Boeing Co. HRC Innovation Award 2009 Presentation


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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.

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  • Boeing Co. HRC Innovation Award 2009 Presentation

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