage everyone reading this article to read the entire Williams Institute report and to share the data with law enforcement leaders.  Click Here For The Full Report.

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As a professional in one of these vocations who also happens to be gay, it can be difficult to connect with colleagues especially if you are closeted or work in an atmosphere surrounded by homophobia.  This why organizations such as the National EMS and Firefighters Pride Alliance are so important. They provide a space to connect with other LGBT professionals for networking and support.

There are many LGBT law enforcement associations around the country, but very few specifically for the fire service and EMS professionals.  Ed Senatore is working really hard to create an organization to support those who are out as well as those who are struggling with coming out.  If you are a fire service or EMS professional, join me in becoming a member of this national organization.

National EMS and Firefighters Pride Alliance

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I imagined what it must have been like for people of color, women, and other minority groups on the day similar decisions were read or when laws like the Civil Rights Act of 1964 were signed.  For the first time, I felt a shift and some-how more equal, more of a full citizen, and much less of a less-than.  I’ve always been proud of my marriage and of who I am married too.  I chose to wear a ring because it reminds me every day of who I love and of the commitment I made to him.   But that ring also serves as a visible aspect of my identity and it now can be recognized fully and more equally.  Today, I feel just a little more pride in being able to participate fully in the institution of marriage and all that is represents.  And I’m proud to make that participation visible to the world.

In many ways, this marriage equality battle is very much representative of what equality means for LGBT people.  But let’s not forget that we have won the war just yet.  Assuming the 9th Circuit Court of Appeals lifts their stay on the injunction against enforcement or Proposition 8, there will be only 13 states in which marriage equality is available.  Yes, for those legally married in one of those states, we now have full recognition of our marriage by the federal government, but marriage equality needs to be available in all 50 states.  Perhaps the civil right that is even more significant and more broadly applicable to more LGBT people is federal employment protection.  While we celebrate the landmark victories we achieved this week, we need to be careful not to forget all that we still have to fight for.

Even more important, we need to remember that laws and court decisions do not change minds and hearts.  We need to wear our wedding rings with pride, share our stories, and continue to make ourselves visible in this country so that the majority will learn that this minority is more like them than not, that we are not a threat, and that we are entitled to the same civil rights as everyone else.  This is my mantra and I hope that you will join me by sharing all of who you were created to be with your family, your friends, and your colleagues at work.  We are living in a vastly different space of equality today, but we only got to this point because those before us took great risk and showed the world who they are.  It’s time for everyone still in the closet to join the rest of us who are out so we can continue making progress toward achieving full inclusion and equality.

httpv://www.youtube.com/watch?v=mDm0zsw9vjY&feature=inp-be-gy7

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As for today, it too marked an historical anniversary for the rainbow flag.  35 years ago today, flag maker Gilbert Baker helped raise the rainbow flag he created for the very first time in San Francisco.  This flag quickly became an icon for the LGBT community and a symbol of our fight for equality.  It went on to be recognized internationally and continues to serve as our symbol of pride.  Gilbert hasn’t profited directly from the sale of any flag or from any of the millions of items and websites that flag now appears.  I’m grateful to Gilbert for his creativity and for giving us an aspect of our identity.

I found myself frustrated, anxious, and excited today.  I spent a lot of time thinking about my own experience watching history being made and considering it’s direct impact on me and my life.  In high school and college, I read, of course, about the civil rights movement and the struggles African Americans and other persons of color experienced.  And while I can identify with those struggles, they were not mine.  But this one is and I can’t help but feel like my “class” as a citizen is to be determined by the contents of these pending decisions.  I’m not trying to be dramatic here, but truly how the Court rules on the Defense of Marriage Act directly impacts me and my husband, who whom I am legally married as recognized by the State of California.  Tomorrow, the Court will decide whether or not my marriage is worthy of federal recognition and the 1138 rights I currently do not enjoy.  It’s a matter of being recognized as either a “first class” or “second class” citizen and that thought makes me anxious.

As for California’s Proposition 8, while the outcome of that case doesn’t directly impact me, it does impact people who I care about and who are close to me.  And in a more broad view, it will impact the equality of how my marriage is recognized in California.  Currently, it’s an exception to the rule.  For me, seeing Proposition 8 defeated will remove that exception and make me feel more like everyone else rather than an exception.  This may all sound a bit self-centered, but when it comes to civil rights, it is all about ones self.  These are matters that impact individuals and their lives and for the first time, I’m really feeling what it was like for racial minorities in the 1960’s and for other minority groups who have had their civil rights hanging in the hands of the Supreme Court.  It’s not a great feeling and explains for me my anxiety.

Whether you are married or not, gay or not, you should care deeply about the Supreme Court’s decisions to be released tomorrow.  This is a matter of if and how we provide equal rights for a broad group of citizens from both genders, every ethnicity, and every race present in our Country.  Both marriage cases have the potential of being recognized as landmark decisions. This is history in the making and I can’t wait to see what happens.

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There are, however, a few essential things that must be done before posting recruitment fliers. By and large, law enforcement still has a bad reputation for being homophobic and unwelcoming of out gay people, especially gay men. While this may not be a fair generalization, it is nevertheless the current reality. Agencies can begin to change this perception by taking a few key actions.

1. Prospective LGBT applicants want to know that their employment is protected from discrimination based on their sexual orientation. This requires at the very least a published discrimination policy inclusive of sexual orientation and gender identity, a local ordinance, or ideally a state law.

2. Applicants can be made to feel welcome and encouraged to apply to an agency that also includes LGBT people in it’s mission statement or values. The Los Angeles County Sheriff’s Department offers an ideal model statement that includes not tolerating homophobia within its organization. Agency leaders should include LGBT in the same conversations that appreciate race, nationality, ethnicity, and gender.

3. Agency executives must demonstrate a sincere desire to recruit “out” LGBT employees. This desire must be communicated clearly and regularly through the ranks to those individual employees charged with recruiting and hiring new employees. This also means that everyone involved in the hiring process, including background investigators and psychologists, must be committed to this effort. Homophobia can be hidden in biased decision making that weeds-out LGBT applicants for reasons not connected to sexual orientation.

Once these initial organizational changes are made, recruiters will have the tools they need to go out into the community and target LGBT populations.

The initial recruitment effort will involve changing the stereotype about law enforcement’s lack of interest and support for LGBT employees. This is done simply by talking with LGBT groups, sharing the agency policies and practices described above, and showing a sincere interest in attracting qualified LGBT people. Ideally, existing LGBT law enforcement employees will serve as live role models and as evidence that an LGBT person can be successful in the agency.

Like all other targeted recruitment efforts, recruitment should include high schools, colleges, and community events. For the recruitment of LGBT applicants, recruiters should seek out high school gay straight alliance groups, LGBT youth centers, and high school gay student clubs. These groups can typically be found by searching the Internet or by contact the local LGBT center. Visit these groups and talk about law enforcement career opportunities. Speak directly about the organization’s desire to have “out” LGBT employees.

Another excellent place to recruit is a local and regional gay pride festivals. Invest in a both and have personnel there just like you would for any other type of community event. Have informational fliers that speak specifically about the organization’s desire to hire “out” LGBT employees and include evidence that the work place is safe from discrimination based on sexual orientation. Remember that it make take a few times to be present at these events before perceptions change, so be persistent. A regular presence and consistent message will create the change in perception needed to attract LGBT applicants.

There are a variety of LGBT publications in which agencies could consider advertising career opportunities. For example, in the California Bay Area, the Bay Area Reporter and North Bay Bohemian both reach large LGBT populations. The Advocate is a national magazine that could reach a very broad audience. There are also many LGBT law enforcement associations that would share career opportunities. Click on Organizations at the top of this page for links to the ones we know about.

It really is as simple as reaching out to the LGBT community and talking sincerely about wanting to include LGBT people into the ranks of law enforcement. Actions of course speak louder than words, so take advantage of every opportunity to fly the agency’s rainbow flag. Participate and be visible in LGBT community events and venues. And finally, reach out for help and suggestions. We are happy to help agencies with more specific questions. Click on Contact Us at the top of this page and send us a note with your questions.

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This show was hosted and produced by Greg Miraglia exclusively for KRCB Radio, a public broadcasting station in Santa Rosa, California.

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First of all, as an “out” LGBT person, you need to consider seriously where you want to work and if you are willing to go back into the closet in order to get and maintain a job. This may at first seem like a sacrifice you are willing to make in order to get in to law enforcement, but you need to really consider the risks and long term implications of making such a sacrifice. Here is the important question: Are you willing to sacrifice happiness in your personal life for potential happiness in your professional life? Is it possible to realize happiness professionally, without happiness personally? I would say most likely it is not.

The reality today is that law enforcement is evolving, ever so slowly, in its acceptance of LGBT employees. As more law enforcement professionals come out at work, the law enforcement culture will evolve as it did when women entered the ranks of patrol officers some 40 years ago. Do you homework and do your best to fine a department that is likely to be accepting and even valuing of LGBT employees. Check out your state’s employment protection laws, city ordinances, and department policies to see if any or all include protection based on sexual orientation and or gender identity. If they do not include such protections, there is, of course, a greater risk of being disqualified or “legally” fired if your chief or sheriff doesn’t accept your sexual orientation or gender identity.

Now to the real question. In states where employment protection exists, it would not be likely that you would be asked about your sexual orientation during the initial selection process. In fact, it might be unlikely that anyone would ask you directly at any point during the hiring process. It will, however, come up indirectly at several points during the background investigation including the pre-investigation interview and during the psychological interview.

Every state has different regulations and different levels of detail that are considered during the background investigation. I’m most familiar with California’s process and believe it to be fairly comprehensive, so I will provide advice based on the process I know. California has very inclusive employment protection that includes sexual orientation and gender identity. It is not permissible to ask about either aspect of identity during an initial interview, so there is no need to offer up anything you are not comfortable discussing.

