Large U.S. corporations such as Wells Fargo, American Express and AT&T are among those that have added health insurance coverage for transgender employees who choose to undergo sex reassignment surgery prescribed by their doctors, and more companies are expected to add the benefit soon.
"Wells Fargo elected to offer this benefit to be competitive as an employer and also to support our comprehensive corporate commitment to diversity," a company spokesman said.
Local trans activist and author Matt Kailey (pictured) says, "It is a positive thing that more and more companies are recognizing the need to cover the costs of transition. As usual, corporate America is far ahead of the government and politicians in acknowledging the needs of the country's highly diverse population.
Last year, in O'Donnabhain v. Commissioner of Internal Revenue , the U.S. Tax Court determined that transition costs were tax deductible as a medical expense, indicating that transition is a medical necessity.
Through the actions of these corporations, we see that they are beginning to realize two things: first, that transition is, in fact, a medical necessity and not a choice, and second, that in order to compete for highly skilled and valuable employees in today's marketplace, they must offer comparable medical benefits to all workers.
Obviously, these companies are recognizing the fact that they do not want to lose current employees or cause highly skilled job seekers to apply elsewhere. They need to compete for the best employees by offering the best benefits possible, and they are now aware that a person's trans status has nothing to do with his or her abilities or job performance.
I believe that it will soon become apparent to all employers that ensuring comparable medical benefits for all employees is a sound business decision."
Last year, in O'Donnabhain v. Commissioner of Internal Revenue , the U.S. Tax Court determined that transition costs were tax deductible as a medical expense, indicating that transition is a medical necessity.
Through the actions of these corporations, we see that they are beginning to realize two things: first, that transition is, in fact, a medical necessity and not a choice, and second, that in order to compete for highly skilled and valuable employees in today's marketplace, they must offer comparable medical benefits to all workers.
Obviously, these companies are recognizing the fact that they do not want to lose current employees or cause highly skilled job seekers to apply elsewhere. They need to compete for the best employees by offering the best benefits possible, and they are now aware that a person's trans status has nothing to do with his or her abilities or job performance.
I believe that it will soon become apparent to all employers that ensuring comparable medical benefits for all employees is a sound business decision."
