Thursday, November 29, 2012

Sex Re-assignment Surgery



Sex Re-assignment Surgery  

            In Canada, preoperative transsexuals undergo medical discrimination through the struggle of obtaining the health care needed to undergo sex re-assignment surgery.

            After all of the emotional, spiritual, and sometimes physical abuse endured by individuals identifying as a transsexual person, they now have to undergo humiliation, long wait times, and stressful situations that can sometimes make it impossibly hard to fulfill their desire, and their right to have  sex re-assignment surgery performed.

            "Only three gender identity clinics are available in Canada; Toronto, Montreal, and Vancouver "(Queens, n.d.). After an individual has decided to obtain a sex reassignment surgery, the individual is referred to one of Canada's three clinics, which can take years to obtain an appointment due to the lack of professionals offering the service (Queens, n.d.). At one of the three clinics, the individual will then be assessed for a diagnosis  of a Gender Identity Disorder (Queens, n.d.).

             This process of diagnosing transsexuals with a disorder from the DSM IV, in my opinion is a humiliating and medically unnecessary process. By stating that transsexuals have a diagnosis, we are stating that there is something medically wrong with them. After a life time of trying to become comfortable with themselves, they now have to under go medical scrutiny, with professionals reinstating the message that they are "bad" and there is  something inherently wrong with them. "Devor contends that individuals desire to be witnessed for exactly who they are and to see themselves mirrored in others' eyes as they see themselves" (Budge, Tebbe, & Howard, 2010).

            If an individual is able to go through the first step in the sex reassignment surgery procedure, they are then subjected to a second stage that involves  transitioning to live in the "gender of their identity, generally for a period of one to two years" (Queens, n.d.). This real life test requires an individual to "dress and behave as a member of their felt gender, 24 hours a day, without the benefit of the physical alterations produced by medical intervention" (Queens, n.d.). The per-operative individuals ability to "withstand the discrimination and "pass" largely determines their acceptance for sex reassignment surgery" (Queens, n.d.).

            This second step in the sex reassignment surgery process becomes a very dangerous  and difficult period in the transsexual individuals life. Understandably many individuals do not pass this second step as the humiliation and discrimination  felt by these individuals must be horrendous. In other LGBT blogs, the bathroom bill was discussed. for a preoperative transsexual in this second step of the sex reassignment process, the discord of using the preferred sexes washroom while still having physical attributes of the opposite sex can result in physical violence, altercations with authority,  and humiliation. I could only imagine being in this situation. In order to receive the sex reassignment surgery you must use the opposite washroom, and be accepted into it, but realistically speaking, if you have physical traits that strongly distinguish you as the other sex, very negative results are very likely to happen. I feel like this second step is setting many individuals up for failure, and revisions to the policies regarding this step should be taken into high priority for the safety of the per-operative individuals.
         
  Next, if a transsexual has proven themselves through the first two steps, they are then granted hormone therapy in order to begin hormonal changes to their physical selves. But, hormonal therapy is just the beginning of a very lengthy and financially stressful time. in 1998 the government of Ontario announced it would longer cover the costs of sex reassignment therapy under OHIP. It is now seen as an unneeded elective surgery. (Queens, n.d.). Under this new regulation, even more people are limited from receiving the surgery as " the costs are far beyond the reach of most people" (Queens, n.d.).




I believe that our current system is set up to refuse access to this potentially life saving procedure. The first step is to change the idea that a transsexual individual has a medical diagnosis, and that something is wrong with them. To see beauty in all individuals is power, and a step towards a truly  "civilized nation."





