1. SEqual
The city of Seattle LGBTQ Employees for Equality
June 28, 2012
Name:
The name of this organization shall be “SEqual – The City of Seattle LGBTQ Employees for Equality.”
Mission Statement:
Our mission: Workplace equality for all, regardless of sexual orientation, gender identity, expression, or
characteristics.
Vision:
Our association strives to promote positive visibility inside and outside the City of Seattle through
communications, education, collaboration, celebration and understanding, through direct outreach and
interaction to City departments and elected officials by working with them to:
• Create a more equitable and safe work environment for LGBTQ City of Seattle employees,
• Increase awareness and education of all employees about sexual orientation and gender identity
as a workplace issue,
• Increase the retention of LGBTQ employees,
• Work with the City of Seattle departments and unions to include sexual orientation and gender
identity in relevant personnel policies and practices, including RSJI training,
• Increase employee recruitment within the LGBTQ community,
• Assist City departments and the Seattle LGBTQ Commission to identify new services and outreach
and education opportunities in the LGBTQ community,
• Provide a network that supports the professional development of LGBTQ employees,
• Support LGBTQ people of color by addressing institutionalized racism in our community and in
the City of Seattle through support of the City’s Race and Social Justice Initiative (RSJI) and co-
sponsorship of events and regular communication with other affinity groups.
o One of the goals of SEqual is to reflect the diversity of the City of Seattle, City of Seattle
Employees, and their cultures and expressions.
Membership:
Membership is open to current City of Seattle Employees.
Members must uphold the mission of the Association and City Council Resolution 31224. Specifically,
that the City of Seattle is PROUD of its LGBT employees and people seeking to limit the rights of the
LGBT community are in conflict with City policies and anti-discrimination laws.

2. Timeline of City Policies:
The City of Seattle has been a pioneer in combating institutional racism and the disparate impacts of
traditionally underrepresented classes, including LGBTQ people and people of color, with the adoption
of a Race and Social Justice Initiative (RSJI). It is a value of the City of Seattle to be an open and inclusive
city for all of its citizens, including those who are lesbian, gay, bisexual, transgender and questioning or
queer (LGBTQ). The City of Seattle was one of the first cities in the world to offer employee benefits to
same-sex domestic partners and to include sexual orientation and gender identity in its
nondiscrimination policy. The City of Seattle policies actively recognize the LGBTQ community rights to
equity in benefits, treatment and freedom from discrimination based on gender identity, and sexual
orientation.
1973 the City of Seattle adopted the Fair Employment Ordinance prohibiting discrimination in
employment on the basis of race, color, sex, age (beginning at age 40), marital status, sexual orientation,
gender identity, religion, creed, national origin, ancestry, political ideology, or the presence of any
sensory, mental, or physical disability and veteran status.
1997 The City of Seattle adopted a resolution opposing discrimination against same-sex couples in
Washington State and supporting legal recognition of civil marriages of same-sex couples.
1999 City of Seattle allowed domestic partner benefits for City employees and created The City of
Seattle's Domestic Partnership Registration program which allows unmarried couples in committed, on-
going family relationships to document their relationships. Couples may consist of a man and a woman,
two men, or two women.
1999 The City of Seattle added a new section to Ch 14.04 Fair Employment Ordinance to provide a
private cause of action for discrimination complaints in violation of the City’s employment anti-
discrimination laws.
1999 The City of Seattle requires all employers contracting with The City of Seattle for more than
$30,000, who offer benefits to legally married partners, to extend the same benefits to same-sex
domestic partners (Employers may add more specifications for domestic partnerships to qualify than
Seattle’s domestic partners registry requires. Adopted November 1999; implemented 2000.)
2004 City of Seattle policies actively recognize the rights of LGBTQ city employees married in other
states and their families (Executive order 306568).
The City of Seattle has participated in the Seattle Gay Pride Parade and Rally since 1972, the largest in
the North West.
SEqual and the Community
Impact
Public opinion polls in the United States show that in the past twenty years, feelings toward gay men,
lesbians and bisexuals have moved in a significantly positive direction. Nevertheless, when compared to
other social groups the members of the LGBTQ communities are still among the most stigmatized

