Rev. Irene Monroe: Re-introducing lesbian, bisexual, and transgender women of African descent

Re-introducing lesbian, bisexual, and transgender women of African descent

By Rev. Irene Monroe

With October being Coming Out Month, I thought I would re-introduce a subgroup in our LGBTQ community that is too often forgotten and/or ignored — lesbians, bisexual, and transgender women of African descent.

I want to re-introduce this group because a groundbreaking study in July came out titled “Black Lesbians Matter” examining the unique experiences, perspectives, and priorities of the Black LBT community, and sadly little is known about it.

This report reveals that LBT women of African descent are among the most vulnerable in our society and need advocacy in the areas of financial security, health care, access to education, and marriage equality.

The study is akin to a census conducted over several months in 2009 – 2010 where 1,596 LBT women from regional, statewide, and local organizations in New York, Atlanta, Chicago, and Denver, and also through an on-line survey participated. The study focused on five key areas: health, family/parenting, identity, aging, and invisibility.

More below the fold.

Key findings of the survey revealed the following:

? Health – There is a pattern of higher suicide rates among us. Scholars have primarily associated these higher suicide rates with one’s ability to deal with “coming out.”

? Family/Parenting – 45% of Black female same-sex households include a biological child of one of the partners in their household. Anti-gay parenting policies in the United States will disproportionately affect Black LBT parents, or would-be parents.

? Identity – In the 18-24 age group 69% are least likely to identify as lesbian. Mostly identify as queer.

? Aging – 25% over the age of 50 live alone and fear poverty and homelessness.

? Invisibility – 48% have been rejected and discriminated against, disclosing one’s identity in the workplace leading to exclusion from company events, and even termination.

It’s clear the survey brings to the forefront information from a traditionally marginalized group, highlighting the needs and concerns defined by the community. But Zuna is the first to gather the data on us.

Although Zuna Institute has been around since 1999, people still ask who they are.

In the inimitable way that black women’s kitchens function as “think tanks” on social justice and civil rights issues, birthing numerous organizations, is also how Zuna Institute was founded. Zuna is the first of its kind in becoming a national organization providing services to the Black LBT community. Believing that the development of a healthy Black LBT identity can only come about by advocating specifically for LBT of African descent on a national level, and it would effectively eliminate the stigma and the barriers of race, class, gender, and sexual orientation discrimination we face daily, Zuna aims at bettering our quality of life by holding national conferences providing relational/social and educational resources to use for health care, political, and economic advocacy.

Since the 1970s there has been nearly a twenty-year hiatus since the country has seen collective black LBT activism on a national level.

However, back in the 1970s LBT women of African descent had a more prominent and visible role in queer and feminist politics. Two of the hot spots were New York and Boston.

In New York the “Salsa Soul Sisters, Third World Wimmin Inc Collective” was the first “out” women of color organization and oldest black lesbian organization in the country. Today the group is known as “African Ancestral Lesbians United for Social Change.”

And in Boston the “Combahee River Collective,” referring to Harriet Tubman, Conductor on the Underground Railroad, who freed 750 slaves near the Combahee River in South Carolina in 1863, was an active black feminist lesbian organization from 1974 – 1980. The group is most known for “The Combahee River Collective Statement,” a key document in the history and shaping of black feminist thought. The document presented a new paradigm to look at oppressions by not ranking them, like race, class, gender and sexual orientation, on a hierarchy of oppression, but rather to look at them all from a multidimensional analysis, recognizing them as interlocking oppressions.

Today here in Greater Boston the ethos of the “Combahee River Collective” is continued with “Queer Women of Color and Friends” (QWOC+ Boston), a grassroots organization dedicated to creating a diverse social space for LGBTQ women of color.

Deceased African-American poet and activist Pat Parker, in her book “Movement in Black,” wrote about how society did not embrace her multiple identities. “If I could take all my parts with me when I go somewhere, and not have to say to one of them, ‘No, you stay home tonight, you won’t be welcome, because I’m going to an all-white party where I can be gay, but not Black.’ Or I’m going to a Black poetry reading, and half of the poets are anti homosexual, or thousands of situations where something of what I am cannot come with me. The day all the different parts of me can come along, we would have what I would call a revolution.”

After nearly two decades of LBT women of African descent’s invisibility on a national level Zuna is causing a revolution by taking the bold step in this era of single-issue queer politics to remind us all we, too, matter.

Pam’s House Blend – Front Page

—  admin

Partner denied sick leave by AT&T

Bryan Dickenson, left, and Bill Sugg hold hands in Sugg’s room at a rehabilitation facility in Richardson on Wednesday, Jan. 27. (Source:John Wright/Dallas Voice)

Despite 100% rating from HRC, company won’t allow gay man time off to care for ailing spouse

JOHN WRIGHT  |  News Editor
wright@dallasvoice.com

Bryan Dickenson and Bill Sugg have been together for 30 years.

For the last 12 of those years, Dickenson has worked as a communications technician for Dallas-based AT&T.

After Sugg suffered a debilitating stroke in September, Dickinson requested time off under the federal Family Medical Leave Act to care for his partner.

But AT&T is refusing to grant Dickenson the 12 weeks of leave that would be afforded to a heterosexual spouse under the act.

As a result, Dickenson is using vacation time so he can spend one afternoon a week at Sugg’s bedside at a rehabilitation facility in Richardson. But Dickenson fears that when his vacation runs out, he’ll end up being fired for requesting additional time off to care for Sugg. Dickenson’s attorney, Rob Wiley of Dallas, said he initially thought AT&T’s refusal to grant his client leave under FMLA was just a mistake on the part of the company. Wiley said he expected AT&T to quickly rectify the situation after he sent the company a friendly letter.

