LGBT PRIDE 2010:

Lesbian, Gay, Bisexual and

Transgender Rights Are Human Rights!
ACTIVIST RESOURCE PACKET
Dear Activist,
Thank you for joining your community‘s Pride activities this year! Showing
your support for your local LGBT (Lesbian, Gay, Bisexual and
Transgender) community, which still strives to realize equality and human
rights, is so important.

Amnesty continues to work for the human rights of all people, including
LGBT people. It is very important that we continue to demonstrate our
support of LGBT rights as human rights. As such, we have organized this
activist resource packet for Amnesty members who want to take action on these issues, particularly during
the many activities happening in Pride Month (June).

So, grab your Amnesty banner and print out the activist tools in this packet and have fun celebrating and
promoting the human rights of all people!

What is Pride?
In June, 1969, in response to police brutality aimed at LGBT people centered around the Stonewall Inn (a
gay bar) in New York City, people refused to sit silently in the face of regular, discriminatory abuse and
instigated a riot. This act of resistance helped to galvanize the LGBT community and their allies across
the U.S., giving birth to the modern LGBT rights movement. This event has since been commemorated
annually in many U.S. and international communities with festivals and marches.

Ten years ago on June 2nd, President Clinton proclaimed the month of June to be Pride month, and in
2009, President Obama declared as such. Pride is more than a political statement - it is a celebration of
LGBT community. Over the years, Pride celebrations have grown from small grassroots events to major
city-wide events in some major cities. Many corporations have sponsored events and more and more
religious groups have also participated in celebrations.

Pride events are primarily a place where LGBT communities celebrate who they are and create positive
visibility for a community that has suffered greatly under a cloak of invisibility. Some events feature over-
the-top costumes, drag, dance music and so forth. Pride is not a ―wallflower‖ event! But, many simply
show up in their shorts and t-shirts to see what‘s going on or to add their support.
What’s Inside

Pride 2010 Advocacy Issues

Organizing Tips

Organizing Tools

1. Handbill for tabling and leafleting

2. ENDA Postcard Action

3. ENDA Backgrounder

4. Malawi Petition Action

5. Malawi Backgrounder

6. Iraq Petition Action

7. Iraq Backgrounder

8. ―LGBT Rights are Human Rights‖ handout

9. ―Love is a basic human right!‖ – sticker template

10. Chants and Slogans

11. List of AIUSA Regional Offices

Pride 2010 Advocacy Issues

We have selected three issues to address: the Employment Non-Discrimination Act (ENDA),
decriminalization of homosexuality in Malawi, and the protection of LGBT people in Iraq.

There are many wonderful organizations doing great work on LGBT issues around the U.S. A couple
things that AI adds to the mix is our use of the human rights framework to encapsulate issues impacting
LGBT people as human rights issues. More and more organizations have also adopted this framework
over the past few decades. Additionally, we focus on international and domestic issues and cases, which
is one reason why we chose these three issues for action.

Do note that there will be more advocacy issues on our website (going up in June) in a variety of
countries. It may be useful to bring some information if you are tabling for a long duration. However,
three issues is plenty to cover when you are trying to get the attention of folks being pulled in many
different directions at a busy festival or march.

Pride events are primarily celebrations, so learn a couple bullet points for our set of advocacy issues and
practice giving a short pitch. You may not be able to get everyone‘s attention for too, too long. This is a
great opportunity to raise awareness on a handful of issues facing LGBT globally and to encourage folks
to become or renew their support for AI. So, rack up those signatures, give out the materials and sign up
folks to join your AI group and become official members of AIUSA!
Organizing Tips
Here are just a few friendly reminders for organizing your own event or participating in an action in your
local community:

Make some Noise. If you are marching, it would be fun and engaging of the crowd to chant. You
may also want to bring noise makers, whistles and things to beat to create a little noise.

Visibility is Key. Don‘t forget your AI banner! Make some signs. We encourage you to march
with the stickers, handbills, petitions and postcards. You are more likely to get petitions and
postcards signed as you wait for the march to step off. You can have some folks on the edges of
your group hand out stickers and handbills.
Want to make buttons? Try here: http://www.buttonsonline.com/
Want to create banners? http://www.bannersonthecheap.com/
Try your local party stores or dollar stores for more decorations and noise makers!

Grow the Movement. The more people become members of Amnesty International USA, the
more capacity we will have to educate communities and make a change on critical human rights
issues that matter. If you are tabling, ask your Regional Office for a stack of membership cards
and Amnesty Magazines or other materials to add to the ones in this kit. This is a wonderful
opportunity to bring in new AI members!

