Jeffrey Dickemann
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The Paradox of Authenticity: the Depoliticization of Trans Identity
The Paradox of Authenticity: The Depoliticization of Trans Identity THESIS Presented in Partial Fulfillment of the Requirements for the Degree Master of Arts in the Graduate School of The Ohio State University By Meredith Cecilia Lee Graduate Program in Women's Studies The Ohio State University 2012 Master's Examination Committee: Professor Shannon Winnubst, Advisor Professor Mary Thomas Professor Jian Chen Copyright by Meredith Cecilia Lee 2012 Abstract The language of authenticity that valorizes the mind over the body is embedded in Cartesian dualism, which thereby inspires an entirely personal understanding of self- fulfillment. Within the trans community, this language depoliticizes trans issues by framing nonnormative gender presentation as a personal issue. This paper examines the relationship of Cartesian dualism to the paradoxes of authenticity in trans medico- scientific discourse. For example, to express authenticity and gain social recognition within the medical model of trans identity, an individual must articulate her/his desire within the normative language of the medical establishment; therefore, the quest for authenticity is already foreclosed through the structures of normalization. This paper argues that, while medical procedures typically normalize one’s body to “pass” as the other sex, these procedures are also necessary for many trans individuals to gain social recognition and live a bearable life. The notion that trans individuals are “trapped” in the wrong body has been the dominant paradigm since at least the 1950s. This paper argues that centering gender in the body constructs gender as ahistorical and thereby erases the political, economic, and cultural significance of trans oppression and struggle. This paper concludes that the systematic pathologization of nonnormative sex/gender identification has historically constituted the notion that gender trouble is indeed a personal problem that should be cured through medical science. -
Transgender-Inclusive Health Care Coverage and the Corporate Equality Index
Transgender-Inclusive Health Care Coverage and the Corporate Equality Index www.hrc.org/transbenefits 1 CEI 2O12 TRANSGENDER-INCLUSIVE HEALTH CARE coVERAGE Contents 3 Introduction 4 Gender Identity and Gender Transition-Related Health Care: Understanding This Condition 6 The CEI Criteria and Transgender-Inclusive Health Care Coverage 6 Baseline Coverage for Credit 7 More Comprehensive Coverage for Workforce 9 Businesses That Offer Atleast One Transgender-Inclusive Heath Care Coverage Plan 10 Understanding Your Plan: Examining Exclusions, Eliminating Them and Affirming Coverage 10 Insurance Exclusions 11 Negotiating Coverage: Tools for Success 11 Standards of Care: World Professional Association for Transgender Health (WPATH) 12 Questions for Insurance Carriers – Affirming Coverage and Adherence to WPATH 13 Ensuring Coverage of Specific Services 14 FAQ: Transgender-Inclusive Health Care Coverage 14 What do I need to know for my “elevator pitch” with leadership to get the coverage at my employer? Can you summarize it in five points? 14 Why should we be covering this. Isn’t it a choice to change genders? 14 Are these cosmetic surgeries? We don’t cover those. 15 What types of services and procedures are medically necessary parts of sex reassignment? 15 Won’t these changes to our plans be very expensive? 15 Our insurance carrier representative has told us that few if any plans ever cover services for sex reassignment. Is this true? 15 What carriers are administering plans with coverage of sex reassignment surgeries and procedures? 16 We never list out every treatment that is covered by our plan. Why do we need to explicitly state coverage here? 17 Which other employers are currently offering transgende-inclusive health plans? 17 We are self-insured. -
From “Telling Transgender Stories” to “Transgender People Telling Stories”: Transgender Literature and the Lambda Literary Awards, 1997-2017
