Trans health and the risks of inappropriate curiosity

BMJ, September 9, 2019

Care providers need to be aware of the damage of inappropriate curiosity when working with people who are transgender, say Adam Shepherd, Benjamin Hanckel, and Andy Guise.

Encountering inappropriate curiosity is a common experience among people who identify as LGBT. This kind of behaviour shouldn’t happen in a healthcare facility, yet recent reports from Stonewall and the government’s Equalities Office confirm that this is a problem in healthcare and that it particularly affects people who are transgender.

What do we mean when we say that a healthcare provider is showing “inappropriate curiosity?” Researchers provided insight into what this is in a study where they describe trans participants being asked intrusive questions about their personal lives and being subjected to invasive physical examinations. Participants felt that these were irrelevant to why they had sought out medical care, and that their only purpose was to satisfy the personal interest of the healthcare practitioner. Imagine, for example, going to your GP for a chronic cough and being asked what genitals you have, or going for a foot X-ray and the radiographer making comments about your breasts.

STIs among transgender men and women attending Australian sexual health clinics

Med J Aust. 2019 Aug 29. doi: 10.5694/mja2.50322. [Epub ahead of print]

Abstract

Objectives

To estimate rates of HIV infection, chlamydia, gonorrhoea, and infectious syphilis in transgender men and women in Australia; to compare these rates with those for cisgender people.

Design

Cross‐sectional, comparative analysis of de‐identified health data.

Setting, participants

We analysed data for 1260 transgender people (404 men, 492 women, 364 unrecorded gender), 78 108 cisgender gay and bisexual men, and 309 740 cisgender heterosexual people who attended 46 sexual health clinics across Australia during 2010–2017.

Main outcome measures

First‐visit test positivity for sexually transmitted infections (STIs), stratified by patient group and year; demographic and behavioural factors associated with having STIs.

Results

14 of 233 transgender men (6.0%) and 34 of 326 transgender women (10%) tested during first clinic visits were chlamydia‐positive; nine transgender men (4%) and 28 transgender women (8.6%) were gonorrhoea‐positive. One of 210 tested transgender men (0.5%) and ten of 324 tested transgender women (3.1%) were diagnosed with infectious syphilis; 14 transgender men (3.5%) and 28 transgender women (5.7%) were HIV‐positive at their first visit. The only significant change in prevalence of an STI among transgender patients during the study period was the increased rate of gonorrhoea among transgender women (from 3.1% to 9.8%). Compared with cisgender gay and bisexual men, transgender men were less likely (adjusted odds ratio [aOR], 0.46; 95% CI, 0.29–0.71; P = 0.001) and transgender women as likely (aOR, 0.98; 95% CI, 0.73–1.32; P = 0.92) to be diagnosed with a bacterial STI; compared with heterosexual patients, transgender men were as likely (aOR, 0.72; 95% CI, 0.46–1.13; P = 0.16) and transgender women more likely (aOR, 1.56; 95% CI, 1.16–2.10; P = 0.003) to receive a first‐visit bacterial STI diagnosis.

Conclusions

The epidemiology of STIs in transgender people attending Australian sexual health clinics differs from that of cisgender patients. Gender details must be captured by health data systems to facilitate appropriate delivery of sexual health care.

Free legal resources for young trans & gender diverse people

Justice Connect, 2019

Justice Connect have released a suite of free legal resources for young trans & gender diverse people and their families. These are available state by state to make it easier to understand the different legalities between each state and territory.

He, she, or … ? Gender-neutral pronouns reduce biases – study

The Guardian, Tue 6 Aug 2019 

A new study has found that using a gender-neutral pronoun reduces mental biases that favour men, and boosts positive feelings towards women and LGBT people.

The finding marks an easy win, the researchers believe, and shows how a minor change in language can help chip away at long-standing gender inequities.

