Hawaii 2025 Regular Session

Hawaii House Bill HCR100 Compare Versions

Only one version of the bill is available at this time.

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1	1	HOUSE OF REPRESENTATIVES H.C.R. NO. 100 THIRTY-THIRD LEGISLATURE, 2025 STATE OF HAWAII HOUSE CONCURRENT RESOLUTION requesting the state of hawaii to require that any individual or group that administers the mandatory harassment and discrimination training to employees demonstrate adequate competency in LGBTQ+ (Lesbian, Gay, Bisexual, Transgender, Queer, and more identities) identity and culturally specific gender identity relevant to Hawaiʻi.
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3	3	HOUSE OF REPRESENTATIVES H.C.R. NO. 100
4	4	THIRTY-THIRD LEGISLATURE, 2025
5	5	STATE OF HAWAII
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7	7	HOUSE OF REPRESENTATIVES
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9	9	H.C.R. NO.
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11	11	100
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13	13	THIRTY-THIRD LEGISLATURE, 2025
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17	17	STATE OF HAWAII
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29	29	HOUSE CONCURRENT
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31	31	RESOLUTION
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37	37	requesting the state of hawaii to require that any individual or group that administers the mandatory harassment and discrimination training to employees demonstrate adequate competency in LGBTQ+ (Lesbian, Gay, Bisexual, Transgender, Queer, and more identities) identity and culturally specific gender identity relevant to Hawaiʻi.
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45	45	WHEREAS, the Williams Institute at the UCLA School of Law published a study in 2023 finding that 5.1 percent of Hawaii's adult population is a part of the LGBT community, which, in the study, was estimated to be 56,900 adults and which some are LGBTQ+ individuals who are also employees of the State of Hawaii; and WHEREAS, sexual orientation, gender identity, and gender expression are protected categories under the State's non-discrimination laws, yet structural and societal stigma persist, which can hinder the full respect, inclusion, and acceptance of LGBTQ+ individuals in various settings, including the workplace; and WHEREAS, various state agencies conduct mandatory trainings for its permanent and temporary employees covering harassment and discrimination in the workplace; and WHEREAS, existing training programs for state employees across various agencies would benefit from greater consistency in their understanding of LGBTQ+ identities and culturally specific gender identities, such as māhū, and could be enhanced by incorporating best practices for fostering effective and respectful dialogue with colleagues, managers, directors, constituents, clients, and customers from diverse communities, including the LGBTQ+ community; and WHEREAS, culturally specific gender identity can also be inclusive of familial, genealogical, social, and cultural roles that should be acknowledged and respected in the workplace; and WHEREAS, educating state employees on LGBTQ+ best practices can create a more inclusive environment, helping to attract a broader and more diverse range of qualified candidates from the LGBTQ+ community who may otherwise feel excluded from the workplace; help management or employees make more informed decisions on LGBT-related issues; regaining public trust in the State; and creates a cordial, respectful environment for anyone interacting with state employees; and WHEREAS, regardless of personal beliefs, being knowledgeable of LGBTQ+ identities can improve relations with colleagues, managers, directors, constituents, and members of the public with whom state employees interact with on a regular basis; now, therefore, BE IT RESOLVED by the House of Representatives of the Thirty-third Legislature of the State of Hawaii, Regular Session of 2025, the Senate concurring, that the State of Hawaii is requested to require that any individual or group that administers the mandatory harassment and discrimination training to employees demonstrate adequate competency in LGBTQ+ (Lesbian, Gay, Bisexual, Transgender, Queer, and more identities) identity and culturally specific gender identity relevant to Hawaiʻi, including: (1) Māhū (Tahiti and Hawaii); (2) Bakla (Philippines); (3) Vaka sa lewa lewa (Fiji); (4) Palopa (Papua New Guinea); (5) Faʻafafine (American Samoa, Samoa, and Tokelau); (6) Akavaʻine (Cook Islands); (7) Fakaleiti or Leiti (Tonga); and (8) Fakafifine (Niue); and BE IT FURTHER RESOLVED that certified copies of this Concurrent Resolution be transmitted to the Director of Human Resources Development and Administrative Director of the Courts. OFFERED BY: _____________________________
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47	47	WHEREAS, the Williams Institute at the UCLA School of Law published a study in 2023 finding that 5.1 percent of Hawaii's adult population is a part of the LGBT community, which, in the study, was estimated to be 56,900 adults and which some are LGBTQ+ individuals who are also employees of the State of Hawaii; and
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51	51	WHEREAS, sexual orientation, gender identity, and gender expression are protected categories under the State's non-discrimination laws, yet structural and societal stigma persist, which can hinder the full respect, inclusion, and acceptance of LGBTQ+ individuals in various settings, including the workplace; and
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55	55	WHEREAS, various state agencies conduct mandatory trainings for its permanent and temporary employees covering harassment and discrimination in the workplace; and
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59	59	WHEREAS, existing training programs for state employees across various agencies would benefit from greater consistency in their understanding of LGBTQ+ identities and culturally specific gender identities, such as māhū, and could be enhanced by incorporating best practices for fostering effective and respectful dialogue with colleagues, managers, directors, constituents, clients, and customers from diverse communities, including the LGBTQ+ community; and
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63	63	WHEREAS, culturally specific gender identity can also be inclusive of familial, genealogical, social, and cultural roles that should be acknowledged and respected in the workplace; and
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67	67	WHEREAS, educating state employees on LGBTQ+ best practices can create a more inclusive environment, helping to attract a broader and more diverse range of qualified candidates from the LGBTQ+ community who may otherwise feel excluded from the workplace; help management or employees make more informed decisions on LGBT-related issues; regaining public trust in the State; and creates a cordial, respectful environment for anyone interacting with state employees; and
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71	71	WHEREAS, regardless of personal beliefs, being knowledgeable of LGBTQ+ identities can improve relations with colleagues, managers, directors, constituents, and members of the public with whom state employees interact with on a regular basis; now, therefore,
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75	75	BE IT RESOLVED by the House of Representatives of the Thirty-third Legislature of the State of Hawaii, Regular Session of 2025, the Senate concurring, that the State of Hawaii is requested to require that any individual or group that administers the mandatory harassment and discrimination training to employees demonstrate adequate competency in LGBTQ+ (Lesbian, Gay, Bisexual, Transgender, Queer, and more identities) identity and culturally specific gender identity relevant to Hawaiʻi, including:
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79	79	(1) Māhū (Tahiti and Hawaii);
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83	83	(2) Bakla (Philippines);
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87	87	(3) Vaka sa lewa lewa (Fiji);
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91	91	(4) Palopa (Papua New Guinea);
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95	95	(5) Faʻafafine (American Samoa, Samoa, and Tokelau);
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99	99	(6) Akavaʻine (Cook Islands);
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103	103	(7) Fakaleiti or Leiti (Tonga); and
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107	107	(8) Fakafifine (Niue); and
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111	111	BE IT FURTHER RESOLVED that certified copies of this Concurrent Resolution be transmitted to the Director of Human Resources Development and Administrative Director of the Courts.
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119	119	OFFERED BY: _____________________________
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123	123	OFFERED BY:
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125	125	_____________________________
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133	133	Report Title: Training; LGBTQ+; Culturally Specific Gender Identities
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135	135	Report Title:
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137	137	Training; LGBTQ+; Culturally Specific Gender Identities