Aisha Sanchez,
Associate
Ford and Harrison, LLP
GENDER IDENTITY & EXPRESSION IN THE WORKPLACE:
CREATING POLICY AND MAKING ...
Moderator
Becky Ross
Marketing Manager
(303) 228-8753
bross@kpaonline.com
Presenter
Aisha Sanchez
Associate
Ford and Harrison, LLP
asanchez@fordharrison.com
If you have questions during
the presentation, please
submit them using the
“Questions” feature
Questions will be answered...
GENDER IDENTITY & EXPRESSION IN THE WORKPLACE:
CREATING POLICY AND MAKING PRACTICE
Aisha Sanchez
Ford Harrison LLP
813.261...
Overview:
• Getting a Grip on Proper Terminology
• Recent Cultural and Legal Developments
• Management Tools
• Coworker To...
Sticks and Stones:
Mastering Terminology
PHYSICAL SEX
(Biological Anatomy)
Male ----------------- INTERSEX ------------- Female
GENDER IDENTITY
(Psychological Sens...
Key Terms
Generally Acceptable
• Gender Identity
Disorder/Gender
Dysphoria
• Transgender
• Gender Affirmation
• Gender Exp...
Cultural and Legal Developments
Cultural Shifts
Statutory Protections
Source: Mother Jones 2011
Interpretive Protections
Mia Macy
EEOC
Vandy Beth Glenn
11th Circuit
Management Tools
Design Your Winning Game Plan
• Take your organization’s temperature
• Work with what you’ve got
o Basic Game Plan – Mitig...
Basic Game Plan – Mitigate Risk
• What is the law, and does it apply to us?
• Minimal practices:
– Revise employee handboo...
Intermediate Game Plan – Add Value
• What is the business case for inclusion?
• Suggested practices:
– Examine current per...
Aspirational Game Plan – Embracing
Inclusion in Company Culture and Branding
• We get the “business case,” but what about
...
Tracking Your Results
• Measuring diversity and inclusion
• Compare costs to savings
• Celebrate and share the positives
•...
Coworker Tools
What Am “I” Comfortable With?
• What are my personal views about all of
this?
– Basic Level: Be Professional
– Intermediat...
Basic Level: Be Professional
• What are the rules, and how do they affect
me and my work?
• Suggested approaches:
– Focus ...
Intermediate Level: Support My Coworker
• What can I do to help my transgender coworker feel
safe, comfortable, and produc...
Aspirational Level – Be an Ally
• Transgender inclusion is important to me. How
can I communicate that effectively at work...
Tracking My Results
• Have I stayed on task, or has this issue side-
tracked my professional development and
success?
• Ha...
Resources
• Human Rights Campaign: www.hrc.org
– Corporate Equality Index
– Employer Resources
• Out & Equal: www.outandeq...
QUESTIONS?
THANK YOU!
Aisha Sanchez
Ford Harrison LLP
813.261.7849
asanchez@fordharrison.com
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GENDER IDENTITY & EXPRESSION IN THE WORKPLACE: CREATING POLICY AND MAKING PRACTICE

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  • Copyright © 2001-2007 Infor Global Solutions
  • Copyright © 2008 Infor. All rights reserved. www.infor.com.
