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Sexual Orientation Policy Tally

The term “sexual orientation” is loosely defined as a person’s pattern of romantic or sexual attraction to people of the opposite sex or gender, the same sex or gender, or more than one sex or gender. Laws that explicitly mention sexual orientation primarily protect or harm lesbian, gay, and bisexual people. That said, transgender people who are lesbian, gay or bisexual can be affected by laws that explicitly mention sexual orientation.

Gender Identity Policy Tally

“Gender identity” is a person’s deeply-felt inner sense of being male, female, or something else or in-between. “Gender expression” refers to a person’s characteristics and behaviors such as appearance, dress, mannerisms and speech patterns that can be described as masculine, feminine, or something else. Gender identity and expression are independent of sexual orientation, and transgender people may identify as heterosexual, lesbian, gay or bisexual. Laws that explicitly mention “gender identity” or “gender identity and expression” primarily protect or harm transgender people. These laws also can apply to people who are not transgender, but whose sense of gender or manner of dress does not adhere to gender stereotypes.


Tools & Primers

What strategies should LGBT organizations pursue to build and sustain leadership talent? Why do people take jobs in the LGBT movement? How do staff members at LGBT nonprofits feel about their jobs, and what can organizations do to help reduce staff turnover? How can LGBT movement organizations do a better job retaining donors? What can LGBT organizations do to build connections with organizations working on issues of racial equity and inclusion?

The success of LGBT movement organizations in their efforts to achieve equality depends on a range of factors. MAP provides a variety of practical tools that can help organizations and their leaders enhance the effectiveness and the inclusiveness of their work. MAP resources cover topics from building LGBT nonprofit leadership talent and growing an endowment fund to retaining LGBT donors and addressing issues of racial justice and inclusion.  

Related Resources


Building LGBT Nonprofit Leadership Talent

November 2009 - Building leadership talent is crucial to the LGBT movement’s long-term efforts to advance equality. This 2009 report offers pragmatic recommendations for integrating leadership development into the day-to-day work of movement organizations across areas such as recruitment, development, deployment and retention.


LGBT Career Survey Report

November 2008 - How can the LGBT movement do a better job attracting, developing and retaining excellent leaders? MAP’s 2008 survey of staff working at LGBT nonprofit movement organizations examines their attitudes, beliefs and motivations, including how they view their work, their employers, and their professional development.


Primer: Issues of Racial Justice and Inclusion

May 2007 - As the LGBT movement seeks to broaden the base of support for LGBT equality, organizations and funders need to pay closer attention to racial justice and inclusion. This 2007 primer provides a starting point and offers suggestions for making racial justice and inclusion a key focus of the LGBT movement’s work.


Nonprofit Endowment Funds

February 2009 - What is an endowment fund? What are the best practices for creating one? How are endowment funds managed by LGBT movement organizations that have them? This 2009 primer report provides a practical overview of the use of endowment funds and planned giving programs at LGBT nonprofit movment organizations.


Retaining LGBT Movement Donors

May 2008 - This short 2008 presentation examines concerns voiced by LGBT movement leaders about donor turnover. The presentation includes an overview of the Fundraising Effectiveness Project, a joint initiative of the Urban Institute and the Association of Fundraising Professionals (AFP) that aims to reduce donor turnover.

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