1. By
Patricia
Vargas
patricia vargas

2. 
Pepper & Lorah (2008) draw the
connection that“…both personal
and career issues are presented
to a counselor regardless of
whether she or he identifies as a
career counselor or mental
health care counselor.”
All mental health professionals
provide counseling to individuals
to help improve their quality of
living.

“Research conducted with
trans[gender] individuals about their
experiences in psychotherapy
suggests that workplace conflicts
and concerns are primary reasons
for seeking therapy.” (Pepper &
Lorah, 2008)


Counselors are to “…view their
clients and their clients‟ concerns as
a „constellation‟ of factors, including
work, career, love, and friendships.”
(Pepper & Lorah, 2008)
patricia vargas

3. “I almost became homeless, broke up with
my partner, and was under the most
unbelievable amount of stress for 2 months.”
(Dispenza, Watson, Chung, & Brack, 2012)
– A transman experience of careerrelated discrimination
patricia vargas

4. Various studies have show transgender individuals:




15%-57% have experienced
some form of employment
discrimination. (Dispenza, Watson,
Chung, & Brack, 2012)
13%-56% were terminated
from their jobs. (Dispenza, Watson,
Chung, & Brack, 2012)
13%-47% were denied
employment on the basis of
their gender orientation and
expression. (Dispenza, Watson, Chung, &
Brack, 2012)
22%-31% were harassed at
their place of employment.


19% were denied a
promotion because of their
gender identity. (Dispenza, Watson,
Chung, & Brack, 2012)
37.1% some type of
workplace discrimination in
their lifetime. (Dispenza, Watson,
Chung, & Brack, 2012)
(Dispenza, Watson, Chung, & Brack, 2012)
patricia vargas

5. 


There are“…no know published empirical studies that evaluate
workplace issues for trans[gender] individuals or provide career
interventions to meet their specific needs.” (Pepper & Lorah, 2008)
Transgender individuals encounter complicated employment
situations such as limited employment opportunities (e.g. rejection
during interviews and offers in salary and position), workplace
discrimination (e.g. lack of promotions and training opportunities,
negative rumors), and discrepancies among legal documents during
hiring processes (e.g. identification card, birth certificates, and
titles).” (Sangganjanavanich, 2009)Transgender individuals are also highly
underemployed .(Kirk & Belovics, 2008)
“The emotional weight of dealing with the transition,
negotiating how to transition in the workplace,
and encountering prejudice and discrimination
are all factors that may adversely affect career
decisions for individuals in the trans community.”
(Pepper & Lorah, 2008)
patricia vargas

6. 
Perceived workplace
discrimination is linked with low
job satisfaction, greater
psychological distress,
depressive symptoms, and
health-related problems. (Brewster,
Velez, DeBlaere, & Moradi, 2012)

Transgender individuals
reported feeling “… pressure to
conform to normative gender
presentations and reported
using various gender identity
management techniques [like:]
– some presenting openly as
transgender, others remaining
stealth (choosing to be known
only as their current gender),
and others being deep stealth
(severing all ties with the
transgender community).”
( Brewster, Velez, DeBlaere, & Moradi, 2012)
patricia vargas

7. Issues a transgender client can face in the workplace:



“…individuals experiencing untreated gender dysphoria may be at
an increased risk for variations of mental depression and attempts
at suicide.” (Kirk & Belovics, 2008)
“…most common psychological conditions resulting from [workplace
discrimination and unfair] treatment revolved around increasing
levels of anxiety/stress; depression; loss of confidence; and in some
cases, alcohol or drug dependency.” (Kirk & Belovics, 2008)
“…concerns or fear at the prospect of transitioning at work. These
concerns may include deciding whether to transition at their present
job, losing their current job because their transition, losing job
experience under their pervious name, and experiencing prejudice
and discrimination as well as coworkers‟ negative responses. Even
the decision about which bathroom to use is a significant concern…”
(Pepper & Lorah, 2008)
patricia vargas

8. 

