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Rumored Colton Underwood Netflix series sparks backlash – Los Angeles Times

An online petition urging Netflix to cancel its rumored reality series starring Colton Underwood has amassed more than 20,000 signatures and counting.

Shortly after the former “Bachelor” star came forward as gay last week on “Good Morning America,” Variety reported that a Netflix project documenting Underwood’s experience as a gay man is currently in production. The Change.org campaign cites stalking and harassment allegations leveled by Underwood’s ex, Cassie Randolph, as justification for scrapping the show.

“Cassie is a victim of Colton’s abuse, and he does not deserve a platform in any way,” the description reads. “Regardless of his sexuality, Colton should not be given a platform as a result of his abusive, manipulative, and dangerous behavior.”

Representatives for Underwood, Randolph and Netflix did not immediately respond Monday to the Los Angeles Times’ requests for comment.

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In 2019, Underwood presented his “final rose” to Randolph during the 23rd season of “The Bachelor.” Though he did not propose marriage on the TV show, the pair dated outside of the ABC competition program until their high-profile breakup in 2020.

After their split, Randolph filed a restraining order against Underwood requesting that he cease harassing, surveilling and contacting her or taking any action, directly or through others, to reach her, according to court documents obtained by The Times.

Randolph later dropped the restraining order, but not before she reportedly accused Underwood of stalking and harassing her with disturbing text messages, attaching a tracking device to her car, appearing uninvited at her L.A. apartment and lurking around her parents’ Huntington Beach home, according to TMZ.

In his intimate interview with “Good Morning America” anchor Robin Roberts, former football player Underwood apologized to Randolph for “how things ended” between them and admitted he “made a lot of bad choices.”

“It’s hard for me to articulate exactly what my emotions were and going through that relationship with her was, because I obviously had an internal fight going on,” Underwood told Roberts.

“I would just say that I’m sorry, from the bottom of my heart. I’m sorry for any pain and emotional stress I caused. I wish it wouldn’t have happened the way it did. I wish that I would have been courageous enough to fix myself before I broke anybody else.”

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By 8:30 a.m. Monday, about 20,500 people had signed the virtual petition demanding Netflix scrap its reported Underwood vehicle co-starring Olympic skier Gus Kenworthy — billed by Variety as Underwood’s “guide” to navigating life as a gay athlete. Netflix declined to comment on the rumored project when reached last week by The Times.

Skepticism regarding the reported Netflix deal, as well as criticism surrounding court documents submitted by Randolph, have loomed over Underwood’s coming-out announcement since it aired Wednesday on “Good Morning America.” The former Oakland Raiders team member has not commented publicly on either after telling Roberts he is “the happiest and healthiest” he’s ever been.

“I’m still the same Colton everybody met on TV,” he said last week. “I’m still the same Colton to my friends and my family, I just happen to be able to share with people now all of me. … I am proud of that, you know? I am proud to be gay.”

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Times staff writer Nardine Saad contributed to this report.

Colorado Symphony Brings Epic Music of John Williams to Red Rocks – Westword

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No composer has made as lasting an impression on American blockbusters as John Williams; his music is downright epic. So it makes sense that the Colorado Symphony will start its blockbuster summer season with two limited-capacity performances of Williams’s compositions at Red Rocks.

Resident conductor Christopher Dragon will conduct a selection from Williams’s scores for Star Wars, Jurassic Park, Indiana Jones, Superman, Harry Potter, E.T. the Extra-Terrestrial and more.

The news comes a week after the symphony announced that it would be canceling its Red Rocks performance of Beethoven’s Ninth Symphony, which had been rescheduled for this summer.

The Williams shows, scheduled for 7 p.m. Sunday, May 23, and Tuesday, May 25, will each be limited to a 2,500 capacity; social distancing guidelines and mask requirements will also be in force.

Tickets, which run $55 to $70, go on sale at the Colorado Symphony website at 10 a.m. Friday, April 23.

Red Rocks has already announced that the popular Film on the Rocks series is back, with both drive-in and in-person screenings; a handful of concerts by artists such as Lotus, Zhu, Leftover Salmon and more have also been booked. Lotus kicks off the concert season this week.

Keep Westword Free… Since we started Westword, it has been defined as the free, independent voice of Denver, and we would like to keep it that way. Offering our readers free access to incisive coverage of local news, food and culture. Producing stories on everything from political scandals to the hottest new bands, with gutsy reporting, stylish writing, and staffers who’ve won everything from the Society of Professional Journalists’ Sigma Delta Chi feature-writing award to the Casey Medal for Meritorious Journalism. But with local journalism’s existence under siege and advertising revenue setbacks having a larger impact, it is important now more than ever for us to rally support behind funding our local journalism. You can help by participating in our “I Support” membership program, allowing us to keep covering Denver with no paywalls.

‘Finding this community is huge’: story of world’s first gay rugby team captured on film – Evening Standard

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Eammon Ashton-Atkinson was looking for an enjoyable way to counteract the proverbial Heathrow Injection, the rapid weight gain that can befall new arrivals in London, when he heard about the Kings Cross Steelers.

The world’s first gay rugby club was formed in 1995 by a group of friends drinking in a pub near the station, and has since become a trail-blazing force in LGBTQ rugby, central to a worldwide network of more than 70 inclusive clubs. Russell Tovey’s boyfriend Steve Brockman is on the team (he wears rainbow socks for games). Now it is the subject of a new documentary, Steelers.

Ashton-Atkinson, an Australian TV producer who moved here at the end of his twenties, had an innate enthusiasm for rugby, but he hadn’t had much to do with the game since his schooldays, when he was the target of vicious homophobic bullying that peaked in sports classes.

“I got called every name under the sun to the point where I would just go down to the music room and practise the piano instead,” he remembers.

Fast forward a decade or so, and Ashton-Atkinson reached out to the Steelers, only to learn the squad was oversubscribed. “I found out where they were training and rocked up anyway,” he recalls. “I’m very persistent, and when I moved to London I had this sense of, it’s now or never”.

He was hooked immediately. “For those of us who were excluded from sport at school, who were told we didn’t belong or made to feel uncomfortable, finding this special community where you go to war with your mates is huge,” he says.

Handout

Having previously struggled with his mental health, Ashton-Atkinson says he benefited enormously from rediscovering rugby without fearing the intolerance that had marred his childhood experiences. In 2018, the team was preparing to travel to Amsterdam to participate in the Bingham Cup — a biannual international tournament named after Mark Bingham, a gay rugby player who saved lives by helping to stop United Flight 93 from reaching its target during the 9/11 attacks — when Ashton-Atkinson suffered an injury that would keep him from playing.

Not content with spectating, he rented some cinema-standard equipment and set about filming the excursion for what would become his new documentary, Steelers.

For the film, Ashton-Atkinson turned his camera on teammates including Andrew McDowell, an African-Colombian American inside centre whose besequinned off-pitch drag persona Drewalicious raises eyebrows among the club’s old guard, and Welshwoman Nic Evans, the Steelers’ then-director of rugby who talks movingly about her own experiences as a woman navigating the male-dominated world of rugby, and her tireless devotion to her charges. “I think their confidence is a thin veil over a lack of self-belief,” she worries during the film.

Game faces: Steelers player Steve Brockman, above left, with his boyfriend, Russell Tovey

/ Getty Images

But Ashton-Atkinson says the individual who has struck the most resonant chord with audiences is a man who initially didn’t want to participate at all. Unlike Ashton-Atkinson, 38-year-old Simon Jones was a rugby insider whose formative years were spent steeped in the culture of the game.

“My parents lived 30 seconds from Moseley Rugby Club in Birmingham, and I remember campaigning for them to take me over the road from a very young age,” he tells me over Zoom.

A popular young man who “was into everything that was outdoors and sporty”, Jones says he knew that he was gay from the age of 10 but feared that his sexuality would upend his “happy” existence. He resolved to live a solitary emotional life, with the family’s pet dog Rolo his template for uncomplicated devotion to others. “I always say I based my life decisions around a black Labrador,” he jokes in one of the film’s most poignant moments.

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Jones spent his twenties ascending the career ladder in London while playing competitively for clubs here and in Birmingham, devoting every moment of leisure time to his rugby pals. He was, he jokes, “the most dependable wingman at Infernos ever”, referring to the Clapham High Street nightclub, an infamous den of exuberant twentysomething heterosexuality.

“I really thought that I’d be able to cope,” Jones tells me. “And then when reality hit, I just lost control of the situation.”

Protracted periods of immobilising depression preceded an injury that made him re-evaluate his future in rugby. His subsequent rehabilitation gave him the confidence to reach out to Steelers in his early thirties, and his family have been supportive since he made the decision to come out. “Steelers was a lifeline in terms of me being able to imagine what life could be like on the other side of my isolation,” he says.

A handsome, sociable, successful lawyer who talks animatedly about his desire to help future generations of gay players via his association with Steelers, Jones is the first to acknowledge how incongruous it seems that someone like him living in 21st century London should have had to remain closeted for so long. It would have helped enormously, he says, had there been prominent examples of openly gay players at the very top of the game he loved.

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Of pioneers such as Gareth Thomas, the former Wales international who made history by coming out towards the end of his career in 2009, Jones says: “They are amazingly courageous but it hasn’t been easy for them — they’ve suffered massive emotional turmoil and sacrifice.

“For all the progress, we’re clearly still not in a place where people can just breeze through being themselves, and I’m really looking forward to that day.”

