FAQ: Points To Discuss About Transition

This is a collection of discussion points, facts, and intentions about gender transition at my company. It was pulled together prior to the announcement of my transition so as to have stronger support and more willing acceptance from the organization, by fostering discussion about my transition and it's impact on the department.

Objective: 'Building Support For An Individual's Congruence... And Continuing With Work As Rapidly As Possible'

Situation & Facts:

What This Is:

• This is a clinically diagnosed medical condition called Gender Identity Disorder (GID).
• The symptoms individuals experience when their body and outward appearances do not match their sense of gender identity is called Gender Dysphoria.
• The common name used for the group of individuals with this condition is Transsexuals.
• This is a serious and real medical condition.

What This Is Not:

• This is not an illness; something that someone acquires then is cured of.
• This is not a lifestyle choice. This situation should not be confused with cross-dressers.
• This is not contagious. Whether genetic or environmental, this is a condition that has been developed from birth.
• This is not the sensational sideshow that some of the media would make of this. This is a serious and real congenital medical condition,
• This is not "normal", nor "crazy", nor easily treatable. There is precedence in nature where transitioning gender in mid-life is a normal part of the lifecycle. However, within the realm of human behavior, this is admittedly not typical, however, not out of bounds either.

Other Options:

• GID is a condition, not an option. All other conditions have been considered.
• The other options for treatment have been explored.

1st Principles:

It is unusual for individuals to find their bodies not matching their gender identity in their mind, and changing their bodies to be more congruent. However being a male, and being a female are normal, typical human conditions. Learning to interact with the GID individual in transition should not be different that learning to work with another female. This individual should however be very familiar to us, with the same strengths and weaknesses, personality, and values of the person we knew previously.

Being female is not a condition that inhibits someone from performing the work of being a consultant or an account manager. If the community is not able to adapt to working with a female, this then transforms to being a diversity issue, just as any other type of discrimination against gender, sexual-orientation, race, age, or non-job related disability. In fact, having someone who has experienced the world through both gender filters could be an extremely valuable asset for an organization. An example of the business value for being inclusive and valuing diversity in the workplace.

Making this transition in the workplace is an act in support of health and honesty. Our ability to work through the transition and continue with business as fast as possible is a testament to our professionalism and adaptability.

Transition Details:

Special bathroom arrangements have been made for the period between the announcement and when they return. When the transitioning individual returns, she will be utilizing an identified woman’s room. Otherwise, we fully expect that she would have the full benefits and rights of any woman within the workplace.

Working Together After The Announcement:

There will be some reasonable accommodation which the business will be asked and expected to make as we would with someone with a disability or other condition. Additionally, the GID transitioning individual may also be asked to make some reasonable level of accommodation for the business. Much as any medical condition which someone is born into. These "gifted" individuals are required to learn additional life skills to live, interact and function in a world where the assumptions are that individuals are born to fit certain parameters. In kind, please be considerate in acccomodating these individuals’ special needs.

Resources:

• Brown, Mildred L. & Rounsley, Chloe ann. True Selves – Understanding Transsexualism for families, friends, coworkers, and helping professionals,
• Cole, D. (1992). The employer's guide to gender transition. Wayland, MA: International Foundation for Gender Education.
• Chambers, B.L. (1991). Transsexuals in the workplace: A guide for employers, Available from AEGIS, P.O. Box 33724, Decatur, GA 30033.
• Chusmir, L.H., & Koberg C.S. (1988), Gender identity and sex role conflict among working women and men, The Journal of Psychology, 122(6), 567.
• Earnshaw, J., & Pace, P.J. (1991). Homosexuals and transsexuals at work: Legal issues. In. Davidson, M.J. & Earnshaw, J. (Eds.), Vulnerable workers: Psychosocial and legal issues, pp. 241-257. Chichester, England: John Wiley & Sons.
• Elizabeth, Sr. M. (1990). Legal aspects of transsexualism: 1990 edition. Wayland, MA: International Foundation for Gender Education.
• Ferris, J. (1989). When Mr. becomes Ms.--or wants to: Transvestism and transsexuals in the workplace. Personnel Management, 20, 44-48.
• Transitions that Work – Help for Employers with Transsexual Workers http://www.cris.com/~merkins/ttw.shtml
• Gender Transition in the Workplace -- Advice for the Transitioning Employee http://www.avitale.com/WorkPlace.html
• THE INTERNATIONAL BILL OF GENDER RIGHTS http://www.altsex.org/transgender/ibgr.html
• The ICTLEP Standards of Care http://www.mindspring.com/~alawrence/ictlep.html

Other resources and web-sites

• Ingersoll Gender Center: http://www.halcyon.com/ingersol/iiihome.html
• AEGIS http://www.ren.org/rafil/aegis.html
• IFGE http://www.ifge.org

Some sample letters, including some to employers:

The first two entries are from a Seattle doctor who transitioned at the same workplace:

• http://www.mindspring.com/~alawrence/mytrans.html
• http://www.mindspring.com/~alawrence/workplace.html
• http://lees.tcimet.net/~lisa

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