Help me get Started! If this is your first time putting together participating in a Pride event and
you‘re not sure how to get started, contact your regional office and speak to a local organizer who
can help you put together a successful action. To contact your local office go to the AIUSA
website at: www.aiusa.org/contact

Be prepared for the sun! We recommend that you wear sun screen, bring water and wear
comfortable shoes.

Don’t be shy, but keep it short and simple! If you are collecting signatures on postcards and
petitions and trying to promote membership in AI, you‘ll need to get your pitch down to a short
schpeel. Often, working the crowd before a march is the best time to get them—especially as
they may be waiting around and not worn out yet!

Again, this is an appreciation of LGBT heritage and culture. This is the time to take action to ensure full
equality for everyone. This is a celebration! Have a great time!
Organizing Tools

What‘s in this packet:

1) Handbill for tabling and leafleting
Copy double-sided and slice twice (4 to a letter-sized page). If you can use a color-copier or printer, the
photo side would look especially nice in color. Otherwise, you may want to choose pink or purple paper
(20lb is fine), traditional pride colors.

2) ENDA Postcard Action

Copy double-sided and slice twice (4 to a letter-sized page). Use cardstock weight.
When you collect the postcards, please look up Representatives by zip code if signers were unaware of
their Representative. It is better to collect signed postcards rather than leave them with folks as they will
be less likely to send them on their own. Please Note: AI is not actively campaigning on ENDA, but we
are supportive of the legislation.

3) ENDA Backgrounder

4) Malawi Petition Action

5) Malawi Backgrounder

6) Iraq Petition Action

7) Iraq Backgrounder

8) “LGBT Rights are Human Rights” handout

Two pages (one sheet double-sided). Good for tabling.

9) “Love is a basic human right!” – sticker template

Print this page to a letter-sized sticker sheet . Buy a full-page sticker sheet and then cut between the
boxes for individual stickers. Paper slicers recommended over scissors for cleaner cuts.

10) Chants and slogans

11) List of AIUSA Regional Offices

 Around the World and Here at Home: Around the World and Here at Home:
LGBT Rights are Human Rights! LGBT Rights are Human Rights!
AI supports human rights defenders taking a visible stand in hostile AI supports human rights defenders taking a visible stand in hostile
environments, including new Pride events in eastern Europe. environments, including new Pride events in eastern Europe.

Photos: 1st Baltic Pride (Latvia). Photos: 1st Baltic Pride (Latvia).
Above: riot police at parade. Below: AI marchers. Above: riot police at parade. Below: AI marchers.

Working for Human Rights Worldwide Working for Human Rights Worldwide
amnestyusa.org + 1-800-AMNESTY amnestyusa.org + 1-800-AMNESTY

Around the World and Here at Home: Around the World and Here at Home:
LGBT Rights are Human Rights! LGBT Rights are Human Rights!
AI supports human rights defenders taking a visible stand in hostile AI supports human rights defenders taking a visible stand in hostile
environments, including new Pride events in eastern Europe. environments, including new Pride events in eastern Europe.

Photos: 1st Baltic Pride (Latvia). Photos: 1st Baltic Pride (Latvia).
Above: riot police at parade. Below: AI marchers. Above: riot police at parade. Below: AI marchers.