Ashton-Atkinson’s film only started to take shape a year after the Steelers returned from Amsterdam, when Wallabies star Israel Folau — one of the biggest names in Australian rugby and a man with a history of homophobic tweeting — took to Instagram with a post declaring that “Hell Awaits” homosexuals. It led to the termination of his $4 million contract with Rugby Australia.

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Comments like Folau’s “are just stupid and unnecessary, and they cause real harm”, says Ashton-Atkinson. LGBT people are more likely to face mental health difficulties, homelessness and domestic abuse when compared with the general population.

But the Folau episode did at least provide the impetus for Ashton-Atkinson, who married a Steelers teammate and now lives in Washington DC, to dig out his footage from the Bingham Cup and start making Steelers the movie.

It seems ironic that Folau — who is currently attempting a return to the Australian game with advertising support from the country’s Christian Lobby — should have inadvertently given life to a film that’s such a persuasive testimony to the power of inclusive sport. And this week it begins streaming to the international audience it deserves. Nice try, mate.

Steelers is on Amazon Prime now

Lesbian Visibility Week 2021: Celebrate LGBT+ women in sport – Sports Media LGBT+

In the week starting on Lesbian Visibility Day on Monday 26 April, we’ll be celebrating the contributions of LGBT+ women in our sport and sports media community. Get involved! Read on to find out more…

By Sports Media LGBT+

The second annual Lesbian Visibility Week starts on Monday 26 April, 2021

When thinking about Lesbian Visibility Week and sports, Megan Rapinoe’s post-match quote following the USA’s 2019 World Cup quarter-final win over France is always foremost in our minds.

It was a Friday night at the Parc des Princes in late June and Rapinoe had just scored twice to knock the hosts out of the tournament.

Reminded that the next day was the annual Pride march in the capital, she was asked whether her own visibility and that of several of her team-mates who are also out carried any extra significance in sporting terms.

“Go gays!” laughed Rapinoe, before saying with a wry grin: “You can’t win a championship without gays on your team. It’s never been done before. Ever. That’s science right there. Yeah, to be gay and fabulous during Pride Month at the World Cup is nice.”

It was a refreshing, playful, celebratory statement about simply being LGBTQ+ – and one that’s rarely heard in a sporting context. The quote made headlines around the world and the following weekend, Rapinoe was hoisting aloft the World Cup trophy in Lyon as the gays – and their allies – delivered the silverware for the USA for a record fourth time.

It’s in that spirit that Sports Media LGBT+ is keen to once more ensure that sport sits proudly at the heart of Lesbian Visibility Week, organised by DIVA Magazine in association with Stonewall.

A seven-day stretch of awareness was held for the first time in 2020 and we showed our support with content on our own website, and through our connections, a series of articles published on Sky Sports. A quick recap…

Jo Currie: Lesbian visibility matters in sports mediathe BBC Sport reporter chatted to our Zoe Vicarage for an exclusive Q&A about her experiences in the industry

‘Lesbian visibility in football often means blurred lines’a special guest blog from Sophie Lawson unpacked the sometimes complex world of LGBT+ representation in the women’s professional game

And on Sky Sports, catch up with exclusive interviews with…

Be sure to listen to Jack Murley’s BBC LGBT+ Sport Podcast for more great stories and interviews, with many women in sport sharing their stories.

Recent guests include weightlifter Michaela Breeze, rugby’s Rebecca Rowe, Paralympic and world champion rower Lauren Rowles, football writer Emma Smith, and Mexico international footballer Janelly Faries.

What’s coming up in Lesbian Visibility Week 2021…

Tuesday 27 April (3.30pm) – LVW – ‘Inclusion In Sport’ panel event chaired by Dawn Airey, with Anita Asante, Amazin LeThi, Chris Paouros, and Sam Adams. Watch via live stream.

Get involved!

Interested in sharing your sports story for Lesbian Visibility Week, or showing support in a different way? We can help – start a conversation with us! Email info@sportsmedialgbt.com or Contact Us through the website here.

About us

Sports Media LGBT+ is a network, advocacy, and consultancy group that is helping to build a community of LGBT+ people and allies in sport. We’re also a digital publisher. Learn more here.

LGBT+ in sports? Sharing your story could really help to inspire other people – you don’t have to be famous to make a big impact, and there are huge gains to be made, both personally and more widely in sport. Reach out and talk to us, in confidence, and we’ll offer advice and connections, and guide you through the process of working with the media.

Email jon@sportsmedialgbt.com or send a message anonymously on our Curious Cat.

LGBTQ+ Friendly Investing How to build an inclusive portfolio – Investopedia

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LGBTQ+ friendly investing—investments that focus on companies with lesbian, gay, bisexual, transgender, and queer-inclusive policies—has attracted increased attention in recent years. Given the growing awareness of these issues, a number of different avenues are available for investors to support LGBTQ+ inclusive companies. 

Whether it is through investment funds or individual companies, here’s how investors can build a LGBTQ+ friendly portfolio.

Key Takeaways

  • LGBTQ+ friendly investing focuses on companies that have inclusive workplace policies and practices for lesbian, gay, bisexual, transgender, and queer-identifying people.
  • The Human Rights Campaign annual Corporate Responsibility Index, which has tracked LQBTQ+ inclusivity for two decades, is a leading source for measuring nondiscriminatory company policies.
  • To own shares in LGBTQ+ inclusive companies, investors can start by consulting the Corporate Responsibility Index, LGBTQ+ friendly indexes, ETFs, or socially responsible funds that focus on gender diversity.
  • Research has shown that LGBTQ+ friendly policies and practices strengthens employee retention and shareholder returns.

Inclusive Policies on the Rise

LGBTQ+ inclusivity in the workplace has come a long way in the last two decades. Back in 2002, the Human Rights Campaign, an LGBTQ+ advocacy group, created the Corporate Equality Index to track LGBTQ+ inclusive workplace policies. Specifically, these policies are relevant to lesbian, gay, bisexual, transgender, and queer (LGBTQ+) employees.

When it was first launched, 13 companies achieved a 100% rating on LGBTQ+ equality. In 2021, this number reached 767. Globally, these companies—which include many Fortune 500 companies—employ 13 million people. At the same time, 71% of Fortune 500 companies have transgender-inclusive healthcare benefit policies. To put things in perspective, this number was 0% in 2002. The rise in company advocacy for transgender initiatives is one area that has seen some of the greatest progress over 19 years.

Of course, there is still progress to be made for LGBTQ+ protections. But as increased focus is being directed towards diverse workforces, the impact on employees, productivity, and investors is being understood at a closer level.

Building an LGBTQ+ Friendly Portfolio

There are a number of ways for investors to build LGBTQ+ inclusive portfolios. The Human Rights Campaign’s annual Corporate Equality Index (CEI), which tracks company LGBTQ+ policies, is a good place to start. Company scores are based on a scale of 100, and criteria look at nondiscrimination gender policies, spousal medical benefits, training and best practices, and corporate social responsibility, among others.

Other indexes also focus on LGTBTQ+ inclusive companies. The Credit Suisse LGBTQ Equality Index and the LGBTQ100 Index from LGBTQ Loyalty, a financial data company, are two examples that assess companies according to LGBTQ-friendly policies.

Meanwhile, funds that focus on social responsibility may provide other avenues for investors. Although not exclusively focused on LGTBQ+ friendly investing, according to Forbes, the following funds all consist of companies that support gender diversity:

  • SPDR SSGA Gender Diversity Index ETF (SHE)
  • Vanguard FTSE Social Index Fund (VFTAX)
  • iShares MSCI KLD 400 Social ETF (DSI)
  • Change Finance US Large Cap Fossil Fuel-Free ETF (CHGX)
  • Vanguard ESG U.S. Stock ETF (ESGV)

How to Invest in LGBTQ+ Friendly Companies

For investors who are looking to own shares in LGBTQ+ friendly companies, the Human Rights Campaign CEI report includes a full list of these types of companies in the Fortune 500, along with mid and large-sized public companies. For instance, in the 2021 report, seven of the ten largest Fortune 500 companies achieved ratings of 100%, including:

It’s worth noting that investors can also do their own research by reviewing company websites, which may offer insight into their diversity and inclusion practices. These are often found on the careers or culture pages. In addition, reviewing Glassdoor.com ratings could pull back the curtain on company policies in action—or the absence of them—as employees see them.

Driving Forces

Why is interest growing in LGBTQ+ inclusive companies? Studies show that LGBTQ+ friendly policies have proved their economic worth—from employee retention to profitability. For instance, in a 2017 Deloitte survey, 80% of respondents said that inclusion plays an important role in how they choose an employer. Meanwhile, more than 70% of respondents said they would consider leaving an organization for one with more inclusive practices. 

When it came to profitability, one study from McKinsey found that the worst-performing companies on gender and cultural diversity lagged by 29% in their likelihood of achieving above-average earnings. In tandem with this, large stakeholders are integrating relevant issues on diversity into policy structure, both domestically and in international operations.

Startup Funding Trends

Today, the majority of startup funding is directed to companies that are run by white cisgender men. This investment funding enables companies to bring their product to market and meet the initial costs of running the business. Because most of this money is directed to companies run by white cisgender men, BIPOC, gay, and trans individuals face a barrier in receiving funding.

To answer this problem, New York-based venture capital firm Gaingels invests in LGBTQ+ inclusive companies. It also partners with firms such as Harlem Capital to support ethnic minority companies and startups and has seen funding grow from $5 million to $50 million in under two years, as of late 2020.

How Do LGBTQ+ Friendly Companies Perform?

