boeing co. hrc innovation award 2009 presentation
DESCRIPTION
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.TRANSCRIPT
Copyright Boeing 2009 All Rights Reserved
Administration of The Boeing Transgender Guidelines
Connie SummersCultural Diversity and Inclusion
March 2009
E-mail: [email protected]
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AgendaPolicy, Guidelines & HistoryTransition PlanRoles and ResponsibilitiesProcess Flow ResourcesDriving Inclusion and RespectMoving forwardQ & A
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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
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• Transition Plan– Accommodation
– Minimum of 18 months
• Plan elements– Name Change
– Badging
– Bathroom usage
– Pronoun usage
– Personnel records changes
– Process for amendments
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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
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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 MeetingGTL, HR, & Manager
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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!
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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
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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
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Q & A