 

Second HOW2 course announced for 2019

SHINE SA, July 2019

Our first course filled up, and as a result we are pleased to announce a second HOW2 course for this year! The HOW2 CREATE LGBTI INCLUSIVE SERVICES training program is an in-depth, practical program which helps organisations reach their inclusivity goals and potentially achieve accreditation as an inclusive service.

Delivered over 4 separate days, interspersed with time to implement practical improvements to your workplace’s inclusivity, this program will provide immediate benefits to your organisation.

The program is based on a set of 6 national standards developed by Gay and Lesbian Health Victoria (GLHV), in conjunction with QIP (Quality, Innovation & Performance), known as Rainbow Tick Accreditation. SHINE SA was the first South Australian organisation to be awarded Rainbow Tick accreditation for LGBTI inclusive practice and is proud to support other organisations to create safer and more inclusive workplaces and services.

**If you are a not-for-profit or community youth-focused service you may qualify for the Department of Human Services Training subsidy.

DATES (Participants are required to attend all 4 sessions):

First session: Friday 4 October 2019
Second session: Friday 8 November 2019
Third session: Friday 13 December 2019
Final session: Friday 31 January 2020

TIME: 9:30am – 2:30pm

WHERE: SHINE SA @ Woodville

 

 

 

 

 

Transgender Visibility Matters in the Workplace (SHINE SA media release)

SHINE SA, 27th March 2019

SHINE SA Media Release

International Transgender Day of Visibility on 31 March is a day we acknowledge each year to celebrate transgender and gender diverse people around the globe, their courage and accomplishments.

The term ‘transgender’ refers to a person whose gender identity or expression is different from their assigned sex. Trans people experience significant harassment, discrimination and violence and may also face difficulties gaining employment.

It is important that organisations and individuals take steps to encourage inclusivity and diversity. Research by the Diversity Council Australia found that LGBTIQA+ employees in organisations that were highly LGBTIQA+ inclusive were twice as likely as employees in non-inclusive cultures to innovate, and 28% more likely to provide excellent customer/client service.

SHINE SA was the first organisation in SA to achieve Rainbow Tick Accreditation, which ensures all systems and processes are in place for an inclusive culture and operation.

Natasha Miliotis SHINE SA’s Chief Executive said:

“We were surprised at how much our whole organisation developed from Rainbow Tick Accreditation. Improving our capacity to be inclusive and to support diversity benefited everyone – staff, clients, stakeholders and our organisational culture as a whole. It’s made us more flexible, more able to respond to the needs of others. It has also made us better at designing and delivering services to support Trans people: whether that’s STI testing, contraception advice, cervical screening, counselling support or providing inclusive education to doctors, nurses and teachers or providing information to the community.”

Zac Cannell, SHINE SA Sexual Health Counsellor, and Co-Founder and Co-Facilitator of TransMascSA writes:

“I self-identify as a transgender man. My lived experience of gender diversity is an important factor to me in my profession, my community advocacy, as well as my social connectivity. I knew when I transitioned that there were many hurdles ahead of me, one of which was employment. As a visible transgender person I sadly knew my options for employment would be limited, and I knew I faced potential discrimination. My colleagues, and the SHINE SA management team, don’t just talk about inclusivity, they live it and champion it. This has gone a long way to helping build my resilience and confidence as an individual, as a professional, and as a SHINE SA team member. It also shows the community the value of leadership in facilitating visible diversity and the positive impact it has.”

SHINE SA offers a Gender Wellbeing Service which is a free counselling and peer support service for people who are questioning their gender or who identify as Trans or Gender Diverse in the Metropolitan Adelaide area. For more information click here. 

SHINE SA also offers education opportunities for individuals and organisations that want to encourage and support diversity. For more information on SHINE SA’s workforce development click here. 

To learn more about why inclusion and diversity matters watch this clip.

For further information contact Tracey Hutt, Director Workforce Education and Development on tracey.hutt@shinesa.org.au or 0434 937 036.