Tips from gender therapist Dara Hoffman-Fox. There are more videos in this series but we have just provided links to the ones that we think are most helpful to Jersey residents.
All surgery is optional. You should not feel that you have to have surgery to validate your transition from M to F. You should have surgery because you want to have surgery and for no other reason.
This refers to genital reconstruction surgery (GRS), ie. a penectomy and orchidectomy to remove the male genitalia and plastic surgery (vaginoplasty, clitoroplasty, labioplasty and repositioning of the urethra) to provide you with a genital appearance that is virtually indistinguishable from natal born women. The phases of the operation are done in one procedure under general anaesthetic and takes about five hours. The Looking Glass Society has a great section on the variety of surgical methods and their advantages and disadvantages.
When considering bottom surgery, manage your expectations. Post-surgery interviews reveal that 98% of transwomen are satisfied with the physical results of their surgery. However, the surgery is irreversible so you need to consider the emotional implications carefully. You will not be able to have children after surgery (unless you make a deposit with a sperm bank first), you may find that your relationship with your partner changes dramatically post-surgery, with potential loss, and genital surgery won’t change how people behave towards you in public life.
There are no surgeons available on the island to undertake this procedure so you will need to go to the UK or abroad if you want GRS. If you are being treated through the NHS, you will be offered a list of approved surgeons to choose from. If you wish to go privately, you can choose from surgeons in private practice all over the world. However, you will need to research the best person for your needs and your budget.
Do your research. Look at the numerous blogs and YouTube videos uploaded by transwomen describing their experiences. Visit some of the forums for transwomen and post questions asking about their experiences. Don’t forget to ask about any emotional reactions to the surgery as well as the physical results. Most transwomen are happy to share this information.
This comes in several parts. The Looking Glass Society explains the range of surgical options available to transwomen. It is exceedingly rare for any of these procedures to be funded through the health service. If you wish to undergo one of these options, you should be prepared to fund it privately.
You will not be surprised to learn that there are no surgeons with the required skills to perform these operations in the island. You are therefore looking at travel costs again and, because of the complexity of some procedures, several trips to the UK or abroad may be needed.
Facial feminising surgery and rhinoplasty
This refers to plastic surgery to feminise the face and/or remodel the nose. Some transwomen find that, even after HRT, their facial features retain a heaviness that is masculine in appearance and does not allow them to pass as they would like to. Cosmetic surgery can help to alleviate this problem.
Thyroid chondroplasty (tracheal shave)
For transwoman who have a very prominent ‘Adam’s Apple’, this procedure can reduce it by making a small horizontal incision in a natural crease-line on the neck and removing part of the thyroid cartilage.
Augmentation mammoplasty (breast enlargement)
Even after one or two years on HRT, some transwomen are unhappy with the breast growth resulting naturally. They, therefore, consider having implants. There are a number of options available now that are alternatives to silicone so do your research to find out which would suit your requirements best.
HRT will thicken the existing hair but many transwomen who transition later in life find that they retain a male pattern hairline. Hair transplantation can be effective in “filling in” the gaps at the front of the hairline to produce a more feminine line.
The same advice applies to these surgeries as for GRS: manage your expectations and do your research thoroughly.
I am the wife of a trans woman who transitioned during our marriage. I am writing this to support partners as there are significant areas in common for us all but each of our paths on this journey may be very different. I also write to the trans person and just hope you both talk to each other. We want to keep our marriages intact.
There is no clear cut care pathway for partners here so do not be afraid to seek help and counselling. This journey can’t be done alone. Local GPs and counsellors are not specialists, so the more we speak up the more awareness will be raised. This is not a life choice for either of us; something that took me years to understand. I still ask myself: ‘why me’?
