1. Wesley Garson & Robin Runge
Ensuring Equal Access for Transgender Applicants and Students in the Job Corps Program
Johnetta Davis
Office of Job Corps
Wesley Garson & Robin Runge
Civil Rights Center

2. Definitions Transgender Gender Identity Gender Expression
Gender Non-Conforming
Transition
Transgender Woman
Transgender Man
Sex Reassignment Surgery

3. Background Information
Transgender students and applicants are participating and should feel welcome in Job Corps
Transgender students will be in various stages of transition
These students may need support or individual arrangements while enrolled in Job Corps
Transgender individuals, like all Job Corps participants and applicants, should be treated with dignity and respect

4. Chat Box Question
If you have worked with a transgender applicant/student, what have you done to help the applicant/student feel welcome in Job Corps?

5. Ensuring Equal Access
If Job Corps staff/contractors are aware that an applicant is transgender: Talk to the applicant, when appropriate, to discuss possible issues of concern, including, but not limited to:
Names, Pronouns, and Records
Dress and Appearance
Housing, Restroom, and Shower Access
Disclosure of Transgender Status
Entrance Physical Examination and Medical Issues

6. Names, Pronouns, and Records
Always use the student’s desired name and respective pronoun in all interactions with the student
When a student’s legal name and/or gender are not required on official documentation, use the student’s desired name and pronoun
When required by law to use a student’s legal name, be as discreet as possible

7. Chat Box Question
What would you say to a coworker who refused to use the preferred pronoun when referring to a transgender student?

8. Dress and Appearance
All Job Corps students must wear appropriate attire for their trade
Transgender students may dress in attire consistent with the dress code of their gender identity
General note: Dress and appearance codes that differ based on gender must have a legitimate, nondiscriminatory rationale

9. Housing, Restroom, and Shower Access
Have a discussion with the student about appropriate housing options, guided by consideration of
The student’s safety
The student’s preference
Primary and overriding factor – The student’s gender identity
Under no circumstances should a transgender student be forced to room separately from other students – they may, however, request to be roomed separately
Concerns of staff, parents, and other students may need to be considered and addressed
These guidelines apply to the use of all gender-segregated facilitates, e.g., locker rooms, showers, bathrooms

10. Chat Box Question
If you have worked with a transgender student on center, what steps did you take to determine their living arrangement?

11. Disclosure of Transgender Status
Treat a student’s transgender status as you would any other deeply personal life experience or medical issue
If a transgender student is willing to talk about his or her experience, discussions must be appropriate in tone and content
Staff should not ask a transgender student medically-related questions unless necessary to address issues relevant to his or her care at Job Corps
Do not engage or permit students or staff to engage in gossip or rumor-spreading

12. Entrance Physical Examinations and Medical Issues
Medical staff must follow best practice protocol based on the needs of the student – guided in part by the student’s identity and physiology
Most transgender students in the Job Corps age group will not have undergone any gender-related surgeries, due to age and financial constraints, though some may have initiated hormone therapy
Staff will facilitate a student’s access to any medical care regimen obtained prior to enrolling
If a transgender student seeks to begin a course of medical treatment, such as hormone therapy and/or surgery, while enrolled in Job Corps, Job Corps shall assist the student in accessing offsite medical care for this purpose. Not all transgender students who begin a regimen of medical care will require medical separation.

13. Moving from Job Corps to the Workforce
Transgender students entering the workforce often face additional career planning challenges
Career Transition Counselors may need additional training to help transgender students make the most of resources in the local area

14. Scenario #1 17 y/o male to female transgender person.
No hormones or surgeries.
Has dressed as a female for 5 years.
Mother is supportive and has helped her daughter to advocate throughout high school.
She requests to live in a private dorm room, wear female clothing, and use the female restrooms.
She wants to be called Marie. Her legal name is Mario.
Center is small and rural, with limited resources in the community. There are currently no private rooms available.

15. Scenario #1 Questions
What name should staff and students use when referring to the student?
What should the center do about housing?

16. Scenario #2 22 y/o female to male transgender person.
He has been in treatment for several years with hormones and wants to continue.
He requests to be in a male dorm room, use the male restroom, and  to wear male clothing.
He has asked if hormone therapy is covered by Job Corps’ basic health care services.
He requests that the pelvic exam be waived.
This is a large center in a large urban area.

17. Scenario #2 Questions Who pays for the continued hormone therapy?
What should the center take into consideration when assigning a dorm?
How should Job Corps medical staff respond to the request to waive the pelvic exam?

18. Student and Staff Training
Incorporate education about gender identity and gender expression into diversity and equal opportunity compliance training for students and staff
Webinar schedules are posted on JobCorps.gov
Technical assistance available through the National Office Health and Wellness Unit
U.S. Department of Labor’s Civil Rights Center (CRC) conducts trainings and is available for technical assistance

19. Complaint Process
Students and staff should be aware of the complaint process available through CRC Civil Rights Center ATTENTION: Office of External Enforcement U.S. Department of Labor 200 Constitution Avenue, NW Room N4123 Washington, DC Fax: (202)

20. Additional Resources
DOL Policies on Gender Identity: Rights and Responsibilities –
Guidance Regarding the Employment of Transgender Individuals in the Federal Workplace –
Information on how to file a complaint with the EEOC –
Information on filing a complaint with the Office of Federal Contract Compliance Programs –
Answers to Your Questions About Transgender People, Gender Identity, and Gender Expression –
Know Your Rights — Transgender People and the Law -
Contact Information (Civil Rights Center):
Wesley Garson –
Robin Runge –
U.S. Dept. of Labor’s Civil Rights Center –

21. Contact Information Job Corps Health and Wellness
National Office Health Unit
Johnetta Davis,
Carol Abnathy, MPH,
Medical Specialists
John Kulig, MD, MPH, Lead and Regions 1 &
Gary Strokosch, MD, Regions 3 &
Drew Alexander, MD, Region
Sara Mackenzie, MD, MPH, Region
Mental Health Specialists
Valerie Cherry, PhD, Lead and Region
David Kraft, MD, MPH, Region
Maria Acevedo, PhD, Region 1 (PR)
Suzanne Martin, PsyD, MPH, Region
Lydia Santiago, PhD, Region
Helena Mackenzie, PhD, Region
Vicki Boyd, PhD, Region

22. Questions?