Working for Human Rights Worldwide Working for Human Rights Worldwide
amnestyusa.org + 1-800-AMNESTY amnestyusa.org + 1-800-AMNESTY
 OUR WORLD OUR RIGHTS!
The United Nation’s Universal Declaration of Human Rights
enshrines the rights recognized by the community of nations.
Our rights include the right to…
life, liberty and security of person
freedom from torture and cruel, inhuman treatment
equal protection under the law
freedom from arbitrary arrest, detention or exile
seek asylum from persecution
marry and to found a family
work and protection against unemployment
an education that promotes understanding and tolerance
Join Amnesty International to fights for these rights!
Become a member today:
www.amnestyusa.org/join + 1-800-AMNESTY
OUR WORLD OUR RIGHTS!
The United Nation’s Universal Declaration of Human Rights
enshrines the rights recognized by the community of nations.
Our rights include the right to…
life, liberty and security of person
freedom from torture and cruel, inhuman treatment
equal protection under the law
freedom from arbitrary arrest, detention or exile
seek asylum from persecution
marry and to found a family
work and protection against unemployment
an education that promotes understanding and tolerance
Join Amnesty International to fights for these rights!
Become a member today:
www.amnestyusa.org/join + 1-800-AMNESTY
OUR WORLD OUR RIGHTS!
The United Nation’s Universal Declaration of Human Rights
enshrines the rights recognized by the community of nations.
Our rights include the right to…
life, liberty and security of person
freedom from torture and cruel, inhuman treatment
equal protection under the law
freedom from arbitrary arrest, detention or exile
seek asylum from persecution
marry and to found a family
work and protection against unemployment
an education that promotes understanding and tolerance
Join Amnesty International to fights for these rights!
Become a member today:
www.amnestyusa.org/join + 1-800-AMNESTY
OUR WORLD OUR RIGHTS!
The United Nation’s Universal Declaration of Human Rights
enshrines the rights recognized by the community of nations.
Our rights include the right to…
life, liberty and security of person
freedom from torture and cruel, inhuman treatment
equal protection under the law
freedom from arbitrary arrest, detention or exile
seek asylum from persecution
marry and to found a family
work and protection against unemployment
an education that promotes understanding and tolerance
Join Amnesty International to fights for these rights!
Become a member today:
www.amnestyusa.org/join + 1-800-AMNESTY
 ENDA Explained
Backgrounder: The Employment Non-Discrimination Act
(S. 1584/H.R. 3017)
The Employment Non-Discrimination Act (ENDA) prohibits
employment discrimina-tion on the basis of sexual orientation and
gender identity. ENDA creates protections for lesbian, gay, bisexual
and transgender people similar to those available under existing
federal discrimination laws.
ENDA prohibits job discrimination.
ENDA prohibits an employer from practicing employment
discrimination based on sexual orientation and gender identity. An
employer cannot make an employment decision, such as hiring,
firing, promotion, training or compensation, based on sexual
orientation or gender identity.
There are state or local laws that already address workplace
discrimination against lesbian, gay, bisexual and transgender
workers.
Twenty-one states currently have laws making it illegal to fire
someone based on their sexual orientation and 12 states protect
individuals from discrimination based on their gender identity.
Various municipalities have similar ordinances, but coverage is incon
-sistent and local ordinances are often under enforced. A strong
federal law needs to provide uniformity of coverage and close the
gaps in state and local law.
Nondiscrimination is good for business.
Corporate America generally opposes discrimination and enacted
policies protecting its lesbian, gay, bisexual and transgender
employees. In fact, more than 200 Fortune 500 companies have
policies that include gender identity/expression. Similar to Title VII,
ENDA specifically exempts businesses with fewer than 15
employees.
Which employers are included?
ENDA applies to the same entities covered under Title VII of the Civil people face seri-ous discrimination in employment, including being
Rights Act of 1964. These include private employers with 15 or more fired, denied promotions and ex-periencing harassment on the job.
employees, federal, state and local governments, labor unions and
employment agencies. The legislation exempts the Armed Forces
and religious institutions.
ENDA does not mandate the use of quotas.
ENDA explicitly states that employers may not adopt quotas on the someone based on their sexual orientation and 12 states protect
basis of sexual orientation or gender identity.
Employers will still be able to enforce dress standards on the
job.
Under ENDA, an employer may require employees to follow
reasonable dress codes and reasonable grooming standards.
However, if a person has undergone gender transition or notifies the
employer that the individual is undergoing gender transition, the
employee must be permitted to conform to the dress code and
standards of the gender with which the employee identifies.
Employers will not be required to provide separate bathrooms
for an employee who is transitioning from one gender to
another.
An employer will not be in violation of ENDA as long as an individual
who has transi-tioned to the other gender, or is in the process of
gender transition, is able to use the restroom consistent with that
person‘s gender identity.
Employers will not be required to provide separate shower or
dressing facilities for an employee who is transitioning from one
gender to the other.