FROM “TELLING TRANSGENDER STORIES” TO “TRANSGENDER PEOPLE TELLING STORIES”: TRANSGENDER LITERATURE AND THE LAMBDA LITERARY AWARDS, 1997-2017 A Dissertation Submitted to the Temple University Graduate Board In Partial Fulfillment of the Requirements for the Degree DOCTOR OF PHILOSOPHY by Andrew J. Young May 2018 Examining Committee Members: Dr. Dustin Kidd, Advisory Chair, Sociology Dr. Judith A. Levine, Sociology Dr. Tom Waidzunas, Sociology Dr. Heath Fogg Davis, External Member, Political Science © Copyright 2018 by Andrew J. Yo u n g All Rights Res erved ii ABSTRACT Transgender lives and identities have gained considerable popular notoriety in the past decades. As part of this wider visibility, dominant narratives regarding the “transgender experience” have surfaced in both the community itself and the wider public. Perhaps the most prominent of these narratives define transgender people as those living in the “wrong body” for their true gender identity. While a popular and powerful story, the wrong body narrative has been criticized as limited, not representing the experience of all transgender people, and valorized as the only legitimate identifier of transgender status. The dominance of this narrative has been challenged through the proliferation of alternate narratives of transgender identity, largely through transgender people telling their own stories, which has the potential to complicate and expand the social understanding of what it means to be transgender for both trans- and cisgender communities. I focus on transgender literature as a point of entrance into the changing narratives of transgender identity and experience. This work addresses two main questions: What are the stories being told by trans lit? and What are the stories being told about trans literature? What follows is a series of separate, yet linked chapters exploring the contours of transgender literature, largely through the context of the Lambda Literary Awards over the past twenty years. -
Corporate Equality Index 2004
CORPORATE EQUALITY INDEX On Gay, Lesbian, Bisexual and Transgender Social Responsibility 2004 HRC SENIOR STAFF Cheryl A. Jacques President Harvey Hurdle Chief Operating Officer As America’s largest gay, lesbian, bisexual and transgender organization, the Human Rights Jacquelyn J. Bennett Campaign provides a national voice on sexual orientation and gender identity and expression Director of Executive Affairs issues. HRC effectively lobbies Congress; mobilizes grassroots action in diverse communities; Steven Fisher Communications Director invests strategically to elect a fair-minded Congress; and increases public understanding through Andrea Green innovative education and communication strategies. HRC is a nonpartisan organization that works Finance Director to advance equality based on sexual orientation and gender expression and identity, to ensure that Julian High Human Resources & Diversity Director gay, lesbian, bisexual and transgender Americans can be open, honest and safe at home, at work Seth Kilbourn and in the community. National Field Director Kevin Layton General Counsel & Legal Director HRC WORKNET Kim I. Mills The Human Rights Campaign Foundation’s workplace project, HRC WorkNet, is a national source Education Director of information on laws and policies surrounding sexual orientation and gender identity and expres- Cathy Nelson Development Director sion in the workplace. HRC WorkNet advises employees and employers on the value of workplace Christopher Speron diversity. It collects, analyzes and disseminates information to assist employees and employers in Deputy Director of Development implementing policies and procedures aimed at treating gay, lesbian, bisexual and transgender work- Winnie Stachelberg Political Director ers equally. For more information, visit the HRC WorkNet website at www.hrc.org/worknet, or con- tact HRC WorkNet at 202/216-1552 or via e-mail at [email protected]. -
CONTENTS Jamison Green: Transgender Activist
Interview Backgrounders Kendall Bailey and “Don’t Ask, Don’t Tell” ................................................................2 David Barr and the Early Days of the HIV/AIDS Epidemic ......................................6 Terry Boggis and LGBT Family Rights ...................................................................... 10 James Dale Takes on the Boy Scouts of America 14 ................................................... CONTENTS Jamison Green: Transgender Activist ...................................................................... 18 Michael Levine and the Stonewall Rebellion .......................................................... 22 Phyllis Lyon, the Daughters of Bilitis and the Homophile Movement .............. 26 Charles Silverstein and the Declassification of Homosexuality as a Mental Illness .............................................................................................................. 30 David Wilson and the Struggle for Marriage Equality ......................................... 34 © 2011 Anti-Defamation League, www.adl.org/education GLSEN, www.glsen.org StoryCorps, www.storycorps.org 1 Kendall Bailey and “Don’t Ask, Don’t Tell” Introduction to the Interview (Running Time: 2:01) Kendall Bailey joined the U-S Marine Corps in 2001. Five years later he was a sergeant assigned to a recruiting office in Virginia and was considering becoming career military. At StoryCorps, Kendall told his friend, Don Davis, how because of Don’t Ask, Don’t Tell those plans changed. Questions to Discuss with Students -
