When Dr. Jillian Weiss first came out, she admits, “I didn’t really have the courage to transition on the job.  Nobody I knew at the time had done it, and I didn’t anticipate that it would be successful.”  

A decade later, Weiss shepherds others through that very process, advising employers and trans workers alike on successfully managing workplace issues like transitioning on the job - which she argues is still “one of the most difficult situations.” Weiss has trained hundreds of employees and consulted with Fortune 500 corporations, small businesses and public agencies in developing trans-friendly human resource policies.  She has a J.D. and a Ph.D. in Law, Policy & Society and serves as an Associate Professor of Law and Society at Ramapo College of New Jersey.   

A second edition of her guidebook, , will be out in the coming year.  In the meantime, Weiss maintains the Transgender Workplace Diversity blog (transworkplace.blogspot.com) and is launching a series of workshops; the first of which will be held November 14th in New York City.
The former attorney recommends that, in addition to thoroughly researching the topic, employees broach it with their human resources department - confidentially - well in advance of their transition. “It’s not just a matter of acceptance,” she maintains.  “It’s understanding that policy is beast unto itself and you have to plan everything.”

Identifying as a woman, transsexual, transgender (“for people who aren’t aware of the various types of identities that exist in the community”) and bisexual, Weiss says of her female partner, “I plan to stay with her the rest of my life.”

In addition to addressing workplace issues, Weiss has written about interactions between the trans and lesbian and/or gay communities.  One such article describes a generational divide in the lesbian community.  “If you look at the writing of younger people,” Weiss suggests, “There’s a lot more fluidity - and acceptance of fluidity - for sexual orientation and gender presentation and gender identity.  Younger people’s understanding of what it means to be a lesbian and what it means to be FTM is changing.”  

Weiss also examined the roots of lesbian and gay trans- and bi-“phobia,” determining, “It’s based on political division, and… internalized homophobia.  It’s a rejection by gays and lesbians of more radical forms of gay and lesbian sexuality… It’s trying to scapegoat a particular portion of the community in an attempt to escape discrimination.  That has never worked.  It’s a totally failed policy, but some people are clinging to it.”

Her latest research project was sparked by efforts in Gainesville, Florida, where a campaign to overturn sexual orientation and gender identity protections is based on the contention that sexual predators could take advantage these laws to invade women’s locker rooms.  Weiss hopes to survey locales where nondiscrimination ordinances are in place to determine how many (if any) of these incidences have actually occurred.

Weiss sees the quest for trans equality as a group endeavor,  “not something that should be reserved to people who are quote activists or…academics or scholars.  The way to do [it] is simply to…come forward and…educate people.  Ultimately that’s what’s going to change society.  A lot of transgender people are concerned about standing up too tall or too proud…fearing that they’ll be the target of violence and ridicule. [But] to change society we need to stand up and be counted.” 

If you’re interesting in counting, Weiss wants your help with her current research project; contact her at jweiss@ramapo.edu.