LGBTQ Safe Spaces for Service Provider _Webinar_.pptx by pptfiles


									LGBTQ Safe Spaces for Service
    Provider (Webinar)

              B.J. Caldwell,
We dream of a time and place
 where everyone is free to
   live healthy, vital lives.

             Hep C                                     Education
            Outreach                                    Program

Supportiv                                                           Positive
e Housing                                                          Prevention

   African /                                                  Harm
   Caribbean                                                Reduction/
   Strategy                                                  Outreach
    Worker                                                   Program

• Introductions / Guidelines
• Review
• Definitions
• Why is it important?
• LGBTQ Through the Lifespan, Compounding
• Workplace Assessment
• Creating a safe space
    –   Environment
    –   Forms/Intake
    –   Policies/Personnel
    –   Resources
• Local Resources, Online Resources, Closing, Eval,
     Webinar Guidelines

• Please use the chat box to ask questions and
  to answer questions we ask you (Ask
  questions anytime!)
• If you are having audio issues, let us know. We
  do have a teleconference audio option for
• Safe Space
• Respect yourself and each other
    Getting to know you

• Poll Questions

• Language
• Attitudes

• What is a safe space?
  Definition of Safe Space

• Working definition, Work in progress
 • A Safe Space is the environmental product of
   a conscious set of decisions and actions taken
    by individuals to promote equality, fairness,
        non-violence, and affirmation of the
      unconditional value of all peoples where
    LGBTQ persons are free to grow, thrive, and
         express their individual identities
Why else are LGBTQ Safe Spaces
 • Reasons to have an LGBTQ culturally
   competent workplace:
   – Improve recruitment and retention of employees
     and volunteers, clients
   – Better employees
   – Increased Productivity
   – Positive Impact on LGBT Employees, Clients,
   – It’s just the fair thing to do….and of course there
     is the law…
          Video Links

• OCASI Mother
• OCASI Student
• ******
LGBTQ Through the Lifespan

• Newborn through Senior
• Differing needs
• Compounding Effects of
  Marginalization/Oppression through lifespan
  – Syndemics
                                        Contextual Stressors: Socioeconomic, Racial/Ethnic Family of Origin (Abuse, Parental
                                                                Psychopathology/Substance Abuse)
                                            General Stressors of Urban Life: Higher Costs of Living, Relative Anonymity

        Gay Identity Development

First Awareness of Same Sex Sexual
                                                             Access to Minority Weaknesses
Attraction-Wonder if I’m Gay-First Same
Gender Sexual Activity-Decide I’m Gay-
                                                             • Continued Sexual
Disclosure of Being Gay to Others                              Shaming/Silence
                                                             • Stress of Being Openly Gay                  Development of a
                                                               in a Heterosexual Context
                                                             • Social Disconnect
                                                                                                            Health Problem
 Development of Internalized Homophobia                      • Increased Target for Abuse

                                                                                                                                                         HIV VULNERABILITY
                                                             • High Background Prevalence
• Devalue Other Gay Males Hide                                 Rates of Substance Abuse,
  Self /Monitor Behaviors                                      Violence, MH Problems,

• Withdrawal from Active Social Life                           STDs, and HIV
• Assume Marginalized Group Identity
• Overachieve
• Disassociate (e.g. During Sex Play)
                                                              Access to Minority Strengths
            Protogay Social Skills
                                                           Increased Opportunity for:                          Violence
                                                             • Social Bonding                                Victimization
• Ambivalent Attachment to Mainstream
   Social Cliques                                            • Sense of Community
• Possible Delayed Identity Attachment to                    • Romantic Partners
   Any Social Clique                                         • Healthy Sense of                              HIV Sexual Risk
• Possible Attachment to Non-                                   Being Male                                      Behavior
   Mainstream Social Cliques                                 • Healthy Sense of
• Possible Development of Ability to                            Being Gay
  Thrive in Adversity                                        • Economic
• Possible Development of Vulnerability
  to Psychosocial Health Problems