For shower and dressing facilities in which being seen fully unclothed
is unavoidable, an employer is complying with the law if they provide
reasonable access to adequate facilities that are gender-neutral or
comport with the gender the employee is transi-tioning to (or has
transitioned to).
Frequently Asked Questions
General Questions
What does ENDA do?
ENDA prohibits an employer from using an individual‘s sexual
orientation or gender identity as the basis for adverse or different
treatment in employment or employment opportunities. An employer
cannot make an employment decision, such as hiring, firing,
promotion, training or compensation, based on sexual orientation or
gender identity.
Why is ENDA necessary?
ENDA is necessary because lesbian, gay, bisexual and transgender
Are there any state or local laws that already address workplace
discrimination against lesbian, gay, bisexual and transgender
workers?
Twenty-one states currently have laws making it illegal to fire
individuals from discrimination based on their gender identity. More
than 100 localities have trans-inclusive ordinances, but cover-age is
spotty and local ordinances are often under-enforced. A strong
federal law is needed to provide uniformity of coverage and close the
gaps in state and local law.
Is ENDA modeled after any civil rights laws that are currently in
place?
Yes. ENDA is modeled after Title VII of the Civil Rights Act of 1964,
the Americans with Disabilities Act and other existing federal
discrimination statutes. ENDA gener-ally covers the same entities
and provides the same enforcement mechanisms and remedies as
Title VII.
Are lesbian, gay, bisexual and transgender workers singled out
in this legislation?
No. ENDA protects heterosexuals, lesbian, gay, bisexual,
transgender and non-trans-gender people from discrimination in the
workplace. All people are protected from discrimination regardless of
their sexual orientation and gender identity. Just as men are
protected by sex discrimination laws, heterosexuals are protected by
ENDA.
Will ENDA lead to an onslaught of frivolous lawsuits?
No. In the states that already enacted statutes prohibiting
employment discrimination on the basis of sexual orientation and
gender identity, there is no onslaught of litiga-tion. In fact, very few
cases are filed. Three General Accounting Office (GAO) studies
show that discrimination claims by lesbian, gay, bisexual and
transgender people in the states with nondiscrimination laws are a
very small percentage of overall dis-crimination claims. According to
a GAO report dated July 9, 2002, relatively few for-mal complaints of
employment discrimination on the basis of sexual orientation were
filed, either in absolute numbers or as a percentage of all
employment discrimination complaints in the states. The GAO
reported the percentage of overall claims which alleged
discrimination based on sexual orientation or gender identity varied
from state to state, ranging from 1.3 percent to 3.9 percent of all
claims. State discrimination laws have not led to a flood of litigation,
but have provided appropriate remedies for the modest number of
cases of discrimination.
Will ENDA be a burden on businesses?
Similar to Title VII, ENDA specifically exempts businesses with fewer
than 15 employ-ees. As for larger companies, corporate America
opposes discrimination and enacted policies protecting its lesbian,
gay, bisexual and transgender employees. In fact, more than 85
percent of the Fortune 500 companies have implemented
nondiscrimination policies that include sexual orientation, and more
than 200 have policies that include gender identity/expression.
Judging employees by the quality of their work is considered a best
business practice as it is efficient to retain experienced employees
and to hire the best qualified ap-plicants. Corporate America has
voluntarily put in place policies prohibiting discrimi-nation against • In Los Angeles, a 1998–1999 study of transgender women found
lesbian, gay, bisexual and transgender people for exactly this reason that 50 per-cent reported incomes of less than $12,000 per year, and
–– it‘s good for business. 23 percent depended on government assistance.
• In San Francisco, a 2006 survey of 194 members of the San
Francisco trans-gender community found:
- 40 percent of respondents believed they were discriminated against
when applying for work.
- Over 24 percent of people reported that they were sexually
harassed at work.
- 19 percent experienced trouble in advancing in their company or
depart-ment.
- 18 percent were fired from a job due to gender identity
discrimination.
• In Virginia, a study conducted between 2005 and 2006 reported
that 20 percent of transgender individuals were denied employment
and 13 percent fired based on their gender identity
• In Washington state, a study conducted between 2006 and 2007
found that 41.5 percent of transgender people surveyed had been
denied employment, fired or otherwise discriminated against on the
job because of their gender identity and/or expression.
Employment Discrimination Contributes to Economic Hardship
for Transgender People
• In Minnesota, a study conducted between 1997 and 2002 found
that 22 per-cent of transgender people live below the poverty line.
• In San Francisco, a study conducted in 2006 of 194 transgender
individuals found a 35 percent unemployment rate, with 59 percent
earning less than $15,300 annually.
• In Philadelphia, a study conducted in 1997 found that of 81
transgender people, 59 percent were unemployed and 56 percent
made less than $15,000 annually.
• In Chicago, a study conducted between 2000 and 2001 found that
of 111 trans-gender individuals, 34 percent were unemployed and an
additional 40 percent made less than $20,000 annually, with a
median income of just $16,900 a year, less than half the national
median income.

