The Holy Bible clearly states that God only created a man and a woman. Deutoronomy 22:5 specifically forbids transitioning from one gender to another: "A woman shall not wear a man's garment, nor shall a man put on a woman's cloak, for whoever does these things is an abomination to the Lord your God."
Unfortunately, this biblical principle is facing a great challenge in the United States. For instance, more and more companies are providing health insurance benefits for employees who want to undergo sex reassignment.
In survey conducted by the Human Rights Campaign covering 780 American companies, 415 firms were found to cover procedures related to sex reassignment, including hormone therapy and sex-reassignment surgeries.
This figure is more than double the number of companies covering such health benefits in 2012, and a significant increase from the just 49 companies recorded by Human Rights Campaign in 2009.
The list of companies which provide health insurance benefits for sex reassignment include major ones, such as Facebook Inc., Netflix Inc., and Tesla Motors Inc.
James Baron, a professor who studies human resources at the Yale School of Management, said more and more American companies are providing this kind of health benefit in the name of equality.
"It becomes a bit of a rat race as to who can out-commit whom. Committing to this form of equality allows a company to put another arrow in its quiver without terribly profound cost implications," Baron said.
David Mayer, a University of Michigan business professor who studies workplace diversity, sees even more companies supporting their employees who want to undergo sex reassignment through health insurance benefits.
"Other companies feel they should and need to offer similar benefits," he said.
Wal-Mart Inc., the world's biggest retailer, already said it may consider sex reassignment health benefits to its employees soon. Wal-Mart spokesman Randy Hargrove said even now, the company is already giving same-sex partner benefits, and implementing gender identity policies.