Why it’s time to end the “don’t ask, don’t tell” policy

1 of 2             Click here to view the full image.                 (Click to view larger image)                 #‎CensorshipIsNotCensored   “Don’t ask me, don´t tell” was not censored in the United States, but the country did it anyway.

More from CNN: As more women gain access to the Internet, they are more likely to post online, engage in violent online behavior, and share personal details about their lives with others.

But what does that mean for the way we view their private lives?

We have a long way to go in terms of protecting women’s online privacy, but we have some steps we can take now, said Erin O’Reilly, president of the nonprofit National Center for Transgender Equality.

In a nutshell, it means that the federal government should stop making it so that we can’t ask for or require information about people who are transgender or gender non-conforming, O’Connor said.

That is, if we are not willing to provide it, the government should not have access to it.

It’s not only a matter of privacy, she said, but of freedom of speech.

We should be asking what the government is doing with the information it collects, not just what the information is for.

If the government does not want the information, it should not collect it.

If the federal Government has the right to know what information we are doing with that information, then it should have the right not to collect it, O”Connor said, adding that she supports the federal Equal Employment Opportunity Commission (EEOC) investigation into workplace harassment and discrimination against transgender people.

As the number of transgender people has grown, the question has come up, she added.

When people are harassed, they say, ‘This is discrimination,’ and they are right.

But if you have the ability to know who that is, and the government can’t know that, then that is discrimination.

O’Reilly said the Equal Employment Opportunities Commission (EEO) was a “good, strong institution,” but it is a “bad example” because it did not include the transgender community.

She said the agency’s response to complaints against the federal workforce in 2015 was “pretty poor.”

When EEOC staffers told employers they did not have to disclose the identities of transgender workers, O�Reilly said, they “did not hear anything back.

They didn’t have a lot of information to go on.”

O�Reilly also wants the federal workplace to include protections against gender identity and expression.

“We need to know where we are in this process, and how we are coming along in this transition,” she said.

“We need all of our rights.”

A recent survey by the American Society of Human Resource Management found that 58 percent of transgender employees said they were concerned about being fired or mistreated at work because of their gender identity or expression.

That percentage increased to 77 percent for people who identify as intersex.

The survey also found that about a third of transgender respondents were considering legal action against their employers.

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