• In Washington, D.C., in 1999, only 58 percent of transgender

Statistics on Employment Discrimination Against
Transgender People
Employment Discrimination Against Transgender People is
Widespread
• Nationally, a study conducted between 1996 and 1997 found that
37 percent of transgender individuals surveyed had experienced
employment discrimination.
• In Illinois, a study conducted between 1995 and 2001 found that 37
-42 percent of gender-variant individuals surveyed experienced some Sources: National Gay and Lesbian Task Force (from training
type of employment discrimination.
respondents were employed, 29 percent reported no annual source
of income, 31 percent reported that their annual income was under
$10,000, and 15 percent reported that they lost a job due to
employment discrimination.
• In Virginia, a 2005–2006 study of 250 transgender people found
between 9-24 percent were unemployed and 39 percent made
$17,000 or less annually.
• In Washington state, a 2006–2007 study of 258 transgender people
and found that 39 percent of those surveyed made less that $20,000
annually.
manual) with updates from the Human Rights Campaign (Thanks!)
 MALAWI:
DECRIMINALIZE HOMOSEXUALITY
FREE STEVEN MONJEZA AND TIWONGE CHIMBALANGA
To: the President of Malawi
Dear President wa Mutharika,
We the undersigned express our deep concern for Steven Monjeza and Tiwonge Chimbalanga on charges of unnatural practices be-
tween males and gross public indecency. Mr. Monjeza and Mr. Chimbalanga were arrested following a traditional engagement cere-
mony where they chose to celebrate their love. Their arrest and detention is a violation of international human rights. Therefore, we
ask you to release them and to decriminalize homosexuality.
Sincerely,

NAME ADDRESS CITY, STATE, ZIP

Please send completed petitions to:

To: President wa Mutharika, c/o Embassy of Malawi,
1029 Vermont Avenue, NW #1000, Washington DC, 20005
 LOVE IS NOT A CRIME
Decriminalize Homosexuality in Malawi!

Two men were arrested, imprisoned and tried in Malawi for being gay.

Laws criminalizing homosexuality are discriminatory and

violate the rights to freedom of conscience, expression, and privacy.

BACKGROUND
Two men were arrested in Malawi after a ‗traditional engagement ceremony‘. They were detained without
bail pending trial for several months and reportedly beaten by police while in custody. The men were
charged with ―unnatural practices between men and gross public indecency.‖ The arrest, imprisonment
and trial of these men solely for their real or perceived sexual orientation are discrimination in violation of
their rights to freedom of conscience, expression, and privacy. Laws criminalizing homosexuality and gen-
der identity infringe these human rights, protected in treaties ratified by Malawi.

On 26 December 2009, Steven Monjeza and Tiwonge Chimbalanga held a traditional engagement cere-
mony in Malawi. Two days later, the men were arrested by police after the story was reported in local
newspapers. They were consistently denied bail ―for their own safety‖ and ―in the interest of justice‖ and
remained incarcerated pending trial for several months. Mr. Monjeza is not well but is receiving medical
condition. However, long term incarceration only exacerbates his continued poor health.

The men were charged with ―unnatural practices between men and gross public indecency.‖ Laws crimi-
nalizing homosexuality violate international human rights treaties, including the International Covenant on
Civil and Political Rights and the African Charter on Human and Peoples‘ Rights. Malawi has ratified both
these documents and has an obligation to abide by their precepts. Amnesty International considers indi-
viduals imprisoned solely for their private consensual sexual relationships as prisoners of conscience and
calls for the immediate repeal of these laws.

Amnesty International also warns that the arrest of Steven Monjeza, Tiwonge Chimbalanga and other gay
rights activists in Malawi risks driving underground men who have sex with men (MSM) in Malawi, making
it more difficult for access to information on HIV prevention and health services. Malawi‘s 2009 – 2013
National Aids Strategy includes measures to work with MSM to combat the spread of HIV.
 IRAQ:
STOP VIOLENCE AGAINST GAY MEN
To: the President of Iraq, Jalal Talabani
Your Excellency,
We the undersigned are concerned for the safety of gay men in Iraq, who have been murdered at an alarming rate. All
citizens should be protected from vigilante violence, and all those responsible for violence should be brought to justice.
Please hold prompt, impartial and thorough investigations into all violent crimes against civilians, and bring those respon-
sible to justice in conformity with international fair trial standards and without recourse to the death penalty. We also en-
courage you to ensure that all vulnerable communities in Iraq are protected and that all militias are disarmed.
Sincerely,

NAME ADDRESS CITY, STATE, ZIP

Please send completed petitions to:

To: President Jalal Talabani, c/o Embassy of the Republic of Iraq
3421 Massachusetts Avenue, NW, Washington, D.C. 20007
 SAFETY IS A HUMAN RIGHT!
Stop Violence against Gay Men In Iraq

People have been killed because of their sexual orientation or gender expression.

The Iraqi government must provide protection.

BACKGROUND
Members of the gay community in Iraq live under constant threat. They are confronted by widespread
intolerance towards their sexual identity and scores of men who were, or were perceived to be, gay have
been killed in recent years, some after being tortured. In the first four months of 2009 alone sixty gay men
were murdered and others were tortured. Violent acts against gay men have occurred following public
statements by some Muslim clerics condemning homosexuality.

