Transgender Awareness – WDP1 (The Transgender Phenomenon)

The Appleton Greene Corporate Training Program (CTP) for Transgender Awareness is provided by Ms. Sheridan Certified Learning Provider (CLP). Program Specifications: Monthly cost USD$2,500.00; Monthly Workshops 6 hours; Monthly Support 4 hours; Program Duration 12 months; Program orders subject to ongoing availability.

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Learning Provider Profile

Sometimes people do things that are ahead of their time…and so it has been with Ms Sheridan. When she began engaging in public outreach and speaking about the transgender community in 1991, few if any people were doing anything remotely similar. It’s taken a few decades for the world to catch up to her–and now, finally, society is figuring out that transgender inclusion is a good thing for the business community.

It is not often that organizations have the opportunity to work with someone who is considered to be a true thought leader and one of the absolute best in the world at what they do. Ms Sheridan is such a person, and praise from her clients provides ample testimony to the significance of her work.

Ms. Sheridan has worked with organizations of all sizes and in a wide variety of industries, helping them to become more transgender inclusive. Her consulting, training, and speaking services have provided lasting value and meaningful results for major corporations, government agencies, and organizations within industries such as technology, education, and healthcare. In the process, she has developed a strong reputation for quality work and excellent results.

Ms. Sheridan’s professional services originally centered around providing keynote speaking and presenting about the transgender phenomenon. Over time, however, her services have expanded to include transgender-focused consulting in key business areas such as policy review and creation; healthcare/insurance review and policy enhancement; cultural assessments (surveys, interviews, data analysis, etc.); and, of course, Transgender Awareness Training.

Through her various services, Ms Sheridan shares the information, tools, and resources that she has introduced in Fortune 100 companies (e.g., Pfizer, Marriott International, and H&M) and major government agencies, including the U.S. State Department and federal EEOC agencies in Washington, D.C.

Ms. Sheridan is the author of four groundbreaking books. Two of those books were national Lambda Literary Award finalists. Her last two books are focused on the specific topic of transgender in the workplace. They are pioneering works that have become important resources for people and organizations around the world. Her latest book, entitled Transgender In The Workplace: The Complete Guide To The New Diversity For Employers and Gender-Diverse Professionals, is on the desks and bookshelves of numerous HR and Diversity professionals in many countries.

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MOST Analysis

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Mission Statement

The Transgender Phenomenon –

a. Parsing out the differences between sexual orientation, gender identity, and gender expression
b. What transgender is–and isn’t
c. Aspects of gender expression
d. The gender binary and its monolithic impact on society
e. Nonbinary definition and examples
f. Additional gender terminology
g. Recap and Moving Forward

For many companies and industries, whether in the U.S. or around the world, becoming transgender-inclusive is now a business imperative. This workshop introduces participants to the basic concepts and verbiage that will inform and shape our understanding of the transgender phenomenon. The goal of this session is to provide a simple yet accessible entryway, offering verbal tools, definitions, explanations, and practical information to help us begin the journey toward successfully creating a trans-inclusive workplace environment. We will also discuss overall expectations for these workshop sessions as they unfold over the coming weeks.

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Objectives

01. What Transgender Is – and Isn’t: departmental SWOT analysis; strategy research & development. Time Allocated: 1 Month
02. Understanding Gender Identity: departmental SWOT analysis; strategy research & development. Time Allocated: 1 Month
03. Understanding Gender Expression: departmental SWOT analysis; strategy research & development. Time Allocated: 1 Month
04. Aspects of Gender Expression: departmental SWOT analysis; strategy research & development. Time Allocated: 1 Month
05. Understanding Sexual Orientation: departmental SWOT analysis; strategy research & development. Time Allocated: 1 Month
06. The Gender Binary and Its Impact on Society: departmental SWOT analysis; strategy research & development. Time Allocated: 1 Month
07. Understanding Nonbinary Identities: departmental SWOT analysis; strategy research & development. 1 Month
08. Additional Gender Terminology: departmental SWOT analysis; strategy research & development. Time Allocated: 1 Month
09. Practical Applications and Best Practices: departmental SWOT analysis; strategy research & development. Time Allocated: 1 Month
10. Recap and Moving Forward: departmental SWOT analysis; strategy research & development. Time Allocated: 1 Month