The background investigation includes a comprehensive personal history questionnaire, an investigation that includes interviews with most people close in your life, such as family members, spouses, roommates, employers, and work colleagues. It also includes a psychological evaluation, medical exam, and could include a polygraph or voice stress analysis interview. The first point at which you will have a decision to make about disclosing your sexual orientation is likely the personal history questionnaire. You will be asked to identify everyone you have lived with over the last ten years, people you have had a close relationship with and who you have married (and that could include domestic partners). You will need to provide names, addresses, and telephone numbers. So why not just identify your same-sex partner as “a roommate?” You could do that and probably get away with it unless you live in a one-room apartment. And yes, you can expect the background investigator to visit in person to see where and how you live.  The risk here is being perceived as deceitful, evasive, and or that you are hiding something, which in this example would be true.

Here is the more important consideration. Sexual orientation and gender identity are both protected classes in California, but an act of dishonesty is not. Being dishonest in any aspect of your background investigation is absolutely a legitimate reason to disqualify someone even if the subject of that dishonesty is sexual orientation or gender identity. And once you document a lie in one background investigation, you will likely never recover from it because future background investigations will include looking at past personal history questionnaires. Law enforcement agencies have no tolerance for lies, so don’t do it even if it means having to “out” yourself.

The background investigation usually starts with a meeting between the applicant and the background investigator. This interview involves going through the personal history questionnaire line by line. Be prepared to answer questions about personal relationships, who you have or are dating, and who you are living with. Background investigators consider a failure to disclose as an act of dishonesty, so it’s not just about being accurate, it’s about answering questions completely. Keep in mind that everything you include in the personal history questionnaire will be verified by the background investigator through interviews with the people closest in your life.

The next phase of the process where you will likely encounter questions that would lead to your sexual orientation would be the psychological exam. It’s perfectly normal and expected that you would be asked about your dating relationships, marriages, and other related topics as this phase of the hiring process is designed to be sure you are mentally stable and prepared to be a law enforcement officer. Being even perceived as dishonest in the psychological exam will likely result in you not being recommended for hire.

I heard recently from a new officer who happens to be gay about how he handled his sexual orientation during a hiring process that I think is perhaps an ideal example. This applicant was “out” at the time he applied for a position as a deputy sheriff with an agency that has never before employed an “out” deputy. In fact, this applicant would become the first “out” male law enforcement officer in the county’s history. The agency has a perceived reputation of being homophobic and very conservative. He made it through the background investigation and psychological exam. The last step was an interview with the under-sheriff, a captain, and a lieutenant. Now, I can tell you he was concerned about how it would all go, especially about his sexual orientation, but he approached the interview with total confidence. This applicant had been a cadet with a neighboring agency. The last question he was asked was why he wanted to work for the sheriff’s department and not the agency where he served as a cadet. The applicant responded with something like, “well I think the other agency would have a problem with my sexual orientation, but I know it won’t be a problem here.” He looked each of the interviewers directly in the eye as he said this and at that moment demonstrated that this “secret” was no secret and would have no power against him. He demonstrated confidence and comfort with himself and made it known that his being gay was not an issue.  Granted this applicant was applying for an agency in a state with full employment protection, but by putting the agency on notice, he not only took away any question, he insulated himself from potential discrimination right up front. In his particular case, I think this was a brilliant move.

Now if, for whatever reason, you don’t end up coming out formally during the hiring process, plan ahead for how you are going to handle the normal types of questions about your personal life that you will encounter once hired and on the job. As would likely occur in any job, your co-workers will want to get to know you, so answering the “normal” questions about what did on your weekend or if you are married or seeing anyone should be expected. Of course, you can ignore the questions or brush them off, but of course, the risk then is being labeled as a “non-team player” or someone who doesn’t fit in will go way up. Ultimately, you will have to decide for yourself how to respond, but in all cases don’t lie. Don’t create a fictitious opposite gender friend or spouse, because at some point and place, someone from your work place will see you out with your true partner and then your lie will be discovered. Rumors will then spread about you and you risk being labeled as dishonest. The question for you is which would play out as a worst case? Coming out as gay or being labels as dishonest?

So to the original question of when you should come in the hiring process? Clearly it’s a personal decision, but my recommendation is to be yourself – your real self. Respond to the many questions you will face honestly and openly. You don’t need to volunteer information you are not comfortable with, but don’t deny who you are, don’t lie, and don’t hide anything. In the end, you won’t truly be happy working for an organization that is homophobic or un-accepting of gay people, so if you are eliminated in the hiring process because you are LGBT, then so be it. There are a growing number of professional law enforcement organizations out there who will embrace this aspect of your identity.

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One of the intimidating parts of coming out, especially if someone comes out later in life, is where to meet people and how to start dating. If you consider that LGBT people make up on 10% of the total population with an even lower percentage of LGBT who are “out,” it might feel like slim pickings. Let me assure you, there are plenty of good gay men and women out there for you to meet. The real question is how to get started.

The most important thing about entering the dating scene is to be your true self. What I mean by that is be who you are at whatever point in life you happen to be. If you are 50 years old and just came out, be 50 and don’t worry about whether or not you will be attractive to someone else. I can assure you, there are men out there of all ages who are searching for you. If you are 50 and are attracted to younger guys, there are younger guys who are attracted to older men. Avoid going through a mid-life crisis and feeling like you have to act and dress like you are 20. Just be you and put yourself out there as you are.

Now of course, you might feel like you could loose a few pounds or spruce up your wardrobe before diving into the LGBT social scene and that’s fine. Exercise is good for everyone and so if your body image motivates you to get in shape, more power to you. Just don’t make yourself into something you are not. Now, for where to start…

I’m a huge fan of online dating sites. Aside from meeting my partner on one, I think they are a great place, especially when you are new to the dating scene, to meet people in a low-risk and comfortable situation. You can talk with people to see who might have something in common without having to deal with crowds, noise, and alcohol. It’s a great opportunity to break the ice, talk about attitudes, experiences, and what you are looking for with minimal risk. Of course, there are online dating sites of all kinds, some of which cater to hook-ups more than long-term relationships. There are even apps for your mobile device, like Grinder and Scruff, that will help you locate others like you while on the road. In my opinion. Gay.Com is still the best online dating site for those looking for more than a one-time 20-minute date.

Gay.com was just completely revised this month and now offers more of a community feel to its website. You can create a profile that certainly includes your sexual interests, but that also includes a lot more of what others might be looking for in a potential partner. You can enter as much or as little information about yourself as you wish and the good news is that you can get online and try it for no cost. Of course, for the additional features, you will need to purchase a subscription, but in my mind, it’s worth it.

Online dating does come with its own set of risks and I always remind people to use your common sense when meeting other people in person for the first time. I know it make shock you, but some people don’t use their real picture in an online profile. I can tell you from experience that I was only disappointed once by someone who I met who was clearly not the person they represented themselves to be in a picture. The other basics around online dating include always meeting in a public place for the first time. Don’t provide any personal identifying data online that could subject you to identity theft and don’t share your home address until after you meet and feel comfortable.

Whether you are “out” or not, there is no reason to feel alone this Valentines Day. There are lots of people out there looking for all kinds of relationships, from friendships to a spouse. Take a chance and go online and look around. You might just be the one someone else has been looking for there entire life.

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It’s well known that the Boy Scouts of American organization prohibits openly gay people from participating at any level in their organization. What makes the exercise of this policy in this particular case especially gross is that Ryan had been a successful participant in their program since first joining as a cub scout. He progressed through the scouting ranks and completed his Eagle Scout project all under the direction, supervision, and evaluation of Scout Leadership. But then he came out as gay and all of a sudden all that Ryan had accomplished was no longer to be recognized. In fact, Fenoglio cited the specific reason for the denial of Eagle Scout honors was because Ryan is gay. This is open discrimination at its very worst. Ryan was gay throughout his time in the Boy Scouts and it was only after this discovery was he denied access to the achievement he earned.

I was a Cub Scout and even earned the rank of Webelo Scout. I started my law enforcement career as a Police Explorer Scout all the while I was gay.

The Boy Scouts of American website describes itself on their own website as follows:

“Scouting is a values-based program with its own code of conduct. The Scout Oath and Law help instill the values of good conduct, respect for others, and honesty. Scouts learn skills that will last a lifetime, including basic outdoor skills, first aid, citizenship skills, leadership skills, and how to get along with others. For almost a century, Scouting has instilled in young men the values and knowledge that they will need to become leaders in their communities and country.

The Scout Oath states:

“On my honor I will do my best To do my duty to God and my country and to obey the Scout Law; To help other people at all times; To keep myself physically strong, mentally awake, and morally straight. A Scout is …trustworthy, loyal, helpful, friendly, courteous, kind, obedient, cheerful, thrifty, brave, clean, and reverent.”

In both their values statement and oath, “honesty” is required. Ryan could have continued to hide or even lie about his sexual orientation, but then the Scouts could have terminated his participation and or denied his Eagle Scout status based on dishonesty. There is also mention of citizenship which you would assume includes understanding, respecting, and following the “laws of the land” including the United States Constitution. The 14th Amendment provides for equal protection under the law meaning that all people are equal and entitled to the same rights and opportunities as anyone else is. Why doesn’t the Boy Scouts of American practice what they preach?

Aside from the obvious hypocrisy, the policy and practice of the Boy Scouts of America to exclude successful participants only after discovering their sexual orientation is deplorable and hateful.

