Gender Identity in the Workplace -- A Teleconferencing Course for Sodexho, USA

1. Gender Identity in the Workplace -- A Teleconferencing Course for Sodexho, USA Liz Winfeld/Kelly Cavanaugh Common Ground www.common-grnd.com

2. Agenda for this Program • Gender Identity as a part of human sexuality • Gender Dysphoria • “Transgender” and other terminology • Sodexho’s Statement of Inclusion • Transition practice at Sodexho • FAQs and Best Practices • Q&A

3. Human Sexuality • Biological sex • Gender identity • Gender role • Sexual orientation • Sexual orientation identity

4. Gender Dysphoria • Classified in the DSM (Diagnostic Statistical Manual) as the disagreement between one’s biological sex (assigned sex at birth) and one’s identity • Subtle to Compelling: drag, cross-dressing (transvestites = old term), transgenderist, transsexual

5. Glossary of Terms – words typically (and correctly) associated - #1 • Gender Identity: A person’s sense of being a man or a woman (or a boy or girl.) According to child development experts, our gender identity is set, on average, between 18 months to three years of age. • Gender Expression: External representation of one's gender identity, usually expressed as "masculinity" or "femininity“. Cultural norms can make these forms of expression more fluid, less rigid, than previously thought. • Gender Dysphoria: An intense persistent disagreement between one’s biological sex and their gender identity. • Transgender: this is an umbrella term for people whose gender identity does not map to their biological sex on differing levels. Transgender includes drag, crossdresser (old: transvestite), transgenderist, transsexual.

6. Glossary of Terms – words typically (and correctly) associated - #2 Transsexual: A person who has transitioned or desires to transition from one sex to the other. Although the transition (see next slide) can include sex reassignment surgery, surgery is not a necessary criteria for being transsexual. A person who has or is undergoing treatment with a licensed therapist, who cross-lives and who elects hormone therapy is also transsexual.

7. Glossary of Terms – words typically (and correctly) associated - #3 • Transition: Is the word used to refer to a person who is changing their sex from male to female or from female to male. Transition consists of three parts that work independently and/or in conjunction with one another: cross-living, hormonal therapy and sex reassignment surgery. It is not unusual for a transsexual to not elect sex reassignment surgery; however that person is still transsexual and is still said to have transitioned if cross-living and using hormones to affect changes to sex characteristics. • Cross-dresser: One who occasionally wears clothing traditionally associated with people of the other sex. Cross-dressers are not transsexuals. Cross-dressing is also not the same as “cross-living” or “living” (see next slide).

8. Glossary of Terms – words typically (and correctly) associated - #4 • Cross-living: Living full time as a member of the other sex as part of the process of transition. Sometimes also called “living”. • FTM: Refers to female-to-male transsexual transition. • Gender Roles: Societal expectations of how we are supposed to look and behave depending on one's being – being perceived as - male or female • MTF: Refers to male-to-female transsexual transition.

9. Glossary: Words to Avoid • PROBLEMATIC: "sex change," "pre-operative," "post-operative" • PREFERRED: "transition" • Altering one's birth sex is not a one-step procedure. It is a process that takes place over a long period of time. Using terms such as pre- or post-operative implies that one must have surgery in order to truly change one's sex. • INAPPROPRIATE: • "she-male," "he-she," "trannie," "tranny," "gender-bender“, “butch”, “:hermaphrodite”, “queen”, “fag”,

10. Sodexho’s Policy Statement12/5/05: Draft Language, Final TBD “Sodexho believes in providing an inclusive workplace for ALL employees. CP-202, Equal Employment Opportunity includes protection from harassment on the basis of gender identity.”

11. Transition at Sodexho - SOP • Talk with the Transsexual Employee • Assemble a Transition Team • Education the Transition Team • Determine Timing • Inform the Work Team • Provide Training • Model Desired Behavior

12. Transition at Sodexho – Challenges & Opportunities • Rest-Room Use • Memory Inertia • Lack of Information Causing Discomfort or Hostility • Provide Counseling • Be Proactive and Accountable • Client Site Policies – Case by Case

13. FAQs #1 • Q: How many people are transsexual? • A: Recent studies since the year 2000 (Credit: Center for Gender Sanity) indicate that at least 1000 people undergo transition from one sex to the other inclusive of sex reassignment surgery each year. There are no reliable studies, as yet, about how many people are transsexual who do not undergo transition inclusive of sex reassignment surgery or who are otherwise transgender.

