A question to CD's from a TS about employment.

[SandraAbsent]

Was just curious. I would venture for every one CD that is out, there are a 100 that are ranging from sorta closeted to deeply closeted. Most CDs I know I dentify as male and move on. With this in mind I have a question.

I'm sure many of you here are management, business owners, or human resources. Tell me the honest truth here. If in the course of your day you were hiring for an opening in your company, and someone walks in as an applicant that was TS, what would you do?

I've interviewed for several positions, where I knew the interviewer was gay or lesbian, one would naturally assume they had the guts to be out, meant they might have the guts to hire someone that is also out. The result? Nope!

Just a hypothetical question, but lets hear what you have to say!

[Annie D]

I think that a decision maker does not necessarily do what he thinks is right but rather what is best for his company. It is an unfortunate situation but the bottom line is the bottom line. If one of us would cause a situation where we would cost him the ability to make a profit or more of a profit then our employment is not in the best interest of the company. I know that there is affirmative action and the federal government has enacted laws to prohibit discrimination but I think that employers would find another reason to not hire a TS. I don't like it but that is what the world that I think it is, is like.

I am in public education and there are many transgendered people in my profession. I just think that the first day that I showed up to teach as a crossdresser would be my last. I think that I could continue to work in education if I were to undergo SRS but I would probably be reassigned to another school or need to seek employment in another district. I think there are situations were I could work as a CD in other professions and I'm sure that many people will contribute their opinions and stories of cd successes and failures. I look forward to reading the replies and opinions.

[BRANDYJ]

Hi Sandra. OK, I no longer own my own business but have a few times in the past. Here is my honest answer that I guess most TS's would not like. If that applicant was TS and presented as a woman that was nearly impossible to detect has transitioned, then if fully qualified for the job I had to offer, then yes, I'd hire her. However if she was easily detected by my clients or customers, I'd have to say no. I would never do anything to make my clients and customers feel uncomfortable. A easily read TS would surely cost me business since most people feel uncomfortable around anyone that is different. If the job was in the background and not involving servicing or one on one communication with my customers or clients, then I still might hire her.
But I'd apply my logic to even a GG that was not professionally presentable. Like if she had multi face piercings and large or many tattoos. That in fact could drive away as much or more customers and business then a TS that does not blend well. It comes down to what is and is not conducive to my business and profits.

[RADER]

I have been a Carpenter, Foreman and Superintendent, I have hired green women and started them into
the Apprenticeship Program with the blessing of my bosses. However, If I would have hired a cross dresser,
Well I do believe I would be looking for a job. The Construction Industry just does not lend itself to
Our way of thinking. Maybe some day this will all be mute, and anybody that is qualified to do the job
can get that job; And their Sexual orientation would not play a part of the decision to hire.
Rader

[BRANDYJ]

Radar, the question was not about hiring a CD. The Op asked about hiring a TS. Huge difference.

[suchacutie]

This a fascinating question. The question about gender presentation would not be one that would come up in a legally-conducted interview, along with a whole host of other questions that could potentially generate a bias that has nothing to do with the job.

There was a time in my career that I did a lot of hiring, and interviewing. The best candidate was always the issue, with EEO considerations making sure that identified minorities were given the benefit of every doubt possible. As far as I know, gender identity is not an identifiable minority.

So, the only answer is to be the best girl for the job.

[Nicole Brown]

Prior to my retiring last year I was in a position where I hired quite a few people. Over the years I hired a gentlemen who was openly gay and a lovely lady who was a lesbian. I knew about both of them prior to my hiring each of them and they were up against some pretty stiff competition.
I mention this to explain that a candidate's chance of being hired depended upon their qualifications, experience, work history, appearance and lastly my gut feel about them. That said, I believe I hired the most qualified person in each instance.
I myself being a pre op transsexual woman would have loved to hire another transsexual woman. Alas, none ever applied for a position so I was unable to bring one into my organization. But to directly answer your question, yes, if properly qualified and she met all of the other requirements, I would have hired a transsexual woman in a heartbeat.

[GaleWarning]

Radar, the question was not about hiring a CD. The Op asked about hiring a TS. Huge difference.

How I hate these bloody labels!

