The
TS Employee
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Employer's
Guide for the Transitioning Transsexual
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Transsexualism is a condition in which a person's sense of identity as
a man or woman does not correspond with their genitalia and/or other physical
sexual characteristics. The exact cause is unknown at the present time,
although current research in this area has found significant indications
that it may be related to biological factors during early pre natal development.
Individuals affected by this condition often live with a struggle to reconcile
their natural personality, gender identity, and body image with their physical
body and social status until a time in their life when the conflict becomes
too great to bear and they must seek medical help to change their anatomy
and/or social role. This is necessary because no effective psychotherapeutic
treatment for transsexualism exists, gender identity (even a mismatched
one) cannot be changed, therefore the only effective treatment is to change
the gender of the body to align with the person's natural gender identity |
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Transition is done with the help of medical professionals, in accordance
with recognized standards of care that have been in use since the 1960s.
In general, this process involves the following: |
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| Initial
psychological testing to rule out other diagnoses, followed by psychiatric
monitoring and counseling over several months to assess extent of the condition
and understanding of consequences, obstacles, etc. |
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| Health
evaluation for hormone therapy, the administration of hormones, and continued
monitoring to assess reaction to hormone-induced physical changes. |
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| A
trial living period of at least one year to ascertain level of comfort
in reassigned gender (it is usually at this stage that an employer is given
notice of the employee's diagnosis and intentions). |
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| Finally,
if the transitioning person so decides, continued hormone administration
and life in the reassigned gender. This is usually, but not always, accompanied
by surgical reconstruction of primary and/or secondary sex characteristics,
facial structure, etc. |
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This therapeutic process exists to make a frivolous or hasty decision impossible
since the steps involved in such a transition are progressively irreversable.
In the overwhelming majority of cases the therapy is successful, and the
person goes on to live a well adjusted life in the reassigned gender. The
degree of success, however, can be influenced by (1) whether or not the
person is able to maintain a stable job and income during transition, and
(2) whether or not a supportive work environment exists. As an employer,
your cooperation does make a difference. |
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| What
is the transsexual employee's legal status? |
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Generally speaking, "at-will" (i.e., non-contract, non-union) employees,
have little legal protection in cases of workplace gender nonconformity.
Yet, there are differences in details of how administrative law handles
such cases from state to state, and city to city, and it is becoming increasingly
popular to include "gender identity" in anti-discrimination legislation.
Consult competent legal counsel to understand the law in your jurisdiction. |
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| Does
this affect the productivity of an employee? |
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In the past, transsexuals were advised to quit their jobs and start
over as members of the opposite sex. However today, more and more are choosing
to remain on the job while they transition, a process that can take several
years to complete. The result of this is that often an employee that is
accepted in their new gender role is more productive and produces higher
quality work than in the past, due to the improvements in their self-esteem
and motivation. |
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Additionally, by treating the transsexual employee with respect and understanding,
you build trust and commitment. Moreover, other employees watch how management
treats particular workers, and make decisions about loyalty to the team
and the employer based on what they see. Employers should not casually
discard the investment they have made in a transsexual employee, but consider
the employee's experience, history, overall record, and bear in mind that
this employee has probably thought long and hard about coming out as transsexual.
This is not the type of decision a person makes without a great deal of
soul-searching.. |
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| How
can this transition be made easier? |
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As with most other business activities, organization and planning are the
keys to a smooth and successful transition. Some key points to consider
when preparing for an employee's transition are: |
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| Set
a date for transition, this will allow
time to make the appropiate changes such as name tags, employee IDs, email
addresses, organizational charts or schedules, etc. Making sure all of
the necessary changes have been prepared ahead of time will help prevent
any unnecessary confusion when the time comes. |
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| Arrange
a meeting including all of the transsexual
employee's co-workers, workgroup, or department. Ideally a manager or department
head should make the announcement about the employee's transition, explain
company policy and recommendations, and make it clear that the TS is a
valuable employee and has management's full support in making this transition.