I had advanced notice before we got engaged that my husband was cross dressing since childhood. She agonised over telling me but we still got married and have now been together for over 30 years and married for 27. The prognosis for staying together is much higher if surprises and shocks are limited. We decided never to have children and life is a lot less complicated. However, it was still a shock when my partner decided to transition and, before I could understand the implications, she was self-medicating secretly. I went through hell. Women are good listeners and can be sympathetic, but I don’t like dishonesty, hiding or deception. We can detect little signs, and you may think your partner is having an affair if female clothing is found in the house which does not belong to you.
For the trans partner: please remember that this is like a bereavement but with no body and no funeral. If you are going to throw clothes from your previous gender away warn your partner and, perhaps, allow us to keep some sentimental items – even if just for a while, so we can grieve in our own time. Acknowledge this grieving process is just like any other, it HURTS!
Keep open channels of communication at all times and also agree to stop talking if it is getting too much. My counsellor suggested we have a password to use if this is happening, and we then agree to talk later at an agreed time. So far that works for us.
The trans person may be tempted to rush into transitioning (coming out, HRT, ‘real life experience’ and possibly surgery) because it is a lifelong desire to change gender. For the partner, it is a constant ‘in your face’ tornado of selfish wants that completely ignores and threatens the relationship. The effects of HRT on the mind and the body are visibly shocking and can be upsetting for the partner who knew another person intimately. Thankfully, there are now several good books out there and web sites. Bear in mind that by ‘outing’ yourself as being trans, you do the same to your partner and they may be concerned about what others think. The partner of a trans person may worry about peoples’ perceptions: are we a lesbian couple, sisters, sisters-in-law…?
Our particular relationship has been strong enough to overcome this. My partner first attempted a kind of dual life of living as a woman outside work many years ago, but this time around its permanent and that was a big adjustment for me. In transition we now tend to avoid the same haunts we frequented because waiting staff would recognize me and wonder if I have a new relationship as we sit at the same table ordering the same favourite meals. Even in places we have never been to, the ‘couple’ in us still comes out as we say ‘we’ the whole time when talking. I have to be very blunt here and say a part of our success is that my partner is completely convincing and I doubt if I would remain if she was not. Do not ‘carry the monkey’: other peoples’ reactions are their problem not yours. Who to tell and when is up to you. We have now told all our best friends and family, but my partner’s family proved to be the most negative.
For me this is not a linear process either. I have not gone smoothly from timid enquiry, anger, depression, thinking and reading to acceptance. Some days are better than others. Several times I revisit each emotion forwards and then backwards. This is where counselling helps. You are not alone. Also, bear in mind this is no-one’s fault so try not to blame when you are at your most angry to accuse. If you think that is easier said than done, I totally agree as I am guilty of doing that often – even now. I was quite shocked in one professional counselling session in the UK to be told I had in fact married a woman all along! To be told it was all to do with conception, what happens in the womb and the brain was earth shattering. Read, read and read. I have found it quite fascinating, painful and absorbing.
Having gone through more than a woman should for love, my partner wants a Gender Recognition Certificate. In 2014 with same sex marriage legal, the process is still unclear for married people where a partner transitions and, yet, retains the same legal rights. The irony that we already live as same sex couples after surgery is lost on them.
To end on a lighter note; there have been many fun moments, e.g. I now get to buy more clothes than before as she understands the need, but co-ordinating what to wear out can be a laugh. In the end love is more important than gender.
(Photograph is not of the post author but of Helen Boyd and her partner, Betty Crow. Helen is the author of She’s Not the Man I Married.)
There is very little chance that you will be able to keep your transition a secret in Jersey. The island is small and news of your transition will travel quickly around your friends, family, colleagues and, surprisingly, even people who you don’t know! If you want to transition privately, your best option is to leave the island for a city. However, before you take that step, consider the pros and cons carefully:
- You will pass more often in a city as your gender rather than as transgender
- You will have access to a wider range of professionals to support your transition
- You will have access to support groups where you can meet other trans* individuals
- You can make a fresh start in your new gender
- As well as undergoing the changes to your gender, you will also have to undertake huge changes in your home and work life
- You will lose the support network you have in Jersey (friends, family, colleagues)
- You may not be eligible for funded healthcare, depending on where you move to
- Moving location will add to the cost of your transition
Jersey is a conservative place but it is also, by and large, a tolerant place. The island’s population is a well educated one – our schools consistently get above UK average grades. There are very few hate crimes and people are able to go about their business without interference. Islanders may like to gossip and some of the attitudes you encounter may be a little behind the times but, rarely, are they malicious. The new anti-discrimination legislation due to come into force in September 2015 should improve this situation through education and awareness campaigns. There are worse places in the world to be open about your gender or sexuality.
