Your SlideShare is downloading. ×
0
Boeing Co. HRC Innovation Award 2009 Presentation
Boeing Co. HRC Innovation Award 2009 Presentation
Boeing Co. HRC Innovation Award 2009 Presentation
Boeing Co. HRC Innovation Award 2009 Presentation
Boeing Co. HRC Innovation Award 2009 Presentation
Boeing Co. HRC Innovation Award 2009 Presentation
Boeing Co. HRC Innovation Award 2009 Presentation
Boeing Co. HRC Innovation Award 2009 Presentation
Boeing Co. HRC Innovation Award 2009 Presentation
Boeing Co. HRC Innovation Award 2009 Presentation
Upcoming SlideShare
Loading in...5
×

Thanks for flagging this SlideShare!

Oops! An error has occurred.

×
Saving this for later? Get the SlideShare app to save on your phone or tablet. Read anywhere, anytime – even offline.
Text the download link to your phone
Standard text messaging rates apply

Boeing Co. HRC Innovation Award 2009 Presentation

3,288

Published on

The Boeing Company has had Transgender Guidelines since the 2004-2005 timeframe. The guidelines, in and of themselves, are not terribly unique compared to many companies who score 100% on the CEI. …

The Boeing Company has had Transgender Guidelines since the 2004-2005 timeframe. The guidelines, in and of themselves, are not terribly unique compared to many companies who score 100% on the CEI. The process for administration of the guidelines is innovative in its focus on true inclusion and for the transitioning teammate.

Published in: Business
0 Comments
0 Likes
Statistics
Notes
  • Be the first to comment

  • Be the first to like this

No Downloads
Views
Total Views
3,288
On Slideshare
0
From Embeds
0
Number of Embeds
3
Actions
Shares
0
Downloads
84
Comments
0
Likes
0
Embeds 0
No embeds

Report content
Flagged as inappropriate Flag as inappropriate
Flag as inappropriate

Select your reason for flagging this presentation as inappropriate.

Cancel
No notes for slide
  • Transcript

    • 1. Administration of The Boeing Transgender Guidelines Connie Summers Cultural Diversity and Inclusion March 2009 E-mail: Connie.Summers@Boeing.com
    • 2.
      • Agenda
        • Policy, Guidelines & History
        • Transition Plan
        • Roles and Responsibilities
        • Process Flow
        • Resources
        • Driving Inclusion and Respect
        • Moving forward
        • Q & A
    • 3.
      • Boeing Policy
        • Development of Policy began in 2004
        • POL-5 “Non-Discrimination…” added Gender Identity in April 2006
        • Sexual Orientation was previously included in 1997
      • Transgender Guidelines
        • Transitions since 1980’s – “hidden process”
        • Consultation with Dr. Jillian Weiss
          • (http://phobos.ramapo.edu/~jweiss/home.htm)
        • Transgender Transition Guidelines available in 2005
        • 3 years of transitions have occurred under new guidelines
        • Washington, California, Missouri and Kansas
    • 4.
      • Transition Plan
        • Accommodation
        • Minimum of 18 months
      • Plan elements
        • Name Change
        • Badging
        • Bathroom usage
        • Pronoun usage
        • Personnel records changes
        • Process for amendments
    • 5.
      • Roles & Responsibilities
      • Transitioning Teammate
      • Contacts HR and/or Gender Transition Leader, initially
      • Co-authors Transition Plan
      • Complies with
      • Attends meetings with HR and Manager
      • Gender Transition Leader (GTL)
      • Facilitates the Transition Plan
      • Meets with transitioning teammate, HR and manager
      • Facilitates workgroup meetings
      • Human Resource Generalist
      • Coordinates meetings with manager, GTL and workgroup
      • Funnels complaints, concerns to GTL
      • On-going support to the organization, transitioning employee and manager
      • Manager
      • Attends meetings
      • Supports policy and transition plan at workgroup meeting
      • Fields general questions on an on-going basis
      • Workgroup
      • Supports transition plan
        • Pronoun, Name, Restroom usage
      • Participates in workgroup meeting
    • 6.
      • Pre-process Step:
      • Transitioning Employee meets with Gender Transition Leader
      • Process Flow:
      Initial meeting, GTL, HRG, Employee Meeting with GTL, Manager and HRG Signing – GTL, Manager, HRG, Employee Workgroup Meeting GTL, HR, & Manager
    • 7.
      • Workgroup Meeting
      • Manager, HR, Gender Transition Leader & Workgroup
      • Review Transition Plan
      • Open and honest dialogue
      • No question is taboo
      • Results
      • Restroom usage
      • Beliefs vs. Workplace Behavior
      • I’d rather not know/Thank you for telling me
      • Expectations are clear
      • Resources available
      • May not agree, but I know what’s expected of me
      • Support for the workgroup
      • Suggestions for process improvement
      • I have a voice!
    • 8.
      • Driving Inclusion and Respect
        • Environmental support vs. compliance only
        • Answers up front
        • More trust for the ‘system’
        • Open and honest communication
        • More awareness regarding the community
        • Less wear and tear on the Transitioning Teammate
        • Provide an individual driven approach and not a process driven approach
    • 9.
      • Moving forward
      • Continue partnering with affinity group: Boeing Association of Gays, Lesbians, Bi, Transgender Employees, & Friends
      • Walk the talk – Policy + Procedure (Guidelines)
      • Don’t water down transition guidelines
      • Even with guidelines, each person and work group is different -don’t let humanity be lost in the guidelines
      • Strive for improvement
    • 10. Q & A

    ×