2014 Crown & Anchor: Orientation Brunch
Fantasia Fair Participant’s Guide 1 2 /The 40th Annual Fantasia Fair Fantasia Fair Participant’s Guide 3 The 40th Annual Fantasia Fair Fantasia Fair is a weeklong transgender event held every October in the resort town of Provincetown, Massachusetts. The Fair attracts people from the entire range of the LGBT community: cross‐dressers, transsexuals, intersex individuals, MTFs, FTMs, anyone who considers themselves gender variant and their significant others as well as professionals with an interest in the community. Started in 1975, Fantasia Fair is the oldest and longest‐running gathering of transgender persons for mutual education, support, collaboration, and socializing. Fantasia Fair offers general and specific programs, as well as evening events designed to develop the whole individual. For more information about Fantasia Fair, including registration, pricing, refund policy, and scholarships, please visit the Fantasia Fair website at fantasiafair.orgH .H You can also join us on FaceBook at www.facebook.com/groups/fantasiafair . 4 Table of Contents Table of Contents The 40th Annual Fantasia Fair ............................................................................... 3 Table of Contents .................................................................................................. 4 From the Director ................................................................................................. 7 From the Staff of Fantasia Fair 40 ......................................................................... 9 Getting Started -
Actualizing Health Care Equality for San Francisco's Transgender City and County Employees J
Hastings Race and Poverty Law Journal Volume 5 Article 3 Number 1 Winter 2008 1-1-2008 Taking it to the Bank: Actualizing Health Care Equality for San Francisco's Transgender City and County Employees J. Denise Diskin Follow this and additional works at: https://repository.uchastings.edu/ hastings_race_poverty_law_journal Part of the Law and Race Commons Recommended Citation J. Denise Diskin, Taking it to the Bank: Actualizing Health Care Equality for San Francisco's Transgender City and County Employees, 5 Hastings Race & Poverty L.J. 129 (2008). Available at: https://repository.uchastings.edu/hastings_race_poverty_law_journal/vol5/iss1/3 This Note is brought to you for free and open access by the Law Journals at UC Hastings Scholarship Repository. It has been accepted for inclusion in Hastings Race and Poverty Law Journal by an authorized editor of UC Hastings Scholarship Repository. For more information, please contact [email protected]. Taking it to the Bank: Actualizing Health Care Equality for San Francisco's Transgender City and County Employees J. DENISE DISKIN 1 We are the city that has taught and insisted to the rest of the world that there should be equal benefits for equal work - we require that of private businesses that work with us - but we, the city, have not been living up to 2 our own standard.... Now, we're going to correct that. I. Introduction In February of 2007, news broke across the nation that Steve Stanton, City Manager of Largo, Florida, had been fired by a 5-2 vote of the city commissioners after his announcement that he planned to transition from male to female. -
CORPORATE EQUALITY INDEX 2O14 Rating American Workplaces on Lesbian, Gay, Bisexual and Transgender Equality