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Strategies

01. What Transgender Is – and Isn’t: Each individual department head to undertake departmental SWOT analysis; strategy research & development.
02. Understanding Gender Identity: Each individual department head to undertake departmental SWOT analysis; strategy research & development.
03. Understanding Gender Expression: Each individual department head to undertake departmental SWOT analysis; strategy research & development.
04. Aspects of Gender Expression: Each individual department head to undertake departmental SWOT analysis; strategy research & development.
05. Understanding Sexual Orientation: Each individual department head to undertake departmental SWOT analysis; strategy research & development.
06. The Gender Binary and Its Impact on Society: Each individual department head to undertake departmental SWOT analysis; strategy research & development.
07. Understanding Nonbinary Identities: Each individual department head to undertake departmental SWOT analysis; strategy research & development.
08. Additional Gender Terminology: Each individual department head to undertake departmental SWOT analysis; strategy research & development.
09. Practical Applications and Best Practices: Each individual department head to undertake departmental SWOT analysis; strategy research & development.
10. Recap and Moving Forward: Each individual department head to undertake departmental SWOT analysis; strategy research & development.

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Tasks

01. Create a task on your calendar, to be completed within the next month, to analyze What Transgender Is – and Isn’t.
02. Create a task on your calendar, to be completed within the next month, to analyze Understanding Gender Identity.
03. Create a task on your calendar, to be completed within the next month, to analyze Understanding Gender Expression.
04. Create a task on your calendar, to be completed within the next month, to analyze Aspects of Gender Expression.
05. Create a task on your calendar, to be completed within the next month, to analyze Understanding Sexual Orientation.
06. Create a task on your calendar, to be completed within the next month, to analyze The Gender Binary and Its Impact on Society.
07. Create a task on your calendar, to be completed within the next month, to analyze Understanding Nonbinary Identities.
08. Create a task on your calendar, to be completed within the next month, to analyze Additional Gender Terminology.
09. Create a task on your calendar, to be completed within the next month, to analyze Practical Applications and Best Practices.
10. Create a task on your calendar, to be completed within the next month, to analyze Recap and Moving Forward.

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Introduction

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Modern social conversation depends critically on transgender awareness. It covers the respect, understanding, and acceptance of a broad spectrum of gender identities outside the traditional binary man and woman. Fundamentally, transgender awareness is a movement aiming at raising the visibility and rights of people whose gender identity or expression deviates from the sex given at birth. This introduction aims to explain the most crucial terms and concepts connected with transgender and nonbinary identities, therefore providing the foundation for a more in-depth comprehension of these very varied and very unique experiences.

The Key Ideas and Terminologies

The word “gender identity” captures the deep awareness one has about their gender—male, female, mixed, neither, or something else entirely. This is an internal, personal experience that might or might not line up with the sex you were assigned at birth.

Often shortened to “trans,” transgender is the umbrella term used to describe anyone whose gender identity differs from the sex they were born into. A transgender guy is someone who, for example, was assigned female at birth (AFAB) yet personally identifies as male.

People whose gender identification fits the sex they were assigned at birth are known as cisgender. A person assigned male at birth (AMAB) who still identifies as male is one instance of a cisgender person.

These people refer to themselves as nonbinary. This identification can span a broad spectrum of experiences, including those of people who are agender, genderfluid, or genderqueer. Those who identify as nonbinary could feel as though they have traits of both sexes, neither gender, or a changing fluid identity throughout time.

Usually expressed through behavior, clothing, hairstyle, voice, and other forms of presentation, gender expression is the outward expression of a person’s gender identification. One’s gender could be expressed as masculine, feminine, androgynous, or any mix of the three identities.

Experienced by some transgender people, gender dysphoria is a psychological condition. It is typified by great suffering resulting from a discrepancy between the sex assigned to the person and their gender identity. For those who do feel it, gender dysphoria can be a major factor in the choice to seek gender-affirming therapy even although every transgender person experiences it differently.

Transition: the process by which some transgender people bring their body and appearance into line with their gender identification. The term “transition” can describe a range of changes, including medical interventions (such as hormone therapy or surgical operations), legal changes (such as updating identification documents), and social adaptations (such as changing one’s name and pronouns). Although transitioning is a highly personal process and should be acknowledged as such, not all transgender people will pursue all or all of these changes.

We shall first arrange things.

To have an awareness of transgender and nonbinary identities, one must be open-minded and ready to engage with concepts that challenge accepted definitions of gender. For a very long period, society has followed a binary definition of gender, classifying people just as male or female depending on their natal physical characteristics. Having said that, this binary model ignores the complex character of personal identity.

Though transgender and nonbinary people have always lived across all societies and eras, societal acceptance and acknowledgment of these identities has been scant. Through visibility and advocacy campaigns starting at the beginning of the twenty-first century, transgender problems have entered public awareness and grown knowledge and involvement out of them. The fight against discrimination—which transgender and nonbinary people routinely face in many spheres of life, including the healthcare system, the job, and social settings— depends on this transformation.

Promoting transgender awareness includes teach