According to research from Credit Suisse, companies with socially inclusive, LGBTQ+ friendly policies attract talent and have improved share performance. For instance, the LGBTQ-350 Index, established by Credit Suisse, includes companies with LGBTQ senior management, and/or companies that are voted by trusted surveys as LGBTQ+ inclusive.

In 2020, the LGBTQ-350 outperformed its benchmark, the MSCI All Country World Index, by 6.58%— returning 21.14% compared to 14.29%. Credit Suisse notes, however, that inclusive policies do not directly lead to outperformance, but highlight that LGBTQ+ policies and higher returns can occur simultaneously.

Both LGBTQ+ inclusive policies and financial factors play a role in the overall health of a company.

Stronger share returns were also seen by the LGBTQ100 Index. Developed by Los Angles-based LGBTQ Loyalty, the index consists of 100 large-cap companies with leading equality measures in 2020. The index saw gains of 31.52% compared to the S&P 500 Index returns of 29.01%. As of year-end 2020, the indexes’ top five holdings included Amazon (AMZN), Apple (AAPL), Microsoft (MSFT), Marriott International (MAR), and Estée Lauder (EL).

Meanwhile, a 2019 McKinsey report suggests that companies that promote diversity and inclusion practices have higher profitability. The top-tier companies in gender diversity, for example, had a 25% higher likelihood in superior profitability than the lowest-tier companies. Not only that, companies that were rated in the top-tier for racial and cultural diversity saw 35% stronger returns than their lowest-ranked peers.

The Bottom Line

While there are just a handful of LGBTQ+ exclusive funds available for investors, some of the existing options have returned competitive results. Investors may refer to the Human Rights Campaign Corporate Equality Index, which is released each year, to research LGBTQ+ inclusive companies, along with assessing the company website and employee reviews on Glassdoor.com.

On a company level, interest in LGBTQ+ friendly policies has increased in recent years. One of the many strengths of LGBTQ+ friendly companies, according to research, is the competitive advantage seen in talent, acquisition, and financial gains.

Thanks to the multiple forces that continue to elevate gender diversity and inclusion, building an LGBTQ+ friendly portfolio is becoming more accessible to investors. This—coupled with the rise in socially responsible investing (SRI), which may screen companies on inclusive policies—could expand the number of investment options for investors seeking such portfolios.

Try our Stock Simulator today >>

Listen Up: Trainers Say These 9 Bodyweight Cardio Exercises Can Help You Lose Weight – POPSUGAR

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Cardio workouts are a big help if you’re trying to lose weight, but running, walking, cycling, and swimming might not be your cup of tea. If that’s the case, or if you’re just looking to shake up your routine, bodyweight cardio workouts are a great option, routines you can do at home with a minimal amount of equipment to get your heart rate up and sweat it out. Of course, it’s all about choosing the right exercises.

That’s why we asked nine trainers to give us their best cardio exercises for weight loss and rounded them up here, complete with step-by-step instructions. Of course, it’s worth noting that weight loss isn’t only about cardio; strength training builds muscle and boosts your metabolism, which helps you burn more calories even when you’re not working out. And a healthy diet is just as important, so make sure you’re eating plenty of protein to build muscle, fats to keep you full, and carbs to fuel up and stay energized. (It’s also recommended to minimize your intake of ultra-processed foods, which have been shown to lead to weight gain.) Cardio is a key piece of the puzzle, though, both for pure calorie burn for weight loss and general health benefits like staving off heart disease and preventing diabetes.

With all of that said, let’s get ready to break a sweat! Grab some water and throw a couple of these must-do cardio exercises into your routine to help you burn calories and lose weight.

Investing Essentials LGBTQ+ Friendly Investing – Investopedia

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LGBTQ+ friendly investing—investments that focus on companies with lesbian, gay, bisexual, transgender, and queer-inclusive policies—has attracted increased attention in recent years. Given the growing awareness of these issues, a number of different avenues are available for investors to support LGBTQ+ inclusive companies. 

Whether it is through investment funds or individual companies, here’s how investors can build a LGBTQ+ friendly portfolio.

Key Takeaways

  • LGBTQ+ friendly investing focuses on companies that have inclusive workplace policies and practices for lesbian, gay, bisexual, transgender, and queer-identifying people.
  • The Human Rights Campaign annual Corporate Responsibility Index, which has tracked LQBTQ+ inclusivity for two decades, is a leading source for measuring nondiscriminatory company policies.
  • To own shares in LGBTQ+ inclusive companies, investors can start by consulting the Corporate Responsibility Index, LGBTQ+ friendly indexes, ETFs, or socially responsible funds that focus on gender diversity.
  • Research has shown that LGBTQ+ friendly policies and practices strengthens employee retention and shareholder returns.

Inclusive Policies on the Rise

LGBTQ+ inclusivity in the workplace has come a long way in the last two decades. Back in 2002, the Human Rights Campaign, an LGBTQ+ advocacy group, created the Corporate Equality Index to track LGBTQ+ inclusive workplace policies. Specifically, these policies are relevant to lesbian, gay, bisexual, transgender, and queer (LGBTQ+) employees.

When it was first launched, 13 companies achieved a 100% rating on LGBTQ+ equality. In 2021, this number reached 767. Globally, these companies—which include many Fortune 500 companies—employ 13 million people. At the same time, 71% of Fortune 500 companies have transgender-inclusive healthcare benefit policies. To put things in perspective, this number was 0% in 2002. The rise in company advocacy for transgender initiatives is one area that has seen some of the greatest progress over 19 years.

Of course, there is still progress to be made for LGBTQ+ protections. But as increased focus is being directed towards diverse workforces, the impact on employees, productivity, and investors is being understood at a closer level.

Building an LGBTQ+ Friendly Portfolio

There are a number of ways for investors to build LGBTQ+ inclusive portfolios. The Human Rights Campaign’s annual Corporate Equality Index (CEI), which tracks company LGBTQ+ policies, is a good place to start. Company scores are based on a scale of 100, and criteria look at nondiscrimination gender policies, spousal medical benefits, training and best practices, and corporate social responsibility, among others.

Other indexes also focus on LGTBTQ+ inclusive companies. The Credit Suisse LGBTQ Equality Index and the LGBTQ100 Index from LGBTQ Loyalty, a financial data company, are two examples that assess companies according to LGBTQ-friendly policies.

Meanwhile, funds that focus on social responsibility may provide other avenues for investors. Although not exclusively focused on LGTBQ+ friendly investing, according to Forbes, the following funds all consist of companies that support gender diversity:

  • SPDR SSGA Gender Diversity Index ETF (SHE)
  • Vanguard FTSE Social Index Fund (VFTAX)
  • iShares MSCI KLD 400 Social ETF (DSI)
  • Change Finance US Large Cap Fossil Fuel-Free ETF (CHGX)
  • Vanguard ESG U.S. Stock ETF (ESGV)

How to Invest in LGBTQ+ Friendly Companies

For investors who are looking to own shares in LGBTQ+ friendly companies, the Human Rights Campaign CEI report includes a full list of these types of companies in the Fortune 500, along with mid and large-sized public companies. For instance, in the 2021 report, seven of the ten largest Fortune 500 companies achieved ratings of 100%, including:

It’s worth noting that investors can also do their own research by reviewing company websites, which may offer insight into their diversity and inclusion practices. These are often found on the careers or culture pages. In addition, reviewing Glassdoor.com ratings could pull back the curtain on company policies in action—or the absence of them—as employees see them.

Driving Forces

Why is interest growing in LGBTQ+ inclusive companies? Studies show that LGBTQ+ friendly policies have proved their economic worth—from employee retention to profitability. For instance, in a 2017 Deloitte survey, 80% of respondents said that inclusion plays an important role in how they choose an employer. Meanwhile, more than 70% of respondents said they would consider leaving an organization for one with more inclusive practices. 

When it came to profitability, one study from McKinsey found that the worst-performing companies on gender and cultural diversity lagged by 29% in their likelihood of achieving above-average earnings. In tandem with this, large stakeholders are integrating relevant issues on diversity into policy structure, both domestically and in international operations.

Startup Funding Trends

Today, the majority of startup funding is directed to companies that are run by white cisgender men. This investment funding enables companies to bring their product to market and meet the initial costs of running the business. Because most of this money is directed to companies run by white cisgender men, BIPOC, gay, and trans individuals face a barrier in receiving funding.

To answer this problem, New York-based venture capital firm Gaingels invests in LGBTQ+ inclusive companies. It also partners with firms such as Harlem Capital to support ethnic minority companies and startups and has seen funding grow from $5 million to $50 million in under two years, as of late 2020.

How Do LGBTQ+ Friendly Companies Perform?

According to research from Credit Suisse, companies with socially inclusive, LGBTQ+ friendly policies attract talent and have improved share performance. For instance, the LGBTQ-350 Index, established by Credit Suisse, includes companies with LGBTQ senior management, and/or companies that are voted by trusted surveys as LGBTQ+ inclusive.

In 2020, the LGBTQ-350 outperformed its benchmark, the MSCI All Country World Index, by 6.58%— returning 21.14% compared to 14.29%. Credit Suisse notes, however, that inclusive policies do not directly lead to outperformance, but highlight that LGBTQ+ policies and higher returns can occur simultaneously.

Both LGBTQ+ inclusive policies and financial factors play a role in the overall health of a company.