Because news will spread fast in Jersey, you need to plan the order in which you inform people of your transition. You will find that most of your acquaintances will be accepting and supportive of your decision to transition. However, you don’t want to jeopardise that goodwill by people hearing of your news secondhand. We would suggest the following order as a starting point:
- Your GP and other members of the medical profession necessary to establish that you wish to transition – this is guaranteed to be in confidence and a necessary first step.
- One close friend or family member in whose judgement and discretion you trust – inform them that they are the only one who knows and that you are not telling anyone else for the moment. They will act as a sounding board for your thoughts and feelings. If you do not have access to someone suitable using an Internet forum specifically for trans* people where you can ask questions of other trans* individuals can provide the same support.
- You can stop at this point until you are ready to come out as transgender. Once you are ready to come out, the next steps should follow in quick succession (i.e. within days of each other). Make sure that you inform each person you tell of who knows your news, apart from them, and what your timetable is for telling others.
- Your advocate – this is guaranteed to be in confidence and the first public step you will have to take. Your deed poll should take about a week to process and pass through the Royal Court. It is not one of the Royal Court procedures announced in the Business Brief.
- Your closest friends and family – try to do this face to face if possible. They will be the ones most concerned by your transition because they love you and the ones who require the most reassurance. Have some sources of factual information prepared for them (e.g. a self-help book, a lists of websites offering advice, a handout of basic facts that you have written, an open letter explaining your journey to this decision) to help with their understanding of what you are going through and to demonstrate that you take your transition seriously and have done your research.
- Your line manager or, if more suitable, your personnel manager at work – the process for coming out at work is discussed in more detail below.
- Your work colleagues, extended family members and casual acquaintances/friends – email makes this process much easier than it used to be. On the day that you inform your work colleagues, plan to send an email to your extended family members and casual acquaintances/friends. The email can be relatively brief but be sure to include your new name and the pronouns (he/him/his, she/her/her, they/them/their) you would like people to use from now onwards. You may also wish to explain your journey to this decision and provide some links to websites offering advice. This is the day that you will really feel that you have come out and you will, in all likelihood, find it a positive experience as most people will respond with messages of good wishes and congratulations.
In the workplace, you should expect the following considerations from the manager that you first approach with the news of your transition:
- They take a non-judgemental stance
- They are available if you need to talk
- They support your plan for coming out to your colleagues
- They assist in educating co-workers
- They allow for mood changes caused by hormone therapy
- They work with you to plan time off for surgery
- They treat you no differently than they would other colleagues of that gender
- They always use your new name and gender pronoun
- They take appropriate disciplinary steps with co-workers who do not respect your gender
- They remind co-workers that it is not their job to ‘out’ you to new employees joining the company
- They inform you of anyone else that they are obliged to inform of your news and get your agreement to do so
In consultation with your manager, agree on the plan for telling your colleagues. You should plan to tell colleagues within a matter of days from telling your manager. There should be no reason for the manager to delay:
- Set a date on which everyone will be told (all at once). Don’t allow the news to spread by gossip.
- Find a method of telling everyone the same information at once. Email is probably the best way to do this so that staff who work remotely also hear at the same time. Keep the information clear and factual.
- You may wish to undertake a presentation about gender issues to all staff in which a Q&A can happen. Only the most confident/comfortable trans* individuals are likely to undertake this but it can be a great way to get your colleagues comfortable with your news. Discuss this possibility with your manager.