14. FAQs #2 • Q: What is transition and how long does it take? • A: Transitionis the word used to refer to a person who is changing their sex from male to female or from female to male. Transition consists of three parts that work independently and/or in conjunction with one another: cross-living, hormonal therapy and sex reassignment surgery. It is not unusual for a transsexual to not elect sex reassignment surgery; however that person is still transsexual and is still said to have transitioned if cross-living and using hormones to affect sex characteristics changes. The standard of care for a transsexual person is: • -At least six month evaluation with psychotherapist before irreversible changes are undertaken • -After six months, beginning hormone treatments. • -A period of one year or more of cross-living full-time in the new gender role, which gives the person a chance to experience what life will be like after surgery if surgery is elected. • Sex reassignment surgery (if chosen).

15. FAQs #3 • Q: How do you know which pronoun to use? • A. When a person has entered the part of his or her transition when she or he is living as his or her correct sex as is determined by his or her gender identity, then it is correct to address him or her by the name she or he has adopted and to use the pronoun (his/her, she/he) accordingly to that sex. • Q: What is memory inertia? • A: Memory inertia: is a term used to describe when another person in a transsexual’s life has trouble referring to him/her as a person of the target sex. This is perfectly normal and acceptable behavior (to a point) for family and friends of a transsexual. • Q: Are all transsexuals also gay or lesbian? • A: According to surveys reported by The Center for Gender Sanity, about a third of female transsexuals identify as heterosexual, a third homosexual and a third bisexual with a very small percentage reporting as asexual. Sexual orientation and gender identity are two completely independent aspects of sexuality and for that reason, whatever a person’s orientation prior to transition, it will remain thus afterwards.

16. FAQs #4 • Q: Are transsexuals mentally ill? • A: What is now more correctly called gender dysphoria (refer to definitions) used to be called gender identity disorder (GID) and it was use of the word “disorder” which led many to believe that transgender people were mentally ill. When correctly understood as being a persistent disagreement between one’s biological sex and gender identity, all comparisons to a mental illness such as schizophrenia or bi-polar conditions stop. A person who is examining their gender dysphoria will, as part of the standard of care, work with a psychologist, psychiatrist or other licensed therapist to ensure the diagnosis of gender dysphoria, but there is nothing about this standard of care that implies mental illness.

17. FAQs #5 • Q: How can I be supportive of a transsexual employee? • A: The most important thing you as a manager can do is to educate yourself about human sexuality in general and gender identity in particular. This knowledge will enable you to demonstrate support for the transitioning employee by setting an example for the rest of your team. • Q: What is the difference between “cross-living” and “cross-dressing”? (sometimes asked as the difference between a crossdresser and a transsexual?) • Cross-living refers to a person living full time as a member of the opposite sex wholly associated with transitioning to live full-time as the other sex. Cross-dressing refers to occasionally wear clothes traditionally (culturally driven norms) worn by people of the other sex.

18. FAQs #6 • Q: Which restroom will a transsexual employee use? • A: Transsexual employees in transition will use the restroom that is appropriate to his or her gender identity when she or he begins cross-living (refer to definition). Reasonable accommodations can be mutually reached with the cooperation and approval of the transsexual employee for him or her to use a different restroom facility for a period of time until all employees are comfortable. • .

19. FAQs #7 Q: Is there any bench-marking data available regarding gender identity inclusion? A: From 1997 to 2003, the number of jurisdictions that have added gender identity to their non-discrimination ordinances increased from 2 to over 75. The number of private employers has similarly jumped from 10 to more than 135 in that same time span. It’s estimated that at least 1 organization per week is/or will add gender identity to their nondiscrimination policies. Some current companies with Gender Identity included in their policies are: IBM, Intel, Lexmark, Lucent and Xerox and Hewlett Packard.