Stronger share returns were also seen by the LGBTQ100 Index. Developed by Los Angles-based LGBTQ Loyalty, the index consists of 100 large-cap companies with leading equality measures in 2020. The index saw gains of 31.52% compared to the S&P 500 Index returns of 29.01%. As of year-end 2020, the indexes’ top five holdings included Amazon (AMZN), Apple (AAPL), Microsoft (MSFT), Marriott International (MAR), and Estée Lauder (EL).

Meanwhile, a 2019 McKinsey report suggests that companies that promote diversity and inclusion practices have higher profitability. The top-tier companies in gender diversity, for example, had a 25% higher likelihood in superior profitability than the lowest-tier companies. Not only that, companies that were rated in the top-tier for racial and cultural diversity saw 35% stronger returns than their lowest-ranked peers.

The Bottom Line

While there are just a handful of LGBTQ+ exclusive funds available for investors, some of the existing options have returned competitive results. Investors may refer to the Human Rights Campaign Corporate Equality Index, which is released each year, to research LGBTQ+ inclusive companies, along with assessing the company website and employee reviews on Glassdoor.com.

On a company level, interest in LGBTQ+ friendly policies has increased in recent years. One of the many strengths of LGBTQ+ friendly companies, according to research, is the competitive advantage seen in talent, acquisition, and financial gains.

Thanks to the multiple forces that continue to elevate gender diversity and inclusion, building an LGBTQ+ friendly portfolio is becoming more accessible to investors. This—coupled with the rise in socially responsible investing (SRI), which may screen companies on inclusive policies—could expand the number of investment options for investors seeking such portfolios.

Try our Stock Simulator today >>

Lance Bass: Colton Underwood Is ‘Monetizing The Experience’ Of Being Gay – HuffPost

Former “Bachelor” Colton Underwood received well-wishes from several celebrities, including Billy Eichner and Dan Levy, after he came out as gay last week. But his announcement drew a fair number of critics, too.

Much of the ire was focused on the 29-year-old’s plans to document his coming out journey in an upcoming Netflix series featuring Olympian Gus Kenworthy as his “gay guide.” Others pointed to the fact that Underwood’s ex-girlfriend Cassie Randolph accused him of stalking her last year ― a point overlooked in many of last week’s reports. 

Lance Bass summed up some of those less-than-enthusiastic sentiments during an appearance on “The Ben & Ashley I. Almost Famous” podcast last week. 

“He’s definitely going to get a lot of backlash from the community at first,” the former *NSYNC star said in the interview. “There is a small percentage of the community that’s just going to not like the fact he came out this way, that he’s monetizing the experience.”

Bass said Underwood’s series would probably ultimately “help the [LGBTQ] community,” but that it would take some time. 

“When you first come out, most people … have no clue about the LGBT community,” he said. “They don’t know what the issues are, they have no idea because they’ve been so separated from that on purpose. So when someone comes out as a public figure, so many people immediately go to: ‘Screw that! It’s too late.’ They don’t like to support it because they don’t feel like you know what you’re talking about yet.”

Lance Bass (left) and Michael Turchin married in 2014. 



Lance Bass (left) and Michael Turchin married in 2014. 

Bass, 41, came out as gay in a 2006 interview with People magazine, later revealing he’d opened up about his sexuality to Britney Spears two years earlier. He married artist Michael Turchin in 2014. 

In his “The Ben & Ashley I. Almost Famous” chat, the pop star drew parallels between his coming out experience and that of Underwood.

“I was kind of like in a ‘Bachelor Nation’ situation where 90% of my fans were women, and they all thought I was straight,” Bass said, adding that he’d advise the reality star to “sit back, listen and learn.” 

“That’s all you need to do right now, is just listen to the community, listen to everyone around you,” he said. “Educate yourself, and then you’ll naturally find where you belong in this community.” 

Listen to the full interview with Lance Bass below. 

Government & Policy LGBTQ+ Pay Gap and Unemployment – Investopedia

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Although it has received less attention than other notable pay gaps, data shows that pay gaps exist for LGBTQ+ communities in the United States. National studies of discrimination in the private and public sectors have noted widespread employment discrimination going back decades against LGBTQ+ workers, especially against transgender and bisexual workers.

Income inequality refers to an uneven split of income that favors some segments of the population over others. Income inequality connected to discrimination also impacts a variety of job-related areas—including productivity, job satisfaction, earned wages, and job opportunities—as well as other conditions related to prosperity like health.

A pay gap refers to a difference in the average pay between two groups of people. This article will focus on the pay gap between LGBTQ+ people and heterosexual people. Despite recent progress, the data shows that LGBTQ+ communities continue to face discrimination and disparities in income and unemployment.

Key Takeaways

  • The LGBTQ+ pay gap refers to the disparity in earned income of typical households across sexual orientation and gender identity.
  • LGBTQ+ communities continue to face discrimination and disparities in income and unemployment.
  • Job protections for LGBTQ+ are new.
  • Laws and court decisions such as the 2020 Bostock v. Clayton County Supreme Court decision affect progress by guaranteeing job protections, but activists say there’s still work to do.

The Broad Picture of the LGBTQ+ Pay Gap

Before 2017, most studies concluded that gay men faced a pay gap and that gay women earned more income than straight women, although these studies received some criticism for their exclusion of bisexuals and for their embracement of binary views of sexual orientation, which may have obscured the role of family arrangements at play in these observed wage trends.

A Williams Institute at UCLA School of Law report, which surveyed all the available evidence as of the summer of 2011, established that LGBTQ+ workers in the United States had seen staggeringly high rates of discrimination and harassment in the workplace, including the loss of jobs, across both the private and public sectors for the four decades leading up to the report. A review of public sector surveys detailed in the report, for example, showed 380 documented examples of workplace discrimination against LGBTQ+ people in all branches of government across 49 states, including harassment, slurs, threats, and physical violence.

In general, the report said, homosexual men tended to earn less than heterosexual men, and bisexuals tended to earn less than gay or straight people. In contrast, many studies have concluded that lesbian women tend to earn more than heterosexual women, including a 2014 meta-analysis by Marieka Klawitter of the University of Washington that looked at 29 studies.

Reporting on these trends from 2015 suggested a “wage hierarchy” with heterosexual men receiving the most pay, gay men the next most, followed by lesbian women, and then heterosexual women. It is important to note that the factors influencing these gaps are complicated and that there are also pay gaps within and across these categories, especially when accounting for the impact of COVID-19.

Noteworthy Progress

For some LGBTQ+ groups, in some limited categories, the pay gap seems to have narrowed in recent years. National Health Interview Survey data from the U.S. Centers for Disease Control began to show, for the first time from 2013-2015, that gay full-time employed men earned 10% more than similarly employed straight men, controlling for other factors like age, ethnicity, presence of a partner, etc., according to a 2017 study from researchers at Vanderbilt University.

Previous studies had shown that gay men were paid less, even after they controlled for intervening factors. It is important to note, however, that gay men in the study also had lower employment rates than straight men. The Vanderbilt study also reconfirmed that lesbian women made more than straight women, or what is referred to as the “lesbian wage premium.” The reasons for this are somewhat unclear and are debated, but the authors of the Vanderbilt study suggest that it is probably not because of reduced discrimination or changing patterns of household specialization.

The Vanderbilt study also showed the continuation of pay disparities for other LGBTQ+ communities. Bisexual men and women, for example, earned less than gay or straight men and women.

Moreover, studies of earnings of transgender individuals have consistently reported lower income, high rates of discrimination and harassment, and high rates of unemployment. Transgender individuals also face exceedingly high levels of discrimination. According to the San Francisco LGBT Center, for instance, 50% of trans people say they were unfairly fired or denied employment, and 78% say they face harassment at work.

Reasons for the LGBTQ+ Pay Gap

Discrimination and uninclusive workplace climates deserve a share of the blame. The Williams Institute report, which looked at surveys of lesbian, gay, and bisexual people, says that 42% of the people in these communities reported having been discriminated against because of their sexual orientation, with about 16% reporting that they had lost their job because of it.

Transgender people, when surveyed separately, reported even higher levels of discrimination. The Williams study, for instance, reports that 78% of transgender people had faced discrimination in 2011. Almost half of all transgender respondents said that they had suffered from discrimination connected to job retention, hiring, or promotion.

Other factors also play a role. For instance, the rates of discrimination will typically differ by region and by workplace. While 44% of people in national surveys from 2009 reported discrimination, 19% of lesbian, gay, bisexual, and trans staff and faculty at universities and colleges across the country reported having suffered discrimination, suggesting that perhaps academic workplaces may be somewhat less discriminatory.

To compare differences even further by region, in 2010, 43% of lesbian, gay, and bisexual people in Utah said they had been discriminated against, compared to about 27% of lesbian and gay people in Colorado. The picture is further complicated by intersecting factors that affect pay, such as race and ethnicity, particularly since the COVID-19 pandemic.

Unemployment and COVID-19

COVID-19 drove up unemployment rates for LGBTQ+ communities, especially for LGBTQ+ people of color and transgender communities. Activists and watchdog groups have warned that this threatens to further tilt an already unequal situation in the U.S. and across the world.

Importantly, researchers have highlighted that the bulk of the government data on COVID-19 does not incorporate sexual orientation and gender identity measures. This makes tracking the effects or including these communities in recovery efforts more difficult.

A Human Rights Campaign poll from 2020 indicated that, based on the impact of the first wave of the closures, 17% of LGBTQ+ people had lost jobs because of COVID-19, which was higher than the 13% of people who had lost jobs in the general population. People of color in LGBTQ+ communities, particularly Black and Latinx people, were more adversely affected, reporting a 22% job loss for people of color in LGBTQ+ communities and 14% for Whites in those communities. LGBTQ+ people of color were 44% more likely to take a cut in work hours, and transgender people were 125% more likely to do so.

