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Kodak Reaches Out To <not allowed> Employees

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Kodak Reaches Out To <not allowed> Employees (Video)

Patrice Walsh (Rochester, NY) 08/23/05 -- <not allowed> individuals say their experiences are something no one can understand unless they go through it, but companies like Eastman Kodak are reaching out to <not allowed> employees to help them feel safe and comfortable in the workplace.

Kodak already has guidelines to prevent discrimination. On Tuesday, the company offered sensitivity training to workers.

Donna Rose was born Dave Rosen and lived in Rochester for 15 years. She has written a book, "Wrapped In Blue" and presents sensitivity training sessions to companies like Kodak....  [Read More]

Hello Susan,

It's a good article, short, simple and to the point.  I forwarded the link to my HR dept at Corporate HQ.  I also asked them if our company was one of the 16 referenced in the article.  Like Kodak, our company changed our policies in order to accommodate me in my transition in the work place.  I think that every member here who's employer didn't have similar guide lines in place should forward the link to their HR Dept.  It would show that there are high profile companies out there who realise the diversity of their work force and how valuable they are...

Chat later


Sarah Louise:
Hmmm, I wish I had a HR department to forward that to.  Being self employeed, I guess I am the HR dept.

But really, I might forward the article to a couple of the companies I do work for.


You have no idea how proud I am of my former employer! :eusa_clap: 

And to have both Eastman Kodak and Xerox both be national trendsetters in non-discrimination policies for gender-identification pleases me to no end. 
This makes me miss the town I will always call home all the more.


I work for a Fortune 500 company and recently asked one of our HR personnel if our policy specifically protects transexual people.  Her reply was,
--- Quote ---"Transsexual persons are not specifically mentioned in any policy that I know of, but the company has a lot of information available about the importance of treating co-workers with respect."
--- End quote ---

I read the policy and it strongly promotes the respect of ALL employees as my HR director mentioned. I personally would like to see trans-gendered included in our policy, and will forward the Kodak article to HR.  But I'm kind of wondering, does it make a difference legally if <not allowed> persons are specifically mentioned in the policy, or is it just good sense to do so that <not allowed> people feel safer and more protected in the workplace? 



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