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Boeing Co. HRC Innovation Award 2009 Presentation
 

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 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 Boeing Co. HRC Innovation Award 2009 Presentation Presentation Transcript

  • 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
    • 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
    • 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
    • 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
    • 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