Researchers attempting to put the findings in context told the Philadelphia Inquirer that LGBTQ+ households work in industries that were more severely hit by COVID-19, such as the hospitality sector and the survival gig economy. While there isn’t much data or analysis on these trends yet, reports on the LGBTQ+ community in general hold that COVID-19 exaggerates underlying vulnerabilities: These communities are more likely to live in poverty, more likely to work in industries negatively impacted by COVID-19, more likely to suffer from underlying conditions, and more likely to lack access to medical care or paid medical leave.

Laws that Affect Progress for LGBTQ+ Workers

When some of the studies mentioned in this article were conducted, LGBTQ+ people had no protections against discrimination in employment. Protections against employment discrimination due to sexual orientation and gender identity had mostly fallen through legislative gaps in civil rights protections.

The Employment Non-Discrimination Act, for instance, first introduced to Congress in 1994, failed to pass despite numerous reintroductions. It would have written the protections against employment discrimination due to sexual orientation and gender identity into civil rights laws. There was support from the Obama administration around the time for a version of the bill introduced by Senator Jeff Merkley, which passed the Senate in 2013. Acting Assistant Attorney General for the Civil Rights Division Jocelyn Samuels, for example, praised the bill, commenting that its passing would “move this great nation one step closer to fulfilling our Constitution’s promise of liberty, opportunity, and equality for all.” However, the bill died in the House.

During the Obama administration, the Equal Employment Opportunity Commission had included LGBTQ+ discrimination claims, but these protections aren’t specifically written in the law, leaving LGBTQ+ people vulnerable to executive whims of how to interpret existing laws. The Trump administration reversed this, setting the scene for a Supreme Court case.

In 2020, the U.S. Supreme Court ruled 6-3 that Title VII of the 1964 Civil Rights Act extends protections against employment discrimination to LGBTQ+ people, in Bostock v. Clayton County, Georgia. According to the Supreme Court decision, protections against discrimination due to “sex” include sexual orientation and gender identity. Many states did not offer these protections at that time. On January 20, 2021, President Biden issued an executive order to fortify the decision.

Laws that extended marriage rights, such as 2015’s Oberfell v. Hodges Supreme Court decision which legalized same-sex marriage, are worth noting as well. While this ruling did not directly affect the pay gap for LGBTQ+ people, the financial benefits were enormous. After legalization, same-sex spouses could file taxes jointly and legally receive payouts from their spouse’s retirement accounts without the tax burdens or issues faced by unmarried couples.

The Bottom Line

The 2020 Bostock v. Clayton County decision occurred against a backdrop of rights rollbacks for LGBTQ+ communities. The Trump administration had overseen pushback against the extension of rights to LGBTQ+ people, in part through the extension of religious exemptions to civil rights legislation.

The administration was criticized by pro-LGBTQ+ organizations for a litany of actions that encouraged income inequality, including appointing anti-LGBTQ+ judges, opposing the Equality Act, banning transgender people from serving in the military by citing “health costs,” filing court briefs to support discrimination practices, expanding religious exemptions to federal contractors, and other policies that touched on nearly all spheres of life for LGBTQ+ communities.

Since then, some of these have been reversed by the Biden administration, such as the transgender military ban. The rapid rollbacks in LGBTQ+ protections by the Trump administration and the reversals by the Biden administration point out the vulnerability of these rights and protections. This underlines the importance of Supreme Court rulings and federal laws when it comes to protections for LGBTQ+ people.

With new protections for LGBTQ+ people, perhaps the next decade will see improvements in pay and employment inequality. Despite progress in some areas, activists say that a lot of work remains to secure income and employment equality for LGBTQ+ workers. Some of this work could be achieved by passing the 2019 Equality Act, says Human Rights Watch.

  • The Equality Act would alter the language of the civil rights legislation to explicitly ban discrimination based on sex, sexual orientation, and gender identity.
  • The Paycheck Fairness Act, which other advocacy groups have argued for in order to close the gap created by wage discrimination, would update the 1963 Equal Pay Act. If passed, it would broaden the scope of the Equal Pay Act, clarify some of the language around its provisions, strengthen the remedies for victims and the oversight mechanisms, ban employer retaliation for employee wage disclosure, and also make class actions easier to bring in gender wage discrimination cases.

Gucci’s Balenciaga Hack Cements Streetwear in the Luxury Category – Sourcing Journal

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A “hacking lab” may be the spark that helps reignite the Gucci fandom that dominated the luxury category for the majority of the 2010s. The Kering-owned label captured the fashion industry’s attention last week when it released the digital presentation for its Fall/Winter 21-22 collection called “Aria” that included pieces inspired by its conglomerate sister brand Balenciaga.

Not a collaboration—a point stressed in Gucci’s press release—the collection featured dual logo suiting and accessories as well as Gucci-fied Balenciaga silhouettes coined by the latter’s creative director Demna Gvasalia, who gave his blessing to the venture. Rather, Gucci creative director Alessandro Michele described the mashup of creative styles as a “hacking” that is “made of incursions and metamorphoses.”

While it remains to be seen if Gucci’s hacking will lead to a rebound in sales, there’s definitely market share to regain. After years of leading the luxury category in both sales and with its eclectic genderless aesthetic forged by Michele and manifested by celebrities like Jared Leto, Harry Styles and Gucci Mane, the Italian fashion house’s pace of sales began to wane prior to the pandemic. The decline sharpened in 2020, with revenue down 23 percent on the year due to store closures and missed tourism spending.

But given Gucci’s seal of approval, “hacking” may be the next buzzword to watch in the luxury category. Following the release of Aria, the New York Times called the term a “provocative idea to reframe what until recently was being called appropriation” and questioned if fashion hacking is the future. And just days later, Gvasalia bowed his hacking of Gap’s iconic logo in Balenciaga’s Winter ’21 collection. Bright pink and navy blue hoodies, T-shirts and caps featured the word “Gay” in the retailer’s signature collegiate lettering.

New data from retail analytics firm Edited underscores streetwear’s increasing presence in designer collections.

Balenciaga Winter 2021

Authorized and unauthorized hacking (like the “Satan Shoe” debacle between Nike and MSCHF), however, has been a part of streetwear for some time now and represents another way luxury is appropriating the category.

New data from retail analytics firm Edited underscores streetwear’s increasing presence in designer collections.

The category’s relaxed and comfortable styling posed an opportunity for luxury brands to cash in on quarantine fashion trends. With demand for suiting and dresses down, Edited said major areas of growth in luxury includes hoodies, “up a significant 70 percent in the number of styles stocked since 2019,” and women’s sneakers, which are up 35 percent.

In fact, sneakers are the top stocked women’s footwear style for luxury brands and continue to be the “breadwinning category” in men’s. On retailers’ standalone sites, Edited reported that sneakers make up 29 percent of shoes stocked over the past three months, with a 35 percent increase since 2019 when it was the third top-stocked shape.

Other notable categories to watch include luxury sweatpants and T-shirts, which make up the majority of products that are positioned as an entry buy-in to the brand. Edited reported that 64 percent of the tops currently priced at $500 and under are T-shirts and 63 percent of footwear in this threshold are sneakers.

“Streetwear is now fully integrated within luxury and is showing no signs of slowing down,” Edited stated.

Digitally native future

This casual influence on the luxury category is being driven by millennials and Gen Z, who will collectively account for about 60 percent of global luxury sales by 2026, according to Boston Consulting Group. Edited noted that U.S. Gen Z-ers, who currently wield the spending power of over $75 billion, are the “consumer group retailers of all sectors need to be talking to.”

As a result, luxury brands must be immersed in the values of these politically, environmentally and socially aware consumers. “They have grown up around digital and social technology, celebrate diversity and authenticity, alongside an unmatched geographic mobility,” Edited stated.

Luxury brands also need to accelerate their omnichannel strategies to win over younger cohorts, not to mention reconsider their selling strategies based on exclusivity—a quality counter to Gen Z’s insistence on inclusivity. “Brands with an ecommerce presence are able to extend their reach and grow their audience, helping nurture a future consumer who may not have felt comfortable shopping in a traditionally stuffy brick-and-mortar store,” Edited stated.

By establishing a digital footprint, brands can seize opportunities to experiment with non-fungible tokens (NFTs), or “unique digital assets” such as GIFs, virtual clothing and art, that are minted using blockchain technology. Though NFTs are most used by millennials, Gen Z is poised to be the next customer.

Brands, Edited reported, can create a “phygital” experience by offering an NFT as a digital twin to an actual garment, or create one-of-a-kind collectibles for the luxury consumer that couldn’t exist in the real world. “This can appeal to consumers at both ends of the pricing scale, serving as an entry-level buy to reach a new audience, such as Gucci introducing digital sneakers for $12,” Edited stated.

Price rebound

Despite the presence of more accessible streetwear items and the economic uncertainties forced by the pandemic, prices in the luxury market are increasing. “The $500 and under threshold is seeing its lowest investment compared to the previous two years,” Edited stated. “Retailers also aren’t operating in the $1,500-$2,000 bucket as much as they did in 2019.”

Instead, data shows a greater uptake in price points between $3,000-$4,000, and more products stocked at $5,000 and higher.

