To The distress associated with the diagnosis of

To critically
analyze the policy, it is important to apply the praxis in order to identify
the values, guidelines and policies involved in the access of GAS. One has to
look at the individual level which centres on the individuals’ identity and
struggles as a transgender individual. Toivonen and Dobson (2017) found out
that approximately 4.6 out of every 100, 000 individuals worldwide are
experiencing a mismatch between the gender they identify with and the bodies
they have. The distress associated with the diagnosis of gender dysphoria can
be daunting to someone and this results in the desire to proceed in having SRS.
Deviation from normative gender roles becomes a problem that can lead to
stigmatization. In light of this, support to an individual experiencing gender
dysphoria when they come out could result in either rejection or acceptance. It
is crucial that social supports are active and in place to reduce vulnerability
and the plethora of issues such as poor mental health, suicide and others
(Johnson, 2015).

The support of a
family member is one of the huge components in the transition period of a
transgender individual. The absence of family and friends could mean an increased
risk for mental health issues (Porter et al., 2016), personal safety (Persson,
2009), and social isolation and economic issues (Finkenauer et al., 2012). Support
should be in place not only for the family but also for the individual. Wylie (2016), supported the idea specifically for some adolescents in order to
avoid compromise in treatment adherence; collaboration should happen between
the individual, family and treatment team. Parents and caregivers should be an
advocate for transgender individuals. Developing strong support systems
promotes safety and open conversation. Building community and integrating culture
would be beneficial. Acceptance as a transgender by family members, friends,
and co-workers are able to cope easier and in the areas of mental, emotional
and physical health (Ziegler & Rasul, 2014; Johnson, 2015). Family meetings
should be done at least on a yearly basis in order to follow up with the
individuals overall status and address concerns but also looking at how strong
and consistent the support system is. Schools and universities should
incorporate social support networks and be a part of trans-affirmative
environments to protect transgender individuals. GAS looks into the support
system of an individual, which can affect the overall process no matter what
the timeline is in their transition.

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Support for
trans employees ensures an open, supportive and diverse workplace. The provision
of a safe, respectful and inclusive work environment is paramount and can
contribute to the success of their transitioning. Although there are advocacies
present in our system nowadays, it is still hard to say whether we are becoming
an inclusive community. Erickson-Schroth (2014) stated that livelihood and
safety are not being given focus and that they are really important issues that
need attention. It is
important to note that employees are covered under policies in each province.
In BC, protection falls under the BC Human Rights Code and at the federal level
under the Charter of Rights and Freedoms. This helps HR professionals and
managers in promoting respectful workplace environment and creating awareness
(Trans Rights BC, 2015). Proper use of pronouns, providing gender-neutral
bathrooms, creating awareness, preventative measures such as education/action
plans can be implemented and review policies about economic challenges could
potentially lessen more predicaments experienced by the transgender community
in the workplace (Johnson, 2015; Fabbre, 2015).

Appointment to
the PCP is one of the steps needed in order to access GAS. The inquiry that
takes place when this initial contact happens is what does my PCP know about
transgender health? Anecdotes regarding doctors not using the proper pronoun
can be quite distressing for a transgender individual inquiring what steps are
needed in order to start the transition process.  Transgender people are worried about
revealing their gender identity while some are afraid to reveal their sexuality
with the fear of being judged associated with being part of the gender minority.
One study that talked about transgender aging by Witten (2014) explained, “Transgender-identified
population has faced extreme discrimination on the part of the healthcare
workers in all areas of health care delivery”.

Moreover, Witten
and Eyler (2012) added that with the incongruence of their body with their
gender identity creates fear with how hospital staff, medical crisis workers and
physicians provide care. The problem lies in that there is not a lot of
physicians and care workers who are knowledgeable about transgender identity
and transgender health. The lack of understanding regarding transgender health
makes access to health care resources more difficult. Establishing cultural
competency training and an attitude of cultural humility on the part of the
health care professionals would be substantial in providing safe and inclusive
care but also developing rapport (Porter et al., 2016; Kimmel, 2014). Nursing
care and clinical training in transgender medicine should be incorporated in
nursing and medicine programs (Witten, 2014, Finkenauer et al., 2012, Porter et
al., 2016).