Opinion ID: 1367655
Heading Depth: 1
Heading Rank: 5

Heading: Gender Dysphoria as a Handicap

Text: We first address the question of whether Doe's gender dysphoria is a handicap under the Act. We conclude that Doe is not handicapped for the purposes of pursuing an unfair practice claim under RCW 49.60.180. [4] The first inquiry under the WAC definition is whether there is present an abnormal condition. It is uncontested that gender dysphoria is an abnormal, medically cognizable condition with a prescribed course of treatment. Assuming the presence of an abnormal condition, the next inquiry is whether the employer discriminated against the employee because of that condition. Under RCW 49.60, a finding of liability is dependent upon proof of discrimination. See Dean v. Municipality of Metro Seattle, 104 Wn.2d 627, 641, 708 P.2d 393 (1985). In general, the nature of this inquiry is whether the employer took action against an employee because of the employee's condition, such as discharge, reassignment, or harassment, or whether the employer failed to take such steps as would be reasonably necessary to accommodate the employee's condition. [4] Failure to reasonably accommodate a handicapped employee constitutes discrimination under the Act. Dean, at 632; see also Holland v. Boeing Co., 90 Wn.2d 384, 389, 583 P.2d 621 (1978). Boeing argues that Doe's condition of gender dysphoria is not a handicap under the Act because there is no evidence of discrimination. We agree. The record substantially supports the trial court's findings that Boeing did not discriminate against Doe because of her condition. Boeing discharged Doe because she violated Boeing's directives on acceptable attire, not because she was gender dysphoric. Doe was treated in a respectful way by both her peers and supervisors at Boeing. Doe's supervisor consistently rated her work as satisfactory on her performance evaluations. While complaints were filed with Boeing management about Doe's use of the women's rest room, the record is void of any evidence that Doe suffered harassment because of her use of the rest room or because of her attire. Inasmuch as Boeing did not discharge Doe based on her abnormal condition but on her refusal to conform with directives on acceptable attire, we must turn our attention to whether Boeing discriminated against Doe by failing to reasonably accommodate her condition of gender dysphoria.