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Transgender Issues @ Work. Report by The HR Dept at SLKMK Inc. Team Members. Sheela Iyer Linda Cox Kitty Harada Mubeen Saliha Katherine Theodore-Jones. About SLKMK Inc. Founded in 1994 Located in Palo Alto, CA 600 employees located across the Bay area
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Transgender Issues @ Work Report by The HR Dept at SLKMK Inc
Team Members • Sheela Iyer • Linda Cox • Kitty Harada • Mubeen Saliha • Katherine Theodore-Jones
About SLKMK Inc • Founded in 1994 • Located in Palo Alto, CA • 600 employees located across the Bay area • Manufacture chargers for cell phones • Latest product is the “Unicharger” • One charger for one brand
Mission @ SLKMK Inc To support our customers by providing superior products and services of exceptional value which help them gain competitive advantage in their markets. To provide a nurturing and growth oriented environment which encourages our employees to be highly productive and to grow personally and professionally.
Problem StatementReason for Report • John VanRoss has been employed by SLKMK for the past 8 yrs. He has been a top performer and is liked and respected by his co-workers • Mr. VanRoss recently announced to his manager that he was thinking of undergoing sexual re-assignment surgery • The manager in turn asked the HR for advice on how to handle this • Mr. VanRoss is concerned about the reactions of his colleagues • His manager wants to handle the situation appropriately since this is the first time we are dealing with this issue at SLKMK • The HR is concerned about discrimination, productivity, retention andcosts associated with this issue • The management along with the employees wants to establish proper policies and procedures to be seen as an equal opportunity, progressive and employee friendly place to work
Evaluation of the problem • John’s manager and HR evaluate the situation taking into account: • John’s excellent performance and performance appraisal ratings • His strong sales record over the last 8 years • Workplace transgender issues and precedence in California • Potential lawsuits ad legal cost if the manager decides to terminate John • The cost associated to hire and train new employees
Reasons for policy change • While being motivated in part due to concerns about workplace fairness, both private and public sector employers are incorporating protections for gay, lesbian, bisexual and transgender employees, because they see it as a business necessity and as part of their diversity initiatives. • While it’s the employee’s wish to disclose certain personal information at work, transsexuals who plan on staying with the same employer do not have that option. Therefore employers, co-workers and managers become part of the transgender employees’ transition process.
Why is discrimination badRepurcussions from being discriminatory
Education & Training – Guidelinesfor managers, co-workers and transitioning employees • Guidelines for transsexuals • Guidelines for coming out • Checklist for transitioning • Guidelines for gender benders • Guidelines for bisexuals • Guidelines for supportive co-workers • Guidelines for un-supportive co-workers • Pointers for co-workers whether supporting or not
Guidelines for co-workers • Create a safe space • Listen for clues • Create conversational opportunities • Feel free to ask questions • Give helpful tips on presentation • Be alert for gender phobic language
Help on Education & Training • Make training materials available to employees • Have HR & Managers trained and ready to answer questions • Encourage employees to ask questions • Conduct training workshops and seminars on relevant topics • Have someone come in from organizations which support transgender initiatives to talk to employees • Educate managers on possible scenarios • Educate employees on how to answer customer questions • Provide compliance training
Cost of providing BenefitsGender Transitions- Medical Treatment Cost & Utilizations Medical treatment cost and utilization for transgender related care varies. This cost is dependent on the number of employees and dependents who make claims for coverage, services and procedures and the employer’s total number of employees. The average cost associated over a five year term of employment with surgical transition is $25,000. This estimate is based on the following • $5,000 per year for two years of one hour sessions per week • $1,000 for prescription drugs over five years • $8,000 to $13,000 for surgery from male to female • $4,000 to $10,000 for surgery from female to male (chest & hysterectomy) • $50,000 maximum if genital surgery is performed, few have this surgery
Cost of providing BenefitsGender Transitions- Medical Treatment Cost & Utilizations Other costs : Although health insurance is provided for the transgender employee, most health insurance contracts are written that deny coverage for specific medical treatment, even though these treatments are medically necessary and follow internationally accepted standards of care. To fill this gap Short term leave coverage is recommended.
Few Facts • American Community survey indicates that the highest GLBT populations are in California, Washington DC, Florida, Illinois, Texas and New York • It is also imperative that to be an equal opportunity employer and to have the best possible talent, corporations have to be open to having a diverse workforce
Presentation Outline • Transgender issues at work • Problem • Policy recommendations • Possible solutions to common issues • Reasons for change • Results
Presentation Outline • Transgender issues at work • Problem • Policy recommendations • Possible solutions to common issues • Reasons for change • Results