                      Masculine Socialization Stress: Shaming and Other Punishment of Gay Males for Failing to Achieve Masculine Ideals
       Cultural Homophobia: Cultural Norms and Institutional Policies that Discriminate Against Gay Men (e.g. Marriage, Adoption, Tax Laws, Military Service,
                                                             “Glass Ceiling” in Professional Settings)
LGBTQ Compounding Oppression


   (Rural v                     Religion

      Class                    Gender
Workplace Assessment Tool
•   Refer to document: Workplace Assessment Tool
•   Governance
•   Administration
•   Staff Recruitment/Retention/Training
•   Dealing with incidents of homo/bi/trans phobia and
•   Communication
•   Community Relations and Health Promotion
•   Service Delivery – Confidentiality, Intake, Assessment
•   Physical Environment
•   Organizational Culture
    Safe Space Scenarios

• Refer to document (Safe Space Scenarios)
       Creating Safe Space

•   Environment
•   Forms/Intake
•   Policies / Personnel
•   Resources
•   Training / Education for Staff, Volunteers

• Physical Space
  – Location, signage, confidentiality
• Accessibility
  – Easy to access by bus/walking, wheelchair
• Gender-neutral bathrooms
• Art, Posters, Media (books, mags,films),
  Pamphlets, and other literature

• First Impression
• Confidentiality
• Demographic Info
  – Do I belong here?
  – Is it safe here?
  – Am I represented?
• Asking the Right Questions 2 (ARQ2)
  – Share the document,
      Policies /Personnel

• How diverse would you consider your
• Diversity and Employment Equity
• Advertising and Recruitment
• Hiring (Interviewing, Orientation, Training,
• Bereavement Leave
• Statement on Diversity

• One of the most important parts of being a
  Safe Space organization/ally is knowing
  accurate and appropriate referrals
• Having pamphlets on a variety of LGBT related
  services, issues, community groups, web-
• Always, if possible, check in on all referrals
  you make
     Training / Education

• Safe Spaces are always a work in progress
• Include training for all current employees,
  volunteers, staff (and core training for new
• Find easy ways to engage the staff; small
  lunch time discussions, guest speakers,
• Evaluate
      The ‘T’ is NOT silent
• Challenges for Trans Individuals
• As with other GLBTTQ individuals, outing is a huge
  issue for trans individuals because they want to
  come out themselves, in their own time and in their
  own way.
• In smaller communities, word travels fast, and if an
  individual is not ready to be known in the community
  as a trans individual, it can create serious issues of
  personal safety and comfortability.
• Invisibility is also an issue for trans individuals
  because someone may choose not to define
  themselves, or define themselves by joining the
  GLBTTQ community.
      The ‘T’ is NOT silent
• Support within the GLBTTQ community varies,
  but backlash over being seen as a straight
  person in the GLBTTQ community can be
  difficult; some trans people do not identify as
  homosexual because that is a separate issue
  from being trans.
• Transitioning (e.g. sex reassignment surgery
  and hormone therapy) is usually only for the
  privileged because of the enormous costs /
  barriers associated with it.
        Embracing the ‘T’
• Suggestions for your safe spaces initiative
• Be respectful of a trans person’s choices around
  visibility. If you meet someone in public, do not
  assume that they want to be associated with your
  Safe Spaces initiative.
• Ensure that your initiative is TRULY trans-welcoming.
  Be aware of the differences between trans and
  intersex people and gay, lesbian or bisexual people,
  and ensure that you have separate time to meet
  with trans people, as they may not wish to be a part
  of a GLB group.
       Embracing the ‘T’

• Seek out local doctors and counsellors who
  are sensitive to trans health issues for both
  basic health care and trans-specific issues (e.g.
  hormone therapy and sex reassignment
  surgery). If there are no local services available,
  be certain of other places a trans individual
  can go to get the assistance they need.
The responsibility of the sticker

  • What does it mean when you display a
    positive sticker/button/poster?
  • What are some good places to put them, and
    some not so good places?
  • Refer to Activity document
               Final Tips

•   Critical Mass
•   Champions
•   Board/Admin involvement
•   Awareness is the first step
    – “Familiarity is the gateway drug to empathy”
• Patience, Persistence, and Positivity
• Tip sheets
      Online Resources

• (local resources)
• (pamphlets,
LGBTQ Webinars – Spread the

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