SPRINGFIELD, Ore. — Meetings at Symantec’s Springfield campus tend to revolve around technical issues, so when Cass Averill asked his boss for a sit-down six years ago, the manager assumed they’d be talking about systems or software.
“I’m transgender,” Averill said. “Do you know what that means?”
Matt Barton didn’t know any other transgender people. He was a new manager and unsure what to do next, besides try to protect his employee.
He called human resources, figuring someone in the 20,000-person multinational Fortune 500 company would know.
They didn’t.
Oregon law has long prohibited employers from firing workers because of their gender identity, but that protection offered little practical guidance for managers. So Averill and Barton found themselves in the awkward position of making up a corporate policy as they went: Averill would use a new name, new pronoun and new bathroom. How would Symantec bosses, responsible for both creating an effective organization and protecting the rights of individual employees, respond?
Six years later, more and more companies nationwide face similar questions.
Many large corporations have already answered it: More than 400 U.S. corporations, including Nike and Intel, already offer transgender-inclusive health care policies, and nearly 300 have gender-transition guidelines in place, according to the Human Rights Campaign.