3. groups in the nation. Hate crimes are prevalent. Many professional persons and employees in all
occupations are still fearful of identifying as LGBTQ in their work settings.
According to data from the 2007 American Community Survey, over 6.2 million Americans are state
employees. In every state, the state government is the largest employer. The Williams Institute
estimates that there are approximately 585,000 local government employees, for a total of slightly more
than 1 million state and local LGBTQ employees nationwide. Based on their own research, a number of
state and local elected officials, legislative bodies and special commissions have issued findings of
widespread discrimination against LGBTQ people in their jurisdictions, including discrimination in public
employment due in large part to government policies banning LGBTQ people from public jobs.
Surveys of LGBTQ public employees consistently report high rates of discrimination and harassment in
the workplace. One in five LGBTQ public sector employees in the 2008 General Social Survey reported
being discriminated against on the basis of their sexual orientation and a 2009 survey of over 640
transgender employees, 11% of whom were public employees, found that 70% reported experiencing
workplace discrimination on the basis of gender identity.
City of Seattle LGBTQ employees would like to offer their personal expertise and time to support the
efforts of the City of Seattle to provide resources that will help create better workplaces for LGBTQ
individuals, hence our mission for workplace equality for all, regardless of sexual orientation, gender
identity, expression, and/or characteristics.
Bylaws of SEqual
• The rules contained in the current edition of Robert's Rules of Order Newly Revised shall govern
meetings in all cases to which they are applicable and in which they are not inconsistent with
these bylaws or any special rules of order the group may adopt.
• SEqual will operate by consensus. All participants' positions will be respected and considered,
and the group will work collaboratively to reach consensus on recommendations. If there is
disagreement, the facilitator will assess participants' positions and work with the leadership to
find a resolution.
• SEqual will communicate, discuss issues and make suggestions to the participants to coordinate
actions and responses.
• Association meetings will be held monthly. Additional meetings may be added as needed.
• Meetings will start and end on time.

4. • E-mail and communication will be used for announcements, coordination items, and to
distribute materials in advance of meetings. Efforts will be made to post notices with key
contacts where employees do not have access to e-mail. Substantive issues are best discussed in
meetings rather than through e-mail dialogue.
• The Charter for SEqual will be reviewed every two years.
• Only current SEqual members will be eligible to serve as officers of this group. Nominations and
vote for executive positions will happen annually at the November Monthly meeting.
o Executive Board Members Include
 Two 2-year term staggered Co-Chairs
 One 1 –year term Secretary
 One 1-year team Treasurer
LGBTQ Definitions
As with the acronym LGBTQ (lesbian, gay, bisexual, transgender and questioning or queer), many terms
exist that may arise in discussions about sexual orientation and gender identity/expression. The
following is a partial list of definitions for common words and phrases.
Ally - Typically any non-LGBTQ person who supports and stands up for the rights of LGBTQ people,
though LGBTQ people can be allies, such as a lesbian who is an ally to a transgender person.
Bisexual - A person who is attracted to both men and women.
Closeted/"In the Closet" - Describes a person who keeps his/her sexual orientation or gender identity a
secret from some or all people.
Coming Out - The process of acknowledging one's sexual orientation and/or gender identity to other
people. For most LGBTQ people this is a life-long process.
Gay - A person who is attracted only to members of the same sex. Although it can be used for any sex
(e.g. gay man, gay woman, gay person), "lesbian" is usually the preferred term for women who are
attracted to women.
Gender Expression - The manner in which a person outwardly expresses their gender.
Gender Identity - A person's inner sense of self as male, female or somewhere in between or none at all.
Most people develop a gender identity that corresponds to their biological sex but many do not.

5. Heterosexual/Straight - A person who is only attracted to members of the opposite sex.
Heterosexism - The attitude that heterosexuality is the only valid or acceptable sexual orientation.
Homosexual - A clinical term for people who are attracted to members of the same sex. Some gay men
and lesbians find this term offensive.
Homophobia - Fear of lesbians and gay men.
Lesbian - A woman who is only attracted to other women.
LGBTQ - Acronyms for "lesbian, gay, bisexual, transgender and questioning or queer".
Openly Gay/Lesbian/Bisexual/Transgender - A person who publicly acknowledges their sexual
orientation and/or gender identity.
Outing - The act of revealing an LGBTQ person's sexual orientation and/or gender identity without that
person's consent.
Queer - An umbrella term used by some LGBTQ people to refer to themselves. In the past, this term has
been considered offensive and some LGBTQ people still consider it so. For younger generations this is a
term that is widely used.
Questioning - A person who is unsure about their sexual orientation or gender identity.
Sexual Orientation - A person's attraction to members of the same and/or opposite sex. Includes gay,
lesbian, bisexual and heterosexual.
Transgender - A person whose gender identity does not correspond to their biological sex.
**Taken from GLSEN, the Gay, Lesbian and Straight Education Network
Robert’s Rules of Order
A set of rules used to run official meetings, allowing equal and fair participation by all members.
Members participate by doing 4 things (business proceeds in this order):
1. Present Motions – make a proposal that the group take a stand or action on some issue [“I
move that...”].
2. Second Motions – express support for discussion of another member’s Motion [“I second
motion” or “I second the motion as amended”].
3. Debate Motions: - state opinions on the Motion; members can propose amendments [“I
move to amend the Motion by…”], which must be seconded and voted on before continuing
debate on the main Motion.

6. 4. Vote on Motions – you may vote Yes, No, or Abstain.
During Debate:
· The member making the motion speaks first.
· All members wishing to speak should do so before any member speaks twice (on the same
matter.)
Members may interrupt a speaker to:
· Request information [“Point of Information…”].
· Ask that the Rules be followed [“Point of Order…”].

7. 4. Vote on Motions – you may vote Yes, No, or Abstain.
During Debate:
· The member making the motion speaks first.
· All members wishing to speak should do so before any member speaks twice (on the same
matter.)
Members may interrupt a speaker to:
· Request information [“Point of Information…”].
· Ask that the Rules be followed [“Point of Order…”].