So how does this all apply to law enforcement? Well if your department has an “Explorer Program,” then you are a participant of a Boy Scouts of America program. This means that your department and its participants are subject to the same types of openly discriminatory policies and practices as Ryan and that many other openly gay people have experienced with the Boy Scouts. Even if your law enforcement agency has policies in place that prohibit discrimination based on sexual orientation, the Boy Scouts could exert their authority over that policy since an “Explorer Post” is a program of the Boy Scouts. Aside from the harm that could come to your colleagues involved in the program as well as to the young participants, what does it say to your community that your law enforcement agency is affiliated with an organization that continues to openly discriminate against a class of people. Here we are in law enforcement, charged with the duty of protecting and defending the Constitutional Rights of all, knowingly engaged with discriminatory practices by an organization with a long history of open discrimination.

I continue to be appalled by the actions of the Boy Scouts of America and urge all public safety agencies that operate an Explorer Program to replace it with something that is not affiliated with the Boy Scouts of America. The Los Angeles Police Department did exactly this and created a Cadet Program after divorcing themselves from the Boy Scouts of America and their discriminatory policies. In fact, LAPD cited the Boy Scouts of American policy of prohibiting LGBT participants as the reason for the change and they are better for it. This move communicated an important message not only to the participants in their Cadet Program but to the citizens of Los Angeles.

Even the United States military has been freed from such discriminatory practices with the demise of “don’t ask, don’t tell.” It seems to me that the Boy Scouts of America would cite common values and similarities with the military and with law enforcement. Indeed many of the students I see coming through the police academy have prior experience with the Boy Scouts. I suspect Boy Scout leaders would be proud to have their members pursue careers in service careers such that law enforcement and the military offer. So why don’t they get in step with law enforcement and the military and start reflecting in their policies and practices what they claim in their values. Until then, we will not support any aspect of the Boy Scouts of America and will continue to speak out against them and their discriminatory practices. For the victims of discrimination by the Boy Scouts of America, such as Ryan Andresen, who might consider a career in law enforcement, we will stand by you and support you with opportunities such as our Out To Protect Scholarship.

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For yourself, be it resolved to live a truly authentic life. If you are still in the closet with your sexual orientation, make this year the one you come out. It’s time! I can speak from personal experience, the amount of stress caused for a law enforcement officer when you lie about who you really are can be overwhelming. It has a directly impact on your health and well being. Dishonesty in law enforcement is the worst kind of unethical behavior; well all know that. Being dishonest with your co-workers every Monday when you are asked about what you did over the weekend, talking about an opposite sex partner who doesn’t exist, and living a double-life is simply wrong. Stop the lies and stop denying yourself the happiness you are entitled to. Make 2013 your year to come out and to be your true self. There are plenty of lesbian, gay, bi-sexual, and transgender people working very successfully in law enforcement who are out and ready to help and support you. Reach out for advice if you need it, but don’t let another year go by. Times have changed for the better and I truly believe the law enforcement profession would rather have you “out” and honest than closeted and living a lie.

Doing for others, be it resolved to do something to further the fight for equality and to support the LGBT community. Going back to the first resolution, one of the best ways to make things better in law enforcement for LGBT people is to come out. Trust me, I’ve seen it in departments throughout the country, when LGBT people come out, the agency culture changes. It may not be immediate or without some bumps along the way, but others before you have proven it. Coming out and telling your story is the most effective way of changing the hearts and minds of the homophobes out there. For those of you who are already out, be a role model. If you are the first out LGBT person in your department, remember the responsibility to carry for those who will come after you.  Be a mentor.  This doesn’t mean you have to waive the rainbow flag in everyone’s face, but stand tall and do your job well. Be authentic always and use every opportunity you get to have conversation with your colleagues, supervisors, and community members about being L,G,B, or T in law enforcement as a way to educate and open minds.

Related to this, make a resolution to do something for the betterment of the LGBT community. There are so many possibilities, but pick at least one that matches your passion. Some amazing people have been fighting the fight to get you and I where we are today. The civil rights we do have weren’t just given to us and every gay person out there has a responsibility to do their part. But it doesn’t mean you have to go to a protest, a march, or become an activist. Join an organization, make a contribution (donate money!), or if you feel so inclined, become a volunteer. There are hundreds of legitimate non-profit organizations out there doing work for you to make life as an LGBT person better. Pick one and support it. If you don’t like the large-scale national organizations and prefer a grass-roots effort, then look within your local community. Find an organization that supports LGBT youth, a high school or middle school GSA, an HIV/AIDS support organization, or a local human rights effort.

Most of all, make 2013 your year! In all that you do every day to help others, make sure you take good care of yourself. Treat yourself well and really consider all that is good in your life first before dwelling on the problems. We all have things we wish were better, but spending time feeling sorry for yourself or stuck thinking about what you don’t have or can’t have isn’t going to get you happiness. Remember, you can’t be good to others unless you are first good to yourself.

Happy New Year! Be safe out there always.

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I don’t expect the same welcomes for the duration of my career. I know that at times my sexuality will hinder the way I work with other people. I’m not trying to be negative when I say that – I’ve just got my eyes opened enough to be aware of the realities of this world. At the same time I’m not going to try and let those situations bring me down. It’s hard being a young and gay Police Officer in a line of work that is traditionally so macho. Some people may and will judge your ability to do the work – I think it’s important to just put your head down and show them you can do it, just like anyone else.

1.  How did you become interested in law enforcement, firefighting, or the EMS profession?

I’ve always wanted a career where you could go home feeling like you’ve made some change for the good. Not once have I associated sexuality or masculinity with this line of work. I don’t think gender, age, race, sex or any factors should influence someone’s interest in Law Enforcement.

2.  When did you discover you were gay, lesbian, or bi-sexual and what did you think about relative to your interest in law enforcement, firefighting or EMS?

I knew that I was definitely gay by the time I was 16. The years leading up (from about 13-15) or ‘puberty’ as you may want to call it were confusing but I never said to myself “I’m gay” until about 16.

I would be lying if I said that I’ve never doubted my ability to work well in law enforcement because of my sexuality. I think the key to being successful and having a healthy career is to not let who you are affect what you do. Prior to joining, there would be times (many times) where I would think to myself that my sexuality would always potentially have a bearing on my ability to do the job. Perhaps it’s moreso the way I could work and get along with people.

Law Enforcement is a job where communication with colleagues is very important. If ever you encounter a colleague who has an issue with your sexuality there is no doubt it would affect the way you are able to do your job.

3.  Describe your experience getting hired and going through your training academy.  Were you out?  Did you come out during the academy?

I only came out to a selected few close friends during the academy. I did not make myself completely out mainly due to the fact that I knew the academy would eventually be over. I wanted to focus on my studies at the academy. I felt that it just wasn’t necessary to be out at that point. Getting hired was no issue. Progression from the academy to employment is basically automatic in Australia.

4.  What was it like starting off in your department?  Did you come out?  If not, what kept you, or is currently keeping you from coming out at work?

I’ve never come out without any sort of initiation on someone else’s part. I do not advertise the fact that I’m gay. I also do not hide it when asked whether or not I have a partner or ‘girlfriend’.

5.  Describe your most difficult situation being gay in your public safety profession.

Not being able to actively participate in certain conversations. As much as my colleagues have expressed their acceptance towards me, sometimes I still feel as though we are not on the same page.

I know that sexuality does not define a person but I still feel as though I don’t get along with some people as much as I know I could if I were a straight male. For example, conversations about girls or a wife and kids. I don’t hold it against them, the majority of the workplace are straight guys and I am sure if I were a straight guy I would be talking about the same thing. There is just some conversation that a gay male cannot genuinely relate to.

6.  What specific event or general experience surprised you most about being gay in your profession.

The acceptance. People’s willingness to be open and accept you I am. I honestly expected to face a lot of issues early on in my career. There’s not much more I can say to that.

7.  What, if anything, would you have done differently relative to being gay in your profession?
Nothing.

8.  One of the important goals of this book is to help fellow gay law enforcement officers, firefighters, and EMS professionals and their allies.  What advice can you provide to the following people?

If you feel that the satisfaction you get from performing your duties in your line of work far outweighs the potential hiccups along the way because of your sexuality, keep doing it.

Sometimes problems will come about. If this is what you want to do then just focus on the work.

8A.  A gay teenager who is thinking about the best way to get into your public safety profession.

Do everything it at your own pace. Do what you want when you’re ready. Nobody forces you to do anything in this life.

8B.  A fellow public safety professional who is gay, but not out to anyone at work.

Do everything it at your own pace. Do what you want when you’re ready. Nobody forces you to do anything in this life. When it gets too hard, seek help. There are people out there who care – don’t ever forget that.

8C.  An agency executive or manager who is an ally and wants to support gay public safety professionals.

Support is always good. It helps move things forward in this society that sometimes struggles to excel.

9.  What else would you like to say that you feel is most important for readers to know about you or your ideas?

Being gay is never easy whether you’re in Law Enforcement, Firefighting, Medical Services, or even in the corporate world. There is always potential for problems.

10.  Is there anything else you would like to add?

I’ve said everything that I’ve wanted to say. I hope that I’ve had some influence.

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“Coming Out From Behind The Badge” book author Greg Miraglia said, “Chiefs and sheriffs play a key role in removing homophobia within their departments.  Law enforcement executives set the tone and are responsible for establishing agency values including the full support and acceptance of employees who happen to be lesbian, gay, bisexual or transgender.  What Chief Moore has done will hopefully relieve some of the fear facing closeted employees and enable them to come out and to be themselves at work.”

Here is what the memo said:

This memorandum is designed to create awareness of National Coming Out Day (NCOD) which is celebrated annually on October 11. NCOD is an internationally observed day celebrating individuals who publicly identify themselves as lesbian, gay, bisexual and transgender (LGBT).  This day is used to celebrate coming out and to raise awareness of the LGBT community and civil rights movement.

The San Jose Police Department has a well-established tradition as a leader in law enforcement. Part of that reputation includes being recognized as a department that understands the values of being a diverse organization and one that represents all facets of the community it serves. This includes members of the LGBT communities in the Department.