Attacks against gay men, including killings, have frequently been reported since the 2003 invasion. The
UN reported that at least 12 people were killed because of their sexual orientation between October 2005
and May 2006, during which a fatwa appeared on the website of Grand Ayatollah Ali al-Sistani calling for
the killing of homosexuals ―in the most severe way‖. On May 29, 2009, Muqtada al-Sadr, a Shi'a cleric and
political leader, ordered his militia to eradicate ―depravity‖ in Iraq, according to the 2009 US State
Department report on human rights in Iraq.

During the first few month of 2009 at least 25 men and boys were killed in Baghdad because of their
sexual orientation or gender expression. This was most common in the predominantly Shi‘a district of al-
Sadr City. According to reports, the perpetrators were their relatives and members of the Mahdi Army,
followers of Moqtada al-Sadr. Many of the victims were tortured and their bodies mutilated and dumped in
the streets. Many other men and boys fled Iraq after receiving death threats.

Call on the Iraqi government to protect civilians regardless of sexual orientation, and to investigate the
murders and kidnappings of Iraqi gay men.
 Lesbian, Gay, Bisexual and Transgender Rights are Human Rights!
Individuals who identify as lesbian, gay or bisexual, those who engage in same-sex sexual relations without adopting an
associated identity, and transgender people live in a context of the prevailing primacy given to heterosexuality and adher-
ence to the acceptance of only two fixed gender roles of male or female. In transgressing these norms, they risk discrimi-
nation, exclusion and at times violent attack.

In most countries there remain social taboos against homosexuality which lead to discrimination and other human rights
abuses against individuals who engage, or are presumed to engage, in consensual same-sex practices and transgender
people. In some countries, consensual sexual relations between individuals of the same sex are explicitly or indirectly
criminalized. Laws criminalizing homosexuality encourage the dehumanization of lesbians and gay men by effectively
making that aspect of their identity illegal.

In the 60 years since the adoption of the Universal Declaration of Human Rights, at a time when homosexuality was even
more widely criminalized than it is now, the UN has made significant developments in the promotion and protection of
human rights and sexual orientation and gender identity.

The UN Human Rights Committee has affirmed that no individual can be denied the enjoyment of the rights protected by
the International Covenant on Civil and Political Rights, including equality before the law and equal protection of the law,
because of their sexual orientation. Similar affirmations that the principle of non-discrimination includes discrimination on
the basis of sexual orientation have been made by the Committee on Economic, Social and Cultural Rights, the Commit-
tee on the Rights of the Child and the Working Group on Arbitrary Detention. The Human Rights Committee now rou-
tinely requests information regarding the steps taken by states to prevent, address, and prohibit discrimination on
grounds of sexual orientation. It urges states not only to repeal laws criminalizing homosexuality but also to enshrine the
prohibition of discrimination based on sexual orientation into their constitutions or other fundamental laws.

Since 1991, Amnesty International has committed itself to campaigning for the release of anyone imprisoned solely be-
cause of homosexuality, considering it a grave violation of human rights. Amnesty International regards people detained
or imprisoned under such laws to be prisoners of conscience and calls for their immediate and unconditional release.

Amnesty International further calls on states to reaffirm that exceptions to the universality of rights protections are unac-
ceptable; to condemn human rights abuses on the basis of sexual orientation and gender identity or expression; and to
respect, protect, and fulfill the human rights of all persons, without discrimination of any kind.

The Yogyakarta Principles - Overview

In November 2006, a group of 29 international human rights experts, including a former United Nations High Commis-
sioner for Human Rights, UN independent experts, current and former members of human rights treaty bodies, judges,
academics and human rights defenders, met in Yogyakarta, Indonesia, and affirmed a set of principles drawing on legally
binding international human rights law to address the application of a broad range of international human rights standards
to issues of sexual orientation and gender identity. The Yogyakarta Principles on the Application of International Human
Rights Law in Relation to Sexual Orientation and Gender Identity, provide a universal guide to applying international hu-
man rights law to abuses experienced by lesbians, gay men, bisexual and transgender people to ensure the universal
reach of human rights protections. For more information, please visit: www.yogyakartaprinciples.org.

Preamble: The Preamble acknowledges human rights violations based on sexual orientation and gender iden-
tity, establishes the relevant legal framework, and provides definitions of key terms.

Rights to Universal Enjoyment of Human Rights, Non-Discrimination and Recognition before the Law: Principles
1 to 3 set out the principles of the universality of human rights and their application to all persons without discrimination,
as well as the right of all people to recognition before the law.

