Economist Offers LGBTQ Workers 'Realistic' Advice Ahead of Trump's Second Term

As the United States braces for the return of Donald Trump to the White House, LGBTQ workers are grappling with the potential impacts of his policies on their employment, economic stability, and overall well-being. With Trump's first term marked by a rollback of protections for LGBTQ individuals, many are concerned about what the next four years may bring. However, experts in the field are offering 'ealistic' advice to help LGBTQ workers navigate the challenges ahead.



One of the primary concerns for LGBTQ workers is the potential rollback of non-discrimination protections in the workplace. Trump's administration has pledged to reverse Obama-era executive orders that prohibit discrimination based on sexual orientation and gender identity in federal contractors. This could lead to increased discrimination in the workplace, making it harder for LGBTQ individuals to secure jobs or advance in their careers. According to the Movement Advancement Project, research consistently finds that LGBTQ people and their families are more likely to struggle economically, experiencing higher rates of poverty and food insecurity. Removing these protections could exacerbate these issues.

Another concern is the potential impact on LGBTQ-owned businesses. Trump's policies could negatively affect clinics serving marginalized communities, many of which rely heavily on public funding. This could have a ripple effect on LGBTQ-owned businesses that depend on these clinics for referrals or services. The National LGBT Chamber of Commerce estimates that LGBT-owned businesses contribute over $1.7 trillion to the U.S. economy and support over 181,000 jobs. Any negative impact on these businesses could have significant economic consequences.

To mitigate these potential risks, LGBTQ workers can employ several strategies. First, it is essential to stay informed and engaged with local, state, and federal policies that may impact LGBTQ rights and workplace protections. Engaging with LGBTQ advocacy groups and attending community meetings can help workers stay connected and up-to-date. Following organizations like GLAAD, Human Rights Campaign, and Transgender Law Center can provide valuable updates and guidance.



Updating legal documents and benefits is another crucial step. Reviewing and updating wills, power of attorney, and healthcare directives can ensure that they reflect current relationships and wishes. Checking employee benefits packages to ensure adequate health insurance coverage, including mental health services, is also essential. Consulting with an LGBTQ-affirming attorney can help navigate potential changes in laws and regulations.

Building a support network is also vital. Connecting with other LGBTQ individuals, both within and outside the workplace, can provide shared experiences, resources, and support. Joining or forming employee resource groups (ERGs) can help advocate for LGBTQ-inclusive policies and practices in the workplace. Seeking out mentors and allies who can provide guidance and advocacy during challenging times is also important.

Documenting discrimination and harassment is another key strategy. Keeping a record of any discriminatory or harassing incidents, including dates, times, witnesses, and the impact on work and well-being, can be crucial. Reporting incidents to human resources departments or trusted supervisors, following company policies and procedures, is essential. Consulting with an employment attorney if you believe you have experienced discrimination or harassment can also be helpful.

Considering legal protections and alternatives is another option. Familiarizing oneself with existing legal protections for LGBTQ workers, such as Title VII of the Civil Rights Act and local nondiscrimination ordinances, is crucial. Researching alternative employment options, such as working for LGBTQ-affirming organizations or companies with strong diversity, equity, and inclusion (DEI) policies, can also be beneficial. Considering relocating to states or regions with stronger LGBTQ protections and more supportive communities may also be an option.

Advocating for inclusive policies is another important strategy. Engaging with employers to advocate for policies that protect and support LGBTQ workers, such as gender-neutral bathrooms, inclusive healthcare benefits, and anti-discrimination policies, is essential. Encouraging employers to adopt or maintain DEI training and education programs to foster a more inclusive work environment can also be helpful.

Seeking professional help is another key strategy. Consulting with mental health professionals to manage stress, anxiety, and other emotions that may arise during this time is crucial. Reaching out to LGBTQ-affirming support groups and resources, such as The Trevor Project, Trans Lifeline, or local community centers, for additional support and guidance can also be beneficial.

By employing these strategies, LGBTQ workers can better navigate the potential challenges and risks posed by a Trump administration and protect their rights and well-being in the workplace. While the future may hold uncertainty, taking proactive steps to prepare and advocate for oneself can help LGBTQ workers weather the storm and emerge stronger.