CORPORATE EQUALITY INDEX 2O14 Rating American Workplaces on Lesbian, Gay, Bisexual and Transgender Equality Of the Nation’s Largest Businesses Demonstrated 734 Their Commitment to LGBT Equality and Inclusion ©2013 by the Human Rights Campaign Foundation. The Human Rights Campaign Foundation owns all right, title and interest in and to this publication and all derivative works thereof. Permission for reproduction and redistribution is granted if the publication is (1) reproduced in its entirety and (2) distributed free of charge. The Human Rights Campaign name and the Equality logo are trademarks of the Human Rights Campaign. The Human Rights Campaign Foundation and design incorporating the Equality logo are trademarks of the Human Rights Campaign Foundation. ISBN 978-1-934765-29-0 ISBN 1-934765-29-x A Record Year for Corporate Equality CORPORATE EQUALITY INDEX 2O14 Rating American Workplaces on Lesbian, Gay, Bisexual and Transgender Equality 3 Letter from HRC Foundation President 5 Executive Summary 8 Equality at the Fortune-Ranked Companies 10 Rating System and Methodology 12 The Evolution of the Criteria 13 Criteria 19 Findings 20 Non-Discrimination Policies 24 Equal Benefits 30 Organizational Competency 36 Public Commitment 40 Going Global: LGBT Workplace Inclusion Abroad 43 Appendices 44 Appendix A. Corporate Equality Index: Employers With Ratings of 100 Percent 52 Appendix B. Corporate Equality Index: Ratings and Criteria Breakdowns 73 Appendix C. Corporate Equality Index: Ratings by Industry, Descending Score 96 About HRC Foundation’s Workplace Equality Program Project Staff 97 Acknowledgments 98 HRC Business Advisory Council www.hrc.org/cei 2 CORPORATE EQUALITY INDEX 2O14 CEI 2O14 Letter from HRC Foundation President Chad Griffin This year marks the 12th edition of the Human Rights Campaign Foundation’s Corporate Equality Index. -
How Inclusive Language Can Account for the Diversity of Sexual Minority Populations in the Employment Non- Discrimination Act Meredith R
Hofstra Law Review Volume 37 | Issue 3 Article 7 2009 Finding Common Ground: How Inclusive Language Can Account for the Diversity of Sexual Minority Populations in the Employment Non- Discrimination Act Meredith R. Palmer Follow this and additional works at: http://scholarlycommons.law.hofstra.edu/hlr Part of the Law Commons Recommended Citation Palmer, Meredith R. (2009) "Finding Common Ground: How Inclusive Language Can Account for the Diversity of Sexual Minority Populations in the Employment Non-Discrimination Act," Hofstra Law Review: Vol. 37: Iss. 3, Article 7. Available at: http://scholarlycommons.law.hofstra.edu/hlr/vol37/iss3/7 This document is brought to you for free and open access by Scholarly Commons at Hofstra Law. It has been accepted for inclusion in Hofstra Law Review by an authorized administrator of Scholarly Commons at Hofstra Law. For more information, please contact [email protected]. Palmer: Finding Common Ground: How Inclusive Language Can Account for the NOTE FINDING COMMON GROUND: HOW INCLUSIVE LANGUAGE CAN ACCOUNT FOR THE DIVERSITY OF SEXUAL MINORITY POPULATIONS IN THE EMPLOYMENT NON-DISCRIMINATION ACT I. INTRODUCTION The Employment Non-Discrimination Act ("ENDA") aims to protect all American employees who are or may be perceived as gay, lesbian, or bisexual by prohibiting discrimination in employment or employment opportunities, including, "firing, hiring, compensation, terms, conditions and privileges of employment .... "' Thus, ENDA creates a cause of action for any individual who is discriminated against because that individual is "'perceived' as a homosexual, bisexual or heterosexual, whether or not they actually identify as such.2 This Note explores possible language for ENDA, a measure that has been the primary legislative vehicle for extending federal protection from employment discrimination on the basis of an employee's actual or perceived sexual orientation.3 The effect of ENDA's language on the scope of protection for the lesbian, gay, bisexual, and transgender ("LGBT") 4 community has 1. -
Transgender Inclusion in the Workplace
Transgender Inclusion in the Workplace: A Toolkit for Employers 1 2 3 4 5 6 7 8 Business Gender Best Transition Health Business Everyday For Case Audit Practices Guidelines Care Culture Realities Allies This publication and accompanying videos were generously made possible by a grant from the Brown-Forman Corporation. ©2016 by the Human Rights Campaign Foundation. The Human Rights Campaign Foundation owns all right, title and interest in and to this publication and all derivative works thereof. Permission for reproduction and redistribution is granted if the publication is (1) reproduced in its entirety and (2) distributed free of charge. The Human Rights Campaign name and the Equality logo are trademarks of the Human Rights Campaign. The Human Rights Campaign Foundation and design incorporating the Equality logo are trademarks of the Human Rights Campaign Foundation. Transgender Inclusion in the Workplace: A Toolkit for Employers 2 Transgender Inclusion 