The Department recognizes the difficulties faced by individuals who have felt they would not be encouraged or supported if they “came out.” Additional stress and anguish can result from hiding a person’s sexual orientation. As a progressive organization, the department encourages members to be who they are and to understand that your sexual orientation will not interfere with promotional considerations, assignment selections or professional relationships within the organization.

These are difficult times for all members of the Department. Department members are encouraged to embrace National Coming Out Day with the understanding that they will be supported by the rest of the Department.

Christopher M. Moore
Chief of Police

httpv://www.youtube.com/watch?v=fZ8IepnlEqs

Law enforcement has the duty to serve everyone in the community. To do that well, we believe the rank and file should reflect the community, including the LGBT people.

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I’ve written a great deal about coming out and won’t repeat the volumes I’ve already said about the importance of sharing who you are with those who care about you and those who work with you.  It continues to be the best way of changing the minds of hearts of those homophobic people out there who simply haven’t taken the time to know and understand LGBT people.  In law enforcement, we continue to struggle, but because more officers are coming out, we are making progress.

The officers in these videos have stepped up and share their stories with the intent of giving hope to young people that “it does get better.”  I think their message is equally valuable and meaningful for closeted LGBT law enforcement personnel.

And if these videos don’t inspire you enough to make this the year you come out, I offer the stories contained in our books as even more incentive.  Both books contain stories of successful “out” LGBT members of law enforcement.  They also both contain advice about how to come out.  In honor of National Coming Out Day, I offer the set to you with a discount applicable at the time of sale for orders made through our book store this month.  Simply enter the code NCOD2012 during check out to get 20% off the total purchase price of either the softcover or hardcover book set.  I’ll sign both books and send them out to you via 3-day USPS Priority Mail Service.

Finally, we are here to support you.  If you click on Coming Out at the top of his page, you can send us a note with any question you have.  We have a team of LGBT officers who are just waiting for you.  So what are you waiting for?

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The Chief decided to start at the top of the organization by starting a conversation with his command staff.  He set up a meeting and brought together a panel of gay male law enforcement personnel including the courageous officer I mentioned above, Lt. Pete Thoshinsky (featured in our second book), Chief Chris Magnus from the Richmond, California Police Department, and me.  We started the session by sharing our own stories and thought about how the law enforcement culture can keep closeted officers from coming out.  We discussed the words people use, homophobic remarks, and the importance of simply acknowledging that in a department of over 1000 sworn personnel, there is certainly more than one gay male officer out there.  Following our panel conversation, we broke up into groups and talked with 15 or so command staff members and allowed them to ask questions.

What I found most interesting is that many of the command staff members had never considered this problem and was surprised that this was an issue.  I replied back with, “exactly our point.”  Some didn’t understand why sexual orientation was even an issue – why it matters in the work place.  I posed this question.  “What is the typical conversation between two officers when first meeting on a Monday or first day back to work?  It goes something like this  Hey, what did you do this weekend?  Oh, I took my wife shopping or my girlfriend and I went to the movies.”  Straight people “come out” as straight all the time.  For the closeted gay officer, there is a choice when answering this same question.  The officer can lie or he can simply deny doing anything of mention over the weekend.  Putting an officer in the position of telling a lie to their peers creates an inordinate amount of stress and isn’t fair to anyone.  They got it.  One attendee said, “that really hit home with me.  I get it now.”

The session lasted about 2 hours and we heard many positive comments.  Still, some didn’t understand why this kind of time was being spent on an invisible problem while others simply didn’t believe homophobia exists in their department.  But the next day after this training, our colleague got a call from an officer who attended that training and was asked to meet.  After spending this entire life in the closet, the officer came out… for the first time ever to our colleague.  After hearing our conversations and seeing the commitment from the Chief and others, he decided now was the time that he could finally share who he is with the world.

I applaud Chief Moore for demonstrating that the agency executive does have the ability to set the tone for the department.  A chief can make a real difference and, at least for one officer that we know of, did.  Time will tell if the command staff members attending take what we said to heart and work to create a more accepting work place for LGBT personnel.  My belief is that if they simply use inclusive language when speaking about who in the organization is valued, LGBT personnel will hear it and that will be the next set to ridding the department of whatever homophobia exists.  Chief Moore will be retiring this coming January, but I know at least one of the significant marks he will leave behind that has made his agency a better place for everyone.

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“It was always a part of my vision for the books.  The stories in both books were intended to inspire closeted LGBT personnel to come out and to show LGBT youth that a career in law enforcement is possible no matter your sexual orientation.  The Out To Protect Scholarship Program will help LGBT students with their expenses and reward them for being “out” role models” Miraglia said.

The Out To Protect Scholarship Program is the only national scholarship program of its kind.  The program is funded entirely by private donations.  Anyone can donate to the scholarship fund and know that 90% of every donated dollar goes directly to a scholarship award.  Everyone associated with Out To Protect is a volunteer, so the cost of the program is minimal.  Miraglia said, “I know many law enforcement officers are looking for a way to give back to the profession.  For LGBT law enforcement personnel, I can’t think of a more meaningful and effective way to give back than to support a future member of the profession and role model for the LGBT community.  I hope that by donating all of the royalties from my two books I can encourage others to give to this important program.”

Making a donation can be done safely and easily online via the Out To Protect Website at www.outtoprotect.org.  Donations can be made in any single amount or on a monthly basis via subscription.

Click Here To Learn More

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As a “mainstream, black, male artist in hip-hop…” revealing such a detail could mean the end of an otherwise highly successful music career.  Why?  Because “admitting you are anything but heterosexual and ultra-masculine in hip-hop normally equates to career suicide…”

There are several aspects of identity in play here that make Frank’s story unique.  The first is that he is an African-American male and the second is that he is a hip-hop artist.  Historically, both cultures have not tolerated at all non-heterosexualities.  And the same stereotypes about gay people are at play in law enforcement – being other than heterosexual means you are less masculine and therefore not as capable (or completely incapable) of performing as a police officer.  “For some in the black community, masculinity and gay are an impossible pairing.”  The same is clearly true in law enforcement, except in the still dominantly white profession, being white would not necessarily make it easier for a gay police officer to be accepted.

What I found most profound in reading about Ocean’s coming out is how he chose to write about it in his blog.  “…he never used the words ‘gay’ or ‘bisexual.’ The New Orleans native only described love between two people.  His choice of language was paramount: Sexual orientation must be acknowledged beyond the labels and above the groin. For many in the LGBT community, our understanding of sexual identity was not the first time we had sex, but the first time we experienced a heart-shaking kiss, the first time we waited all day for a phone call from that special person or the first time we fell in love.”

“Why is this news?  Because sadly, even today, being gay is still a revolutionary act.  Ocean’s “coming out” is plastered on every site from Gawker to BET to TMZ.  No man before him has been anything but proudly hetero in this genre of music, especially on a major label.”  I think the same is true in the vast majority of law enforcement agencies around the country. There is no doubt that the first person to come out, especially in a small department, is “big news.”  And like Frank’s story will be for hip-hop, so that first gay officer will be for the agency.  Like many closeted gay police officers, to date, Frank Ocean has been very successful with a large fan base.  He is apparently well respected by his hip-hop music peers and like every closeted officer who comes out, he is still the same person he was before coming out.  He still has the same talents, skills, and abilities – being gay doesn’t change any of that, so why would we suddenly consider someone less capable now that we know?

“Frank Ocean admitting his sexual fluidity will not ruin his career. There will be a reward for his honesty.  Living in his truth will make the doors swing open like they never did before.  More people know his name than they did before Independence Day. Sure, the walk will not be easy.  Ocean will be thrown into the spotlight for all things gay and hip-hop.  He will be pigeonholed as the gay songwriter; it’s a heavy burden and all eyes will be watching.”

Gay cops who come out, especially those who are the first in their departments, do carry an extra burden as they defy stereotypes and have to re-prove their capabilities of performing the law enforcement job, but this is how hearts and minds are truly changed.  Homophobia is best defeated through personal experience knowing and working with a person who happens to be gay and seeing first hand that they are the same person they were before coming out.  The reward for this courageous move is happiness and relief from the burden carrying a lie on your shoulders creates over time.  It’s the chance to be happy at work and at home.  And isn’t this what we all want?

Click here to read the entire Huffington Post article about Frank Ocean.

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An aspiring law enforcement officer who has been affiliated with a department from a young age recently came out and had the courage to share his sexuality with trusted mentors. He described the experience as being one of the most difficult things he has ever done in his life. He told me that he feared losing his valued mentor and being excluded from a job in the career he so loved. At first, his mentor seemed accepting, but after word got out in the department about this young applicant, the mentor’s tune changed quickly. He told the young man who looked up to him, I know you were “turned gay” by someone and if you want to work in “this” department, you need to not be gay. This came from someone who supposedly loves this young man like a son. The mentor went on to claim that even the agency executives advised that he shouldn’t chose to be gay if he wants to work for the department. Keep in mind that this is in a state with broad and inclusive employment protection that specifically prohibits discrimination in hiring and employment based on sexual orientation. This is a law enforcement agency, the entity we depend on to protect our Constitutional Rights and to enforce the law, openly representing that they would not accept a gay applicant. Of course, the applicant could pursue a complaint and a law suit, but we all know that would still result in his not being hired. What dumbfounds me is the notion that law enforcement officers with even a basic education could, today, possibly still think another person can “make” someone gay. Really? If you are one of those straight people who believes this, think about it for just a few minutes. Could you imagine someone having the influence and ability to “turn you” gay?  Your sexuality is not a choice. Straight or gay, it is how you were born. No one can make anyone gay.  And if you feel that when someone comes out to you on their own accord that somehow as the recipient of this information you are responsible for “turning them gay,” all I can say is that you could not be more wrong.  I thought there was enough exposure out there to have moved us passed this ignorance, but apparently we still need more education and discussion.

httpv://www.youtube.com/watch?v=QJtjqLUHYoY

httpv://www.youtube.com/watch?v=NarI0URhWg0

For those of you in the know, like me, you are probably questioning the continued value of this mentor in this young person’s life. That is not for anyone to determine except this young man. The real problem here is that we have a law enforcement agency operating out there with a culture that has openly rejected someone who was acceptable growing up as a teen while perceived to be straight, but who is now unwelcome now that he has come out as gay. It might be easy to say, “well just go apply somewhere else… there are plenty of departments who accept gay officers.” And while that may become this young man’s destiny, it doesn’t make it right nor does it make it at all acceptable. Law enforcement agencies like the one in this story desperately need strong leadership and lots of training and exposure to alleviate this ignorance and liability. As citizens, we have a right to expect that officers who show up to serve us have at least this basic understanding of humanity. I can’t imagine calling 9-1-1 and have someone so homophobic, judgmental and ignorant show up in my time of need.

