@HonnyBrown wrote:
I go by DNA and make a note in the report.
@JW wrote:
I just finished a grocery shop. The cashier seemed to be a young female with very short hair, but most definitely a female from my angle of view. When it was my turn the cashier had a decidedly soft male sounding voice and their name tag bore an absolutely male name with no female equivalent.
There are no options other than male and female on the report, so I figured by observation I should go with female. Then, I also figured my report would get flagged for inaccuracy with the male name. I chickened out and checked off "male". I expect the client will probably understand if it comes up in review.
Is this something anybody's run into before?
My guess is Honny was making a funny.@myst4au wrote:
I am curious how you propose obtaining a DNA sample from the cashier and then performing a chromosomal analysis in time to submit the report. I am also curious how much you think it would cost.@HonnyBrown wrote:
I go by DNA and make a note in the report.
??? I'm meeting this person for 45 seconds, I can't "consider gynecomastia," I have to fill out a report soon that asks a gender-specific question. I can "consider" gynecomastia but it isn't going to help me fill out the report unless I ask the employee if they have gynecomastia which I flat out am not going to do. As far as the "desire of the person," huh what?@myst4au wrote:
Have you considered a genetic male who is exhibiting the symptoms of gynecomastia? Gynecomastia is common (more than 50%) in genetic male infants, and again (lower incidence) during puberty and early adulthood and is generally transitory. IMHO, I suggest consideration of the desire of the person, regardless of what you perceive as a difference between your conclusion and the gender suggested by the name tag.
On a lighter note, listen to a recording of the Johnny Cash hit song, "A Boy Named Sue". [www.youtube.com]@JW wrote:
I just finished a grocery shop. The cashier seemed to be a young female with very short hair, but most definitely a female from my angle of view. When it was my turn the cashier had a decidedly soft male sounding voice and their name tag bore an absolutely male name with no female equivalent.
There are no options other than male and female on the report, so I figured by observation I should go with female. Then, I also figured my report would get flagged for inaccuracy with the male name. I chickened out and checked off "male". I expect the client will probably understand if it comes up in review.
Is this something anybody's run into before?
@BusyBeeBuzzBuzzBuzz wrote:
I would check the "male" box and provide an explanation in the report if there's space.
What names (especially these days) are male only?
@JW wrote:
Nathanial, Noah, Doug, Jason, Peter, Todd, Oscar... Names I've recorded at Grocery shops that I'd consider pretty gender specific. One of these was the cashier's name...
"Oscar" would be a good bet@BusyBeeBuzzBuzzBuzz wrote:
What names (especially these days) are male only?
@NinS wrote:
I routinely shop for three MSCs (including one of the major ones) that also ask for race, which is another minefield I don’t enjoy stepping in. Many other MSCs wisely mandate never referencing an employee’s race.
@French Farmer wrote:
Going out on a limb here. But I have to say it:
....
I love how even that story changed over time. Initially, the parents expected a baby boy and wanted to name him after a relative. Then, a baby girl was born. They did not change the name. And baby girl George came to be! Later, editors decided that George was short for Georgia. Hmm.
When I was younger, I remember reading the older books from the Nancy Drew mystery/detective series for kids. Nancy had 2 girlfriends who often accompanied her on her many amateur sleuthing adventures.
They were cousins Bess, very feminine and George, Bess' tomboy cousin. I thought her name was unusual, but so what? It didn't really matter much at the time then or now.
Names are just that - names. So are sexual identifications.
So, don't sweat the sexual identification thing, don't make it about the employee's sexual identification preference or your opinion of it, or not.
In the end does it really? No! By observation, check the box that seems right to you and just note the employee's name.
Move on.
If someone, or some MSC, wants to question sexual identities of an employee, or that employee's identification preference let them go there, not you.
You'll be the better person.
@walesmaven wrote:
There are some shops where it makes good sense to ask for race/ethnicity and other potentially "fraught" identifiers. I do a TON of cash integrity shops, but other shops where the employee could be fired if identified, such as alcohol sales to minors also come to mind. BUT, I think that the clients/MSC for the large cash/integrity MSC have the right idea; the description question is open ended.