The higher prices stem from designers such as Gucci and Louis Vuitton making pricing amendments for handbags to offset raw material costs and combat first-half losses due to the coronavirus outbreak, as well as anticipating for post-pandemic splurges or revenge shopping.

Edited reported that the majority of handbags stocked online over the past three months were advertised between $2,000-$2,500, an upwards swing compared to the same period in pre-pandemic 2019 where $1,500-$2,000 was the dominant threshold.

“Luxury brands are also pushing deeper price brackets than previously seen,” Edited stated. In addition to there being more bags retailing between $2,500-$3,5000, handbags priced at $5,000 and higher make up 5 percent of products in stock compared to 3 percent in 2020 and 2019.

Higher prices may queue up the return of the “It” bag. Louis Vuitton’s Coussin PM handbag has been spotted by tastemakers, including Dua Lipa and Selena Gomez, Edited reported. Meanwhile, celebrities like Kendall Jenner have warmed up to the minimalist aesthetic of Prada’s Cleo bag—a theme that is on track to gain momentum into the fall.

TikTok National Rape Day April 24, 2021 – 943thepoint.com

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Trends and challenges on social media are not new. Some of them were stupid, like planking. Others were potentially dangerous, the Tide Pod Challenge for example. The Tik Tok trend planned for April 24, 2021, is no joke. It’s disgusting, and you need to shield your children from it.

Warning: what you are about to read is disturbing.

Users of the popular video app Tik Tok are saying a group of men has declared April 24, 2021, a “national day” for carrying out sexual assault and rape.

While some are shrugging this off as a joke, sexual assault and rape is not a joke.

Listen to Matt Ryan weekday afternoons on 94.3 The Point and download our free 94.3 The Point app

Here’s one Tik Tok warning video that has gone viral. The abbreviation “TW” stands for “trigger warning.” “SA” is for sexual assault.

@showme_yourmask

Men. Be better. #ShowMeYourMask #alphabetmafia🌈 #lgbt #women #nonbinary #trans

♬ original sound – 🏳️‍🌈😷ShowMeYourMask🐉♍️

I don’t agree with everything that TikTok user said, but the social media space can be a scary place. I would like to think that no right-minded person would ever participate in such a deplorable “day of celebration,” but how can we be sure?

Other warnings have been posted on other platforms like Twitter.

If you see an offensive video, please report it! To do that:

  • Click on the white arrow on the right side of the video.
  • Tap the icon with a symbol of a flag that says “report”
  • Choose the best reason from the list provided.

LOOK: The Most Famous Actor Born Every Year

WHERE DID THEY GO? Here are 50 of your favorite retail chains that no longer exist.

Duke students advocate for LGBTQ+ community in NC as lawmakers consider discriminatory bills – Duke Chronicle

North Carolina has joined states across the country in considering bills that oppose LGBTQ+ rights, and Duke students are fighting against them—including pushing against one bill that cites research by a Duke Law professor.

Three bills recently introduced in the N.C. General Assembly deny LGBTQ+ people protection of their rights and access to public services. One, H.B. 358 or the “Save Women’s Sports Act,” would block transgender girls from participating in girls’ school sports teams. 

Of the six academic and journalistic articles cited in H.B. 358, three are co-authored or authored by a Duke Law professor, Doriane Coleman. Coleman has publicly condemned the N.C. bill and other bills across the country for excluding transgender athletes from school sports and misusing her research.

The two other bills deny LGBTQ+ individuals’ access to health care. S.B. 514, the “Youth Health Protection Act,” would prevent people younger than 21 years old from having gender-affirming health care, and health-care providers would be able to refuse services to LGBTQ+ patients under S.B. 515, the “Health Care Heroes Conscience Protection Act.”

Junior Grace O’Connor, president of Blue Devils United, the largest LGBTQ+ undergraduate group at Duke, explained that members of BDU engage with members of the Duke and Durham community in their work to support the transgender community and advocacy for inclusion of transgender athletes. She explained that BDU shares what they have learned from reading legislation affecting the LGBTQ+ community in their meetings and in social media posts.

Co-signed by more than 10 Duke organizations, the Duke LGBTQ+ Network released a statement against the discriminatory legislation on April 13. The LGBTQ+ Network statement notes that the legislation cites Duke Law research and asks Duke to release a statement opposing the legislation. 

Student activism

When the N.C. legislature held a Wednesday hearing on H.B. 358, Justin Sykes, a transgender man, spoke to his lived experience as a former cross-country athlete and student at Appalachian State University, according to NBC WITN. Sykes described the significance of support and affirmation of gender identity to transgender athletes who are “trying to live their life, and sports is how they find their joy.”

“Team sports within high schools, within communities, is how people are able to find themselves through movement, and these bills are going to take that away from them,” Sykes said.

“A 2017 Human Rights Campaign Foundation report found that while 68 percent of young people participate in organized sports, only 12 percent of transgender girls do,” Elizabeth Sharrow, associate professor in the University of Massachusetts Amherst’s School of Public Policy and Department of History, wrote in an April 2021 Washington Post analysis

“That means transgender students are less likely to reap the rewards of athletic participation, which include improved academic performance, better physical and mental health, meaningful and even life-changing social ties, and other benefits that help build healthy and fulfilling lives,” Sharrow wrote.

O’Connor, who identifies as a queer cisgender woman and an ally to transgender individuals, said that H.B. 358 is “extremely harmful.” Gender-affirming sports teams are an outlet for LGBTQ+ youth to belong to a group supportive of their identity, mental health and development, O’Connor said. 

As a high school swimmer, O’Connor said that sports was a “huge part of [her] development as a person,” and school sports should be a space for transgender and gender non-conforming youth to have an equitable experience.

“[H.B. 358] really harms all women, transgender women and cisgender women, by excluding transgender women,” O’Connor said. “They require people to check medical records on what their gender is, or what their sex is assigned at birth, or their legal sex. I think that is extremely discriminatory.”

O’Connor also spoke to how the “Duke label” gives power to the research used in the legislation. Bills opposing transgender athletes participation in school sports across the country reference the Duke research, according to the LGBTQ+ Network statement.  

“We really think Duke, as a powerhouse of athletics and healthcare of its own, should make a statement against these legislative bills,” O’Connor said.

Brett Ries is director of advocacy for Duke OutLaw, the LGBTQ+ law student group, and said that OutLaw believes H.B. 358 is “based on transphobic stereotypes that aren’t founded in current practice.” Ries cited transgender athletes currently competing with athletes of their gender identity and not “dominating sports, like the mainstream movement wants people to believe.” 

From South Dakota, Ries said that he is “used to legislators bringing hateful legislation to the LGBTQ community.” For every instance of anti-LGBTQ+ legislation, he said that it feels like “an attack on your community.”

“It just impacts your sense of belonging and your feeling of welcomeness as well,” Ries said. “When students, faculty [and] administration don’t speak up about it, it fosters that idea that maybe I’m not feeling as welcome as I ought to be.”

That’s where Duke OutLaw comes in, Ries explained. Ries also noted that Duke OutLaw recently won Duke Law’s annual organization award for Greatest Role in Building Relationships. The student group is “pretty quick to respond and provide insight as LGBTQ individuals,” he said.

Ries also spoke to his lived experience as a member of the LGBTQ+ community within the law school.

“I feel like I can openly talk about my experience as a bisexual man while we’re in class, while we’re in office hours,” Ries said. “And so I don’t think there is an issue of animosity toward LGBTQ individuals with our faculty or within the Law School. I just think that the image that the Law School itself sometimes presents doesn’t fully commit to that ideal or what they’re practicing, within the classroom or within the law school.”

Duke Law

This has not been the first time this academic year that students have criticized the Law School for its actions regarding LGBTQ+ rights. In October 2020, nearly 200 Duke Law students sent a letter to Law School Dean Kerry Abrams demanding that a professor with “unapologetic anti-LGBTQ+ views,” Helen Alvare, professor of law at George Mason University, be disinvited from a Duke Law event or the event be canceled altogether. Duke Law still hosted the event with Alvare.

Ries said that, in addition to the Law School’s not making a statement about the anti-transgender legislation, the event with Alvare was “another disheartening experience, where we felt the University or the Law School’s silence said more than what I think the administration thought that it said.”

O’Connor similarly noted that she was disappointed with the Law School for the controversies involving the school and the LGBTQ+ community.

Andrew Park, executive director of communication and events at Duke Law, provided a statement from Abrams to The Chronicle. 

“The Law School is committed to ensuring that every member of our community is welcomed and has the opportunity to thrive, and we oppose discrimination in all its forms. We are also committed to ensuring faculty and students have the freedom to explore issues of their choosing and engage in discussions with individuals who hold a wide range of viewpoints,” Abrams wrote.

Coleman wrote in an email to The Chronicle that transgender students have the right “like everyone else” to participate in school sports. “Our work is aimed at helping to define the parameters that meet both Title IX and the needs of the student-athletes,” she wrote.

Coleman wrote that she has conducted her research alongside transgender researchers in science and policy. She is also a member of the Women’s Sports Policy Working Group, and Duke Law also sponsored a WSPWG event. 

Asked about responses to that group not having any transgender members, she replied that the group acknowledges that “many individuals chose to work behind the scenes and don’t want to endanger their personal safety by taking a visible public role,” and that the group has been “in regular contact with many transgender colleagues.”

Asked to provide evidence for her research examining participation in women’s sports based on athletes’ levels of testosterone, Coleman cited studies on athletic performance and hormones. She  wrote that “testosterone is not determinative of outcomes within groups” but is a “primary driver of the performance gap,” and acknowledged that further studies involving transgender athletes should be conducted.