What this story has reminded me of is that homophobia continues to be a pervasive and destructive force in law enforcement. There is still much work to be done and it will take the kind of courage the young man in this story has shown to create an awareness and a subsequent discussion about gay people that already exist within our ranks. It will also take communities stepping up and not tolerating this kind of attitude and ignorance from those who are paid to serve, especially those in law enforcement; it is simply unacceptable. I applaud agencies like Portland Police Department and Seattle Police Department for publishing just this month their own “It Gets Better” videos. This is a strong message to those agencies who lag way behind that we are here in 2012, not 1972.

Seriously… do you really think you can make someone gay?

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httpv://www.youtube.com/watch?v=u62OtM_vt5k

We could certainly choose be bitter about a lot of issues and setbacks this year including the fact that the majority of states now have constitutional amendments prohibiting marriage equality.  We are still loosing young people to suicide because of the rejection they experience from their families and the bullying they suffer at school.  The courts seem to be moving at less than a snail’s pace on the appeal of California’s Proposition 8 despite a ruling from a federal district judge saying clearly that Prop 8 is unconstitutional.  We don’t yet have employment protection in most states preventing the wrongful termination of an employee simply because of who they are.  Yes, we still have a long way to go, but I ask you all to consider what we have achieved this year and to be proud of who you are, especially during this season of gay pride.

This year we will once again be marching in the San Francisco Pride Parade with our colleagues from the San Francisco Police Department’s Pride Alliance.  While we still have a lot of homophobia to fight within law enforcement, I’m particularly proud of the fact that two officers from two other Bay Area police departments who have never marched before have been given enthusiastic support from their chiefs to march in full uniform.  They will represent their departments proudly for the first time in the pride parade.  Joining us will be one of my police academy students who came out to his class, in front of his class, and received and standing ovation of support.  These are the victories you won’t read about in the national news, but are the ones that are a great sign that change is happening.

If you have never participated in a pride celebration because you are not out, I challenge you to step out and experience what gay pride is all about.  Go as a spectator.  There is something amazing about walking among hundreds and thousands of other people who are just like you. Find a pride celebration near you and check it out.  I hope the collective enthusiasm and energy encourages you to hide no longer and to make this the year you come out.  We are all waiting for you.  Happy Pride 2012!

Need more reasons to have pride, check out The Advocate magazine’s 181 reasons to have pride in 2012.

181 Reasons To Have Pride – Part 1
181 Reasons To Have Pride – Part 2
181 Reasons To Have Pride – Part 3

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Out To Protect is thrilled to announce the award of a scholarship to Mr. Anthony Morgado of Fairfield, California.  Mr. Morgado will graduate from the Napa Valley College Police Academy on Saturday, June 9, 2012.  As you will read in his biography below, he came out for the first as a gay man during the police academy  and was embraced by his fellow cadets with a standing ovation.  He completed his community policing project on the LGBT youth community and helped everyone in his class to gain a better understanding of how to serve the greater LGBT community.  The academy staff praised Mr. Morgado for his strong character, amazing interpersonal skills, and personal courage.
I have dreamed of being a police officer since I was a little boy.  I was ten years old when my parents took me to San Francisco for the first time. It was during that trip that I saw an SFPD officer and ever since that time I have wanted to become a police officer.   I started my career in law enforcement at the age of 13 as a police cadet.  I was the youngest police cadet in Fairfield Police Department history. At 18, I started to get involved with Solano county Sheriffs Department thanks to a close family friend.  I optained a certificate of Criminal Justice from Solano community college and then immediately enrolled in the Napa Valley College Police Academy. During my time at the Police Academy, I came out as a gay man for the first time in my life. The support I received from my fellow cadets after coming out made academy life much less stressful.  My goals after the academy is to work for Solano County Sheriff’s Department and then return to school to earn a BA Degree.

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Law enforcement officers die in the line of duty from many causes.  In California, vehicle related deaths are the most common.  But one of the causes of law enforcement officer death that we don’t talk about enough in suicide.  Like much of the rest of society, I think we are still too embarrassed to talk about this subject because somehow we don’t think that when someone takes their own life that it is as noble or worthy of recognition.  It’s tragic and the loss to family, friends, and our profession is the same.  In 2010, some 145 law enforcement officers committed suicide in the United States.  And these are the cases we know about.  The motivation of these officers can be often tough to figure out.  How many of these officers do you think were struggling with being gay?  Of course there can be many contributing factors that bring someone to the point of suicide, but how tragic is it when someone takes their own life because they fear being “found out” or rejected by a profession they love.

I know of one local story involving a young officer who had a very successful career.  He left one large agency and went to another, presumably to find personal happiness.  The larger agency had a well know reputation for being homophobic and not accepting of LGBT officers.  Apparently he did not find what he was looking for at his new department and decided that taking his own life was better than “coming out.”  The worst part is that no one wants to talk about it.  Despite the evidence found in his house, his parents denied it and the local agency just didn’t want to deal with it.

I’ve heard from so many closeted officers that suicide became an option for them at one point or another in their life before coming out.  And it was all driven by a fear of being rejected or forced out of the law enforcement “brotherhood.”  We talk such a good game about the importance of “having each others back” and the “thin blue line,” but when it comes to accepting the fact that one of our “brothers” or “sisters” is gay, the pervasive culture in many law enforcement agencies is still homophobic and not accepting of this aspect of our colleagues.  I hear all the time comments like, “well we don’t have any gay people in our department, so it’s not an issue here.”  The problem is that there are gay people in your department, you just don’t know who they are.  And we can’t simply expect people to “come out” and make themselves visible if the culture is not safe for them to do so.

This year, as we remember those who died in the line of duty and think about how and why, let’s also think about how we can prevent the tragic loss of a life from suicide.  How can we make sure our agencies really do “have each others back” and how can we create a safe environment for our LGBT colleagues to come out.  How can we create a culture that is supportive of our LGBT colleagues.  I could write for hours about the steps an agency can take to make a change in culture, but truly is starts with every individual member.  It simply requires an expression of acceptance and a commitment to no longer use hateful words and phrases that communicate homophobia.  I truly believe this is the last bastion of bigotry facing law enforcement internally and we have a great deal of work to do in this area.

My personal thanks to all members of law enforcement for the work you do day in and day out to make our communities a better place.  For all of the LGBT members of law enforcement, a special thanks to you for the extra sacrifice you make to be part of this amazing and noble profession – law enforcement.

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 httpv://www.youtube.com/watch?v=6RMunYfzlGs&feature=colike

Young LGBT people need to see themselves in whatever dream they have for their future.  They need to see, as in this case, that no matter their sexual orientation, that they can become a police officer, deputy sheriff, or other member of law enforcement as an “out” member of the LGBT community.  San Francisco PD has always been way ahead of the profession in its support of their own LGBT members and has set the example for other departments to follow.  This is the first professional “It Gets Better” video produced and released by a police department with the full support of the police chief and mayor.  I can only hope that other departments around the country will be similarly inspired.  Our LGBT youth as well as working LGBT members of law enforcement need to see this and hear from law enforcement executives and civic leaders that being gay, lesbian, bi-sexual, or transgender is a gift and a difference valued by the department and law enforcement profession.

My personal thanks to every member of the San Francisco Police Department who participated in this video on camera and off.  You are amazing and wonderful role models for us all.  I could not be more proud of you all.

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Is it all worth it?  Well that’s a question you have to answer for yourself, but consider the sacrifice of living your life for your parents or anyone else.  We spend the first 18 years of our lives growing, learning, and developing, much at the whim and desire of our parents.  When we become adults, we begin making our own decisions.  As an LGBT person, you can decide to live your life as someone else – someone you are not to satisfy the dreams and desires of others including your parents.  Many people, especially men, do this by getting married, having children, raising a family, and then later in life, destroying it all by coming out and admitting that it’s all been unreal.  The other option is to realize who you are, accept who you are, understand that you were created to be who you are and that being LGBT is not a choice or lifestyle you select.  You can choose to live your life in the truth and then to share who you are with those you love.  It is not, however, your responsibility to make sure others accept you.

In all that we’ve written about coming out to date, we’ve always said that finding the right time and place to share your very personal news is critical.  Hopefully you didn’t and won’t choose a holiday or other family gathering.  You know your parents and others who are closet to you the best.  And if you don’t know how they will react, plan for all possible outcomes.  Remember, that just because you get an emotional and seemingly negative response, it doesn’t mean that things won’t evolve and change.  Parents, too, need time to “come out” about having an LGBT son or daughter.  Allow them the time to process the idea and consider they really may not have known about you.  But the point of this article is about what to do if it doesn’t go well.  The simple answer is that you can’t do anything about it.

