The Dallas Fed is Refusing to Adopt Transgender Workplace Protections

Categories: News

Joe Mabel
Less than two weeks after winning the fight to have DART offer domestic partner benefits, Resource Center Dallas is shifting its focus on a new target: the Federal Reserve Bank of Dallas.

The bank, one of dozen independently run regional reserve banks, does not currently include transgender protections in its nondiscrimination policy, which reads like this:

The Federal Reserve Bank of Dallas provides equal employment opportunity (EEO) without regard to race, color, religion, gender, national origin, sexual orientation, age, genetic information or disability.

In several letters to the bank's senior leadership, Rafael McDonnell, the Resource Center's spokesman and agitator-in-chief, has suggested adding "gender identity" to that list, as have the FRBs in Boston and San Francisco. So far, McDonnell has received a cool response from senior VP Tyrone Gholson, who wrote in an email that "the Bank is committed to equal employment opportunity and will include in its policies any categories protected by law" -- which doesn't include transgender employment protections and won't for the foreseeable future.

"It's baffling," McDonnell told the Dallas Voice last week. "Other branches of the Federal Reserve Bank offer fully inclusive employment protections. Many of the nation's largest commercial banks offer full LGBT employment protections. To be dismissed in an email, without responding to other attempts to contact, makes me wonder how truly committed FRB Dallas is to inclusively."

The Resource Center has gone the public-shaming route before, and it tends to work (see: DART, Parkland, Dallas County, DFW International Airport, ExxonMobil et al).

In other words, the Dallas Fed will eventually buckle and add gender identity to its non-discrimination policy. The question is when.

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Gender identity is actually a protected class according to Macy V Holder and a series of cases leading up to that.  A employee that is discriminated against based on gender identity can file a complaint with the EEOC.  The EEOC will side with the employee on the basis of Title VII sex discrimination.

Sexual orientation, however, has no such federal this is rather a curious position that they are holding.

Moreover, in April of 2011 by a 3-2 vote Dallas County added transgender employees to county protections.  Of the 2 that voted against it 1 thought it was already part of sexual orientation protections they had put in earlier in the year.

They ought to make clear in their policy that transgender employees are included as a protected class so that their managers know to make up better/unrelated reasons for firing us.

primi_timpano topcommenter

Is not transgender included in sexual orientation?


I have to wonder how smart it is to pick a fight with the people who lend money to banks. 


How many transgendered people work there and has there been any complaints from them? 

ThePosterFormerlyKnownasPaul topcommenter

"All animals are created equal, but some animals are more equal than others." -- Napoleon (The leader pig, not the short statured French leader.)

That being said, I would still like to know what the criteria is that HR departments use to determine the eligibility of a "domestic partner" and what constitutes a "domestic partner".

Myrna and others, please don't respond with "You know." or something similar.

RTGolden1 topcommenter

@primi_timpano One would think so.  Certainly if the legally protected classes of gender AND sexual orientation are included, transgender should be covered.


@ThePosterFormerlyKnownasPaul A rough definition of a "Domestic Partner" would be somebody whom you are living with (regardless of gender) but are not married to.  "Domestic Partners" are not eligible for Federal tax breaks usually accorded under Cafe 125 plans.


Domestic partner means "the one you have sex with"

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