Sharrow, who is also a former collegiate athlete, wrote in the Washington Post article that “athletic performance results from a complex interaction of many factors, not just hormones or chromosomes.”

O’Connor advocated that Duke Law, in addition to the University, should issue a statement declaring their commitment to LGBTQ+ students, particularly transgender and gender non-conforming students. 

LGBTQ+-affirming state legislation

On March 30, N.C. legislators introduced a set of LGBTQ+ -inclusive legislation in the North Carolina General Assembly. The package of affirming legislation comes five years after the passage of H.B. 2, the N.C. bill that prohibited individuals who were not cisgender from using public bathrooms according to their gender identity and restricted cities’ authority in enacting nondiscrimination measures. One of the four newly introduced bills, H.B. 451, would repeal H.B. 2 in full.

Another bill would ban the use of the LGBTQ+ panic defense, so that a defendant would be barred from citing the victim’s sexuality, gender or sex as a justification for the defendant’s assault. 

Ries, as an aspiring attorney, said that this legislation is “exactly the type of solution” that he wants to advocate for. He explained that 38 states still allow the gay panic defense and trans panic defense. Banning the defense would be “one of the best ways to increase LGBTQ equality, specifically in the criminal justice context,” he said.

“As long as the gay panic defense is still legal, I’m here to fight,” Ries said.

The third bill, Equality for All, would prohibit discrimination against LGBTQ+ individuals in housing, employment, public accommodations, education and other services. The Mental Health Protection Act would ban the use of conversion therapy on individuals under 18 years old and adults with disabilities.

“I look forward to having legislation that is LGBTQI+ friendly and gender affirming, so we can really support our trans youth specifically, but the entire LGBTQIA+ community and ban conversion therapy once and for all in North Carolina and allow really radical inclusion,” O’Connor said.

Syphilis cases in California drive a record-setting year for STIs nationwide – Desert Sun

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In certain circles of San Francisco, a case of syphilis can be as common and casual as the flu, to the point where Billy Lemon can’t even remember how many times he’s had it.

“Three or four? Five times in my life?” he struggles to recall. “It does not seem like a big deal.”

At the time, about a decade ago, Lemon went on frequent methamphetamine binges, kicking his libido into overdrive and silencing the voice in his head that said condoms would be a wise choice at a raging sex party.

“It lowers your inhibitions, and also your decision-making abilities are skewed,” Lemon said.

He’s sober now and runs the Castro Country Club in San Francisco — which is not a resort, but a place where gay men come to get help with addiction, especially meth. Lemon said syphilis comes with the territory.

“In the 12-step community, if meth was your thing, everybody had syphilis,” he said.

In 2000, syphilis rates were so low that public health officials believed eradication was on the horizon. But the rates started creeping up in 2001. From 2015 to 2019 alone, cases rose 74%. There were nearly 130,000 cases nationwide in 2019, according to data released by the Centers for Disease Control and Prevention.

In California and the U.S., about half of syphilis cases are in men who have sex with men. More than a third of women in the West who have syphilis also use meth, which has surged in recent years. These are just some of the trends causing overall national cases of sexually transmitted infections to hit an all-time high for the last six years in a row, reaching 2.5 million. And the consequences are now trickling down to babies, who are contracting syphilis from their mothers: Congenital syphilis rates nearly quadrupled between 2012 and 2019.

This was all before the coronavirus pandemic took hold in the U.S., and with contact tracers and testing supplies diverted from sexually transmitted diseases to COVID-19, the CDC is predicting 2020 numbers will be no better.

“We are quite worried about this and have seen this trend over time,” said Dr. Erica Pan, California’s state epidemiologist. “Unfortunately, with years of not having enough funding and infrastructure in public health, and then in this past year, of course, both at the local and state level, a lot of personnel who had been focusing on STDs and syphilis follow-up have really been redirected to the pandemic.”

Coachella Valley doctors saw it coming

Palm Springs is a “hotspot” for syphilis infections, according to a communicable disease report released in 2018 by Riverside County. In the county itself, incidence rates for syphilis have more than doubled since 2012.

DAP Health, formerly known as Desert AIDS Project​​​​​​, saw cases of both syphilis and gonorrhea rise in March with 163 cases of syphilis reported. The number of cases reported last March, when restrictions had just hit California, was 134, according to DAP. 

There were 1,678 syphilis cases reported through the Palm Springs health center last year — 129 more cases than in 2019.

Related:Doctors concerned people unknowingly spread STIs as routine testing wavers

Doctors in the Coachella Valley had already expressed concern last summer when routine testing for STIs slowed. At Planned Parenthood clinics in Rancho Mirage and Coachella, many people who went in for testing between last spring and fall did so because they had symptoms, Dr. Kyle Bukowski, associate medical director of Planned Parenthood of the Pacific Southwest, previously told The Desert Sun. At the time, he said this was “concerning” because someone without symptoms could still be contagious. The only way to prevent a “rebound effect,” he added, was to regularly testing people without symptoms.

DAP Health saw a similar trend but STI testing there has since returned normal, said C.J. Tobe, director of community health. DAP is also offering newer services like the in-home self-test for HIV, Tobe said. 

“DAP is enhancing our partnership with Planned Parenthood as both entities have seen an increase in symptomatic STI patients,” Tobe said in an email. “We are collaborating to create appointment templates on how to best navigate and support our sexual wellness patients.”

There’s no single cause

Many factors have contributed to the rise of STIs, and syphilis in particular.

Planned Parenthood and DAP Health doctors attributed rises in local cases last summer to decreases in testing related to patient anxiety during the pandemic. For those trying to social distance, the fear of contracting COVID-19 at the doctor’s office may have outweighed their concerns over routine STI testing.

“We anticipate an increase in HIV and STIs globally due to the COVID pandemic,” Tobe said. 

Rising rates may also be in part due to the proliferation of dating apps.

In San Francisco’s gay community, for example, the rise of mobile dating apps like Grindr and Tinder made finding a date “faster than getting pizza delivered to your home,” said Dan Wohlfeiler, an STI prevention specialist and co-founder of Building Healthy Online Communities, which uses these apps to improve gay men’s health.

When the dating apps first came on the scene around 2009, they made it harder for disease investigators to track the spread of STIs and notify people who may have been infected, because men don’t always know the names of the men they hook up with.

“They sometimes only know their online handle,” said Dr. Ina Park, associate professor at the medical school of the University of California-San Francisco and author of “Strange Bedfellows,” about the history of STIs. “And if the sex didn’t go well, then sometimes they will block the person from their app and they don’t even know how to reach that person again.”

Online dating began back in the late 1990s, around the same time effective medications to prevent the transmission of HIV became available: first, antiretrovirals that suppress the virus in those who are HIV-positive, and then later, in 2012, pre-exposure prophylaxis, or PrEP, which prevents new infections in people who are HIV-negative but considered at risk for contracting the virus.

“The reality is, people like natural sex here,” Tobe previously said of Palm Springs.

With the risk of contracting a deadly disease falling to almost zero, condoms fell even more out of favor than they already were, said Park.

“If one man is taking PrEP and the other one is virally suppressed, there’s no HIV risk at all,” she said. “So why use condoms if you don’t mind having a touch of syphilis?”

Diagnosing syphilis is tricky

While syphilis is not benign – it can cause blindness, deafness or brain damage — it is easy to treat. Typically, a shot of penicillin in the butt will cure it.

But diagnosing syphilis can be tricky, said Park, who treats patients with STIs at the San Francisco City Clinic. She often finds herself crouched low in the exam room, “lifting up their scrotum and lifting up their penis,” craning her head to get a look from all angles.

She does these gymnastics to find rashes associated with syphilis. Some are obvious, others subtle. She said doctors in regular family medicine clinics often aren’t trained on where to look, or when.

“The patient came in saying, ‘I’m tired,’” Park said, referring to a common symptom of syphilis. “How many people are going to say, ‘Take off your pants and lift up your scrotum. I want to look’? We only do that at the STD clinic because that’s what we do.”

But specialized public STI clinics, like the one where Park works, have been shutting down nationwide. One reason is persistent underfunding of public health programs, a trend laid bare during the pandemic. Another reason is the Affordable Care Act. In a strange way, the 2010 law, intended to expand access to health care, actually contributed to the closure of STI clinics.

“Honestly, I think everyone thought they weren’t going to be necessary,” Dr. Karen Smith said in 2019, when she was the director of the California Department of Public Health. She said that, once Obamacare was in place, the thought was that STI testing would happen in primary care clinics.

“We sort of all assumed that if you’ve got health insurance and you’ve got access to a doctor, that’s all that you need,” she said. “It turns out that that’s not really all that you need.”

People still had affairs they didn’t want to talk about with their family doctor. And some family doctors didn’t want to probe into patients’ sex lives. Young people, in particular, prefer clinics geared to them, out of their parents’ purview.

“That loss of anonymous care really was a problem,” Smith said.

The syphilis epidemic reaches babies, too

When Christian Faulkenberry-Miranda decided to become a pediatrician, she never thought she’d become an expert in syphilis.

In 2010, shortly after finishing her medical training and starting work at Community Regional Medical Center in Fresno, California, she began seeing babies with a rash on their tummies that looked like a blueberry muffin. She thought it was a common viral infection, until these babies tested positive for syphilis.