  • GENDER IDENTITY & EXPRESSION IN THE WORKPLACE:

    1. 1. Aisha Sanchez, Associate Ford and Harrison, LLP GENDER IDENTITY & EXPRESSION IN THE WORKPLACE: CREATING POLICY AND MAKING PRACTICE
    2. 2. Moderator Becky Ross Marketing Manager (303) 228-8753 bross@kpaonline.com
    3. 3. Presenter Aisha Sanchez Associate Ford and Harrison, LLP asanchez@fordharrison.com
    4. 4. If you have questions during the presentation, please submit them using the “Questions” feature Questions will be answered at the end of the webinar QUESTIONSQuestions
    5. 5. GENDER IDENTITY & EXPRESSION IN THE WORKPLACE: CREATING POLICY AND MAKING PRACTICE Aisha Sanchez Ford Harrison LLP 813.261.7849 asanchez@fordharrison.com
    6. 6. Overview: • Getting a Grip on Proper Terminology • Recent Cultural and Legal Developments • Management Tools • Coworker Tools • Resources
    7. 7. Sticks and Stones: Mastering Terminology
    8. 8. PHYSICAL SEX (Biological Anatomy) Male ----------------- INTERSEX ------------- Female GENDER IDENTITY (Psychological Sense of Self) Man ----------------- TWO SPIRITS ------------- Woman GENDER EXPRESSION (External Presentation) Masculine ---------- ANDROGYNOUS ----------- Feminine SEXUAL ORIENTATION (Romantic/Erotic Response) Toward Men ------- TOWARD BOTH/NEITHER ---Toward Women Source: Association of Corporate Counsel Publication by Christine Michelle Duffy, 2011
    9. 9. Key Terms Generally Acceptable • Gender Identity Disorder/Gender Dysphoria • Transgender • Gender Affirmation • Gender Expression • Surgery • Transition Generally Unacceptable • Tranny • He-she; shape- shifter • Hermaphrodite • Transvestite • Sex change; pre-op; post-op
    10. 10. Cultural and Legal Developments
    11. 11. Cultural Shifts
    12. 12. Statutory Protections Source: Mother Jones 2011
    13. 13. Interpretive Protections Mia Macy EEOC Vandy Beth Glenn 11th Circuit
    14. 14. Management Tools
    15. 15. Design Your Winning Game Plan • Take your organization’s temperature • Work with what you’ve got o Basic Game Plan – Mitigate Risk o Intermediate Game Plan – Add Value o Aspirational Game Plan – Brand Inclusion • Track your organization’s results
    16. 16. Basic Game Plan – Mitigate Risk • What is the law, and does it apply to us? • Minimal practices: – Revise employee handbook – Have clear and specific complaint procedures – Train your managers – Update orientation presentation – Be knowledgeable about your restrooms, locker rooms, and other gender-specific areas
    17. 17. Intermediate Game Plan – Add Value • What is the business case for inclusion? • Suggested practices: – Examine current personnel practices for cost- effective and creative solutions – Take a closer look at the medical insurance plan – Adopt written protocol for handling transgender employment issues – Conduct anonymous employee surveys
    18. 18. Aspirational Game Plan – Embracing Inclusion in Company Culture and Branding • We get the “business case,” but what about the “people case”? • Suggested practices: – Set the tone from the top – Be choosy with your outside vendors – Publicly support and engage with the transgender community – Activate an Employee Resource Group
    19. 19. Tracking Your Results • Measuring diversity and inclusion • Compare costs to savings • Celebrate and share the positives • Learn from and share the negatives • Modify as you go
    20. 20. Coworker Tools
    21. 21. What Am “I” Comfortable With? • What are my personal views about all of this? – Basic Level: Be Professional – Intermediate Level: Support My Co-Worker – Aspirational Level: Be an Ally • What results are important to me, and how do I track them?
    22. 22. Basic Level: Be Professional • What are the rules, and how do they affect me and my work? • Suggested approaches: – Focus on the work objective and the strengths and contributions of all team members – Avoid workplace gossip – Follow your coworker’s pronoun/name cues – If you are uncomfortable, then say so respectfully and with an eye toward effective resolution
    23. 23. Intermediate Level: Support My Coworker • What can I do to help my transgender coworker feel safe, comfortable, and productive at work? • Suggested approaches: – Respect every person’s inherent sense of “self” – Maintain confidentiality and privacy – Be a respectful liaison to other employees struggling with accepting transgender coworker – Lead by example
    24. 24. Aspirational Level – Be an Ally • Transgender inclusion is important to me. How can I communicate that effectively at work? • Suggested approaches: – Discuss the topic openly and professionally – Avoid “poster-child” syndrome – Support ERGs – Offer creative solutions
    25. 25. Tracking My Results • Have I stayed on task, or has this issue side- tracked my professional development and success? • Have I leveraged my personal outlook on this issue to distinguish myself positively and professionally? • Am I at a point where the “transgender” issue is really a “non-issue” at work? • Am I satisfied with my work environment?
    26. 26. Resources • Human Rights Campaign: www.hrc.org – Corporate Equality Index – Employer Resources • Out & Equal: www.outandequal.org – Employee Resource Group Registry • Lambda Legal: www.lambdalegal.org – Transgender Toolkits
    27. 27. QUESTIONS? THANK YOU! Aisha Sanchez Ford Harrison LLP 813.261.7849 asanchez@fordharrison.com
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