Rumors may circulate that distort the truth and fail to provide facts or guidance. He may also have an idea about when he may need to take some time off for surgeries or other procedures. HR professionals should remind these employees that they are protected by the same laws and policies that protect the transsexual person. She has been living part of her life in her new role and juggling two identities while still doing her job and meeting other responsibilities. Like other trans people, transsexual people prefer to be referred to by the gender pronouns and terms associated with their gender identity. No one in the workplace or outside the workplace should be told about the transsexual employee unless there is a good reason to do so. Finally, transition is a difficult period, and the transsexual worker does not need the added stress of training his co-workers.
Often, people feel that the transsexual person should continue to use the restroom appropriate for her initial gender until she has completed the transition process because only then will she have genitals like those of other members of her new sex. Readers who are not familiar with the vocabulary associated with transsexualism may want to refer to the glossary at the end of this paper before reading the text. In the absence of data, they may fabricate information based on their own beliefs or feelings. Since rumors are unaccompanied by any statement from management about how the transsexual worker should be treated, people may feel free to express hostility toward him, resulting in uncomfortable feelings and a loss of productivity. Depending on the situation, clients may be informed before transition takes place, or the company can prepare a statement and wait for clients to inquire. Not only do the specific steps of transition and their timing vary, individuals also differ in how public they want to be as transsexuals. While many transsexuals are comfortable answering questions, asking a transsexual employee to provide training in his own company is not a good idea. The Standards set forth recommendations for psychotherapy, hormone administration, and genital reconstructive surgery, but not all of these features are included in every transition. This combination can supply accurate information about transsexualism, provide firsthand experience of what it's like to be transsexual, and provide employees with the opportunity to meet a transsexual person other than their co-worker. The current diagnosis for transsexual people who present themselves for medical treatment is gender dysphoria leaving out those who have sexual identity disorders without gender concerns. Intersex Conditions in which biological sex is not clearly male or female e. Coming out at work is often one of the last steps in the transition from one sex to the other. Since genitals are not used in the performance of most jobs, they should not be subjects of inquiry for employers or co-workers. The transition team can meet on a regular or an as-needed basis. This reversal occurs in less than 1 percent of transitions, but when it does, a meeting in which a psychotherapist or an HR professional explains it helps co-workers to come to terms with it. If the organization is committed to making the transition successful and follows basic guidelines, this process can go smoothly. Although there are Standards of Care for the treatment of transsexuals, there are many choices that can be made within that framework, and the paths that individual transsexuals take are varied The HBIGDA Standards of Care for Gender Identity Disorders. It defined transsexualism as "[a] desire to live and be accepted as a member of the opposite sex, usually accompanied by a sense of discomfort with, or inappropriateness of, one's anatomic sex, and a wish to have surgery and hormonal treatment to make one's body as congruent as possible with one's preferred sex. Over 50 major corporations, including American Airlines, Apple, IBM, Xerox, Walgreens, Nike, Lucent, Intel, Kodak and Aetna, and smaller companies have nondiscrimination policies that protect their workers against discrimination on the basis of gender identity and expression. In such cases, while defining sexual attraction, it is best to focus on the object of their attraction rather than on the sex or gender of the subject. Legally, there is no standard definition of a person's legal gender and no single point in time when a transsexual person changes from one category to the other. These tasks are delineated in the following sections. The transsexual employee and the company's gay, lesbian, bisexual employee group may be able to provide additional material. There are some good reasons for doing so. Not everyone in a large company needs to be informed, but people who work in direct contact with the transsexual person on a daily basis should be included, and perhaps others who have more limited contact. Depending on the procedure, they may need to take off a few days to a few weeks.
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