- You may wish to take holiday whilst your colleagues get used to your news so that your return to work marks a clear date on which you are dressed as your preferred gender and referred to by your new name/pronouns. Discuss this possibility with your manager.
- Your manager may wish to offer all members of staff the opportunity to talk to them and air their concerns about the change. This is a good idea as it can stop any negative comments early on and the manager can get a feel for which employees might need anti-discrimination training.
Below is a sample email that can be adapted by you and your manager to send to other employees:
I have been asked by John Bunbury to write to you to inform you that he is starting a process of gender reassignment from male to female.
From [date], his name will change from John to Elizabeth (Liz). Liz has also asked to be referred to by female pronouns (she, her, hers) from this date.
I ask all employees to respect Liz’s wishes and to use her correct name and pronouns. I also ask that you respect Liz’s right to privacy and that you do not discuss this with other employees. Should you wish to discuss the matter, please arrange to see me in confidence.
[Optional] A presentation about gender issues will be held on [date], which all employees are expected to attend. Further details to follow.
[Optional] Liz is currently on holiday and will be returning on [date].
Toilets and changing rooms
One of the areas that gets people into difficulties is communal facilities that are gender segregated. You should expect to receive the following courtesies from your manager:
- They should ask you which facility you would like to use.
- They should offer to provide you with a gender-neutral option, but not force you to use one.
- If other members of staff complain about the arrangements, they should educate them.
If your manager does not get this right, be patient with them because it will be due to lack of experience in dealing with trans* issues. Explain that you are the most vulnerable person in this situation not your colleagues and that using facilities designated for the opposite gender is one of the most daunting aspects of transitioning. Remind them that:
- Digressing gender norms does not make you sexual predator.
- The majority of sexual assaults in the world are perpetrated by cisgender (non-trans) men.
- Even in the gents, you rarely, if ever, see other people’s genitalia when using public facilities.
- Transwomen are put at risk of being physically assaulted by men when using men’s facilities.
If your organisation has a uniform:
- Ensure that your manager arranges for a uniform matching your new gender to be provided as soon as possible.
- The uniform may need to be altered fit. Your employer should offer to fund this for you but check company policy for whether this is covered for cisgender employees. If not, you are unlikely to get it covered either. (Transwomen may be broader in the shoulders, transmen may be shorter in the leg, than standard sizing.)
- Agree a point in time when you will commence wearing your new uniform.
Health and safety
If appropriate to your work and your transition, you should discuss the following issues with your manager to ensure that they are aware that some of your duties may need to be adjusted as your transition progresses:
- Hormone therapy brings about physical changes. Be aware that if you are an MtF manual worker you will not be able to lift the weight you used to.
- Following surgery you may return to work but may not yet be capable of carrying out all your normal duties. Take medical advice about recovery times and appraise your manager of them.
Finally, Jersey does not currently have appropriate legislation to protect trans* workers’ rights. This is due to be introduced in September 2015. However, the States of Jersey appear to be modelling their new law on the UK Equality Act, so be aware that:
- In the vast majority of cases, the gender of a worker is of no relevance to their ability to do a particular job. However, the Equality Act 2010 does allow for an exception where being of a particular sex is an ‘occupational requirement’ of that post. It might apply where the work necessarily involves conducting intimate searches, or where services are provided to one gender only, such as a women’s refuge.
- The Equality Act makes it clear that the employer must act reasonably in applying an occupational requirement. For example, conducting intimate searches is unlikely to be a main part of any particular post. The employer must consider whether these tasks could be carried out by someone else. Also, the occupational requirement must be identified at the beginning of the recruitment process and stated in the application pack.
- If an employee who is intending to transition permanently works in a single sex position or organisation, it is probably best for the employee, the employer and any service users if redeployment can be negotiated. Employers should make sure that options are discussed early on, to reach the best outcome.