Aside from being aware and sensitive about how you share your sexual orientation or gender identity, you are not responsible for how your parents or anyone else accepts you.  Rejecting you is not going to change one bit of who you are.  Making you feel guilty about “destroying the family” or telling you that you are a sinner and that you are going to hell is not going to make you any less gay.  You are who you are and no one, including your parents or even you, can change that.  Part of your plan should be preparing to walk away from it all and I mean actually leaving.  It should include the idea that you may no longer be welcome at family gathering, holiday celebrations, and that your calls may go unanswered.  Your “best friend” could decide to walk away and dissolve your friendship.  But, then again, how good of a friend were they really if they cannot accept you for who you really are.  Have courage, have confidence, and if you are tossed away by your parents, walk away with confidence.  Of course it might hurt you a great deal, so allow yourself some time to mourn.  But once that mourning has come and gone, move forward with your life.  If you have done what we suggested early on about forming a network of LGBT friends and supporters, you will never be alone.  You will have a new family, a new place to gather for holidays, and a community that loves and supports you for who you are.  You simply have to look at the important people in your life differently.  Those who reject you are no longer as important as those who do support you.  Let those who do not accept you go.  Let the stress from all of those years of trying to please them slip away.  Allow yourself to experience happiness independently from the approval of anyone else.  If and when you find someone to love, to become your partner, husband, or wife, the only one’s acceptance of that partner that is at all important is your own.  If you get from your parents the old line, “well that’s fine if you are gay, just don’t bring it around here,” then don’t.  This is not acceptance and you are worth so much more than having to live your life under those limitations.  Go out there and find the love you deserve and let go any consideration of how your parents will accept or not accept your partner.

Here’s the bottom line.  Hope for the best, but prepare for the worst.  But in all cases, be who you are.  The acceptance of others won’t change the reality of who you are.  Be true to yourself always and leave the responsibility for others to accept you to them.  Lean on your friends and those who support you for strength and confidence and know you will never be alone.

This article is part of a series on “coming out.”  Click Here To Begin The Series.

The post The Coming Out Journey – If It Doesn’t Go Well appeared first on Out To Protect Incorporated.

Marriage equality matters only to the civil or legal relationship established under the law of the land between two people.   There are both practical and social benefits that make marriage a matter of equality under the 14th Amendment to the United States Constitution.  There are over 1100 federal rights and benefits given to couples who have a marriage that is recognized legally by the government.  Many of these rights and benefits are significant.  Of course, there are similar rights at the state level applicable to legally married couples as well making this issue of equality notable under the law.  Many books have been written outlining in detail the many rights involved, but for example, consider how a partner’s health benefits are taxed differently and the differences in the amounts of money married couples pay in income tax compared to those couples who must file separately.

httpv://youtu.be/be9w4QpQ4Xw

Why is the word “marriage” significant?  Why doesn’t something like, “civil union work?”  The word “marriage’ has a certain recognition in our society that may or may not include an association with having made a religious commitment.  For example, if you are in a work or social setting, and someone who doesn’t know you asks, “are you married?”  A reply of, “yes, I’m married” discloses that you are in a  legally committed relationship, but doesn’t say anything about your sexual orientation.  Having to reply, “no, I’m in a civil union (or domestic partnership)” says not only that you are in a legally committed relationship, but also that you are gay.  In some social circles that may not be a big deal, but it could be in others and, the bottom line is, that it is different  and not equal.

httpv://youtu.be/pBZ06_3GgLs

The term “marriage equality” is more appropriate to describe the civil right we are fighting for.  Whether you see yourself getting married or not, having that option available is an important right that you should be concerned about.  Marriage is a legal institution that provides stability for relationships and families.  This is the reason the government had an interest in marriage from the beginning and all couples should be able to benefit from this source of stability no matter their sexual orientation.  Unfortunately, many government leaders don’t understand any of this.  The good news is, however, that some are coming around much like the governor from Washington.

httpv://youtu.be/LJu6MA_wF7o

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I can tell from personal experience that living a double-life and constantly telling lies about your life is totally stressful, both mentally and physically.  The worry about someone finding out the truth about what you are hiding takes years off of your life and for what?  Making a resolution this year to start living an authentic life in 2012 will not only be something that will improve your mental health, but it will have a positive effect on your physical health as well.  Lowering the stress in your life will help you smile more, eat and drink less, sleep better, and help you to feel better about yourself overall.  Anyone who has come out will tell you the same thing.

Afraid?  Fear not, for there are thousands of “out” LGBT law enforcement professionals out there who are ready to embrace and support you.  All you need to do is to reach out and tell us who you are.  You can use the link at the top of this page to get immediate support from us.  You can also click on the link for law enforcement organizations and connect with an association or group located near you.  I guarantee you will find acceptance, understanding, and total support.

If you decide to make this your resolution for 2012, tell us about it.  Let us be the first to congratulate you and to wish you a very happy and authentic new year.

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It takes more courage than I have to serve in a branch of our military.  It’s amazing to me that many people still find that it takes more courage to come out than it does to fight for our freedom.  All of this aside, I found myself completely moved today while I watched this incredible soldier share with the world such an important moment with his parents.  I am humbled by his courage and can only call him a true role model of bravery and courage for others.  What a gift he gave all of those who are still in the closet looking for the way out.

The first call he made to his dad.

httpv://youtu.be/DVAgz6iyK6A

The second call he made to his mom.

httpv://youtu.be/c4CKF97DAi8

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For LGBT employees, the agency executive is an important ally. If the agency culture around LGBT issues has been hostile and homophobic, the executive is really the only person who can initiate effective change. Hopefully the motivation to create an inclusive work place for LGBT employees will come from a sense of value for those employees and for the value of the diversity LGBT employees bring to the table. Unfortunately, change in this area is often motivated by the order of a court or settlement agreement. In all cases, the chief or sheriff is the one who must drive change.

I’ve been asked often by agency managers, mostly lieutenants and captains, and a few chiefs how they can create a positive work place for LGBT employees. Those of us in the LGBT community cannot assume that this is common sense. Changing any aspect of organizational culture takes time and steady, consistent messaging over time. Creating an inclusive and accepting work culture that has traditionally been full of homophobia will never happen overnight and, in fact, may take years. But because the process for creating this type of change is not common sense or a topic commonly taught in leadership schools, I offer the following guidance for our straight allies in leadership who desire to make their agencies a more accepting and successful work place for LGBT employees.

A good friend of mine was recently promoted to chief in a department of about 190 sworn officers. He told me about two officers within the ranks he believes are gay. He told me that rumors about the officers have traveled around the department and he was particularly concerned because one of them was in the process of leaving the department to go to a department known to be more gay friendly. The chief added that he has no “out” gay male officers and wanted to know what he could do to make these two officers more comfortable. He said both were very productive and professional and that having them leave would definitely be a loss. Here is what I shared.

First of all, the organization is already pointed in the right direction, because this new chief cares enough about the topic to ask about it. The traditional approach might have been to hope the two closted gay officers leave so that the organization doesn’t have to deal with potentially having “out” gay officers. The reality is that LGBT employees already exist, so if you are a chief or sheriff reading this article, don’t think for a second that just because no one has ever come out in your department that you don’t have any LGBT employees. In fact, if no one has ever come out, you should be very worried about why.

The path to change starts with looking at agency policies. Check any policy that deals with any type of identity, such as race, gender, and nationality, to be sure that it also includes sexual orientation and gender identity. Just because your state does not prohibit harassment and discrimination based on sexual orientation and gender identity doesn’t mean that you cannot have a department policy that requires equality. It’s not enough to say in general terms that “all people are equal.” For the LGBT employee, seeing “sexual orientation” and “gender identity” spelled out in policy is important and it communicates a value around this difference that establishes equality with other individual characteristics. Including this specific language in policy will then drive discussions in training when work place harassment and discrimination policies are periodically reviewed. New employees coming into the organization will also be trained on the values of inclusivity at this level automatically in the same way that they are about valuing other individual differences.

The Los Angeles County Sheriff’s Department created a model approach to changing agency culture in this way when Sheriff Bacca wrote into the department values statement specific language around not tolerating homophobia. You will find LGBT specific language throughout their agency values and policies.

One of the questions my friend asked me was if he should approach the two closeted officers and to tell them that he is “OK with them being gay.” The answer is definitely no. First of all, you don’t know for sure about someone’s sexual orientation or gender identity until they come out about it. There are all kinds of reasons that one’s sexual orientation or gender identity might be mis-perceived. It’s never a good idea, especially for an executive, to try and “out” or “force out” a closeted employee. So aside from a policy, how does a chief or sheriff directly communicate to closeted LGBT employees that it’s safe to come out? It’s simple really, but it must start with how the agency executive communicates daily and what language they use.

Anytime an opportunity occurs to talk about valuing diversity and inclusivity, use specific language that includes “lesbian,” “gay,” “bi-sexual,” and “transgender.” Modeling the language and behavior desirable to promote an inclusive environment is a powerful tool for creating change. An executive should never forget how carefully subordinates watch and listen to everything that comes out of the mouth of the agency leader. Don’t be afraid to use terms and phrases like, “LGBT,” “GLBT,” “gay,” “lesbian,” “bi-sexual,” or “transgender.” Avoid words and phrases such as “lifestyle,” alternative lifestyle,” and “anything to do with “choice.” Sexual orientation and gender identity is not a matter of choice. The bottom line is that you should talk about it rather than simply avoiding use of the terms or assuming that everyone knows what you mean when you say you “value diversity.”

The agency command staff must follow the executive’s lead. Talk to your captains and lieutenants about the change in culture you want to make around creating an inclusive and comfortable place for LGBT employees. Encourage your leadership team to use the same specific language in their daily exchanges. If your command staff isn’t already on board with how to be a good ally for LGBT employees, then maybe some specific training on the topic would be in order.

