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This is not legal advice, which can only be given by an attorney admitted to practice law in your jurisdiction after hearing all of the facts and circumstances in a particular case.

Thursday, May 11, 2006

Resource: SHRM article

Yours truly is quoted in this new SHRM article: "Is It Time To Add Gender Identity to Your EEO Policy?"

Here's the blurb:

"Harvard University's recent decision to add gender identity and expression protection to its nondiscrimination policy could prompt other organizations to follow suit. To make a seamless transition, experts say, employers should focus on planning, communication and ongoing education."

The article discusses how to go about making a business case, the expected ROI, executing the decision, and expected employee reactions.

You have to be a member of SHRM to access it. If you're in HR or Diversity, I highly recommend joining.

Here's my star quote:

"And employee reactions to a change in policy will depend on the way the new rules are introduced, says Weiss. If a company explains what gender diversity is, why the organization is making a change and where employees should go if they have questions, the reaction should be mild, even for companies that are in regions where there is a more traditional culture.

Weiss recommends that employers have a separate policy that addresses a variety of issues related to gender identity, such as:

  • Notice to appropriate members of management that an employee is going to transition and how to handle issues as they arise.
  • Step-by-step guidelines for HR and for media relations.
  • Identification of gender transition leaders who can provide guidance, help manage the timeline for the change and make relevant decisions.
  • Facilities usage guidelines that take into consideration the unique issues that exist at a particular facility.
  • Communication with employees, customers, clients and suppliers, including handling complaints or concerns."

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