After all, AT&T maintains the highest score of 100 percent on the Human Rights Campaign’s Corporate Equality Index, which ranks companies according to their treatment of LGBT employees. And just this week, HRC listed AT&T as one of its “Best Places to Work.”

But AT&T has stood its ground, confirming in a statement to Dallas Voice this week that the company isn’t granting Dickenson leave under FMLA because neither federal nor state law recognizes Sugg as his domestic partner.

“I really couldn’t be more disappointed with AT&T’s response,” Wiley said. “When you scratch the surface, they clearly don’t value diversity. I just think it’s an outright lie for AT&T to claim they’re a good place for gays and lesbians to work.”

Wiley added that he’s disappointed in HRC for giving AT&T its highest score. Eric Bloem, deputy director of HRC’s workplace project, said Thursday, Jan. 28 that he was looking into the matter. Bloem said a survey for the Corporate Equality Index asks companies whether they grant FMLA leave to same-sex couples, and AT&T replied affirmatively.

“I’m not exactly sure what’s going on, so I don’t really want to make an official comment on it,” Bloem said.

Walt Sharp, a spokesman for AT&T, said the company has “a long history of inclusiveness in the workplace.”

“There are circumstances under which our administration of our benefits plans must conform with state law, and this is one of those circumstances,” Sharp said in a written statement. “In this case, neither federal nor state law recognizes Mr. Dickenson’s domestic partner with legal status as a qualifying family member for a federal benefit program. There is no basis for this lawsuit or the allegations contained in it and we will seek its dismissal.”

Sharp didn’t respond to a request for further comment.

Wiley said Sharp’s statement doesn’t make sense. No law prohibits the company from granting Dickenson an unpaid leave of absence, which is what he’s requesting. Wiley also noted that no lawsuit has been filed, because there isn’t grounds for one.

The federal FMLA applies only to heterosexual married couples, Wiley said. Some states have enacted their own versions of the FMLA, requiring companies to grant leave to gay and lesbian couples, but Texas isn’t one of them.

Wiley said the couple’s only hope is to somehow convince the company to do the right thing, which is why he contacted the media.

“At some point in time this just becomes really hateful that they wouldn’t have any compassion,” Wiley said of the company. “I think the recourse is to tell their story and let people know how AT&T really treats their employees.”

Through thick and thin

This isn’t the first time Dickenson and Sugg have endured a medical crisis.

Sugg, who’s 69 and suffers from congenital heart problems, nearly died from cardiac arrest shortly after the couple met in 1980.

At the time, Dickenson was a full-time student and didn’t have car. So he rode his bicycle from Garland to Parkland Hospital in Dallas every day to visit Sugg in the intensive care unit.

In an interview this week at the rehab facility, Sugg’s eyes welled up with tears as he recalled what a Parkland nurse said at the time – “If that isn’t love, then I don’t know what the hell love is.”

“And sure enough, it was,” Sugg said over the whirr of his oxygen machine, turning to Dickenson. “As long as I have you, I can get through anything.”

Dickenson said in addition to visiting Sugg each Wednesday afternoon, he wakes up at 7:30 on Saturday and Sunday mornings so he can spend the day with Sugg at the rehab facility.

This past Christmas, Dickenson spent the night on the floor of Sugg’s room.
“That would have been our first Christmas separated, and I just couldn’t bear that, him being alone on Christmas,” Dickenson said.

The worst part of the whole ordeal was when he had to return to work after taking 13 days off following Sugg’s stroke, Dickenson said. Sugg didn’t understand and thought his partner had abandoned him for good.

“He called me over and over every night, begging me to please come see him,” Dickenson said. “And I said, ’Honey, you don’t understand, I had to go back to work to save my job.’

“That’s what really hurts about what they’ve put me through, not my pain and anguish, but his,” Dickenson said.

Dickenson said it was 3 a.m. on Sept. 22 when he rushed Sugg to the hospital. Doctors initially said it was “the worst sinus infection they’d ever seen,” but within 48 hours Sugg had suffered a stroke affecting his cerebellum.

Sugg lost the ability to swallow and his sense of balance. He’s still unable to walk and suffers from double vision.

Because he wasn’t out as gay at work, Dickenson initially told supervisors that his father was sick.

When he returned to work after 13 days at the hospital, Dickenson explained that his domestic partner was ill and he needed more time off. His supervisor managed to get him an additional 30 days of unpaid leave.

In the meantime, Dickenson phoned the company’s human resources department and asked whether he’d be eligible for leave under FMLA, which allows 12 weeks (or about 90 days) per year. Dickenson said he was told that since he lives in Texas, he wouldn’t be eligible.

Dickenson filled out the FMLA forms anyway and sent them to the company, but he never got any response.

When Dickenson returned to work, he asked to be reclassified as part-time employee, so he could spend more time with Sugg. His supervisor refused and told him his best bet was FMLA leave, even though he’d already been denied.

That’s when Dickenson contacted Wiley.

Sugg is scheduled return to the couple’s Garland home from rehab in about a week, but he’s still on a feeding tube and will require nursing care. With any luck, he’ll someday be able to walk again.

Sugg bragged that he was able to drink his first cup of coffee last week, and he’s looking forward to getting back to his hobby of raising African violets.

Dickenson said he knows of at least seven medical appointments he’ll have to arrange for Sugg once he returns home. He said his vacation time likely will run out by April, and he fears that if he loses his job, the medical expenses will eventually cause him to go broke.

But Dickenson, who’s 51, said he’s committed to taking care of Sugg, even if it means living on the street someday.

“When it runs out, I’ll be fired, and it really hurts to be in a situation like that, because I’ve worked very hard for AT&T,” Dickenson said. “We suffer now, but maybe other people in our shoes in the future, if they work for AT&T, they won’t suffer like we do.”

—  John Wright