- Don’t forget that a person with a Gender Recognition Certificate is legally of that sex for all purposes.
Guides to managing your transition at work –
National Institute of Economic and Social Research
The Association of Graduate Careers Advisory Services
Documentary in 4 parts about transitioning.
The Gender Trust
The Beaumont Society
Mermaids (for children and teen support)
Depend (for friends and family support)
Press for Change (for legal issues)
US based resource for all things FtM – Hudson’s Guide
US based online magazine for transmen – Original Plumbing
US based online magazine for transmen – Transguys
US based advice for transmen – Tranifesto
US based advice for transmen – The Self Made Men
US based advice for trans* people – Trans Health
The Boy Who Was Born a Girl: One Mother’s Unconditional Love for Her Child by Jon and Luisa Edwards (2013)
My New Gender Workbook: A Step-by-Step Guide to Achieving World Peace Through Gender Anarchy and Sex Positivity by Kate Bornstein (2013)
Transgender 101: A Simple Guide to a Complex Issue by Nicholas Teich (2012)
Hung Jury: Testimonies of Genital Surgery by Transsexual Men by Trystan Theosophus Cotten (2012)
Helping Your Transgender Teen: A Guide for Parents by Irwin Krieger (2011)
The Transgender Guidebook: Keys to a Successful Transition by Anne Boedecker (2011)
The Transgender Child: A Handbook for Families and Professionals by Brill (2008)
Just Add Hormones: An Insider’s Guide to the Transsexual Experience by Matt Kailey (2006)
The Testosterone Files: My Hormonal and Social Transformation from Female to Male by Max Valerio (2006)
Becoming a Visible Man by Jamison Green (2004)
Finding the Real Me: True Tales of Sex and Gender Diversity by Tracie O’Keefe (2003)
FTM: Female-to-male Transsexuals in Society by Holly Devor (1999)
Transmen and FTMs: Identities, Bodies, Genders and Sexualities by Jason Cromwell (1999)
Information for the Female to Male Cross Dresser and Transsexual by Lou Sullivan (1990)
The first place any trans* person should go for support is their doctor or GP. If you do not think your GP is comfortable handling your case, do not be afraid to change to another GP in the practice or move practices. Your GP is the gatekeeper to many of the trans* services and medical procedures you will need to access so their support is crucial.
For those trans individuals who are going the public healthcare route into the UK system, the Community Mental Health Service (Adult Mental Health or Child and Adolescent Mental Health) at La Chasse is where their GP should refer them and where their psychiatrist will be based. For those wishing to see a psychiatrist privately, there are several practitioners in Jersey who have clinics at The Little Grove, St Lawrence. However, patients will still need to be referred there by their GP.
For those trans individuals who elect to undergo hormone therapy, the Department of Metabolic Medicine at Overdale is where their GP should refer them and where their consultant will be based. For those wishing to see an endocrinologist privately, there is a clinic at The Little Grove, St Lawrence. However, patients will still need to be referred there by their GP.
If you are unsure what you should do and just want to talk to someone in confidence, the Jersey branch of the Samaritans can be telephoned on 725555 or 08457 909090 or contacted by email at email@example.com
Trans* islanders seeking legal advice regarding their rights in Jersey can get free, confidential and impartial advice from the Citizens Advice Bureau.
Trans* islanders who wish to change their name by deed poll will need the services of a legal practice. Again, as with your GP, ensure that your advocate is sympathetic to your needs and do not be afraid to change if he or she does not seem comfortable handling your case.
As a trans* person you may be subject to discrimination or harassment as an employee or as a customer of a business. If you find yourself in this position, Jersey Advisory and Conciliation Service (JACS) can provide you with free, confidential and impartial advice regarding your rights.
Transwomen as a demographic are particularly vulnerable to physical abuse and attacks. In the unlikely event that you have been the victim of an attack in Jersey, you should call the States of Jersey Police (emergency no. 999, telephone no. 612612) as soon as possible to report the crime. If you want to speak to the LGBT community liaison officer, you should ask for PC710 Emma Poulliquen or email the LGBT community liaison team.
