Tolerating Transphobia in Substance Abuse Counseling: Perceptions of Trainees

Abstract

Organizational tolerance for discrimination against people who identify as transgender is a significant social justice issue affecting all organizations, including substance abuse counseling and human services organizations. Substance abuse counseling and human services organizations promote inclusive practices with people of various gender identities and expressions, yet there may be organizational climate factors that challenge inclusive practice. This exploratory study sought to address that gap by examining perceived organizational tolerance for transphobia within a cross-sectional sample of substance abuse counselor trainees completing an internship in the state of Texas. Overall, counselor trainees reported low tolerance of transphobia within their organizations. Yet, the sample offered insights concerning how people with nonbinary gender identity and expression may be otherwise ostracized within their substance abuse counseling and human services organizations. Discussion about how these experiences can influence practice, policy, education, and research in the substance abuse counseling and human services fields is presented for further consideration.

Organizational culture, diversity, and employees’ health in social/human services: A systematic review

“…When employees are meaningfully represented, their social identity is celebrated and valued, and a climate of inclusion is fostered, resulting in their improved emotional commitment and in increased organizational outcomes (Li et al, 2019). Creating a positive, trusting, and respectful workplace environment is essential for employees to flourish (Gates & Sniatecki, 2016).…”

“…Not all individuals identify with a binary concept of sex, gender, and/or orientation. Transgender employees in social/human services organizations, despite legal protection, are subjected to discrimination and stigma, exclusion, harassment, and pay inequality, coupled with organization tolerance to bullying and other negatives practices towards them (Gates & Sniatecki, 2016). Another example is the overt hostility, invisibility, interpersonal discomfort, and pressure to "cover" one's sexuality often experienced by LGBTQ2+ workers (Bilimoria & Stewart, 2009, p. 90-95).…”

“…Employees also experience discrimination, workplace harassment and bullying, if someone perceives them to be a member of the LGBTQ2+ community (McCalla, 2015;Gates & Sniatecki, 2016).…”

“…Similarly, sexual minority employees experience adverse career consequences, including discrimination in hiring, tenure and promotion, exclusion from professional networks, and devaluation at work. For example, some employees reported not securing a job or promotion at work because they identified as gay (Bilimoria & Stewart, 2009), and transgender employees reported being overlooked in hiring, fired, or denied a promotion (Gates & Sniatecki, 2016).…”

“…Finally, it is important to note that bilingual professionals also expressed feelings of anxiety and inferiority about providing service delivery in their second language, yet they were expected to perform at a high level in both spoken languages (Drolet et al, 2014). Negative work interactions and weak peer relationships also had a negative impact on employees, as they were unhappy and dissatisfied with their job, and brought this into their personal life, at home with their partner, family, and community (Gates & Sniatecki, 2016). Hence, these marginalized employees experienced isolation and exclusion, negatively impacting their well-being and safety in the workplace (Collins, 2013).…”