Transsexual In The Workplace Harvard Case Solution & Analysis

Posting# 1:

Transsexual is a person who strongly identifies with the opposite gender and chooses to live as a member of the opposite sex. The transsexual individual suffers discrimination in every aspect of their lives, including employment. The discrimination can lead to high level of stress, particularly in the initial stage of the transitioning. The transsexuals in the workplace should be handled effectively, in order to remove discrimination in the workplace (Taranowski, Transsexual Employees in the Workplace 2009).

According to the case, Brittany’s decision to transit from one gender to another led her to face many challenges in the future. She handles the situation effectively by contacting the Environmental Protection Program to get support in transition. However, E.P.A’s non-discrimination policy does not include any law that supports or protects a transsexual individual. Moreover, both employees and organization handled the situation with professionalism, admiration, and respect. The mutual support increases the motivational level of the Brittany. The career planning and development of a transsexual individual is a complex process, they do not get an Equal Employment Opportunity Rights in the workplace (Hornsby 2006).

In the initial stage of a transition, employees encourage and appreciate Brittany, but not all employees accept her. Later, she understood that not all employees are going to support her. Therefore, it is the responsibility of the HR department to help them navigate the changes that are inevitable during the transition process. It is highly recommended, to initiate a Workplace Engagement Plan to provide a training and knowledge to the employees regarding a transsexual individuals, and build diversity in the workplace.

There is no federal law that protects the rights of the transsexual individual. Therefore, an employer should develop a policy against discrimination based on transgender status and make sure there is an effective system that support and respond effectively to the complaints of discrimination and harassment. Moreover, HR departments should develop a separate restroom to increase their privacy and confidentiality of transgender individuals. Apart from that, the employers make reasonable accommodations to support the transsexual individual’s dress code and appearance policies; this will increase the motivational level of the transgender employees and help them to increase the productivity of the organization (Emilia L. Lombardi PhDa 2008).

Posting #2: Classmate response

I agree with the information provided by the classmate, according to which both parties handled the situation effectively. The environmental protection agency supports the transition of Brittany and initiates a program to educate the employees regarding transsexuals. However, they did not develop any policy that helps to remove the transgender discrimination in the workplace. Moreover, E.P.A made sure Brittany that she would be made comfortable in the work environment, but she is not accepted by most of its employees and shows her discomfort.

The management should develop a transgender anti-discrimination policy, which should include awareness and education programs for all employees and supervisors. The employers’ should communicate with the employees, their zero tolerance approach towards bulling and harassment. The management should also give equal employment rights to transsexual individual, in order to feel free to work effectively. Furthermore, the HR Employer should make sure that the practices and policies are in place to deal with the transgender issues. Therefore, it is necessary for the HR departments to accommodate with regard to a transgender dress code, restrooms, and other sensitive issues; this will help organizations to prevent liability and discrimination.

The recommendation provided by the classmate to Brittany should be replaced by developing LGBT training program for co-workers, in which different activities should be takes place to educate the employees because information group is not enough to remove the discrimination. The training program will help the employees to support transsexual individuals and increase diversity in the workplace. The training program should also include seminars and sexual orientation programs, in order to understand the transgender matter carefully and effectively. The employees’ involvement in diversity training will help to reduce conflicts in the organizations and increase productivity (DF Morrow 2006).

Transsexual In The Workplace Case Solution

Moreover, HR departments should implement a reasonable appearance program, grooming and dress standards, which allow employees to groom, appear and dress consistently according to their gender identity. Apart from that, the employer should ensure the privacy of gender-transition employees. Every organization should protect the rights of the employees and support employers to create truly trans-inclusive workplace. Lastly, HR employer should protect the transsexual employees against discrimination by developing effective policies and practices (A Niedrich 2011)..............

Posting# 1:

Transsexual is a person who strongly identifies with the opposite gender and chooses to live as a member of the opposite sex. The transsexual individual suffers discrimination in every aspect of their lives, including employment. The discrimination can lead to high level of stress, particularly in the initial stage of the transitioning. The transsexuals in the workplace should be handled effectively, in order to remove discrimination in the workplace  CITATION Che09 \l
1033 (Taranowski, Transsexual Employees in the Workplace 2009).

According to the case, Brittany’s decision to transit from one gender to another led her to face many challenges in the future. She handles the situation effectively by contacting the Environmental Protection Program to get support in transition. However, E.P.A’s non-discrimination policy does not include any law that supports or protects a transsexual individual. Moreover, both employees and organization handled the situation with professionalism, admiration, and respect. The mutual support increases the motivational level of the Brittany. The career planning and development of a transsexual individual is a complex process, they do not get an Equal Employment Opportunity Rights in the workplace  CITATION Eun06 \l 1033 (Hornsby 2006).

In the initial stage of a transition, employees encourage and appreciate Brittany, but not all employees accept her. Later, she understood that not all employees are going to support her. Therefore, it is the responsibility of the HR department to help them navigate the changes that are inevitable during the transition process. It is highly recommended, to initiate a Workplace Engagement Plan to provide a training and knowledge to the employees regarding a transsexual individuals, and build diversity in the workplace.

There is no federal law that protects the rights of the transsexual individual. Therefore, an employer should develop a policy against discrimination based on transgender status and make sure there is an effective system that support and respond effectively to the complaints of discrimination and harassment. Moreover, HR departments should develop a separate restroom to increase their privacy and confidentiality of transgender individuals. Apart from that, the employers make reasonable accommodations to support the transsexual individual’s dress code and appearance policies; this will increase the motivational level of the transgender employees and help them to increase the productivity of the organization  CITATION Emi08 \l 1033 (Emilia L. Lombardi PhDa 2008).