“…the pain and fear that occur and cause them to feel unsafe
in the workplace when coworkers[/supervisors] become
confused, frustrated, or angry about their transsexual
coworker‟s transition and become verbally or physically
threatening.” (Pepper & Lorah, 2008)
“…pre-transition transmen have more leeway for adopting
masculine appearances and behaviour, which gives them
more experience with masculinity when they transition. As
men, on the other hand, pre-transition transwomen face
severe social sanctions for expressing interest in feminine
styles and behaviour.” (Schilt & Connell, 2007) This pre-transition
experience or lack of may cause a client more or less anxiety
in their transition process. patricia vargas

9. 
By“…challenging binary views on
gender, we demonstrate that these
renegotiations often push
transmen and transwomen
towards reproducing workplace
gender hierarchies that privilege
masculinity and devalue femininity,
thereby reaffirming their coworkers‟ beliefs in the naturalness
of the gender binary in the
workplace.” (Schilt & Connell,
2007) For a transwomen,
assertiveness is now labeled
bossy. (Schilt & Connell, 2007) For
transmen, asking to lift heavy
items in the workplace. (Schilt &
Connell, 2007)

“…transmen and transwomen
often clearly recognize differences
in treatment „before and after‟especially as changes in treatment
often mean a gain of privilege (for
transmen) or a loss of privilege (for
transwomen).” (Schilt & Connell,
2007)
patricia vargas

10. 
“Even when our
[transgender
individuals] want to
challenge this rigid
binary thinking about
gender, they can feel
pressure to down play
their opposition
because of their need to
maintain steady
employment.” (Schilt &
Connell, 2007)

“Both transmen and
transwomen recount
their sudden realization
that changing gender at
work requires a
renegotiation of once
comfortable
international styles [with
those they work with].”
(Schilt & Connell, 2007)
patricia vargas

11. 



Those who choose to stay at their current place of employment have
“…long-term financial stability such as salary, compensation, and
[health] benefits…” to help cover transitions costs. (Sangganjanavanich, 2009)
It is “…less stressful for individuals to remain at their current job
because they will be around familiar colleagues and their job duties
will most likely remain constant[; especially during struggling with]
physical and emotional fluctuations caused by hormonal treatments
during transition (Pepper & Lorah, 2008)”
Looking for a new job “…nobody is aware of their past because they
can create new identities and reinvent their lives” (Sangganjanavanich, 2009)
and they “…may not have to „ut themselves to their coworkers…if
they easily pass as the other gender.” (Pepper & Lorah, 2008)
Being open at work about being transgender “… relieves one of the
stresses of having to constantly hide who one is, and this may
promote genuine and satisfactory relationships with coworkers and
supervisors.” (Brewster, Velez, DeBlaere, & Moradi, 2012)
patricia vargas

12. 
The interview process: A transgender individual “…may be in the
process of developing confidence and self-esteem; conveying an
assertive[, confident,] and poised image to prospective employers
may be challenging and, possibly, emotionally exhausting.” (Pepper &
Lorah, 2008).




Transgender “…individuals may only be able to obtain entry-level
positions… refus[ing] to report their work experience and
employment history because they want their previous gender identity
to remain private.” (Sangganjanavanich, 2009) More training or education
required before obtaining a new job (Sangganjanavanich, 2009).
Lack of financial support when looking for a new job (Sangganjanavanich,
2009) may affect the medical costs (2008 Kirk & Belovics) and length of medical
procedures for transitioning (2009 Sangganjanavanich ).
Their “…current co-workers, employers, and customers may have a
difficult time adjusting to new expressions of gender…” (Sangganjanavanich,
2009) and use improper pronouns or previous name (Pepper & Lorah, 2008).
Experiences of “…overt and covert discrimination in the workplace,
such as demotion, distancing, and gossip” (Sangganjanavanich, 2009) and
“…verbally or physically threatening” (Pepper & Lorah, 2008).
patricia vargas

13. 
With a new position and different duty at work, transgender
individuals may “…have a difficult time performing tasks that
emphasize the characteristics of gender stereotypes…” (Sangganjanavanich,
2009)



Being able to use the gender appropriate bathroom at work may not
be allowed due to workplace policies; “…requiring trans individuals
to constantly subject themselves to situations in which they (and
their coworkers) are uncomfortable cannot possibly result in a
positive (or productive) work environment.” (Pepper & Lorah, 2008)
Name change: A transgender individual has to change their name
on“…checking accounts, credit cards, business accounts,
memberships, driver‟s license, …social security cards,… company
records, [and] payroll department…For a period of time, the papers
no longer reflect the worker‟s actual appearance.” (Kirk & Belovics, 2008)
The “…aging and the retirement aspects of the career development
process… [and] the potential long-term effects regarding the quality
of life with and without health care...[;] the transition process could
require lifelong medical attention.” (Dispenza, Watson, Chung, & Brack, 2012)
patricia vargas

14. 