If possible, do some general education on the subject for the employees,
many local therapists that specialize in transgender issues often offer
workshops or sensitivity training for both management and co-workers. |
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| Allow
for co-workers concerns, generally there
is no valid concern that cannot be worked out through compromise with the
minimum amount of inconvience for all involved. Often these concerns are
simply a matter of getting to know and accept the transsexual employee
in their new social role. The most commonly expressed concern is over restroom
access, in this area the employer must balance the needs of the transitioning
employee with the emotional responses of co-workers to the idea of sharing
facilities. Problems of this nature can sometimes can be resolved through
use of a unisex or handicapped restroom if one is available, or by the
use of a sign, or notice system through which non-transgendered employees
can choose not to use facilities when a transitioning employee is inside.
Of course, it should be stressed that this is a temporary solution since
once their transition is complete, a transsexual employee has the right
to the same access as a non-transsexual employee of the same gender. |
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| Consider
adopting a permanent HR policy, your company
may never have another employee transition on the job, however having a
specific policy already in place will simplify matters greatly if you do.
Additionally, maintaining a strong HR policy affirming the value of diversity
in the workplace, and emphasizing a commitment to having a workplace where
all employees are valued and respected can be a positive step in maintaining
a safe and secure work environment. Hostility and harassment often can
be prevented before it starts when management communicates to employees
its interest in a fair workplace in which employers are judged on their
work, not on their personal characteristics. |
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When an employer and a transsexual employee can discuss the employee's
transition in advance and agree on the steps to be taken, their timing,
and work together on the issue, transition usually proceeds without incident.
The employee is able to take the necessary steps toward self-fulfillment,
while remaining at a job where he or she is competent and valued. The employer
retains the expertise of the employee thus saving the expense of hiring
and training a replacement, and may even find the employee to be more productive
and easier for others to collaborate with as he or she becomes a more whole,
and authentic person. |
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| Does
this affect company medical insurance? |
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Typically the answer is no, most insurance providers specifically exclude
coverage for treatment related to transsexual issues at the present time.
However, there are some indications that this attitude may be changing,
most notably the decision by the city of San Francisco, California to extend
health care benefits for city employees to include genital reconstruction,
hormones and other medical matters such as hysterectomies and mastectomies
for transgender individuals once a doctor deemed the procedures medically
necessary. The city estimates that 17 of its 37,000 current employees are
transgendered, and that as many as 35 might make use of the new benefits
in the first year. Implementation of the coverage changes, which include
hearing aids and acupuncture, will increase each employee's monthly insurance
premium by approximately $1.70, the bulk of which will be paid by the city. |
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| How
have other companies handled this? |
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Large corporations because of their wide employee base may encounter a
transsexual employee every few years, and often set up internal guidelines
for dealing with the issue of transition in the workplace. In nearly all
cases, a memo is circulated among co-workers informing them simply that
the employee will return to work at a certain date as an employee of the
opposite gender. Some companies call a short meeting of co-workers at which
management and the employee is present to inform them of the change and
to answer any questions which may appear; this technique is particularly
effective in keeping the transition smooth. |
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Most of the specific suggestions presented in this article were drawn form
the experiences of other employers in dealing with transitioning employees.
Because of the increased public awareness of transsexuals today, the major
problem remaining is that the employee is an object of curiosity among
co-workers immediately following their appearence in the new gender role.
The first few hours on the first day will usually involve many new introductions,
yet the novelty does wear off and work returns to normal. Over time, as
people get to know the person in the new gender role, it becomes old news. |
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Forums
Contributions
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While all of our site is open to your contributions and suggestions, the
forums area in particular depends upon them. If this area is to become
the source for information and support that we know it can be, then it
is all of our transgendered sisters & brothers that will make it so.
Your input might be just what someone else needed! If you have something
to share here E-mail us: TGE@tg2tg.org |
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