Posting #2: Classmate response

I agree with the information provided by the classmate, according to which both parties handled the situation effectively. The environmental protection agency supports the transition of Brittany and initiates a program to educate the employees regarding transsexuals. However, they did not develop any policy that helps to remove the transgender discrimination in the workplace. Moreover, E.P.A made sure Brittany that she would be made comfortable in the work environment, but she is not accepted by most of its employees and shows her discomfort.

The management should develop a transgender anti-discrimination policy, which should include awareness and education programs for all employees and supervisors. The employers’ should communicate with the employees, their zero tolerance approach towards bulling and harassment. The management should also give equal employment rights to transsexual individual, in order to feel free to work effectively. Furthermore, the HR Employer should make sure that the practices and policies are in place to deal with the transgender issues. Therefore, it is necessary for the HR departments to accommodate with regard to a transgender dress code, restrooms, and other sensitive issues; this will help organizations to prevent liability and discrimination.

The recommendation provided by the classmate to Brittany should be replaced by developing LGBT training program for co-workers, in which different activities should be takes place to educate the employees because information group is not enough to remove the discrimination. The training program will help the employees to support transsexual individuals and increase diversity in the workplace. The training program should also include seminars and sexual orientation programs, in order to understand the transgender matter carefully and effectively. The employees’ involvement in diversity training will help to reduce conflicts in the organizations and increase productivity  CITATION DFM06 \l 1033 (DF Morrow 2006).

Moreover, HR departments should implement a reasonable appearance program, grooming and dress standards, which allow employees to groom, appear and dress consistently according to their gender identity. Apart from that, the employer should ensure the privacy of gender-transition employees. Every organization should protect the rights of the employees and support employers to create truly trans-inclusive workplace. Lastly, HR employer should protect the transsexual employees against discrimination by developing effective policies and practices  CITATION ANi11 \l 1033 (A Niedrich 2011)..................

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Posting# 1:

Transsexual is a person who strongly identifies with the opposite gender and chooses to live as a member of the opposite sex. The transsexual individual suffers discrimination in every aspect of their lives, including employment. The discrimination can lead to high level of stress, particularly in the initial stage of the transitioning. The transsexuals in the workplace should be handled effectively, in order to remove discrimination in the workplace  CITATION Che09 \l
1033 (Taranowski, Transsexual Employees in the Workplace 2009).

According to the case, Brittany’s decision to transit from one gender to another led her to face many challenges in the future. She handles the situation effectively by contacting the Environmental Protection Program to get support in transition. However, E.P.A’s non-discrimination policy does not include any law that supports or protects a transsexual individual. Moreover, both employees and organization handled the situation with professionalism, admiration, and respect. The mutual support increases the motivational level of the Brittany. The career planning and development of a transsexual individual is a complex process, they do not get an Equal Employment Opportunity Rights in the workplace  CITATION Eun06 \l 1033 (Hornsby 2006).

In the initial stage of a transition, employees encourage and appreciate Brittany, but not all employees accept her. Later, she understood that not all employees are going to support her. Therefore, it is the responsibility of the HR department to help them navigate the changes that are inevitable during the transition process. It is highly recommended, to initiate a Workplace Engagement Plan to provide a training and knowledge to the employees regarding a transsexual individuals, and build diversity in the workplace.

There is no federal law that protects the rights of the transsexual individual. Therefore, an employer should develop a policy against discrimination based on transgender status and make sure there is an effective system that support and respond effectively to the complaints of discrimination and harassment. Moreover, HR departments should develop a separate restroom to increase their privacy and confidentiality of transgender individuals. Apart from that, the employers make reasonable accommodations to support the transsexual individual’s dress code and appearance policies; this will increase the motivational level of the transgender employees and help them to increase the productivity of the organization  CITATION Emi08 \l 1033 (Emilia L. Lombardi PhDa 2008).

Posting #2: Classmate response

I agree with the information provided by the classmate, according to which both parties handled the situation effectively. The environmental protection agency supports the transition of Brittany and initiates a program to educate the employees regarding transsexuals. However, they did not develop any policy that helps to remove the transgender discrimination in the workplace. Moreover, E.P.A made sure Brittany that she would be made comfortable in the work environment, but she is not accepted by most of its employees and shows her discomfort.

The management should develop a transgender anti-discrimination policy, which should include awareness and education programs for all employees and supervisors. The employers’ should communicate with the employees, their zero tolerance approach towards bulling and harassment. The management should also give equal employment rights to transsexual individual, in order to feel free to work effectively. Furthermore, the HR Employer should make sure that the practices and policies are in place to deal with the transgender issues. Therefore, it is necessary for the HR departments to accommodate with regard to a transgender dress code, restrooms, and other sensitive issues; this will help organizations to prevent liability and discrimination.

The recommendation provided by the classmate to Brittany should be replaced by developing LGBT training program for co-workers, in which different activities should be takes place to educate the employees because information group is not enough to remove the discrimination. The training program will help the employees to support transsexual individuals and increase diversity in the workplace. The training program should also include seminars and sexual orientation programs, in order to understand the transgender matter carefully and effectively. The employees’ involvement in diversity training will help to reduce conflicts in the organizations and increase productivity  CITATION DFM06 \l 1033 (DF Morrow 2006).

Moreover, HR departments should implement a reasonable appearance program, grooming and dress standards, which allow employees to groom, appear and dress consistently according to their gender identity. Apart from that, the employer should ensure the privacy of gender-transition employees. Every organization should protect the rights of the employees and support employers to create truly trans-inclusive workplace. Lastly, HR employer should protect the transsexual employees against discrimination by developing effective policies and practices  CITATION ANi11 \l 1033 (A Niedrich 2011)

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