LGBTQIASB+

PS - see also: 

• “How to Recognize Transphobia — and What to Do Next”   https://www.healthline.com/health/transphobia  
• “How to Deal With Transphobic Parents”   https://www.wikihow.com/Deal-With-Transphobic-Parents   
• “Merriam-Webster's Short List of Gender and Identity Terms | Merriam-Webster”   https://www.merriam-webster.com/wordplay/merriam-websters-short-list-of-gender-and-identity-terms   
• “A rebuttal of the so-called “Rapid-onset gender dysphoria” conspiracy fantasy”   https://politicalmusingsofkayleen.blogspot.com/2024/04/a-rebuttal-of-so-called-rapid-onset.html  

For Australian use, I have changed the acronym to LGBTQIASB+, per the recommendations in https://theconversation.com/aboriginal-and-torres-strait-islander-people-must-be-at-the-centre-not-the-margins-of-lgbtqia-plans-and-policies-209221.  

 

The original version of the above diagram (which is more applicable outside of Australia) is: 

From https://politicalmusingsofkayleen.blogspot.com/2022/05/hmm-tgd-protection-in-australian.html:

On TGD rights in the workplace (in Australia), I have just come across this: 

https://humanrights.gov.au/sites/default/files/Information%20sheet%20on%20new%20protections%20in%20the%20Sex%20Discrimination%20Act%20-%20FINAL.pdf

which also includes: 

From 1 August 2013 it will be unlawful under federal law to discriminate against a person on
the grounds of their: 

• sexual orientation
  
• gender identity 
• intersex status 

Same-sex couples are now also protected from discrimination under the new definition of ‘marital or relationship status’ (this was previously ‘marital status’). 

The Sex Discrimination Amendment (Sexual Orientation, Gender Identity and Intersex Status) Act 2013 (Cth) (SDA Amendment Act) inserts the new grounds into the Sex Discrimination Act 1984 (Cth) (SDA).

and 

The SDA provides protection from discrimination for people who identify as men, women and neither male nor female. It does not matter what sex the person was assigned at birth, or whether the person has undergone any medical intervention. 

Direct discrimination could occur if a shop-assistant refused to serve a person who identifies and presents as a woman but has a deep masculine sounding voice because she felt uncomfortable about that person’s gender identity.  

Indirect - it may be indirect discrimination if an organisation’s human resources policies do not permit changes to an employee’s records. Such a policy may require a transgender woman to continually disclose information about her gender identity in order to explain discrepancies in personal details.

A couple of other links on cisgender women who are also 

• https://trans-express.lgbt/post/707538658577793024/not-all-women-menstruate-this-is-a-fact-so-why; 
  
• https://www.mayoclinic.org/diseases-conditions/amenorrhea/symptoms-causes/syc-20369299.
  

More commentary will come in due course.

In the meantime, I have touched on LGBTIQA+ matters in the following posts: 

•    <reserved for future posts>   
• A transgenocide is underway; 
• Why there are more trans and gender diverse people now; 
  
• Post No. 2,238 - Debating the right of TGD people to exist; 
  
• A leap backwards ... (3 - 5 min. read);
  
• More on Scott's proposed religious discrimination bill;
• Human rights abuses (evils) are linked;
• An update on the registration of engineers;
• Problems within the LGBTIQ+ communities;
• Extract from my submission to the Victorian LGBTIQ Strategy;
• A partial preview from my submission on the whole of government LGBTIQ review;
• Some of the ways that TGD people get thrown to the wolves in employment;
• The Morrison "government" 's proposed religious discrimination bill;
• Moving beyond lip service in human rights;
• Transgender Day of Remembrance;
• This week;
  
• Apparently competing rights;
  
• The Unprofessionalism of Australia's "Broadsheet" Media;
• Post No. 480 - Heaven Bent;
• Post No. 238 - The L-Word.

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