Materials+and+Info+for+Workshop

[] The link goes directly to a pdf describing the 2009 National Lesbian, Gay, Bisexual, Transgender, and Ally College Student Career Conference. It gives a conference agenda if you scroll down a few pages. I thought we could use these ideas for the workshop.

[] The link goes to the article about the Workplace Sexual Identity Management Measure, which we could use at the beginning of the workshop to identify where the person is in their sexual identity.

[|WORKPLACE SEXUAL IDENTITY MANAGEMENT MEASURE.docx] - This is how the WSIMM would actually look in a document.

[|8560-Door+Sign+Small.jpg] Should link to a picture of Safe Zone signs!

[] Career Interest Survey that can be done online and produces a summary of interests and potential careers

Below is a listing from gayyellowpages.com specifice to the lancaster area!

Handout of GLBT website resources

Uncomfortable Questions Handout

Accommodation: Hotels, Inns, Guesthouses, B&B, Resorts: [|whole book]
[|Cameron Estate Inn & Restaurant] (PA USA: Pennsylvania: Lancaster) click to email

[|E.J. Bowman House] (PA USA: Pennsylvania: Lancaster) click to email

[|King's Cottage, A Bed & Breakfast Inn] (PA USA: Pennsylvania: Lancaster) click to email

[|Lancaster Arts Hotel] (PA USA: Pennsylvania: Lancaster) click to email

[|Railroad House Restaurant & Bed & Breakfast] (PA USA: Pennsylvania: Lancaster) click to email

Bars, Cafes, Clubs & Club Organizers, Restaurants: [|whole book]
[|Tally-Ho/The Loft] (PA USA: Pennsylvania: Lancaster) click to email

Organizations/Resources: Family and Supporters: [|whole book]
[|PFLAG - Lancaster] (PA USA: Pennsylvania: Lancaster) click to email

Religious Organizations & Publications: [|whole book]
[|Disciples United Community Church] (PA USA: Pennsylvania: Lancaster)

[|Grace UCC] (PA USA: Pennsylvania: Lancaster) click to email

[|Trinity Reformed UCC] (PA USA: Pennsylvania: Lancaster) click to email

[|Vision of Hope MCC] (PA USA: Pennsylvania: Lancaster)

Travel & Tourist Services (see also Accommodation): [|whole book]

 * New site for interventions** B.S.

Coming out process article

Gender differential in jobs

The 10 Most Female Occupations
(highest percentage of workers that are female)
 * **Occupation** || **% Female** || **Annual Wage** ||
 * Dental hygienists || 98.6% || $60,980 ||
 * Preschool and kindergarten teachers || 97.7% || $21,990 ||
 * Secretaries and administrative assistants || 96.9% || $26,670 ||
 * Dental assistants || 95.4% || $29,520 ||
 * Speech-language pathologists || 95.3% || $54,880 ||
 * Licensed practical and licensed vocational nurses || 94.2% || $35,230 ||
 * Child care workers || 94.2% || $17,050 ||
 * Hairdressers, hair stylists and cosmetologists || 93.4% || $20,610 ||
 * Receptionists and information clerks || 92.7% || $22,150 ||
 * Payroll and timekeeping clerks || 92.4% || $31,360 ||

The 10 Most Male Occupations
(highest percentage of workers that are male) http://www.brian-mcnaught.com/ Godfather of LGBT sensitivity training
 * **Occupation** || **% Male** || **Annual Wage** ||
 * Logging workers || 99.8% || $29,430 ||
 * Automotive body and related repairers || 99.4% || $34,810 ||
 * Cement masons, concrete finishers and terrazzo workers || 99.3% || $32,030 ||
 * Bus and truck mechanics and diesel engine specialists || 99.1% || $36,620 ||
 * Electrical power-line installers and repairers || 99.1% || $50,150 ||
 * Tool and die makers || 99.1% || $43,580 ||
 * Roofers || 98.9% || $31,230 ||
 * Heavy vehicle/mobile equipment service technicians and mechanics || 98.6% || $39,410 ||
 * Home appliance repairers || 98.5% || $32,980 ||
 * Crane and tower operators || 98.5% || $38,870 ||

http://www.youtube.com/watch?v=d7JUFZT8thk

=America's 15 Most Popular Jobs=

=
12. Bookkeeping, [|accounting] and auditing clerks=====

15. Elementary school teachers
http://www.youtube.com/watch?v=2gSW7ytC8BA&feature=related Adam Lambert story

[] Link to valuable site of various resources to separate into different sections of workshop

[] could make the checklist below a handout!

