Kingdom Morans

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My daughter has just finished her first yoga class.

She had never practiced before, but after just one session she was hooked.

Her instructor is also a gay man.

“I love the fact that I can tell her I’m an ally,” she says.

“He’s not saying he’s going to do it for me, he’s just trying to be an ally.

It’s really good.”

The lesson is simple: It’s okay to be gay, or to have a relationship with a partner.

It doesn’t mean you can’t practice yoga.

But the message is that we’re all capable of doing it together.

“There’s something really great about being able to learn a lesson about equality,” says Michelle Kowalski, a yoga teacher in Dallas, Texas.

“The whole concept of being able as a yoga student, as a teacher, as an athlete, is to show that people of different backgrounds are all equal.

That’s really important to teach.

It shows the world that the world is a better place for everyone.”

The LGBT community is a very diverse group.

According to the 2014 US Census, there are 5.2 million people in the LGBT community in the U.S., with 1.6 million identifying as lesbian, gay, bisexual or transgender.

And although there is no federal law prohibiting discrimination against LGBT people in employment, the number of state laws that have passed is relatively low.

Still, a majority of the states do not allow discrimination against the LGBT population.

The federal government has already enacted several laws that include protection against employment discrimination and LGBT-inclusive public accommodations.

These laws, and similar ones in more than 30 other countries, have allowed LGBT people to live openly, to work, to travel, to marry and adopt children.

And, as they have in the US, many of these laws have been used to promote equality and justice.

The Equal Employment Opportunity Commission is the federal agency that investigates claims of employment discrimination based on sexual orientation or gender identity.

For example, the EEOC says it has received over 1,600 reports of discrimination in employment.

But there are many more cases that don’t involve discrimination at all, and the number is still growing.

The number of claims filed by LGBT people is estimated at 100,000 a year, according to the National Gay and Lesbian Task Force.

That is nearly three times as many as those filed by other Americans.

“It’s an amazing number of cases that have been filed,” says L.L. Bean, the head of the National Employment Law Project, an advocacy group.

“But it’s also just a small number of the many thousands of people who have come forward with their stories.

The majority of those people are being overlooked, because the federal government hasn’t done a great job of reaching out to the LGBT communities, or the LGBT-owned businesses, or any of the other communities that might be affected.”

The EEOC has been working with the LGBT advocacy groups and others to help them understand the types of laws that apply to them.

In addition to the federal Equal Employment Opportunities Act, these are the laws that are commonly used by employers to protect LGBT people: Title VII: Employment discrimination means that a job applicant’s gender, race, religion, sexual orientation, or gender expression has the ability to cause an adverse employment action or discrimination on the basis of race, color, national origin, ancestry, disability, sex, age, veteran status, or marital status.

Title IX: Title IX prohibits sex discrimination in schools, housing, and other programs that receive federal funds.

The Department of Education has expanded Title IX to cover schools, colleges, universities, and workplaces, as well as for the military and other institutions that serve as housing or other facilities for military personnel.

The Obama administration has also expanded Title VII to cover all federal employees, including the federal workforce.

In 2017, the Equal Employment opportunity Commission (EEOC) and the Office of Personnel Management (OPM) issued guidance that addresses Title IX protections.

The EEOV guidance says that discrimination based solely on sexual identity and gender expression can be considered unlawful discrimination.

For instance, an employer can deny employment to someone for being transgender, a person of the same sex, or for being married to a person who is not the same gender as their partner.

The guidance also says that a person may be subjected to unlawful discrimination if they are fired for having engaged in sexual activity or engaging in behavior that would constitute sexual harassment or discrimination.

It also says, “An employer may also not refuse to hire a person based on the person’s sexual orientation.”

Under the OPM guidance, discrimination based only on sexual activity can be unlawful if the discrimination is based on a reasonable belief that the person engages in or advocates for sexual activity.

This is important, because many states have laws prohibiting discrimination based exclusively on sexual behavior.

For this reason, the OMB guidance also prohibits discrimination based entirely on sexual conduct. For

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