Under the patchwork of state and local employment law that prohibits employment discrimination based on gender identity and sexual orientation more than three of every five citizens live in jurisdictions that do not provide such protections, and they are needed.
Employers can enact their own policies to apply consistently across their organization. The line between employment protections from discrimination and protections from harassment is not clearly defined, but anti-discrimination policies typically emphasize the responsibility of the employer and anti-harassment policies emphasize the responsibility of employees. Often, anti-harassment and non-discrimination statements are wrapped into the same policy language.
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