20. FAQs #8 • Q: How do you know which pronoun to use? • A. When a person has entered the part of his or her transition when she or he is living as his or her correct sex; as is determined by his or her gender identity, then it is correct to address him or her by the name she or he has adopted and to use the pronoun (his/her, she/he) accordingly to that sex. • Helpful Tip: • Do not put quotation marks around gender pronouns, this suggests that the pronoun does not reflect the person's true sex. • Q: Is this transition really necessary? • A: In its most compelling form, the disagreement between one’s biological sex and their gender identity is so debilitating and painful that the only reasonable course of action is to transition to the sex that the person believes themselves to be, despite what the rest of the world might think.

21. Resources: Sample Dialogues • What is it: • The Dialogue Tool focuses on conversations with and about a transitioning employee that may occur between members of an intact team. • Dialogues: • Employee to Manager • Manager to HR Professionals • Manager to Team • HR Professionals to Manager • Team to HR Professional • We have included talking points and helpful tips to assist in developing conversations when speaking with key constituents.

22. Dialogue #1 • Dialogue One: Transitioning Employee to Manager • Transitioning Employee • Sample Dialogue: • . I need to discuss something very important that’s going to happen in my life over the next several months; I have determined that I am a transsexual and will be transitioning from male to female. I would like your support as I begin my transition at work. • Manager Tips: • Listen intently • Refer to Sodexho’s Diversity and Inclusion Policy(ies) • Acknowledge the transition is a process (refer to transition definition) • Inquire about additional resources about transsexuals and transitioning

23. Dialogue #1 (con’t) • Dialogue One: Transitioning Employee to Manager-CONTINUED • Transitioning Employee • Manager Talking Points: • Express an appreciation of trust and openness (Confidentiality) • Be willing to discuss a strategy for supporting the transition, working with HR, communicating with team mates and others who may be affected by the employee’s transition in the workplace. • Don’t hesitate to ask questions

24. Dialogue #2 Dialogue Two: Manager to HR • Manager • Sample Dialogue: • . I have a high potential member of my team who told me he is a transsexual and will be transitioning from male to female. The transition procedures have started and we have identified a supportive transition plan. I would like to review the plan and get your feedback and guidance to ensure we retain this employee and are creating an inclusive environment for everyone. • HR Professional Tips: • Proactively gain information about Gender Identity and transsexuals in the workplace. • Make sure you are able to articulate Sodexho’s Nondiscrimination Policy and other supporting documents as reference material. • Be willing to meet with employee and manager and team if applicable to provide additional guidance.

25. Dialogue #2 (con’t) • Manager Talking Points: • Review transition plan timelines as provided by employee • Discuss the possibility that the productivity of the employee and team my have an impact during the transition; solicit possible solutions and resources • HR Talking Points: • Discuss next steps/establish action plan and review cycle • Ask questions and make suggestions to the transition plan where applicable • Involve key constituents within the HR function where applicable

26. Dialogue #3 Dialogue Three: Manager to Team • Manager • Sample Dialogue: • Most recently our colleague Tony informed me that he is a transsexual and will be going through a transition from male to female. The transition process has started and changes will become more apparent to us all in the next several months as Tony’s name will change to Teresa and she will begin cross-living in her female identity permanently. • Manager Tips: • Listen intently to the teams challenges or concerns • Prepare information about Sodexho’s policies and resources to provide as reference materials or hand-outs • Provide information about reasonable accommodations e.g., restroom facilities • Take notes of questions or concerns you may need to follow-up on • Schedule a team meeting to follow-up on any outstanding concern

27. Dialogue #3 (con’t) Dialogue Three: Manager to Team - CONTINUED • Manager Talking Points: • Review transition plan process with team • Share Sodexho’s Nondiscrimination Policy and the commitment to diversity, inclusion and nondiscrimination • Ensure that team that you are receptive to concerns that may impact both the employee and the team. • Remind employee and team of the Harassment-Free Work Environment Policies

28. Dialogue #4 Dialogue Four: HR to Manager • HR Sample Dialogue: • Most recently, one of your employees shared with me his gender identity as a transsexual and his intent to transition from male to female. I wanted to make you aware of his transition so you are able to provide personal leadership and communication to members of your team when he approaches you and shares his gender identity and transition process. • HR Tips: • Be prepared to share transition procedure timelines • Be willing to gather additional resources to support the employee and team • Be prepared to seek additional HR support, best practices and resources • Follow-up where applicable if you are uncertain

