Vaginal Discourse

I think I’m previously on record as really, really not being a fan of the Human Rights Campaign. I’m also not a fan of their Corporate Equality Index (CEI). It’s not that I have a problem with all corporations– I’m starting a job with one in a few weeks. It’s just that it’s going to take a lot more than acceptable policies on LGBT equality to give me a boner about Dow Chemical.

Despite both of these facts, the latest CEI contains some good news.

The number of companies (out of 636 surveyed) that provide insurance coverage for trans* people’s medical care has more than doubled in the past year, to just under a third.

Unlike previous years, HRC’s criterion was fairly realistic. Here’s what it took to get the 10 points (out of 100 overall) for trans* medical coverage, companies needed to…

extend to transgender individuals [the following benefits] including… services related to transgender transition (e.g., medically necessary services related to sex reassignment):
* Short term medical leave

* Mental health benefits

* Pharmaceutical coverage (e.g., for hormone replacement therapies)

* Coverage for medical visits or laboratory services

* Coverage for reconstructive surgical procedures related to sex reassignment

* Coverage of routine, chronic, or urgent non-transition services (e.g., for a transgender individual based on their sex or gender. For example, prostate exams for women with a transgender history and pelvic/gynaecological exams for men with a transgender history must be covered.)

*Plan language ensuring “adequacy of network” or access to specialists should extend to transition-related care (including provisions for travel or other expense reimbursements)

The dollar maximums on this area of coverage must meet or exceed $75,000. [Emphasis original]

I’m skeptical of HRC, but that strikes me as a pretty fair criterion. Read more…