Example:
· Laws criminalizing homosexuality violate the international right to
non-discrimination (decision of the UN Human Rights Commit-
tee).
Rights to Human and Personal Security: Principles 4 to 11 address fundamental rights to life, freedom from violence
and torture, privacy, access to justice and freedom from arbitrary detention.

Examples:
· The death penalty continues to be applied for consensual adult sexual activity between persons of the same sex,
despite UN resolutions emphasizing that the death penalty may not be imposed for ―sexual relations between
consenting adults.‖
· Eleven men were arrested in a gay bar and held in custody for over a year. The UN Working Group on Arbitrary
Detention concluded that the men were detained in violation of international law, noting with concern that ―one
of the prisoners died as a result of his arbitrary detention‖.

Economic, Social and Cultural Rights: Principles 12 to 18 set out the importance of non-discrimination in the enjoy-
ment of economic, social and cultural rights, including employment, accommodation, social security, education and
health.

Examples:
· Lesbian and transgender women are at increased risk of discrimination, homelessness and violence (report of UN
Special Rapporteur on adequate housing).
· Girls who display same-sex affection face discrimination and expulsion from educational institutions (report of UN
Special Rapporteur on the right to education).
· The UN High Commissioner for Human Rights has expressed concern about laws which ―prohibit gender re-
assignment surgery for transsexuals or require intersex persons to undergo such surgery against their will‖.

Rights to Expression, Opinion and Association: Principles 19 to 21 emphasize the importance of the freedom to ex-
press oneself, one‘s identity and one‘s sexuality, without State interference based on sexual orientation or gender iden-
tity, including the rights to participate peaceably in public assemblies and events and otherwise associate in community
with others.

Example:
· A peaceful gathering to promote equality on the grounds of sexual orientation and gender identity was banned by
authorities, and participants were harassed and intimidated by police and extremist nationalists shouting slo
gans such as ―Let‘s get the fags‖ and ―We‘ll do to you what Hitler did with Jews‖ (report of the UN Special Rap
porteur on contemporary forms of racism, racial discrimination, xenophobia & related intolerance).

Freedom of Movement and Asylum: Principles 22 and 23 highlight the rights of persons to seek asylum from persecu-
tion based on sexual orientation or gender identity.

Example:
· Refugee protection should be accorded to persons facing a well-founded fear of persecution based on sexual
orientation (Guidelines of the United Nations High Commissioner for Refugees).

Rights of Participation in Cultural and Family Life: Principles 24 to 26 address the rights of persons to participate in
family life, public affairs and the cultural life of their community, without discrimination based on sexual orientation or gen-
der identity.

Example:
· States have an obligation not to discriminate between different-sex and same-sex relationships in allocating part
nership benefits such as survivors‘ pensions (decision of the UN Human Rights Committee).

Rights of Human Rights Defenders: Principle 27 recognizes the right to defend and promote human rights without dis-
crimination based on sexual orientation and gender identity, and the obligation of States to ensure the protection of hu-
man rights defenders working in these areas.

Examples:
· Human rights defenders working on sexual orientation and gender
identity issues in countries and regions around the world ―have
been threatened, had their houses and offices raided, they have been
attacked, tortured, sexually abused, tormented by regular death
 threats and even killed. A major concern in this regard is an almost complete lack of seriousness with which such
cases are treated by the concerned authorities.‖ (report of the Special Representative of the UN Secretary-
General on Human Rights Defenders).

Rights of Redress and Accountability: Principles 28 and 29 affirm the importance of holding rights violators account-
able, and ensuring appropriate redress for those who face rights violations.

Example:
· The UN High Commissioner for Human Rights has expressed concern about ―impunity for crimes of violence
against LGBT persons‖ and ―the responsibility of the State to extend effective protection.‖ The High Commis
sioner notes that ―excluding LGBT individuals from these protections clearly violates international human
rights law as well as the common standards of humanity that define us all.‖

Additional Recommendations: The Principles set out 16 additional recommendations to national human rights institu-
tions, professional bodies, funders, NGOs, the High Commissioner for Human Rights, UN agencies, treaty bodies, Spe-
cial Procedures, and others.