Document of TAW checklist =TAW Checklist for Transitioning in the Workplace= This checklist outlines the usual steps in an on-the-job transition to a new gender role in a supportive company. It is often appropriate to adapt this generic process to fit the local situation of an individual person or a specific organization. Unless otherwise specified, these steps should be initiated by the person undergoing the transition.

Advance Preparation
> ====The Day of the Announcement==== > > ====After the Announcement==== > ====The Day of Transition==== > On the day of transition, your manager should take these steps, much as he or she would for a new or transferred employee:
 * 1) Come out to your local (or at-large) Employee Resource Group (ERG) chapter (EQUAL!, etc.) This will generally be a receptive group. Share your intent to transition. The ERG may have someone who can advise you, and may know people in HR or other parts of the company who can support you in your transition.
 * 2) Come out to your local Diveristy representative (or HR if no Diversity specialist is available.) Share your intent to transition. You may find it helpful to involve the Corporate Diversity organization as well. HR Diversity is an important resource and ally for your transition.
 * 3) Come out to your boss, and share your intent to transition. This should be in a face to face, one on one meeting. If you are uncomfortable or fearful of your bosses reaction, you may find it helpful to include one or two allies from Diversity, HR, or your ERG in the meeting. Note: this step is vital and should never be skipped under any circumstances. Never surprise your boss by transitioning without an advance agreement. Your boss must be part of the planning process. You need your boss as an ally if you are to have a successful transition.
 * 4) Your boss will probably share your plans with a small portion of your management chain.
 * 5) Your management and others involved in the planning should become familiar with educational resources, including company policy and books on the subject. (Recommended book: [|Transsexual Workers, An Employer's Guide: Janis Walworth.])
 * 6) Plan your transition.
 * Involve a local transgender expert (your therapist, for example, or an expert consultant.)
 * If necessary, involve others as locally appropriate. Examples of persons who may need to be involved are the Employee Assistance Program, Security, and your Medical department.
 * Establish a time line for the transition, including the date for an announcement to your work group, and the date of your transition. Generally these dates are a week or two apart.
 * Plan the solutions to the usual issues (restroom, new name, etc.)
 * Involve all the behind-the-scenes people in the planning process, to ensure they are in agreement with the plan.
 * 1) You may choose to privately come out, one-on-one, to anyone you work with closely or know well and feel comfortable confiding in.
 * 1) Hold a department meeting, or include this in an already-scheduled face-to-face meeting. It is OK to teleconference in any non-local people. Everyone in your work group who you interact with often at work should be there. //Do not do this by e-mail!//It is OK to have a written paper letter in conjunction with the face-to-face meeting.
 * 2) The manager of the work group (the department head, for example) should make the nnouncement. It is important for the highest level manager in the group to show support. The manager should:
 * Make it clear that the person transitioning is a valuable employee and has management's full support in making this transition.
 * Explain company policy and recommendations.
 * Stress that on such-and-such day the employee will be a woman (or man if F-to-M) and should be called by the new name and new pronouns.
 * Answer people's questions.
 * 1) Consider some general education on the subject for the employees. (A [|4 hour class] is available. [|Shorter local workshops]are also often available from local resources. The TS employee should choose whether to be present at this meeting, depending on comfort level. If TS agrees, people should be encouraged to ask him/her questions about the issue.
 * 2) Make arrangements with the bank to ensure that payroll checks to the new name can be deposited in your existing account. This may be just a matter of adding a new signature to the bank card.
 * 1) Issue a new company identification badge with the new name and photo.
 * 2) Arrange for a new name tag on door/desk/cubicle.
 * 3) Update any organization charts, mailing lists, and other references to the old name.
 * 4) Issue paperwork for the HR employee database, effective the day of transition, to change the following:
 * New name.
 * Change the gender marker ("M" or "F".)
 * Computer handles and account IDs may be changed if the old ID is inappropriate.
 * Update the E-Mail address if it contains the old name.
 * 1) Address restroom use and communicate the decision, as planned earlier. The preferred recommendation (unless prohibited by local law) is to use the restroom corresponding to the gender being presented (e.g. use the women's restroom starting the first day of presenting as a woman.) If someone objects, they should be reminded that this valued employee has the same rights to the restroom as all other employees.
 * 2) The first few hours on the first day will involve many new introductions. It is especially nice if any informal social groups are inclusive, especially those relevant to the new gender. The novelty usually wears off by mid-morning and work returns to normal. Over time, as people get to know the person in the new gender role, it will become old news.
 * 3) If any restrictions have been placed on restroom usage, a date should be planned to revisit those restrictions. Two months after the transition is usually about right for this meeting.

