Tag Archives: transgender

Jessica McGuinness: The Story of an EMT

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My name is Jessica.  I’m 36 years old, I have severe hemophilia, I am a transgender woman and I’ve been an EMT in the South Hills of Pittsburgh for almost 12 years.

Jessica at workI was raised in a Marine Corps family.  The two people closest to me are my step-father, a WWII veteran and my brother, a retired Gunnery Sgt.  I grew up in awe of the Marines and always wanted to become one.  Due to hemophilia, this never happened.  Hemophilia is a genetic bleeding disorder that causes me to bleed spontaneously, usually into my joints.  It’s also extremely painful.

Another “problem” of my youth is that I never really felt comfortable in my own skin.  From my earliest memories, I thought I was a girl.  I remember around the age of 5, I thought that this feeling was “wrong” and I needed to make it go away.  I pushed these feelings so deep inside that I didn’t know who I was.  In my teens, I was a quiet, introverted loner and an awful student.  I just hated everything about school. Looking back, I might have done better if I was true to myself. It was another 25 years before I put all of this together.  But that’s a different story…

When I graduated high school, reality hit me hard.  Around this time, I rebelled and had a pretty wild youth.  I ended up gaining responsibility when I became part of the management team at my local drug store.  With the added responsibility, I calmed down quite a bit.  But overall, I hated my job.  I felt trapped in that store day after day.  I longed to have a job that “mattered”, where I wasn’t stuck indoors all day.  Stocking shelves and developing pictures just wasn’t fulfilling for me.

One night, I went to the movies and saw “Bringing Out the Dead”.  This night at the movies changed my life.  This is a very dark movie about a burned out paramedic and I knew it wasn’t entirely accurate.  However, it gave me the idea that being an EMT is an important job that doesn’t require me to be in a store everyday of my life.  Within two months of seeing this movie, I was volunteering at my local EMS agency and enrolled in EMT school.  In March of 2001, I was hired full time at my local EMS agency and I felt like I fulfilled part of my dream.  I would never wear those fancy Marine Corps dress blues, but I got my own uniform to be proud of.  I made it.

Within two months of seeing [Bringing Out the Dead], I was volunteering at my local EMS agency and enrolled in EMT school.

The first year of full time EMS work was probably the most memorable of my career.  I remember my supervisor telling me, “We’re throwing you to the wolves”.  To top it off, my first partner was Josh, a man known as “The Grim Reaper”.  Every EMS agency has somebody they refer to as a “black cloud”.  This means that bad things follow them everywhere.  I swear that the wildest calls I ever had was when I was still learning how to run calls.

I like to say that learning in these “trial by fire” conditions felt like I was drowning.  I was desperately trying to keep my head above water.  Josh gave me a piece of advise that stuck with me for my entire career, he said “Learn to relax and have fun with it, this can be a very fun job if you let it be”.  He was right.  Eventually, I caught on to all of the details of my job and I think I became a good EMT.  I think it took me about two years to feel that I earned being an EMT.  It was now time to relax and enjoy my job.

At the end of the day, EMS really shows you how fragile life is and it’s always in the back of our minds.

I have learned that EMS providers are very unique people to say the least.  Most of us become very good at separating ourselves from any situation. We are able to sit in the truck and close the door like the past hour never happened.  While families are barely starting the grieving process, we are en route to Wendy’s and talking about a TV show.  It’s not that we don’t care or we are made of stone.  Each one of us has to deal in our own way but none of us want to dwell on anything.  I assure you, thinking too hard about some things will drive you crazy.  I assure you that if you take things too hard, you will not last long in the field.  Over time, we all become cynical about our jobs.  People need to understand that this is our 40 hour workweek.  We all clock out and go home to our lives and our loved ones.  At the end of the day, EMS really shows you how fragile life is and it’s always in the back of our minds.

Larkin Street Stories: Working with Homeless LGBT Youth

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Larkin Street Youth ServicesThe mission of Larkin Street Youth Services is to create a continuum of services that inspires youth to move beyond the street. We will nurture potential, promote dignity, and support bold steps by all.

In Episode 3 of Larkin Street Stories, Toby coaches a transgender youth who is preparing for an important job interview.

“I enjoyed my internship at Larkin Street because I was working at a place I like and respect.”

For more information, visit: http://www.larkinstreetyouth.org/

LGBT in the Workplace III: LGBT Workplace Resources

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In the past several years a lot more attention has been paid to LGBT workplace concerns: for example, being fired for being (or perceived to be) lesbian, gay, bisexual or transgender, transitioning from one gender to another at work, the “pink ceiling”–that which prevents LGBT people from moving up in their careers.

A lot of questions arise when we talk about LGBT workplace issues.  How do we identify LGBT employees while ensuring privacy, especially for those who are not open about sexuality or gender identity? What are the legal obligations an employer has to its employees whether or not they are LGBT? What is an organization’s overall responsibility to a particular community?

