Job vacancy at SHINE SA: Mental Health Clinician / Team Leader, Gender Wellbeing Service

SHINE SA, August 2020

Mental Health Clinician and Team Leader – Gender Wellbeing Service

  • PO3 Level (hourly rate of $44.29 – $46.97 based on experience), Part-time (0.5 FTE)
  • Fixed-term contract to 30 June 2021 with possibility of extension
  • Excellent Salary Sacrificing Scheme

SHINE SA is a leading not-for-profit provider of primary care services and education for sexual and relationship wellbeing. We work in partnership with government, health, education and community agencies, and communities to improve the sexual and reproductive health and relationship well-being of the community. We have an opportunity for a Mental Health Clinician (see Job and Person Specification for the appropriate qualifications) to lead the Gender Wellbeing Service, based in the CBD at our Hyde Street site.

In this role you will provide psychological therapies for gender questioning, trans and gender diverse people in the metropolitan area of Adelaide with mild to moderate mental health concerns.  You will work closely with the Intake and Peer Support Coordinator and Administrative Support worker in the team and have responsibility for overseeing a lived-experience peer support program for volunteers.

This is will be a challenging and rewarding role for the right person, offering a competitive salary and the ability to salary package under the generous conditions available only to not-for-profit organisations.

If you are interested in this role, you are required to address the essential minimum requirements as outlined in the Job and Person Specification available on our SHINE SA web site at the link below.

  • Find out more or apply here: 

Mental Health Clinician and Team Leader – Gender Wellbeing Service

Life satisfaction and mental health among transgender students

Life satisfaction and mental health among transgender students in Norway

Anderssen, N., Sivertsen, B., Lønning, K.J. et al.

BMC Public Health 20, 138 (2020)

Background

Social attitudes to transgender persons and other gender minorities vary around the world, and in many cultures, prejudices and social stigma are common. Consequently, transgender persons face challenges related to discrimination and negative attitudes among the public. The purpose of this study was to compare life satisfaction, loneliness, mental health, and suicidal behavior among transgender students with cisgender students’ experiences in a nationwide sample of Norwegian students pursuing higher education.

Methods

In total,50,054 full-time Norwegian students completed an online questionnaire (response rate 30.8%), of whom 15,399 were cisgender males, 34,437 cisgender females, 28 individuals who reported being binary transgender (12 transwomen and 16 transmen), and 69 individuals non-binary transgender persons. The measures included questions concerning gender identity, life satisfaction (Satisfaction With Life Scale), loneliness (The Three-Item Loneliness Scale), mental health problems (Hopkins Symptoms Check List), mental disorders, and suicidal ideation, suicidal behavior, and self-harm. Chi-square tests, Independent-Samples Kruskal-Wallis tests, and logistic regression analyses were used to examine differences between gender identities.

Results

Transgender students reported significantly more psychosocial burdens on all measures. There were no significant differences in any of the measures between the binary and non-binary transgender students.

Conclusion

The findings call for increased awareness about welfare and health for transgender students in Norway. Higher education institutions need to consider measures at various levels to establish a learning environment that is more inclusive for gender minorities.

Trans @ Work: a guide for trans employees, their employers, and colleagues

Queensland Human Rights Commission, 2019

This information is for trans and gender diverse employees, their employers, managers and colleagues who are seeking guidance on issues associated with transitioning at work.

The guidelines suggest ways to:

  • work together the achieve a successful transition in the workplace;
  • address pre-employment issues; and
  • provide ongoing support to trans employees.

Why is a trans inclusive workplace important?

For the employee:

  • staying in employment;
  • maintaining self-respect;
  • having financial security.

For the employer:

  • improving staff satisfaction and retention through modern, inclusive workplace policies;
  • enhancing public image of the organisation;
  • reaching new client groups;
  • improving teamwork and increasing productivity;
  • complying with state and federal discrimination legislation

The document also contains some real-life stories.

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.

2019 Community Survey Results from The South Australian Rainbow Advocacy Alliance (SARAA)

SARAA, 1 April 2019

The South Australian Rainbow Advocacy Alliance (SARAA) has analysed the results of their community survey and compiled them into a summary.

Some key findings:

  • Only 60% of respondents felt comfortable disclosing their gender and/or their
    sexual orientation when accessing services.
  • When accessing services, 37.7% of respondents felt that they didn’t receive
    sufficient and meaningful information to inform decision making.
  • 64% felt that the current level of LGBTIQ+ specific services did not
    adequately meet their needs.
  • This includes a lack of services and supports to rural and remote
    communities, a lack of services and supports for older LGBTIQ+ people
    and cuts to vital services for LGBTIQ+ people.
  • More support for trans people to access necessary medical services.