Back to [|Workplace Guidelines for Transsexuals]. Back to [|Workplace Guidelines]. Back to [|Transgender at Work] home page.

Copyright (c) 1999, 2001 by [|Mary Ann Horton]. All rights reserved.

=Pennsylvania Hate Crimes Law= =Pennsylvania Healthcare Laws= Pennsylvania law does not specifically provide for a partner to make decisions on behalf of an incapacitated same-sex partner, but, "an adult who has knowledge of the principal's preferences and values…" is among those listed. Contact must be attempted with at least five individuals before a partner would have authority. § 5461. An adult may appoint his or her partner to make health care decisions on his or her behalf. A valid health care power of attorney must identify the principal, appoint the health care agent and declare that the principal authorizes the health care agent to make health care decisions on behalf of the principal. § 5453. //Citation: Health Care; Health Care Agents and Representatives: 20 Pa. Cons. Stat. §§ 5451 to 5465// =Pennsylvania Non-Discrimination Law= While Pennsylvania state law does not explicitly prohibit discrimination based on gender identity an executive order is in place that protects state employees from discrimination based on gender identity and expression. While Pennsylvania state law does not explicitly prohibit discrimination based on sexual orientation an executive order is in place that protects state employees from discrimination based on sexual orientation. Pa. Exec. Ord. 2003-10.
 * Gender identity protected? No** In 2008, the Pennsylvania Supreme Court struck down amendments in 2002 to Pennsylvania hate crimes law that added gender identity and other categories.
 * Sexual orientation protected? No** In 2008, the Pennsylvania Supreme Court struck down amendments in 2002 to Pennsylvania hate crimes law that added sexual orientation and other categories.
 * Gender identity protected? No** Gender identity-based discrimination is not explicitly addressed under Pennsylvania law.
 * Sexual orientation protected? No** Pennsylvania law does not explicitly address discrimination based on sexual orientation in private employment.

=Pennsylvania School Law= Protects transgender students? No Pennsylvania has no safe schools laws.
 * Protects gay and lesbian students? No** Pennsylvania has no safe schools laws. The regulations of the State Board of Education state that access to educational programs shall be provided without discrimination on the basis of a student's sexual orientation (among other factors). State Bd.of Ed. Regs. §4.4(c).

=Pennsylvania Marriage/Relationship Recognition Law=
 * Licenses marriages for same-sex couples? No.**
 * Honors marriages of same-sex couples from other jurisdictions? No.** Pennsylvania law states: “It is hereby declared to be the strong and longstanding public policy of this commonwealth that marriage shall be between one man and one woman. A marriage between person of the same sex which was entered into in another state or foreign jurisdiction, even if valid where entered into, shall be void in this commonwealth.”
 * Any form of statewide relationship recognition for same-sex couples? No.**
 * Citation:** 23 PA. CONS. STAT. §1704.