Budge, S. L., & Tebbe, E.N., & Howard, K. A. S. (2010). The work experiences of transgender
               individuals: Negotiating the transition and career decision-making processes. Journal of
               Counseling Psychology. 57.4,  377-393. http://dx.doi.org/10.1037/a0020472

Queens Human Rights Office. (n.d.). Trans accessibility project: Overview of transgender issues. 
                Retrieved November 29, 2012, from http://www.queensu.ca/humanrights/tap/2tg101.htm


- Larissa C

Saturday, November 17, 2012

LGBT Employment-revised



Imagine going into the place that you work, a place I refer to as my second home because I am there most of my days, and feeling that you are being discriminated against because of who you are.  Many people from the LGBT community have to suffer through this on a day to day basis, all because they identify as gay or lesbian(Ragins & Cornwell, 2001). A lot of people who are gay or lesbian do not tell very many people in their place of work, if any about their sexual orientation (Ragins & Cornwell, 2001) because they want to be treated as equals. I have never felt as though I cannot talk about my relationships being in a heterosexual relationship, it doesn’t seem fair that these people can’t express who they are.  Work place discrimination happens more often then we think or would like to think (Ragins & Cornwell, 2001).  For the LGBT workplace discrimination is a continuous battle internally, should they reveal who they really are and jeopardize their career or keep everything hidden and live equally?   This should not be a decision that needs to be made.

Many people may not know another employee’s sexual orientation because you can’t tell if someone is part of the LGBT community just by looking at them (Ragins & Cornwell, 2001).  Discrimination against these individuals is usually due to suspicion or knowledge about their sexual orientation (Ragins & Cornwell, 2001).   This is not concrete proof that someone is gay or lesbian this is just a suspicion that causes so much controversy.  Controversy that, in a study done by Ragin and Cornwell (2001) says, 97% of gay men said that their sexual orientation had cost them the ability to move forward in the company either being a promotion, a raise or a relationship with a potential mentor.  A controversy where 37% of Harvard business school graduates reported their careers had been hurt and 12% reported being blackmailed or threatened with blackmail because they were suspected as being gay (Ragins & Cornwell, 2001). A controversy where 37% of military service members “witnessed or experienced an incident of harassment based on perceived homosexuality” (Ragins & Cornwell, 2001, p. 3).  A controversy that should not be a controversy.  

Changing discrimination and creating a workplace that is inclusive and diversified (Diversity, 2011)  is something that one company in particular strives for, that company is TD Canada Trust.  This is an example I chose to use not only because I work there but, because I’m proud to say that I work there.  TD Canada Trust has a diversity specific to their employees to ensure everyone is included and not on feels discriminated against.  TD “truly believe[s] that diversity is the key to success” (Diversity, 2011) They have proven this again and again with participating in the gay pride parades, creating a video for “It Gets Better” and outwardly supporting the LGBT community by having posters created with same sex couples.  TD also supports anti-bullying and anti-discrimination campaigns” that present workshops that “address bullying, homophobia, transphobia and discrimination” (Supporting Divers Communities, 2011)




Discrimination in the workplace is something that the LGBT community may have to continue to deal with, I hope this is not the case.  As you can see I know of one company that has decided to stand up against the discrimination's and became allies with the queer community.  The ideology that I believe should go along with this blog is the social democratic.  This party is constantly bringing forward new inclusion issues even when they are not the ones in power (Adam, 2003).  The Social Democratic parties are truly fighting for equality and a holistic approach in and outside of the work place (Adam, 2003).  Many workplace unions and Social Democratic parties have helped with human rights by putting sexual orientation protections in their contracts (Adam, 2003).  This is hopefully just the beginning of several inclusion driven companies that value each individual as a person not as their sexual orientation.

-Britney

Adam, B., 2003.  The Defense of Marriage Act and American Exceptionalism: The “Gay Marriage” Panic in the United States. Journal of the History of Sexuality, 12 (3), 259-276

N.A., 2011. Supporting Diverse Communities. Corporate Responsibility Report 2011. Retrieved November 13, 2012, from http://www.tdcanadatrust.com/easyweb5/crr-2011/diversity/diverse_communities/index.jsp

N.A., 2011. Diversity. TD Insurance. Retrieved November 13, 2012, fromhttp://www.tdinsurance.com/about-us/diversity/diversity.jsp

Ragins,B. R., & Cornwll, J. M. (2001). Pink Triangles: Antecedents and Consequences of Perceived Workplace Discrimination Against Gay and Lesbian Employees.  Journal of Applied Psychology, 86(6), 1244-1261