In those early days, Dr. Faulkenberry-Miranda saw perhaps a few instances of congenital syphilis each year. Now she sees two cases every week. It’s important to start the 10-day antibiotic treatment right away, to avoid complications, but she still follows her patients through their first year of life, and often through childhood, to watch for vision and hearing problems, developmental delays, attention deficits and learning disabilities, all of which can result from congenital syphilis infections. In 2019, 128 cases resulted in stillbirth or neonatal death.

“The disappointing thing is that syphilis is very treatable,” she said. “This is something that’s completely preventable, with proper screening and treatment of these moms during pregnancy.”

Congenital syphilis cases hit a troubling milestone in 2019, reaching a high of 1,870 cases, an increase of 279% in five years. That is higher than the number of mother-to-child HIV cases at their peak in 1991.

“How could this be happening? Testing is cheap and widely available. The same treatment we’ve been using since the ’40s still works,” said Park, who has also seen an increase in congenital syphilis cases in San Francisco. “And yet we have this completely out-of-control epidemic among the most vulnerable babies in our society.”

“Reducing the rate of congenital syphilis in newborns is public health concern,” Bukowski previously told The Desert Sun last year.

Many of the women who give birth to babies with syphilis have had no prenatal care. They often use drugs — mainly methamphetamine — and are often homeless, said Smith, the former California public health director. This makes them more likely to trade sex for housing, food or drugs. Drug use, in particular, makes women less likely to recognize they’re pregnant at all, and less likely to seek health care if they do.

“They’re very concerned about what’s going to happen when they’re found to be pregnant and using drugs,” said Smith. “They’re concerned that their drug use will be reported and then … their children will be taken away.”

The complications of these women’s lives also make disease investigation and contact tracing very challenging. Veteran contact tracer Romni Neiman remembers the difficulty she has had tracking down pregnant women in her career. Neiman works for the CDC, and before she was redirected to COVID-19 last year, she worked on preventing STIs, including congenital syphilis, in California.

She remembers looking for one woman in the late ’80s in Chicago. The pregnant woman used drugs and had been exposed to syphilis. Her housing was so unstable that Neiman went to three places before finding her. The woman had no car, so Neiman offered to drive her to the clinic to get tested. The woman had no safe place to leave her toddler, because a man in the place she was staying was abusive, so Neiman took care of the child while the woman saw the doctor.

“She was just trying to do the best that she can, and she was really afraid,” Neiman recalled. “Sometimes it’s really taxing and really sad. And you come home at the end of the day and you’re like, ‘Wow. Wow.’”

Challenges like those, combined with persistent underfunding for public health, are what led to the initial spike in congenital syphilis in Fresno County in the 2010s, said Park. Local contact tracers couldn’t keep up, and the state had to step in with reinforcements.

The state is taking new measures to address the rates, said Pan, the state epidemiologist, like requiring women to be screened for syphilis twice during pregnancy instead of once. And, rather than wait for women to come in for prenatal care, the state is doing more outreach and screening pregnant women in the emergency room and in prisons and jails.

Pan believes the COVID-19 pandemic has created an opportunity to invest in a nimbler response to emerging and reemerging public health issues like syphilis.

“It’s been a really long, hard year responding to this pandemic, but people have really acknowledged and realized the impact of divesting in public health infrastructure,” she said. “I hope that a lot of the resources that we hope to bring to bear in the longer term after this pandemic will benefit STDs as well.”

This story is part of a partnership that includes KQED, NPR and KHN. Previous reporting by Desert Sun reporter Maria Sestito was used in this report.

Biden to nominate gay police chief to lead CBP – Washington Blade

Attorneys representing transgender former English teacher Jennifer Eller in a 2018 discrimination lawsuit against the Prince George’s County Public Schools and the county’s Board of Education filed a motion in federal court last week asking a judge to rule in support of Eller’s two main allegations against school officials.

The motion for partial summary judgment, filed on April 28 in U.S. District Court for the District of Maryland, calls on the court to affirm Eller’s charges that school officials acted illegally by failing to intervene when she was subjected to a hostile work environment for five years that included abuse and harassment by students, parents, fellow teachers and supervisors and retaliation by administrators.

The motion also calls on the court to affirm that Eller, 39, was forced to resign from her teaching job in 2017 because of the harassment and discriminatory action based on her gender and gender identity.

Eller’s motion for summary judgement, which calls for a ruling in her favor on the allegations, came one month after attorneys for the P.G. County Schools and the school board filed their own motion seeking summary judgment against all the allegations in Eller’s lawsuit. If U.S. Magistrate Judge Charles B. Day rules in favor of the school system’s motion, which court observers do not think will happen, it would result in the dismissal of the lawsuit.

The motion filed by Eller’s attorneys calls on the court to rule against the school system’s motion for summary judgment.
Court records show that the motions by the opposing sides in the case came after Magistrate Judge Day issued a March 26 directive requiring the two sides to attend a May 7 settlement conference in which an effort must be made to settle the case before it goes to trial.

Day’s directive, in the form of a letter to the attorneys, called for Eller and her attorneys to submit 10 business days in advance of the conference a “written demand” for what a settlement agreement should include. Day’s letter calls for P.G. school officials and their attorneys to submit five days in advance of the conference a “written offer” to Eller for what a settlement should consist of.

“For years, I was aggressively misgendered, attacked and harassed in the hallways and even in my own classroom by students, peers and supervisors,” Eller said in a statement released by the LGBTQ litigation group Lambda Legal, which, along with the D.C. law firm Arnold & Porter, is representing Eller.

“My pleas for help and for sensitivity training on LGBTQ issues for students and staff, were ignored,” Eller said. “The relentless harassment stripped me of the joy of teaching and forced me to resign,” said Eller. “It is time for Prince George’s County Public Schools to be held accountable.”

Eller charges in her lawsuit that the harassment and discriminatory action against her began in 2011 when she transitioned from male to female during the school year. The lawsuit says school officials initially responded to her complaints about the harassment by demanding that she stop dressing as a woman and return to wearing men’s clothes, which she refused to do.

The lawsuit says she was forced to resign from her teaching job in 2017 after being diagnosed with post-traumatic stress disorder due to the alleged abuse she faced on the job.

In addition to naming P.G. County Public Schools and the P.G. County Board of Education as defendants, the lawsuit also names as a defendant the school system’s CEO Monica Goldson.

The lawsuit charges that the school district and its administrators violated Title VII of the U.S. Civil Rights Act of 1964, Title IX of the U.S. Education Amendments of 1972, the Equal Protection Clause of the U.S. Constitution, the Maryland Fair Employment Practices Act, and the Prince George’s County nondiscrimination code.

In its official response to the lawsuit, attorneys for the school system denied Eller’s allegations and claimed the school system had in place nondiscrimination policies that covered gender identity and sexual orientation for school employees and students. The school system also states in its response that Eller may have failed to exhaust administrative remedies required prior to filing a lawsuit and that the lawsuit missed deadlines for certain legal claims.

It also says her legal claims may be disqualified because of her “voluntary resignation of employment,” an assertion disputed by Eller’s attorneys who say the resignation was forced by the abuse and harassment Eller faced on the job.

Her attorneys also point out that Eller filed a complaint against school officials in 2015 before the U.S. Equal Employment Opportunity Commission, which conducted an extensive investigation into Eller’s complaint. The attorneys note that in 2017 the EEOC issued a letter stating that there was “reasonable cause” to believe Eller had been subjected to unlawful treatment based on her sex and gender identity.

“After she filed this discrimination charge, the school administration retaliated against Ms. Eller by taking away her advanced placement English class and opening a disciplinary hearing against her that ended in no discipline,” the Lambda Legal statement says.

P.G. County school officials have declined requests from the Washington Blade for comment on Eller’s lawsuit, saying they have a policy of not commenting on pending litigation.

Among those expressing concern over the issues raised in the Eller lawsuit is College Park, Md., Mayor Patrick Wojahn, who is gay. College Park, which is home to the University of Maryland, is in Prince George’s County.

“It’s important for our county and for the entire community, especially for the kids, that the schools be places free of harassment and discrimination,” Wojahn said. “And if what Ms. Eller says is true, then it shows that the school system has fallen seriously short.”

Martensdale-St. Marys’ Gay to continue softball career at Graceland – KMAland

(Martensdale) — Martensdale-St. Marys senior Jayda Gay is headed to Graceland to continue her softball career. 

“I feel like I have proved to myself that the hard work and dedication has paid off,” Gay said. “Being able to continue my career in college means the world to me. I was able to do what I’ve always wanted to do.”

Gay has been a five-year starter for the Blue Devils. 

“I’ve always put pressure on myself to be the best I can,” she said. “Softball has given me another family and done so much for me.”

She had her choice of schools but ultimately chose Graceland. 

“Simpson reached out to me early in the recruiting process,” she said. “I went to a couple of camps at Wartburg. I talked to some other schools, but they just weren’t as interested as Graceland. Graceland just felt different. I felt wanted there.”

Gay is quite familiar with Graceland Coach Todd Verwers. Verwers coaches at East Union and previously coached at Martensdale-St. Marys. 

“My first tournament coach was Coach Verwers,” she said. “I’ve known him since I was seven. Todd is an amazing coach. I’m so happy he’s given me the opportunity.” 

Graceland checked the boxes academically, too.

“It’s small like Martensdale-St. Marys,” Gay said. “I’m not going to be just another number. I’m going to know my teachers. The environment is amazing.”

Gay has played shortstop and third base during her career. However, she expects to play second base at Graceland. 

“I’m ready to prove to them that I want to be there,” she said. 

Click below to hear full interview with Gay. 

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