Accounting Firm Management: What to Do When Andy Accountant Becomes Andrea Accountant

Susannah Taylor, Joanie E. Sompayrac, Sphr Lisa A. Burke Ph.D. and PhD Kathleen K. Wheatley
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Susannah Taylor: B.S. in Business Management,The University of Tennessee at Chattanooga,Chattanooga, TN 37403
Joanie E. Sompayrac: UC Foundation Professor of Accounting,The University of Tennessee at Chattanooga,Chattanooga, TN 37403
Sphr Lisa A. Burke Ph.D.: Professor of Management,College of Business, Dept. 6156,The University of Tennessee at Chattanooga,Chattanooga, TN 37403
PhD Kathleen K. Wheatley: George M. Clark Associate Professor of Business PolicyCollege of Business,Department of Management, Dept. 6156,Chattanooga, TN 37403

International Journal of Business and Social Research, 2012, vol. 2, issue 6, 154-161

Abstract: Laws are continuing to evolve with respect to discrimination against persons with gender identity issues in the workplace. The accounting profession can be especially conservative where issues surrounding gender are especially sensitive and complex. One of the more challenging scenarios for employers is facilitating the gender transition process. Effectively communicating with co-workers and clients about the change, modifying personnel documents at the appropriate time, and dealing with more mundane issues such as restroom usage and dress code represent the tip of the iceberg. Simply developing a policy and creating guidelines will not instantly create an environment where all employees are treated as equals, but ensuring that all employees are adjusting to the necessary changes can prevent losing valuable employees.

Keywords: gender transition; transition guidelines; gender identity; diversity; transgender (search for similar items in EconPapers)
Date: 2012
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Persistent link: https://EconPapers.repec.org/RePEc:mir:mirbus:v:2:y:2012:i:6:p:154-161

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