1 2 3 4 5 6 7 8 Business Gender Best Transition Health Business Everyday For in the Workplace Case Audit Practices Guidelines Care Culture Realities Allies A Toolkit for Employers Section 1 5 Transgender Inclusion & the Business Case 9 Trends in Transgender Inclusion: A Rising Tide for Transgender Inclusion 9 Trend Toward Inclusive Workplaces 10 Trend Toward Legal Protections 17 Trend Toward Increasing Visibility and Cultural Awareness Section 2 20 Evaluate Your Workplace: Take the Gender Review 21 Gender Identity and Gender Expression Workplace Review Form Section 3 29 Navigating Gender Inclusion in Gendered Spaces: Best Practices 29 Non-Discrimination Policy 30 Administrative and Record-Keeping 31 Access to Facilities 32 Sample Restroom Policy By clicking on the top left tab on any page in this 33 Responding to Employee Concerns Regarding Restrooms or Locker Rooms toolkit, you will be returned 34 Self-Identification to the contents page. -
Costs and Benefits of Providing Transition-Related Health Care Coverage in Employee Health Benefits Plans FINDINGS from a SURVEY of EMPLOYERS
Costs and Benefits of Providing Transition-Related Health Care Coverage in Employee Health Benefits Plans FINDINGS FROM A SURVEY OF EMPLOYERS Jody L. Herman, Ph.D. Manager of Transgender Research Peter J. Cooper Public Policy Fellow September 2013 EXECUTIVE SUMMARY A growing number of employers, both public Twenty-one of the 34 employers in the study and private, are providing coverage in employee provided information about the actual costs from health benefits plans for transition-related health employees utilizing the transition-related health care to treat gender dysphoria. In order to inform care coverage. employer-based decisions and current policy • Two-thirds (14 employers) reported no actual debates regarding provision of this coverage, this costs resulting from employees utilizing the study describes the experiences of 34 employers coverage. who provide transition-related coverage in their • One-third (7 employers) reported some actual health benefits plans. Overall, we find that costs related to utilization by employees. transition-related health care benefits have zero or very low costs, have low utilization by employees, • However only three of the seven employers and yet can provide benefits for employers and reported the actual costs with any degree employees alike. of specificity. All three of these employers reported that their actual costs from utilization are Employers report very low costs, if any, from very low: adding transition-related coverage to their - In one case, actual cost over two years was health benefits plans or from actual utilization of only $5500, which comprised only 0.004 the benefit after it has been added – with many percent of total health care expenditures. -
Evaluating the Medical Necessity of Gender Reassignment Through International Standards Chad Ayers
Washington and Lee Journal of Civil Rights and Social Justice Volume 18 | Issue 2 Article 9 3-1-2012 The eedN for Change: Evaluating the Medical Necessity of Gender Reassignment Through International Standards Chad Ayers Follow this and additional works at: https://scholarlycommons.law.wlu.edu/crsj Part of the Civil Rights and Discrimination Commons, Health Law and Policy Commons, Human Rights Law Commons, and the Sexuality and the Law Commons Recommended Citation Chad Ayers, The Need for Change: Evaluating the Medical Necessity of Gender Reassignment Through International Standards, 18 Wash. & Lee J. Civ. Rts. & Soc. Just. 351 (2012). Available at: https://scholarlycommons.law.wlu.edu/crsj/vol18/iss2/9 This Note is brought to you for free and open access by the Washington and Lee Journal of Civil Rights and Social Justice at Washington & Lee University School of Law Scholarly Commons. It has been accepted for inclusion in Washington and Lee Journal of Civil Rights and Social Justice by an authorized editor of Washington & Lee University School of Law Scholarly Commons. For more information, please contact [email protected]. The Need for Change: Evaluating the Medical Necessity of Gender Reassignment Through International Standards Chad Ayers* Table of Contents Introduction .................................................................................. 352 I. Overview of Transgender Medical Needs .................................... 354 II. Barriers to Transition-Related Medical Care in the United States359 A. State Medicaid Statutes ........................................................