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NYC Gender Identities Cheat Sheet (DRAFT) by [deleted]

This is a draft cheat sheet. It is a work in progress and is not finished yet.


New York City is committed to protecting the rights of LGBTQ+ folks. So much so that Big apple residents can choose from a flurry of sobriquets — 31 in total, many of which fall along the male/f­ema­le/­trans continuum— to describe their identity, without ever having to show “proof” of gender

List of Genders

1. Bi-gen­dered
2. Cross-­dresser
3. Drag King
4. Drag Queen
5. Femme Queen
6. Female­-to­-Male
7. FTM
8. Gender Bender
9. Gender­queer
10. Male-t­o-F­emale
11. MTF
12. Non-Op
14. Pangender
15. Transe­xua­l/T­ran­ssexual
16. Trans Person
17. Woman
18. Man
19. Butch
20. Two-Spirit
21. Trans
22. Agender
23. Third Sex
24. Gender Fluid
25. Non-Binary Transg­ender
26. Androgyne
27. Gender Gifted
28. Gender Blender
29. Femme
30. Person of Transg­ender Experience
31. Androg­ynous


Guidance lists

Guidance lists several ways employers, landlords, and business owners could violate the Law on the basis of gender identity and expres­sion, including:
Intent­ionally failing to use an indivi­dual’s preferred name, pronoun or title. For example, repeatedly calling a transg­ender woman “him” or “Mr.” when she has made it clear that she prefers female pronouns and a female title.
Refusing to allow indivi­duals to use single-sex facili­ties, such as bathrooms or locker rooms, and partic­ipate in single-sex programs, consistent with their gender identity. For example, barring a transg­ender woman from a women’s restroom out of concern that she will make others uncomf­ort­able.
Enforcing dress codes, uniforms, and grooming standards that impose different requir­ements based on sex or gender. For example, enforcing a policy that requires men to wear ties or women to wear skirts.
Failing to providing employee health benefits that cover gender­-af­firming care or failing to provide reasonable accomm­oda­tions for indivi­duals undergoing gender transi­tion, including medical appoin­tments and recovery, where such reasonable accomm­oda­tions are provided to other employees. (Federal and New York laws already require certain types of insurance to cover medica­lly­-ne­cessary transi­tio­n-r­elated care.)
Violations of the New York City Human Rights Law could result in civil penalties of up to $125,000 for violat­ions, and up to $250,000 for violations that are the result of willful, wanton, or malicious conduct. There is no limit to the amount of compen­satory damages the Commission may award to a victim of discri­min­ation