If you are in the UK, the Metropolitan Police give this advice for reporting a crime online and, specifically, regarding hate crime. If you are not sure whether you have been the victim of a hate crime, read the City of London Police guidelines.
Finally, when dealing with all these agencies, remember Jersey is a small place and your case may be the first of its kind for the person you are dealing with. Be patient with them and explain clearly what you need them to do for you. You will find that most islanders are not transphobic and will do their best to help you.
If you are under 16, there are some specialist agencies in Jersey that can help you. All the agencies listed above will also help you – they are not just for adults.
If you are the victim of harassment, bullying or abuse, at home or at school, because of your gender expression, you should contact The Multi-Agency Safeguarding Hub (MASH) who work with lots of different childcare agencies to keep young people safe. They are based at the Bridge and can be contacted by telephone on 449213 or by email at enquiries-MASH@gov.je
If you just want to talk to someone in confidence about gender issues, you can contact YES by telephone on 08007 350121 (freephone) or 766628 or by email at firstname.lastname@example.org All calls or emails to YES are treated in the strictest confidence.
Currently, there is only one piece of legislation in Jersey that is directly concerned with protecting transgender islanders: Gender Recognition (Jersey) Law 2010
This law deals with the process of issuing a gender recognition certificate (“GRC”), the legal effect of a GRC on existing marriages and civil partnerships, the general consequences of issuing a GRC, the prohibition on disclosure of information relating to a holder of a GRC, the requirement (or not) to alter public registers and clarification of those agencies exempt from the prohibition on the disclosure of information.
Jersey recognises that it does not have the required healthcare professionals who can make decisions based on appropriate evidence to grant an inidividual a GRC. The island, therefore, looks to bigger jurisdictions to undertake this process for its trans* citizens. Having obtained a GRC from a jurisdiction approved by Jersey, a GRC will then be granted by the Royal Court. Most islanders will, therefore, apply to the UK for a GRC, which can then be presented in Jersey’s Royal Court.
The UK’s Gender Recogntion Act 2004 covers the issuance of GRCs. The granting of a GRC is decided by The Gender Recognition Panel, a branch of HM Courts & Tribunal Service. It is formed from an administrative team and a judicial panel, made up of legal and medical members. The panel needs to be satisfied that the applicant has lived in their correct gender throughout the period of 2 years prior to the date of the application and intends to continue doing so until death. It is a matter for the panel to decide whether the medical evidence satisfies that test. The charity GIRES provides guidelines for applying for a GRC here.
Advantages of obtaining a GRC:
- All legal documents, including your birth certificate, can be changed to your correct gender. Note: the States of Jersey will issue driving licences and passports in your correct gender without the requirement of a GRC.
- A GRC prohibits those privileged with the information that a person is trans* from disclosing it to others. There are, however, quite a number of exceptions to this prohibition.
Disadvantages of obtaining a GRC:
- If you are married or in a civil partnership, you will need to dissolve or annul the union before a full GRC can be obtained from the Royal Court. Note: this is not a requirement for marriages in the UK since the passing of the Marriage (Same Sex Couples) Act 2013.
New sex discrimination law
The States of Jersey launched a consultation on the next phase of discrimination legislation due to become law in September 2015. It includes gender reassignment discrimination.
This will be the second piece of legislation to directly concern trans* islanders. We therefore want hear your views in order to formulate a response to the consultation.
Please our consultation page to find out more about how you can get involved before 30 May 2014.
The States of Jersey are currently asking for comments from the public on the next phase of the island’s discrimination legislation, so called sex discrimination. They have published a consultation paper, which can be downloaded here.
The next phase of the legislation is due to be debated later this year with a view to it becoming law in September 2015. The consultation process closes on 30 May 2014 and responses will be published on 29 August 2014.