The next step is to look for opportunities for your agency to be involved with the local LGBT community. If your city has an LGBT pride parade or festival, be there. Put together a contingent to participate in the parade and take the leadership position of marching. Others will follow and you will, without saying a word, communicate a message of value and acceptance to your LGBT employees. If your department participates in other cultural events by having a recruitment booth, look for events within your LGBT community to do the same. Seek out LGBT organizations in your community and meet periodically with the leaders of these groups just like you would with religious leaders and the leaders of other identity groups and civil rights organizations. Again, your actions will speak as loud or louder than words.

How do you know if you have an organizational culture that is homophobic? Listen to the language people use. If words like, “fag” and “faggot” and phrases like, “that’s so gay” get used without repercussions or immediate action by supervisors, you have a homophobic work place culture. Managers, supervisors, and ideally line-level employees should be equally appalled hearing “niger” in the work place as they do “fag.” Both should draw equal reaction from management. Language is the lowest, but most common and damaging form of work place harassment. Ridding an organization of homophobia must include aggressively correcting work place language.

Of course, enforcing agency policies around equality, discrimination, and harassment are at the cornerstone of changing culture. As the executive, if you are complacent, slow to react, or totally non-reactive to this type of conduct, you might as well say to your rank and file that you support it. Hold people accountable just as you would for a use of excessive force or any other form of unprofessional or illegal conduct.

Over time, your actions and those of your command staff will speak for themselves and your LGBT employees will begin to feel more comfortable. Coming out at work is a complex issue and there may be many reasons way beyond your control as an executive that prevent an employee from coming out, but you will strike the best chance of having employees come out if you make sure the work place environment is safe. And isn’t that what we want for everyone and ourselves? We want to come to work feeling valued, safe, and secure.

If you have a situation that you would like free advice on how to handle, I invite you to contact us using one links at the top of the page. Our contributing authors have a commitment to helping agency executives and other straight allies make law enforcement a better place for LGBT employees.

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There are a few things to think about before coming out at work.  First of all, in 2020, the U.S. Supreme Court protected sexual orientation and gender identity from discrimination in the workplace.  You cannot be fired for being gay or transgender pursuant to the Bostock vs. Clayton County, Georgia decision.

As much as law enforcement work and culture is the same, no matter where you are in the country, every agency does have aspects of its culture unique to the people working there.  If you work for a small department where everyone from the chief or sheriff down to the part time volunteer knows everyone else, think about talking to your chief or sheriff first.  Whether its out of respect for the position or relationship, having support from the top helps.  Now of course, this assumes you do in fact know your agency executive well enough to know he or she will be supportive.  I’ve talked to a lot of officers who told me that telling their chief was important and knowing of their support made the rest of the process easier.  In larger agencies, as a line officer, you may not have any connection with the chief or sheriff at all, so coming out to them probably isn’t an issue.  Consider your assignment, the relationships you have with supervisors and peers, and your own comfort level.  You also need to think about any “beards” or “cover stories” you’ve used to conceal your sexuality as these facts and stories need to be undone.  If you work with a partner on the job, respect that relationship and consider telling your work partner first.  I don’t recommend doing it on duty or even around the work place.  You don’t want to risk having someone overhear your conversation or, worse yet, have a hot call go down right in the middle of telling your story.  Like in the last article, find a place to have lunch or dinner, set aside a good amount of time for conversation, and then go for it.  Be ready for questions and don’t set yourself up for any one particular reaction. If it doesn’t go well, be prepared to let it go for the moment and give your work partner time to think about what you’ve said.

One of the common reactions I encountered as I came out to people at work and to friends in my life is, “why didn’t you feel comfortable telling me before?”  It’s not that you didn’t tell THEM, it’s that you didn’t tell anyone.  Make it about you, not them.  Coming out is a very personal decision that, in this profession, takes courage above and beyond.  Explain yourself without making excuses or placing blame.  That was then and this is now.

It took a good year for rumors and gossip to stop after I came out.  No one ever said a negative thing to my face.  While I’m sure there was a lot talked about behind my back, I never heard about it.  People at your work place will talk and there is nothing you can do about.  Encourage open dialogue and remember, your co-workers will be as comfortable with you as you are with yourself.

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Source:  www.thinkprogress.org

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Saturday, June 11, 2011 2:00PM – Book Signing Event – The Book Center – The University of Pittsburgh 4000 5th Avenue.  Come and meet author Greg Miraglia and contributing authors EMT Jessica McGuinness and Fire Captain Brett Dunkel.  Books will be available for purchase and signing.

Sunday, June 12, 2011 12:00PM – Pride Parade on Liberty Avenue.  We’ll be marching with local public safety agencies.  Come by after the parade and say hi at our table.  We’ll be available to sign books and chat.  We’ll be there for Pride Fest between 1:00PM and 6:00PM.

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Your story doesn’t have to be about how you came out.  In fact, we are looking for your most memorable moments on the job related to being gay, lesbian, bi-sexual or transgender.  Maybe it’s the time when you first told your work partner or an awkward or challenging moment during a call in the field.  It could be a story that is funny, happy, sad, or maddening.  The lives of public safety professionals are always unique and fascinating and for those who identify as LGBT, life can be particularly challenging.

We are looking for short stories (2000 words or less).  No story is too short to share, so don’t feel like you need to spend days writing.  Stories that are 300 to 500 words are often the most powerful.  All you have to do is click on the “Submit Your Story” link at the top of this page, fill out the simple form, and then cut and paste your story into the text box provided.

Now if you really want to get creative, we now have the ability to post videos!  You can make a video of your story and upload it to YouTube.  Then, must submit the URL to your upload in the text box as described above.

In all cases, we will publish all stories on this website as soon as they are submitted.  At some point, we may explore assembling these stories into another type of publication or media.  For now, we simply want to get as many stories out there as we can.  Our goal with this project continues to be to inspire other LGBT public safety professionals and to educate our straight colleagues.

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Living your life in the truth means that you will no longer lie about who you are.  It means that you will stop making up stories about the dates you had, the “hot women” or “hot men” you are chasing, and that you start thinking about sharing who you really are with those in your life including friends, family, and co-workers.  It would be easy if you could just go to work and to be able to keep your private life totally separate.  However, the reality is for almost every job, especially one in law enforcement, it just doesn’t work that way.  Think about it.  What’s the first question you or your co-workers ask on a Monday?  “Hey, how was your weekend?  What did you do?”  Almost every work place has some social activity at some level, so even if you never attend these events, at some point you are going to be asked or wondered about.  Living an authentic life means not only being honest with yourself, but with others close to you.  Of course, this leads to the next phase of the coming out process which is to share your secret with others.

If you think that coming out is a once-in-a-lifetime event, let me tell you from experience that it is not.  In fact, you will likely come out every day for the rest of your life.  Now it certainly won’t be as dramatic, scary, or emotional as it is the first few times you tell people, but the reality is that, straight or gay, people come out with their sexuality in the normal course of business.  Whether it’s in the pictures you put up on  your locker or desk or who you talk about sharing your life with, we express our sexuality in the normal course of life’s business.  I’ve talked to several friends now who have told me that they don’t ever “come out” to anyone.  One friend told me, “if you talk to me for five or ten minutes about who I am, you will discover on your own that I”m gay.  The most important people in my life are my partner and our son.  I almost always have something to say about us.”  And this is so true.  In today’s age, gay and lesbian people are “out” everywhere, even in law enforcement.  It is a huge event in your life, but in the big picture, it’s probably a bigger issue for you than most others.  The older you are and the more lies you have to unravel, the more individual conversations you might have to have.  But, you don’t have to throw a coming out party to share your secret.

Here are some thoughts about the first few people you tell.  First of all, think about those people in your life you care most about.  Who has earned the place in your life to be among the first to know your truth.  Think next about who is most likely to support you.  Don’t set yourself up for the expectation that everyone will embrace your news, but do pick one person who is most likely to listen and accept you unconditionally.   In our books, I recommend first building a network of gay friends, people you can talk to about coming out and how to do it.  This network can also support you when you feel most alone.  Once you do identify the person you want to tell first, set up a quiet and private place to talk.  The Thanksgiving dinner table is not the place!  A party is not the place.  The locker room or police department briefing is not the place.  Make sure you have enough time to really talk and to listen.  Don’t make a game out of it and be careful not to create such drama around the set-up that you create more anxiety for you and the recipient of your secret than is necessary.  For me, the best place to talk is over a meal in a restaurant that is not crowded or too noisy.  Don’t get drunk before you begin sharing and remember, you’ve known the truth about yourself for a long time.  The person you are telling may just be finding out.  Be ready for any reaction, but don’t be disappointed when you hear, “Yeah, I know.  What took you so long to tell me?”  Go slowly and share you secret at a pace you feel comfortable with, but understand that once you do tell someone, you can’t expect anyone else to keep it a secret.  It’s not fair to say, “I’m going to tell you something about me, but you can’t tell anyone else” and then hold the person accountable if they slip – it’s not fair.

I recommend making a list, in order, of who you want to tell thinking about how the people on your list associate with each other.  And don’t be afraid of letting the word get out on its own.  You don’t have to make a formal announcement to everyone in your life.  Reserve those special times and sharing for those people closest to you or who you need to unravel a lie with.  Let nature take its course, but know that you can never again lie about or deny who you are.  You must make a commitment to life your life in the truth from this point on.

