Dani

Yeah, yeah, fascinating stuff.

Which is also gender-affirming care, for whatever that's worth. Like, cis people get gender-affirming care, too.

Which is also gender-affirming care, for whatever that's worth. Like, cis people get gender-affirming care, too.

Which is also gender-affirming care, for whatever that's worth. Like, cis people get gender-affirming care, too.

I would say there's two conversations that we all need to be having. Like those external organizations are huge and necessary for direction. Within your own space, you have to talk to your colleagues in a way that's honest and talk to them about risk-taking, talk to them about where you will and will not budge on some of these kinds of things.

I would say there's two conversations that we all need to be having. Like those external organizations are huge and necessary for direction. Within your own space, you have to talk to your colleagues in a way that's honest and talk to them about risk-taking, talk to them about where you will and will not budge on some of these kinds of things.

I would say there's two conversations that we all need to be having. Like those external organizations are huge and necessary for direction. Within your own space, you have to talk to your colleagues in a way that's honest and talk to them about risk-taking, talk to them about where you will and will not budge on some of these kinds of things.

Talk to them about the value of the work that you all do, because there's more of you doing it. Talk to your trans colleagues. They exist. They're out there. Like they have very strong opinions on this, I am sure. And then talk to a lawyer, talk to an employment lawyer, because your corporate attorneys have very different goals than you do.

Talk to them about the value of the work that you all do, because there's more of you doing it. Talk to your trans colleagues. They exist. They're out there. Like they have very strong opinions on this, I am sure. And then talk to a lawyer, talk to an employment lawyer, because your corporate attorneys have very different goals than you do.

Talk to them about the value of the work that you all do, because there's more of you doing it. Talk to your trans colleagues. They exist. They're out there. Like they have very strong opinions on this, I am sure. And then talk to a lawyer, talk to an employment lawyer, because your corporate attorneys have very different goals than you do.

Their goal is simply to protect the company and its bottom line. And both they and the federal government and the sort of DOJ are spewing absolute bullshit. So don't let them flood the zone with nonsense. Get a lawyer who can tell you what's nonsense and stand firmly in that because it is.

Their goal is simply to protect the company and its bottom line. And both they and the federal government and the sort of DOJ are spewing absolute bullshit. So don't let them flood the zone with nonsense. Get a lawyer who can tell you what's nonsense and stand firmly in that because it is.

Their goal is simply to protect the company and its bottom line. And both they and the federal government and the sort of DOJ are spewing absolute bullshit. So don't let them flood the zone with nonsense. Get a lawyer who can tell you what's nonsense and stand firmly in that because it is.

And then when you start thinking about, as an organization, as a group, as a set of employees, communicating with leadership about these kind of things, know that the law is actually not on their side. It's on yours.

And then when you start thinking about, as an organization, as a group, as a set of employees, communicating with leadership about these kind of things, know that the law is actually not on their side. It's on yours.

And then when you start thinking about, as an organization, as a group, as a set of employees, communicating with leadership about these kind of things, know that the law is actually not on their side. It's on yours.

And let them know that they are exposing themselves to vulnerability for malpractice and for civil rights violations and any number of other things that they probably don't want to be on the hook for. This is the leverage that we've got right now.

And let them know that they are exposing themselves to vulnerability for malpractice and for civil rights violations and any number of other things that they probably don't want to be on the hook for. This is the leverage that we've got right now.

And let them know that they are exposing themselves to vulnerability for malpractice and for civil rights violations and any number of other things that they probably don't want to be on the hook for. This is the leverage that we've got right now.

It seems to have slowed things down a little bit internally for us that they've had to confront like a very well pointed out legal opinion that said that like they were exposing their providers to civil lawsuits if they didn't do this and that the FDCA, the Federal Tort Claims Act, didn't protect people under these guides. That has been really beneficial to us.