The gender playfuls get extra paid time off so haha suckers!
Coles supermarket has announced that team members undergoing gender affirmation will now be entitled to up to 10 days paid gender affirmation leave.
Gender affirmation? Is that what we’re calling it now? It’s not transition any more? No, of course not, it wouldn’t be, would it, because that would imply change, when the gender is eternal. But why does one need time off for affirmation of what one already is? Can everyone get affirmation? So everyone gets 10 days off with pay, i.e. an extra two week vacation?
The retail giant said the policy change was an important step in its commitment to champion inclusion in the workplace.
Inclusion of what?
Why does “inclusion” always mean gender-special people and not, say, women?
“We know that we have at least 900 team members who identify as transgender or gender diverse,” Coles Chief Legal and Safety Officer and chair of the Coles Pride Steering Committee David Brewster said.
And they’re all desperately in need of two weeks off? More in need than all the other “team members” aka workers?
“We need to have proper policy and education in this area so there is clear guidance around taking leave for this important transition in their life.”
Transition? What happened to affirmation?
Comments
10 responses to “Vaycay”
That “transition” “affirmation” duality is puzzling for someone who was always the other sex but just with the wrong body since that bastard doctor assigned them to the wrong gender at birth.
What if I want to keep undergoing new affirmation every two months? Male to Female to Male to Female to Enby to Male to Female and so forth? Can I keep getting the ten days off?
Well, I think I would advise a little caution about it. Maybe every six months or so – that should be fine.
How about racial affirmation? Ethnic affirmation? Cultural affirmation? Since affirmation (at least in English) doesn’t mean a change of anything, can I count going to a music festival or family reunion as affirming my cultural or ethnic background ever so much more than it was affirmed before? Don’t they want a culturally or ethnically diverse workforce?
@4: Definitely.
It would be interesting to see how generous their maternity policy is.
Re #6, this page indicates:
I don’t know how they determine primary versus secondary care givers, but I don’t think in any case that I’d consider these leave numbers generous. It seems rather minimal.
https://careers.colesgroup.com.au/content/Rewards-and-benefits/?locale=en_GB
It’s impossible to be sure from the oh-so-obfuscatory wordage, but I think they’re attempting to suggest that employees will get paid leave for “gender affirmation” surgeries.
That’s what we’re calling the cosmetic mutilation of primary and secondary sex organs these days. “Gender affirmation surgery.”
“We want to include you more in the workplace, so why don’t you have two weeks off work.” Makes perfect sense.
How long do you think it will take until literally every employee has applied for the time off and they have to abandon the scheme?
It’s not as though anyone can argue after the fact that your gender has not been…. er… affirmed properly after the fact, is it? That’s a tribunal waiting to happen.