Administration of The Boeing Transgender Guidelines Connie Summers Cultural Diversity and Inclusion March 2009 E-mail: Connie.Summers@Boeing.com

Agenda Policy, Guidelines & History Transition Plan Roles and Responsibilities Process Flow Resources Driving Inclusion and Respect Moving forward Q & A

Agenda

Policy, Guidelines & History

Transition Plan

Roles and Responsibilities

Process Flow

Resources

Driving Inclusion and Respect

Moving forward

Q & A

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

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

Transition Plan Accommodation Minimum of 18 months Plan elements Name Change Badging Bathroom usage Pronoun usage Personnel records changes Process for amendments

Transition Plan

Accommodation

Minimum of 18 months

Plan elements

Name Change

Badging

Bathroom usage

Pronoun usage

Personnel records changes

Process for amendments

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

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

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

Pre-process Step:

Transitioning Employee meets with Gender Transition Leader

Process Flow:

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!

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!

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

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

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

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

Q & A