The following information may be helpful to you if you are (1) an employer with questions about how to make your workplace more inclusive of LGBT employees,  if you are (2) an employee seeking ways to support LGBT co-workers, or if you are (3) LGBT or questioning your sexuality or gender identity and how that might affect you in the workplace.

LGBT Workplace Quotes

“Many Americans do not understand that in the majority of states, employers can legally fire a high-performing worker simply because that worker is LGBT.” (from The Momentum Report, August 2011)

“Transgender and gender non-conforming people face rampant discrimination in every area of life: education, employment, family life, public accommodations, housing, health, police and jails, and ID documents.” (from Injustice at Every Turn press release, February 03, 2011)

“Inclusive workpalce environemts for LGBT employees are crucial for career progression and bottom line” (from The Power of “Out” press release, June 21st, 2011)

“Significant numbers of LGBT employees continue to experience a negative workplace climate that appears unaffected by organizational policies” (from Degrees of Equality introduction, September 2009)

LGBT Workplace-related Reports

Organizations Local and National
LGBT Workplace Library

Allies at Work: Creating a Lesbian, Gay, Bisexual and Transgender Inclusive Work Environment by Dr. David M. Hall, 2009

the pink ceiling

American Heroes: Coming Out from Behind the Badge ed. Greg Miraglia, 2010

Changing Corporate America from Inside Out: Lesbian and Gay Workplace Right by Nicole C. Raeburn, 2004

The G Quotient: Why Gay Executives are Excelling as Leaders… And What Every Manager Needs to Know by Kirk Snyder, 2006

Gay Men Straight Jobs by Dan Woog, 2001

The Inclusion Paradox: The Obama Era and the Transformation of Global Diversity by Andrés T. Tapia, 2009

gay men straight jobs

Just One of the Guys? Transgender Men and the Persistence of Gender Inequality by Kristen Schilt, 2011

Making HERstory: Womyn Working It Out! by Denalerie Johnson-Faniel PhD, 2011

Microaggressions in Everyday Life: Race, Gender, and Sexual Orientation by Derald Wing Sue, 2010

The Pink Ceiling: Lessons in Organizational Diversity by Todd Arwood, 2007

Transgender Workplace Diversity by Dr. Jillian T. Weiss, 2007

 

http://www.hrc.org/cei2011/index.html

Transgender Employees in the Workplace – By Jillian T. Weiss

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Jillian T. Weiss & Associates provides consulting services for organizations addressing gender transition in the workplace and having transgender employees.

Transgender Workplace Diversity

Please describe the work that you do and how Jillian T. Weiss & Associates consulting group came into being.

After practicing as a lawyer for many years, I went back to school for a Ph.D. in Law, Policy & Society at Northeastern University, and found a job in that field as a professor at Ramapo College of New Jersey in 2004. My area of research is transgender workplace law and policy. In addition to my academic research and publications on the subject, I also offer consulting services to employers addressing issues of inclusion and engagement of transsexual and transgender employees in the workplace. I have worked with employers large and small, including Harvard University, Boeing and New York City.

What are some of the major issues that transgender employees face in the workplace?

There are about a dozen issues, some of which are ensuring that non-discrimination and non-harassment policies include gender identity and expression, co-workers are given appropriate guidance in how to respect other employees’ gender identity, health benefits for transgender employees are appropriately and clearly defined, and facilities usage policies suited to the workplace environment accord transgender employees proper respect for their gender identity.

How can employers show that they support their transgender employees?

Appropriate workplace policies that include gender identity and expression are very helpful. Employer resources, such as employee resource groups for LGBT workers, can also provide an outlet for issues that transgender employees may experience. Lastly, it is important to provide training for human resources managers so that they stand ready to assist employees transitioning on the job well prior to a workplace transition.

What suggestions would you offer to transgender employees experiencing difficulties at work? (ex. coming out or transitioning on the job, filing a complaint of discrimination, handling unsupported coworkers or administrators)

My suggestion is to read books and websites that discuss workplace transition, and to engage support from the highest levels possible at the organization at the first sign of problems. Waiting to see whether a problem will become more severe makes it more difficult for employers to effectively intervene. Unfortunately, many transgender employees do not wish to “rock the boat,” which means that employers don’t learn about problems until they become grave enough to merit a lawsuit. While trans employees should not be charged with the job of educating their employer about how to address problems and concerns, particularly when they are not experts in doing so and are employed to perform work of an entirely different nature, it is all too often necessary.

What does diversity and inclusion in the workplace mean to you?