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What is refreshing about this is the NBA’s immediate reaction and condemnation of Kobe’s use of this word. Despite the reputation that professional sports has for being homophobic, NBA Commissioner Davis Stern didn’t hesitate to call-out Kobe for unacceptable conduct. While I was a bit surprised, but nevertheless very happy to see Kobe be held accountable for use of this slur, I still find it disappointing that in law enforcement phrases like, “that’s so gay,” and use of the word, “fag” and “fagot” often go un-noticed. Like professional sports, homophobia is alive and well in many law enforcement agencies. And one of the reasons that it still exits is because the use of inappropriate gay slurs is tolerated. I’m not suggesting that agency executives and leaders encourage use of these words, but by not setting a professional standard and reacting to use of these words like David Stern did, they are condoning the conduct. What is really disturbing is that these slurs get used by professionals who have taken an oath to defend the Constitutional rights of all people. These are “peace officers” who take an oath to a code of ethics that demands “exemplary” following laws and department policies and no tolerance for unprofessional conduct, including language.

I expect more from law enforcement officers than I do from a basketball player. I expect more from law enforcement leaders and executives than I do from the NBA Commissioner. I think we all should. It’s about time that all law enforcement professionals step up in the same way that David Stern did and put an end to any level of tolerance for use of these words. Middle schools, high schools, colleges, and a good portion of the the rest of society have already stepped up and recognize use of these words are wrong. At least we can expect the same from those we pay to protect us, all of us.

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While each of these professions has its own unique culture, the coming out journey really begins the same way no matter which badge or uniform you wear.  The place to begin in in front of a mirror and by taking an honest and serious look at yourself.  There is no perfect age to do this.  For many young people these days, this look comes at 12 or 13 years old, but if you have been working as a police officer, firefighter, or EMS professional, for ten or twenty years, you may have avoided this mirror until now.  Just know that it is never too late to begin the journey of coming out.

You need to be honest with yourself first a foremost.  More than likely, deep down inside, you know if you have had a same sex attraction in your life.  Realize that its not a matter of being only straight or gay, there are many variations in between.  As Alfred Kinsey and others have proven through their extensive studies, sexuality is a continuum.  How you identify depends on the label you decide best fits your sexual attractions.  Be cautious though about becoming lost in denial.  It’s easy to rationalize away those feelings, fantasies, and longings in order to fit in with what your friends, family, and professional colleagues expect.  The image of yourself that you create can easily be shaped by the expectations of others, but ultimately, when you take a close look at yourself in that mirror, you need to look honestly and without shame at the truth you see.  You can try to deny all those attractions and feelings all you want, but they won’t go away.

The image we create of ourselves is shaped by many outside influences.  It begins with the approval of our parents, our siblings, friends at school, and what we see and learn about through the media and rest of society.  Non-heterosexuality is probably not part of that image others have created for you.  But, the reality is that your sexuality is not a matter of choice.  You cannot consciously decided to “follow in your father’s or mother’s footsteps” like many of you did when you got into law enforcement, the fire service, or emergency medicine.  Yes, it is true that you can cover it up and decide to live a heterosexual life, but living that life does not change your sexuality or make you straight – no matter how hard you try.  And ultimately, you will be the one who loses the most in this lie.

Look in the mirror and don’t be afraid of what you see.  Even if you have denied seeing yourself and your true sexuality before, it is never too late to see your true self with 20/20 vision.  It’s never too late to start reversing the lie you have been living, but you must begin that journey by being truthful with yourself first.  You cannot expect anyone else to accept the true you if you are not ready to accept yourself first.  Now it may not be easy and you may be unsure, but you must begin your journey here, in front of the mirror, by coming out to yourself first.  You cannot expect others to even consider accepting who you are if you are not able to accept yourself.  I know so many people in my life who are struggling with just this very stage and I want to badly to say, it’s ok, you can come out and be who you were created to be.

How do you come out to yourself you ask?  You step up in front of that mirror and say those words out loud.  “I’m gay,” or, “I’m bi-sexual.”  Say the words out loud and give yourself the credit of being honest with yourself for perhaps the first time in your life.  Verbalizing your identity is the first step toward accepting this aspect of who you are.  It is also the first step in ridding yourself of the shame and fear that has accumulated throughout your life.  This is where the coming out journey begins.

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About 100 people packed the bookstore.  The crowd included friends, family, and students from the Napa Valley College Police Academy where author Greg Miraglia teaches.  Attendees asked questions and listened to each author read from their own favorite part of their story.

We thank everyone who traveled to San Francisco on a very rainy day to celebrate with us.  Our hope is that these stories will reach and help those who are closeted and fearful about coming out to realize you can be out and still have a successful career in public safety.  We also hope that these stories will enlighten and educate colleagues, family, and co-workers to become allies and supporters.

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Earlier this week, Congressman Barney Frank had this to say about the “homosexual agenda.”

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So the question now is whether or not Judge Walker will issue a stay on his own decision pending the appeal to the 9th Circuit Court that has already been filed.  Given what the good Judge wrote in his decision, “Plaintiffs have demonstrated by overwhelming evidence that Proposition 8 violates their due process and equal protection rights and that they will continue to suffer these constitutional violations until state officials cease enforcement of Proposition 8,” I don’t see how he could issue a stay.

No matter what he decides, I am truly grateful for the heard work and detail he put into writing this decision.  He did a thorough job of evaluating all of the facts presented from both sides.

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Chief Pace (seen on the left) was sworn in on June 28, 2010 with his partner of six years.  How great it is that a city and its police department can set the example for others to follow.  This is the kind of role modeling that law enforcement so desperately needs.  Chief Gregory (seen on the right) has also been with his department for twenty years.  He said, he hopes his advancement will encourage others to feel comfortable about their sexuality at the workplace. “Hopefully people are able to be who they are.”

I applaud both of these men for their courage in, first coming out, and then on their hard work to become leaders in their departments.  Their example should serve as evidence to those closeted officers that you can live your life as you were made to be and still be successful in law enforcement.

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Identify as gay, lesbian, bi-sexual, transgender, or a straight ally and be “out” to your family, friends, and peers at the academy or law enforcement agency.
Be a recognized role model by your peers and supervisors.
Demonstrate use of the Law Enforcement Code of Ethics as a guide for decision making.
Demonstrate being able to graduate from your law enforcement training program.

Ms. Zuniga graduated from the Basic Police Academy at Napa Valley College yesterday. She quickly established herself as a role model for other students in her class and was selected by her peers
and the academy staff to be a permanent squad leader. She has a solid track record of making ethical decisions and conducting herself in a consistently professional and disciplined manner. “I have achieved many goals in the police academy. I never thought it would be this tough to go through training, both physically and mentally and I am proud to say that I have made it. I plan to continue being an effective role model as a lesbian by never letting go of my morals and ethics. I will continue to be an effective leader in the agency that I work in and always set my standards high for others to follow. I will stay true to myself and always do what is right. I will never hide who I truly am and I will stand proud” Zuniga said. “I’m so proud to present this ‘first of its kind’ scholarship to such a fine young woman” said Greg Miraglia, founder and President of Out to Protect Incorporated.

Out To Protect Incorporated was founded in March of 2009 by Greg Miraglia, author of “Coming Out From Behind The Badge,” a book for and about LGBT law enforcement professionals who have come out on the job. Miraglia said, “The most effective way to eliminate homophobia in law enforcement is for outstanding role models like Julianne Zuniga to demonstrate that members of the LGBT community can work effectively as law enforcement professionals.

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Listen online from anywhere in the world at www.krcb.org or if you live in the Santa Rosa, California area, tune in at 91.1 FM.

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We will feature more about how LGBT law enforcement officers are becoming more visible on the job next month as we honor LGBT law enforcement professionals during National Law Enforcement Month. Check back for more details about our radio show special.

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“Outbeat Radio Comes Out From Behind The Badge” was produced exclusively for KRCB Radio of Santa Rosa and will air on Sunday, May 30, 2010 at 8PM PST. You are invited to attend a special preview and discussion about this show at 4PM on Saturday, May 15, 2010 at the A Different Light Bookstore, located at 489 Castro Street in San Francisco. This even will feature several of the officers interviewed in the show. Mr. Miraglia will also be signing copies of his book, “Coming Out From Behind The Badge.” A meet and greet will follow this event at Toad Hall.

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Something new to law enforcement? No way. It’s just becoming more visible and gay and lesbian officers are making themselves more visible on the job. Homophobia is a problem in the vast majority of law enforcement agencies and has been present within the culture for decades. Only now are individuals standing up, coming out, and saying we’ve had enough and it’s time for a change.

Look for more from us about this topic in a special program we are premiering next month on KRCB Radio. More details to follow.

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The answer here is simple. Eliminate DADT and let’s get on with the military’s more important mission.

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“WASHINGTON – The military’s top uniformed officer declared Tuesday that gays should be allowed to serve openly in uniform, arguing that it is “the right thing to do.” Adm. Mike Mullen’s statement was the strongest yet from the uniformed military on this volatile issue, although he stressed that he was “speaking for myself and myself only.” He told the Senate Armed Services Committee Tuesday he is deeply troubled by a policy that forces people to ‘lie about who they are in order to defend their fellow citizens.'”

Herein lies the problem exactly and in law enforcement I can tell you that a DADT culture is very much alive and well.  In fact, I talked with an officer this week who works for a rural department in northern California.  He described for me the dilemma he faces every day at work when he is forced by the power of the agency culture to hide who he is in lieu of facing rejection.  It’s so wrong.

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I am one of the members of the Board of Directors for the Matthew Shepard Foundation.  I got involved with the Foundation in 2001 after meeting Judy Shepard.  Since that time, I’ve watched this organization do some incredible work not only helping to educate legislators about hate and hate crimes, but also to support young people through Matthewsplace.com.  Even though we have federal hate crimes law now in place, the law alone will not stop hate.  The Matthew Shepard Foundation is poised to deliver powerful educational program designed to combat hate.

Please take a moment to review the information about this grant opportunity and to vote for the Matthew Shepard Foundation.  The deadline is January 22, 2010.

Click Here To Learn More

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