29. Dialogue #4 (con’t) • Dialogue Four: HR to Manager - CONTINUED • HR Talking Points: • Ask the employee’s manager if he understands sodexho’s Nondiscrimination Policy • Provide supporting resources and tools to assist the manager, employee and team members • Suggest manager and employee develop a mutually understood communication plan for other members of the team • Ask manager to share his challenges and concerns • Schedule follow-up opportunities to review developed communication plan to the team

30. Dialogue #5 Dialogue Five: HR to Team Members • HR Professional • Sample Dialogue: • Your manager has asked me to co-facilitate this team session about Gender Identity because Tony has shared with the team that he is transsexual and is transitioning from male to female. • HR Tips: • Be prepared for negative reactions from the team • Try to alleviate those negative reactions or tension by intently listening and providing reference materials to support Sodexho’s Harassment-Free Work Environment Policy • Extend an opportunities to both employee and team to discuss concerns privately if necessary • Seek additional support from other HR constituents

31. Dialogue #5 (con’t) • Dialogue Five: HR to Team Members – CONTINUED • HR Talking Points: • Review Sodexho’s Nondiscrimination Policy additional supporting documents and resources with team • Suggest an opportunity to follow up with the team to answer any additional questions or concerns they may have • Suggest your availability to have private conversations with all members of the team if applicable

32. Resources and Bibliography • WEBSITES • Transgender at Work. A comprehensive site on transgender issues in the workplace. Includes information on health insurance, restroom access, nondiscrimination policies, employee resource groups, legal protections, and more, plus links to related sites. www.taw.org. • GenderPac: Employment Discrimination. Political efforts to end discrimination against transgendered workers. www.gpac.org • International Foundation for Gender Education. IFGE's Synchronicity bookstore, which offers over 70 books on transgenderism and gender, crossdressing, transsexualism, and related topics. www.ifge.org

33. Resources #2 • EMPLOYMENT - Books • Transsexual Workers: An Employer's Guide by Janis Walworth, 1998. Designed for employers, managers, human resources personnel, implementers of employee assistance programs, and others in a position to make workplace decisions about how to handle a transsexual employee's transition from one sex to the other. • Working with a Transsexual: A Guide for Coworkers by Janis Walworth, 1999. A short, easy-to-read source of information for people who have a transsexual in their workplace. • Visit www.gendersanity.com for more info about both books.

34. Resources #3 GENDER THEORY – Books – General information • Male Femaling: A Grounded Theory Approach to Cross-Dressing and Sex-Changing by Richard Ekins, 1997. A presentation of a theory and its implications for transgender studies and for the analysis of sex and gender. • Blending Genders: Social Aspects of Cross-Dressing and Sex-Changing by Richard Ekins (Editor), David King (Editor), 1996. A look at the historical construction of transgender and its legitimacy in modern culture from a primarily psychoanalytic point of view. • My Gender Workbook: How to Become a Real Man, a Real Woman, the Real You, or Something Else Entirely by Kate Bornstein, 1997. A collage of simple exercises, quizzes, puzzles, and essay questions that systematically break down our ingrained ideas about how women and men should act.

35. Resources #4 • Bibliography: (credit Common Ground, Center for Gender Sanity, Human Rights Campaign and Transgender at Work) • BIOGRAPHY / AUTOBIOGRAPHY • True Selves : Understanding Transsexualism--For Families, Friends, Coworkers, and Helping Professionals by Mildred L. Brown and Chloe Ann Rounsley, 1996. An explanation of transsexualism in plain language for families, friends, coworkers and helping professionals. • Dear Sir or Madam: The Autobiography of a Female-To-Male Transsexual by Mark Rees, 1999. The story of a British transsexual man in his own words. • The Woman I Was Not Born To Be : A Transsexual Journey by Aleshia Brevard, 2001. • As Nature Made Him: The Boy Who Was Raised As a Girl by John Colapinto, 2000. A well-researched and gripping account of the reassignment of a young boy's gender.