The consultation paper outlines the main areas for debate:
- Pregnancy and maternity
- Sexual orientation
- Gender reassignment
- Marriage and civil partnership
Trans* Jersey is most interested in the States’ proposals for gender reassignment. We have therefore requested involvement in any forum convened by the States to discuss the proposed legislation.
We are concerned by a number of aspects of the States’ consultation document:
1. The adoption of the UK Equality Act as the model on which to base Jersey’s legislation. This Act has been in place for 4 years in the UK and campaign groups have highlighted a number of problems with it. The LGBT Consortium have called for a review of it and the Gender Recognition Act.
2. The language used in the document’s section on gender reassignment especially when talking about a person “completing” their transition.
3. The suggestion within the consultation that an exception should be made to permit discrimination against trans* people to occur in the case of “the provision of communal changing facilities or shared accommodation”.
4. The confusion of the term “sex” with “gender” throughout. Man/woman refers to a person’s gender. Male/female refers to person’s sex.
5. The assumption that there are only two sexes or genders.
Whilst Trans* Jersey encourages you to complete the online survey, we would also like to receive your comments about the States’ proposal regarding gender reassignment discrimination.
We believe that by speaking together as a group of trans* islanders our comments on the consultation will carry more weight.
We therefore invite you to email us with your comments, suggestions, thoughts or concerns at email@example.com
Please let us know whether you would be interested in being involved in any face-to-face discussions with the States as part of a Trans* Jersey group.
All surgery is optional. You should not feel that you have to have surgery to validate your transition from F to M. You should have surgery because you want to have surgery and for no other reason.
This refers to a double mastectomy to remove the female breasts and plastic surgery to build a male chest. The two phases of the operation are done in one procedure under general anaesthetic. Hudson’s Guide has a great section on chest surgery methods and their advantages and disadvantages.
When considering top surgery, manage your expectations. You will have scarring, whichever method you choose, you may need revisions post-surgery, and your final chest is unlikely to look like a natural male chest close up. However, with gym work to improve the tone of your pecs, most post-op transmen would pass on the beach at St Ouen’s.
There are no surgeons available on the island to undertake this procedure so you will need to go to the UK or abroad if you want chest surgery. If you are being treated through the NHS, you will be offered a list of approved surgeons to choose from. If you wish to go privately, you can choose from surgeons in private practice all over the world. However, you will need to research the best person for your needs and your budget.
Do your research. Look at the numerous YouTube videos uploaded by transmen showing pre and post-surgery photos. Compare the pre-op photos with your own body shape. It is no good admiring the chest of a transman who started off as a B cup if you are a D cup! If the post-op results look good to you, send a comment to the transman who posted the video asking who his surgeon was. Most transmen are happy (and flattered) to share this information.
Hysterectomy and oophorectomy
This refers to the removal of the uterus and ovaries respectively. After taking testosterone for a while, some transmen may find that they have to have one or both of these procedures for medical reasons. Hudson’s Guide explains the reasons for this surgery and the surgical options available.
Jersey has the necessary surgeons capable of performing a this surgery through the health service. If you have island health insurance, you may also find that this is the only part of your transition it will cover, especially if you have to have the operation for medical reasons, such as the development of cysts. However, you may wish to go privately in order to choose the surgical method used by your surgeon.
Genital reconstruction surgery (GRS)
The surgery to contruct a penis and testes is the surgery that majority of transmen elect to do without. The results still ask transmen to trade-off sexual function and visual appearance, there can be complications, it is by far the most costly and time-consuming of trans surgeries, and can involve numerous surgical procedures. Details of the various options currently available to transmen can be found on Hudson’s Guide or can be downloaded here (warning: this download contains graphic photographs of operation progress and results).
You will not be surprised to learn that there are no surgeons with the required skills to perform GRS in the island. You are therefore looking at travel costs again and, because of the complexity of the surgery, several trips to the UK or abroad may be needed.
The same advice applies to GRS as for top surgery: manage your expectations and do your research thoroughly.