Example:
· The Principles conclude by recognizing the responsibility of a range of actors to promote and protect human rights
and to integrate these standards into their work. A joint statement delivered at the UN Human Rights Council by
54 States from four of the five UN regions on 1 December 2006, for example, urges the Human Rights Council
to ―pay due attention to human rights violations based on sexual orientation and gender identity‖ and commends
the work of civil society in this area, and calls upon ―all Special Procedures and treaty bodies to continue to
integrate consideration of human rights violations based on sexual orientation and gender identity within their
relevant mandates.‖ As this statement recognizes, and the Yogyakarta Principles affirm, effective human rights
protection truly is the responsibility of all.
Love is a basic Love is a basic
human right! human right!
Working for Human Rights Worldwide Working for Human Rights Worldwide
amnestyusa.org + 1-800-AMNESTY amnestyusa.org + 1-800-AMNESTY

Love is a basic Love is a basic

human right! human right!
Working for Human Rights Worldwide Working for Human Rights Worldwide
amnestyusa.org + 1-800-AMNESTY amnestyusa.org + 1-800-AMNESTY

Love is a basic Love is a basic

human right! human right!
Working for Human Rights Worldwide Working for Human Rights Worldwide
amnestyusa.org + 1-800-AMNESTY amnestyusa.org + 1-800-AMNESTY

Love is a basic Love is a basic

human right! human right!
Working for Human Rights Worldwide Working for Human Rights Worldwide
amnestyusa.org + 1-800-AMNESTY amnestyusa.org + 1-800-AMNESTY

Love is a basic Love is a basic

human right! human right!
Working for Human Rights Worldwide Working for Human Rights Worldwide
amnestyusa.org + 1-800-AMNESTY amnestyusa.org + 1-800-AMNESTY
 LGBT PRIDE 2010: SLOGANS AND CHANTS

For the ―beat‖, you could have the chant leader use a whistle, beat an upside down paint
tub, clap or simply create pauses.

AMNESTY FIGHTS (BEAT, BEAT) FOR HUMAN RIGHTS (BEAT, BEAT)

LGBT RIGHTS (BEAT, BEAT) ARE HUMAN RIGHTS (BEAT, BEAT)

[you can repeat this chant substituting in ―lesbian‖ by it self, then on the next rounds, use
―gay‖, then ―bisexual‖, then ―trans‖, then ―queer‖. But have your group know the cycle so
you‘re in unison!]

LOVE IS A BASIC HUMAN RIGHT (BEAT, BEAT…BEAT, BEAT) [repeat]

LEADER: WHAT DO WE WANT?

GROUP: LGBT RIGHTS! [you can sub in ―human rights‖, then ―gay rights‖, even though
―gay‖ is not seen as the most inclusive word]
LEADER: WHEN DO WE WANT THEM?
GROUP: NOW!

THE WORLD SHOULD BE (BEAT, BEAT) TORTURE FREE

Regional Offices and Field Organizers
Mid-Atlantic Regional Office
600 Pennsylvania Ave. SE, 5th Floor, Washington, DC 20003
202-544-0200 Fax: 202-546-7142
Emilia Gutierrez (egutierrez@aiusa.org):
Delaware, Maryland, Pennsylvania, Virginia, Washington DC, West Virginia

Northeast Regional Office

58 Day St., Somerville, MA 02144
617-623-0202 Fax: 617-623-2005
Cynthia Gabriel (cgabriel@aiusa.org):
Connecticut, Maine, Massachusetts, New Hampshire, Rhode Island, Vermont
Thenjiwe McHarris (NY Office 212-633-4215, tmcharris@aiusa.org):
New York, New Jersey

Mid-West Regional Office

53 W. Jackson Blvd., Room 731, Chicago, IL 60604
312-427-2060 Fax: 312-427-2589
Ernest Coverson (ecoverson@aiusa.org):
Illinois, Iowa, Kansas, Missouri, North Dakota, South Dakota
Carrie Neff (cneff@aiusa.org):
Indiana, Kentucky, Michigan, Minnesota, Nebraska, Ohio, Wisconsin

Southern Regional Office

730 Peachtree St. Suite 1060, Atlanta, GA 30308
404-876-5661 Fax: 404-876-2276
Everette Thompson (ethompson@aiusa.org):
Florida, Louisiana, Mississippi
Mana Kharrazi (mkharrazi@aiusa.org):
Alabama, Tennessee, North Carolina, South Carolina
Lisa Adler, (Ladler@aiusa.org):
Arkansas, Oklahoma, Texas
Kely Leiser (kleiser@aiusa.org):
Georgia

Western Regional Office

350 Sansome St, Ste 210, San Francisco, CA 94104
415-288-1800 Fax: 415-288-1861
William Butkus (wbutkus@aiusa.org):
Alaska, Hawaii, Montana, Nevada, N. California
Kalaya'an Mendoza (kmendoza@aiusa.org):
Colorado, Idaho, S. California, Wyoming
Sara Schmidt (sschmidt@aiusa.org):
Arizona, New Mexico, Oregon, Utah, Washington