Diversity, properly understood, is more than just throwing together a random group of people from different backgrounds and hoping that no problems arise. It requires an understanding of how diverse groups work together, for better or for worse, and what are the sticking points that may create issues or concerns. Thus, an organizational emphasis on respecting diversity, clear channels and lines of authority for providing guidance to co-workers, and training for employees and human resource managers on diversity issues are key to success. Inclusion means not only tolerance, and not only acceptance, but understanding the issues that employee constituency group face and acting to ensure that those issues are managed properly so that transgender employees feel welcome and a valued part of the organization.

Please offer any final thoughts.

As I noted, books and websites on the subject may be helpful. I have a blog, Transgender Workplace Diversity that may help to give some information on the topic. I have also written a book on the subject, Transgender Workplace Diversity: Policy Tools, Training Issues and Communication Strategies for HR and Legal Professionals.

 

LGBT in the Workplace Part I: Transgender Discrimination Study

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A blog series about LGBT people at work. Part I gives information about a new report released about transgender discrimination.

On February 4th, the National Center for Transgender Equality and the National Gay and Lesbian Task Force jointly released a report on transgender discrimination called “Injustice at Every Turn” using data collected from over 6,450 transgender and gender non-conforming participants.

Follow the image link to EndTransDiscrimination.org for the full report.

The comprehensive study is the first of its kind and uses responses from people from all 50 states, the District of Columbia, Guam, the U.S. Virgin Islands, and Puerto Rico. It shows a pervasive collective experience of discrimination in all levels public and private.

Some of the more alarming data include:

  • an extreme over-representation of discriminatory experiences amongst transgender and gender non-conforming people who are African-American
  • a rate of unemployment twice the national average (and nearly four times the national average for African-American respondents)
  • an attempted suicide rate of 41% (compared to 1.6% of the general population)

What is comparatively helpful about this study is it includes information about respondents’ resiliency. For example:

“The vast majority (78%) of those who transitioned from one gender to the other reported that they felt more comfortable at work and their job performance improved, despite high levels of mistreatment. “

“Despite high levels of harassment, bullying and violence in school, many respondents were able to obtain an education by returning to school.”

Of course, there is much to be done in the realms of education and passing anti-discrimination laws, but this study and its subsequent report gives validity to the day-to-day struggles of members of the transgender and gender non-conforming communities. Furthermore, statistics collected in this study may be used to bolster arguments for passing tougher anti-discrimination laws.

For example, the Employment Non-Discrimination Act (ENDA), currently stalling in Congress, would protect citizens from being fired or not hired from a job due to discrimination based on sexual orientation or gender identity. Given that many lesbian, gay, bisexual AND heterosexual individuals express a gender which may not conform to the conventional ideals of “man” and “woman,” the language “gender identity” is supremely important in this bill. [According to the actual text of the bill (H.R. 3017), "The term 'gender identity' means the gender-related identity, appearance, or mannerisms or other gender-related characteristics of an individual, with or without regard to the individual's designated sex at birth."]

It is still legal in the majority of the U.S. to be fired or not hired because of one’s sexual orientation or gender identity. Pennsylvania currently protects only its State workers against discrimination based on sexual orientation and gender identity.

[Click here to read part two of the LGBT in the Workplace series.]

Hi, my name is…

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Since today is already my second day on the job, I am overdue for a formal introduction. Hi!

My name is Rayden and I am the inaugural fellow for the Initiative for Transgender Leadership (ITL).   The ITL was created to positively impact community life through professional and leadership development of a transgender youth. The Regional Internship Center signed on to be a sponsor for the selected fellow and I, in turn, selected the RIC to work with for the next 10 months.

This fellowship is an impetus to serve the missions of the ITL, the RIC and Coro Pittsburgh, while developing my personal worldview. I believe in the importance of storytelling to foster community connections and create positive social change. When was the last time you heard someone’s story that inspired you? Are there particular human stories you associate with exciting moments in history? There is power in our histories and experiences. I am turning my story as a transgender person into an asset for the greater community. My unique experiences, coupled with my professional goals for  the RIC will be my tools as I help to build a vision based on the positive impacts of diversity and community.

Over the course of 10 months I hope to live up to that theme by fostering meaningful community interaction and recognition of the power of the work we do. Specifically, I would like to cultivate greater diversity in the seekers of internships and the employers we at the RIC serve.

I am a Pittsburgh transplant from Maryland, raised in Massachusetts, born in New Jersey. I attended Purchase College in New York where I studied Literature. I love riding my bike, gardening & farming, libraries, recycling, learning new creative skills, beautiful old buildings, corresponding via the postal service, headstands, ice skating and mythology. I am excited to be working with the Regional Internship Center in this charming historical building!

For more on transgender basics see my educational blog, the transgender Wikipedia page, or alternately you may follow Kate Bornstein on Twitter.

[Editor's note: Please see my new post on the Initiative for Transgender Leadership blog. I will be writing weekly updates for that blog if you are interested in following my progress.]