“…Transgender clients may need
help with self-assessment, career
exploration, career decision making,
career planning, changing careers or
positions, job searching, and salary
negotiations.” (Kirk & Belovics, 2008 )
Counselors “…working with
transgender individuals[should be]
“… familiar with organizational
nondiscrimination policies,
understanding gender transition and
its impact, implementing appropriate
career assessments, and being
knowledgeable in sexual identity
management models.” ((Sangganjanavanich,
2009)


There are benefits and
drawbacks/challenges of being in a
workplace as a transgender
individual and counselors “…helping
clients make the best decision based
on their unique circumstances,
[discussing their needs, desires, and
values] and the consequences
thereof may be vital to a healthy
transition.” (Pepper & Lorah, 2008)
“Counselors are encouraged to
support clients as they negotiate
their level of „outness‟ (i.e. selfdisclosure about one‟s sexual
orientation and gender identity) and
identify people who would be safe
[trans allies] and supportive at work
and to engage in a discussion that
explores the cost-benefit analysis of
being out at work.” (Pepper & Lorah, 2008)
patricia vargas

15. 

“Helping clients prepare with practice
interviews and role-paying may help
them build the confidence and poise
necessary, as well as strengthen them
emotionally to deal with potentially
difficult situations.” (Pepper & Lorah, 2008)
“…Bathroom concerns provide
counselors with a specific means to
focus on underlying fears, anxiety, and
anger in their clients. Explore the
[bathroom use] issue and brainstorm
solutions that may mollify the employer
while maintaining the client‟s dignity.”
(Pepper & Lorah, 2008)

As a counselor “…seeking out
resources[, legal resources,] and more
information about federal and
individuals state laws…” for your client.
(Pepper & Lorah, 2008)

Counselors “…must be careful not to
push their transgender clients to
disclose their identities without careful
considerations of clients‟ particular
circumstances and the potential costs
and benefit of disclosure.…tak[ing] into
consideration the environment (e.g.
workplace support or discrimination)
and individual (e.g. social support,
psychological and economic resources)
factors that may influence transgender
clients‟ identity management.” (Brewster,
Velez, DeBlaere, & Moradi, 2012)
patricia vargas

16.  “Helping
[transgender] clients become
aware of possible obstacles and options
may not make their transition easy, but it
will help them make thoughtful and wellconsidered plans as they begin their new
journey.”
(Pepper & Lorah, 2008)
patricia vargas

17. Brewster, M. E., Velez, B., DeBlaere, C., & Moradi, B. (2012). Transgender individuals‟
workplace experiences: The applicability of sexual minority measures and models.
Journal of Counseling Psychology, 59(1), 60-70. doi:10.1037/a0025206
Dispenza, F., Watson, L. B., Chung, Y. B., & Brack, G. (2012). Experience of careerrelated discrimination for female-to-male transgender persons: A qualitative study. The
Career Development Quarterly, 60, 65-81.
Kirk, J., & Belovics, R. (2008). Understanding and counseling transgender clients.
Journal of Employment Counseling, 45, 29-43.
Pepper, S. M., & Lorah, P. (2008). Career issues and workplace considerations for the
transsexual community: Bridging a gap of knowledge for career counselors and
mental health care providers. The Career Development Quarterly, 56, 330-343.
Sangganjanavanich, V. F. (2009). Career development practitioners as advocates for
transgender individuals: Understanding gender transition. Journal of Employment
Counseling, 46, 128-135.
Schilt, K., & Connell, C. (2007). Do workplace gender transitions make gender trouble?
Gender, Work, and Organization, 14(6), 596-618.
patricia vargas