because there s a lot of focus on bathrooms, and it may seem really silly, but it does keep coming up, so i m wondering, what s the best way, do you think, forfor a company to handle that issue? i would just say that bathrooms can be easily dealt with by having a gender neutral bathroom. that s what we ve done at mckinsey. we have male, female and gender neutral bathrooms on every floor. if there s a company that doesn t have the three sets of bathrooms, then make them all gender neutral and just be open about letting people choose to use the facility, the bathroom that best suits their identity. jill, what about the other side of the desk for managers and colleagues? melissa, who we ve spoken to earlier, said managers and hirers feel that they might be walking on eggshells. in other words, they may feel that they don t want to discuss gender identity. what s the best way for them to be
are they not hiring me because i m transgender, even unconsciously? i currently have a job. i was able to get a job in about two months, which, you know, i think is pretty extraordinary. frankly, there aren t a lot of people who can do what i can do. and if you re in a less privileged position, how does that affect you? when i ve seen in people s eyes reactions, even if it s temporary, to cover up their sort of sudden reveal of who i am, i do really worry about people who are in less privileged positions than me. melissa ingle there, catching us up on her story. you know, according to my next guest, creating morejobs and equal pay for transgender workers could add $12 billion a year to consumer spending in america alone. that s part of this report on transgender people at work that she wrote with other colleagues for the global management consultancy mckinsey and company.
The Treasury Board of Canada Secretariat said Friday that it has found 'certain administrative requirements and procedures were not consistently followed' with the work orders.