ASM Global Celebrates Pride - 2021

PRIDE PRIDE PRIDE

PRIDE PRIDE PRIDE PRIDE

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Transgender Issues in the Workplace We sit down with Lisa Middleton, Pro Temp Mayor of Palm Springs.

Lisa is the first transgender person to be elected in California for a non-judicial position in November 2017 as a member of the Palm Springs City Council.

Lisa transitioned in the 1990s and shares her personal story.

FEATURING LISA MIDDLETON

MARLA ANDERSON

mayor pro tem city of pALM SPRINGS

SENIOR VICE PRESIDENT PEOPLE & CULTURE

ASM GLOBAL’S TRANSGENDER POLICY Inclusion And Diversity

ASM Global strives for a culture where Team

Diversity is the range of human differences,

Members can bring their whole selves to work. By

including but not limited to: race, ethnicity,

encouraging Team Members to be themselves at

gender, gender identity, sexual orientation, age,

work, they are being allowed to reach their true

social class, physical ability or attributes, religious

potential and be more productive, and teams

or ethical value systems, national origins and

can be more innovative and confident to put

political beliefs.

forward ideas. Diversity and inclusion have a real positive impact on the profitability of a business.

Inclusion is involvement and empowerment, where the inherent worth and dignity of all people are recognized. ASM Global is an inclusive company promotes and sustains a sense of belonging; it values and practices respect for the talents, beliefs, backgrounds and ways of living of its Team Members.

ASM Global recognizes that its most valuable asset is its people – who deliver every day for its customers, clients and shareholders. The company values the differences of its people, understanding that diversity and inclusion are good for business and make the company stronger.

Gender and Gender Identity Transgender Team Members have the right to discuss their gender identity or expression openly, or to keep that information confidential.

Management, human resources and coworkers should not disclose information that may reveal a Team Member’s transgender status or gender non-conforming presentation to others. That kind of personal or confidential information may only be shared with the transgender Team Member’s consent and with coworkers who truly need to know to do their jobs. Information about a Team Member’s transgender status (such as the sex they were assigned at birth) can constitute confidential medical information under privacy laws like HIPAA.

Changing Official Records

Dress Codes

Our company will change a Team Member’s

Transgender and gender non-conforming Team

records to reflect a change in name or gender

Members have the right to comply with company

upon request from the Team Member. However,

dress codes in a manner consistent with their

certain records, like those relating to payroll and

gender identity or gender expression.

retirement accounts, require a legal name change before the Team Member’s name can be changed.

Restroom / Locker Room Accessibility A transgender Team Member has the right

Team Members shall have access to the restroom

to be addressed by the name and pronoun

and locker room that corresponds to their gender

corresponding to the Team Member’s gender

identity. Any Team Member who has a need or

identity. If a new or transitioning Team Member

desire for increased privacy, regardless of the

has questions about company records or ID

underlying reason, will be provided access to single

documents, the Team Member should contact

stall restroom and/or an alternative changing area,

their local Human Resources Business Partner.

when available. All Team Members have a right to safe and appropriate restroom facilities, including the right to use a restroom that corresponds to the Team Member’s gender identity, regardless of the Team Member’s sex assigned at birth.

GENDER TRANSITION AND THE WORKPLACE When an employee begins a gender transition, the manager’s role is to provide leadership that is both knowledgeable and sensitive. In this seminar, we’ll review key concepts related to gender identity and discuss what it means to transition to a new gender. You’ll learn how you can support your transitioning employee, maintain a well-functioning workplace, and promote a respectful response to this change.

WEDNESDAY, JUNE 16, 2021 2 pm ET / 1 pm CT / 11 am PT Log in to register for this seminar at: www.Cigna.com/EAPWebcasts

To view on-demand replay: Click the above link. When you log into the Wellness Webcast portal, you can choose to attend this seminar, register for upcoming seminars, or attend other on-demand seminars.