I'm planning to notify my company's HR department about my transition some time in the next few months.  I'd like to ask them to conduct some sort of training for my coworkers as to what is or is not appropriate and/or acceptable behavior with me.  They may already have a wonderful training curriculum, but in case they don't, I was looking for things to include.

Things I thought of:

* Gendering correctly
* Avoiding use of my deadname (a certain amount of "X who used to be Y" will be unavoidable.)
* That I'll be expected to use the ladies' room.  (I haven't found any single-use bathrooms.)
* Not asking questions about genitals or sexual orientation or practices.
* No discussions as to the rightness or wrongness of "transsexualism."
* The what and why of my transition are personal, to be discussed or divulged only when and to whom I feel comfortable doing it.

Any other topics?

I could explain some of it myself, but (a) that's a lot of my time, since it would be one-on-one and (b) if it comes as part of a company-mandated training session, it'll be clear that we're talking about corporate policy, not just me asking to be treated nicely.

My work place is changing how HR does things now. My work is also doing a transgender training covering all that u mentioned.

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Quote from: lily paige on July 08, 2016, 05:08:43 AM
My work place is changing how HR does things now. My work is also doing a transgender training covering all that u mentioned.

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Try and get them to do it. If you have a good employer they will do everything possible

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You might want to have HR explain how you are legally protected under state/federal/company law/policy, so that everybody can see you are being taken into account of and that lgbt people will be issues of reality that will come up more and more as we head more into the 21st century.

Its always good to know where in the company policy, federal/state/county/city law you are protected under. I have seen disputes more minor such as time usage explode into huge issues, simply since things by management not being backed up policy or letter of the law.

Just saying...

So far, the responses have mostly been, "yes, they should supply training."  I haven't seen specifics.

Any sort of training about workplace behavior has to be pretty detailed as to what is okay and what is not.  For instance, sexual harassment training includes specific policies, such as:

* Uninvited touching of another person, especially if that person has made it clear they do not want it, is harassment.
* Discussion of sex, other than as the work may require it, is inappropriate at work, regardless of whether all present are okay with it.
* Any sort of quid pro quo for sex is automatically harassment and may be grounds for immediate dismissal.

The list would go on to include pretty much any behavior that has proved problematic at that company or elsewhere.  The training would then include several examples of each.  My company is fond of on-line training, so they would no doubt have a little quiz after each section with example situations where you'd have to indicate whether it's harassment or not.

I'm looking for a similar list for "transgender sensitivity training."

Ryan Sallans does all kinds of trans-related speaking engagements, and one of the things he does is diversity/inclusivity training for employers. This is the layout of his seminars for Transgender Employees in the Workplace:

http://www.ryansallans.com/wp-content/uploads/2016/05/TransgenderEmployeesandtheWorkplace_handoutC.compressed.pdf

I would look through that and follow a similar flow, supplementing with information that is specific to your employer/city/state/etc.