But to answer the question ... I used to hire for a role which required the employee to interact positively with the general public. I was interested in hiring people who could do so successfully. I once hired a good and gentle soul who had a deformed arm. The general public judged that person by what they saw, not by what was unseen. Does that answer your question?

[Vickie_CDTV]

Given I am in a business that caters to the trans community (even though not exclusively), sure I would consider hiring a TS. It might even be an asset.

[Beverley Sims]

I am not in management but, a lot of those that are are mindful of the rest of their employees are decidedly hetrosexual.
In other words there is a reluctance to employ any one that might be seen as a man wanting to use the women's conveniences etc.
So acceptance is still divided.
Other excuses would be used, not suited to the tasks in hand, overqualified, and so on.
If I held a position of personnel manager the best I may do is canvas the staff to see if they approve.
Even fully understanding your situation and assuming you were suited for the position, I would have to go by company policy.
Yes I do sympathize with you, it is a hard road to go down.
I will also be interested to hear others views.

[Debglam]

I would not hire an unqualified person BUT I would give the transperson every benefit I could give them. If I hired him or her, I would make it clear that they had an ally.

Look, IMHO and experience the vast majority of hirings and promotions are base on who knows who. It may not be fair but it is the way it is. If we don't look out for each other the odds are nobody else will.

[kimdl93]

I would be entirely open to hiring a TS person, all else being equal. In fact I may be a bit biased in favor of a TS applicant.

[Karren H]

I've hired a number of people to work for me.... the latest one to replace me when I retire... and if a candidate has all the technical skills (15 plus years of underground mining engineering plus finance), is a team player, a self starter, speaks well in front of management groups, and is a snappy dresser like I am.... they get the job.....

[Jenniferathome]

I am absolutely in the position you describe. My first issue would be qualifications, next is distraction. Willthey cause it or be the cause of it? Will any new hire "fit in" to the group dynamic? If yes, then I don't care what the individual's story is.

[sandra-leigh]

I have run some hires. The toughest ones were the entry level positions. In one case, the applicant got the position because they were the only person who unplugged the power cord before servicing some equipment on the practical test. In another case, a massively over-qualified person did not get a position because they argued when a fairly minor flaw was pointed out to them -- thereby demonstrating that their ego was more important to them than team work. In the positions that were not entry level, it was usually pretty clear to us which of the candidates was most qualified.

For the kind of work I'm doing now, appearance and gender are seldom issues at all, but skill and inquisitiveness and communications ability are highly important.

[Persephone]

I never knowingly had a TS person apply for a job in my company, but if they had and if their qulifications were up to our expectations I would have seen no reason not to hire them. The closest I can come, beyond my own proclivities for wearing heels around the office (but never in client meetings!), was that we had gay and lesbian staff members. I'm not a believer in the "LGBT community" junk, but that's the best I can do with actual practices.

My spouse worked for a large company and she did hire a TS, not because she was a TS but because she was the best qualified. She did do a good job although my spouse says she did have some personal behaviors that my spouse feels were not necessarily related to being a TS that did require some management intervention. Most people around the company knew of her transition and accepted and worked well with her. My spouse supported her and says that she definitely would have kept her employed, but the lady left of her own accord because the medical insurance would not cover her surgery.

Hugs,
Persephone.

[StephanieJ]

A few years ago I hired a TS to be the receptionist for our accounting firm. She was extremely fashionable and good with people, but a little slow on the technical side. Even though I really liked her, I eventually had to let her go because some of my biggest clients found out and threatened to take their business elsewhere. If she had been more technically competent I would have considered keeping her, but in the end I had to put our finances first and gave in to their bigoted hatred.

Another time I picked up a handful of clients who were looking for a new accountant because they found out that their former CPA had announced that he was transitioning. I had to smile because I'm sure they had no idea that their new CPA was also a cross dresser...

Bottom line is that although we all try to be as accepting as possible, we are a minority doing battle against a larger public perception. We sometimes have to put the needs of our businesses and our customers first. If a TS applied at my firm for a back office position, yes, I would hire them in a minute as long as they were technically skilled. But it get's a whole lot more complicated when hiring someone who is going to be dealing with the public.

Heck, even I sometimes wish I could come to work in a dress, but I remind myself that presenting as male at the office is just like wearing my "uniform" at work. It's not what I would wear at home, nor is it who I really am. It's just a roll I play in order to make a living.