President Obama has opened doors in Washington for out LGBT business owners, political advocates and executives, bringing dozens of LGBT leaders into public service and changing the face of federal agencies.
This cadre of talented executives has taken key roles in departments and agencies as well as on Capitol Hill, working to implement the President's agenda, advance LGBT rights and press for a more progressive agenda.
To launch our LGBT Power Series, we sat down with Kathleen Martinez and Jeremy Bishop, key executives in the U.S. Department of Labor.
Martinez was nominated by the President to be the Assistant Secretary for Disability Employment Policy in 2009 and was confirmed by the U.S. Senate last June. In her position, she advises Secretary of Labor Hilda Solis and works with the department's agencies to lead a comprehensive initiative to employ people with disabilities. Blind since birth, Martinez is an out lesbian. Before joining the department, she was executive director of the World Institute on Disability.
Bishop is a Special Assistant in the Office of Public Engagement. Before his appointment, Bishop was executive director of Pride At Work, the constituency group for LGBT workers in the labor movement.
This Q&A is the first in a series featuring LGBT executives working in the administration and in Congress, where we hope to provide insight into the work of LGBT individuals in the federal government.
BIZ: Can you tell us about your role at the DOL?
KM: In the Office of Disability and Employment Policy, we develop policy and improve employment outcomes for people with disabilities both in the public and private sectors. We have no authority to force them to do comply, but what we do have is the ability to encourage people to test our policies.
JB: I'm a Special Assistant to the Secretary in the Office of Special Engagement. The Office of Public Engagement is charged with reaching out to communities sometimes forgotten or overlooked. Also, we deal with issues surrounding disability, HIV, pension and retirement, and employee benefits.
BIZ: Does DOL have much interaction with the LGBT community?
KM: There are a lot of similarities between the LGBT and disability communities. Very often people who are disabled are the only people in their families who are disabled. The same is true of gay people, who are often the only people in their family who are gay. If you're a woman or a person of color, then there are other people in your family just like you. If you're the only one in your family, you often don't really have role models, and you feel the experience of isolation. This administration has been exceptionally good at bringing people to the table, at least with disability. We feel that administration really values our voice and is very keen on bringing us to the table as part of the entire diversity agenda.
JB: The primary reason I was hired was my expertise around LGBT workplace issues. I had worked with unions and employers to help develop non-discrimination protections and domestic partner policies, basically working to eliminate the barriers LGBT people face in the workplace. I wasn't hired because I was gay. I was hired for the expertise I have in my field.
BIZ: Do you do as much advocating within the department for LGBT issues as advocating outside the department for labor-related concerns with the LGBT community?
KM: We're called on sometimes to be a spokesperson to the LGBT community, but it's important to realize that being a lesbian is just one part of the fabric of who I am. I happen to be a woman. I happen to be a Latina. I happen to be a person who is blind. I happen to be a musician, too.
BIZ: The Obama administration has reached out to the LGBT community and continues to do so, both in terms of policy and appointments. Why such a commitment?
KM: The administration has been very keen on being as inclusive as possible. It manifested itself by a lot of people being out in the administration. There are people who are out, both nominated and confirmed. That could be a part of the mosaic of who they were. In the past, sometimes people have not mentioned that.
JB: It's more than just out employees. There are a lot of straight allies we have at all levels, starting with Secretary of Solis, who are willing to reach out to the LGBT community, people who want to help. I'm just amazed by the people who want to take on this work and make sure LGBT rights are respected.
KM: I think it's really critical to highlight when there's an inclusive work culture. It is a lot easier to be out and a lot easier for straight people to support those of us who are out. It becomes a much more productive environment. We can talk about our partners. There's no fear of being judged or punished for being who you are.
JB: I've done a lot of talking to career LGBT people in the department. They see openly LGBT officials at the top echelon of the Department of Labor. It makes it more comfortable to come out. They realize it's not going to hurt my career choices. They love to be able to see being represented.
BIZ: What are the differences and similarities between the LGBT community and the disability community?
KM: For people who don't have evident disabilities, such as mental health issues, hypertension or cancer, they don't identify themselves as disabled because they don't want to be blacklisted in the workplace. I think that one of the things that the Secretary brings to the department is her commitment to inclusiveness. In this era, people can now feel like they can relax and be who they are.
BIZ: What is the best way to break new ground on LGBT equality?
KM: Peer-to-peer model is always one that I've seen as very successful. It's really having folks who have embraced diversity talk to folks who haven't quite been there yet. Once you do, your fear disappears. The biggest barrier still remains attitudes and fear. Once people see that the CEO's embrace diversity, the fear disappears. We realize that we have more in common than we are different.
BIZ: Any advice for LGBT individuals who may be flirting with working in Washington?
JB: One of the groups I found was helpful was the Victory Fund and its Presidential Appointments Project. I know NGLCC is a partner with that project. I really felt vested in the process. I know the administration is constantly looking for talented people, and there are a lot of qualified LGBT business owners who would make great public servants and make important contributions to our nation.
KM: I realize that for people with a disability, employment is really the next frontier. I would just say that I would like to encourage my gay and lesbian brothers and sisters, when they're hiring, to consider folks with disabilities as part of their workforces. I know that there are a number of people with disabilities who own businesses, and I encourage them to hire LGBT people. We have to help one another.
BIZ: What have you done in the past that prepared you for this role?
KM: I've never worked in government before. I moved to D.C. six months ago, and I've gotten a new house, a new neighborhood, and a new job. It was quite a transition. I absolutely love my job and I feel very blessed to work in this environment. I can be the best of who I can be. I don't have to hide any of the facets of who I am. By being open, I'm hoping that other people can see that we really can be who we are.
JB: I don't think I realized before how much the Department of Labor does. That's been a learning process. I'm seeing how many places the Department of Labor impacts peoples' lives from unemployment statistics gathering to pensions. Learning all of that has been challenging and really wonderful as well. It's also been great to be able to bring in what I learned in my previous role in an LGBT organization and contribute to the agency.
BIZ: What advice do you have for LGBT business owners?
KM: I really think it's important to be very conscious of who you hire. We need to look at the faces of our businesses, at the gay and lesbian chamber of commerce, and make sure they look like all of us. We want to be included and we have to walk the walk with regard to inclusion. I always talk about disability because it crosses every cultural, ethnic, racial and economic boundary. I think it's important to do whatever we can to bring all of us together.
JB: I hope they get in touch with us at the department. If they're in D.C., I'd love to meet them. The Department of Labor has incredible resources that assist business owners, from regulatory guidance to OSHA standards. Please get in touch. We'd love to hear from you, and we'd love to see how we can help you.
