Abstract:"Are you married?" It is my first day of field placement. I had prepared so carefully by moving the ring my lover gave me to my right hand and leaving my pink triangle earring at home. Dressed in "professional clothes," I knew that I could pass undetected. Now, confronted with this question, how do I respond?
“…Negative attitudes and behaviors of mental health professionals regarding sexual minorities are well documented (Casas, Brady, & Ponterotto, 1983;DeCrescenzo, 1984;Fort, Steiner, & Conrad, 1971;Garfinkle & Morin, 1978;Garnets et al, 1991;Gartrell, Kramer, & Brodie, 1974;Graham, Rawlings, Halpem, & Hermes, 1984;Messing, Schoenberg, & Stephens, 1984;Morin, 1977;NASW National Committee on Gay, Lesbian, and Bisexual Issues, 2000;Riddle & Sang, 1978;Winsniewski & Toomey, 1987). Since sexual minority mental health professionals also experience this kind of discrimination in the workplace (Messinger & Topal, 1997), this phenomenon applies to the supervisory relationship as well (Halpert & Pfaller, 2001).…”
Section: Oppression and Supervisionmentioning
confidence: 99%
“…In this way, through no ill intent, sexual minority clinicians are often supervised by individuals who have developed their own homophobic and heterosexist belief systems (Halpert & Pfaller, 2001). As heterosexual supervisors are not specifically faced with identity management issues in the same ways as their sexual minority supervisees (Messinger & Topal, 1997), the role of such homophobic and heterosexist beliefs complicates the relationship between supervisor and sexual minority supervisee (Buhrke, 1989;Halpert & Pfaller, 2001).…”
Section: Oppression and Supervisionmentioning
confidence: 99%
“…Each of these factors creates significant issues of identity management with which sexual minority clinicians must contend (Satterly, 2004b). Nonsexual minority supervisors, while indeed managing their own identity issues, are often at a loss to understand the ways that these things directly affect sexual minority therapists in their everyday practice (Messinger, 2004;Messinger & Topal, 1997;Pfohl, 2004). Lacking this awareness, non-sexual minority supervisors are handicapped in their capacity to assist sexual minority clinicians to manage the issues of identity and oppression within the therapeutic milieu.…”
Although there are an ever-growing number of sexual minority therapists, many are supervised by heterosexual supervisors who are not knowledgeable about sexual minority issues, which impact the sexual minority therapist and her/his interactions with their clients (Halpert & Pfaller, 2001;Pfohl, 2004). In light of this, the authors designed a qualitative inquiry based in a one-semester sexual minority supervision group. Participants included self-identified sexual minority human service professionals in graduate school. Themes that emerged in the group involved professional and community identities, self-disclosure, organizational culture, and the role of advocacy and fighting oppression. The benefits of such supervision and the subsequent implications of this research will be discussed.
“…Negative attitudes and behaviors of mental health professionals regarding sexual minorities are well documented (Casas, Brady, & Ponterotto, 1983;DeCrescenzo, 1984;Fort, Steiner, & Conrad, 1971;Garfinkle & Morin, 1978;Garnets et al, 1991;Gartrell, Kramer, & Brodie, 1974;Graham, Rawlings, Halpem, & Hermes, 1984;Messing, Schoenberg, & Stephens, 1984;Morin, 1977;NASW National Committee on Gay, Lesbian, and Bisexual Issues, 2000;Riddle & Sang, 1978;Winsniewski & Toomey, 1987). Since sexual minority mental health professionals also experience this kind of discrimination in the workplace (Messinger & Topal, 1997), this phenomenon applies to the supervisory relationship as well (Halpert & Pfaller, 2001).…”
Section: Oppression and Supervisionmentioning
confidence: 99%
“…In this way, through no ill intent, sexual minority clinicians are often supervised by individuals who have developed their own homophobic and heterosexist belief systems (Halpert & Pfaller, 2001). As heterosexual supervisors are not specifically faced with identity management issues in the same ways as their sexual minority supervisees (Messinger & Topal, 1997), the role of such homophobic and heterosexist beliefs complicates the relationship between supervisor and sexual minority supervisee (Buhrke, 1989;Halpert & Pfaller, 2001).…”
Section: Oppression and Supervisionmentioning
confidence: 99%
“…Each of these factors creates significant issues of identity management with which sexual minority clinicians must contend (Satterly, 2004b). Nonsexual minority supervisors, while indeed managing their own identity issues, are often at a loss to understand the ways that these things directly affect sexual minority therapists in their everyday practice (Messinger, 2004;Messinger & Topal, 1997;Pfohl, 2004). Lacking this awareness, non-sexual minority supervisors are handicapped in their capacity to assist sexual minority clinicians to manage the issues of identity and oppression within the therapeutic milieu.…”
Although there are an ever-growing number of sexual minority therapists, many are supervised by heterosexual supervisors who are not knowledgeable about sexual minority issues, which impact the sexual minority therapist and her/his interactions with their clients (Halpert & Pfaller, 2001;Pfohl, 2004). In light of this, the authors designed a qualitative inquiry based in a one-semester sexual minority supervision group. Participants included self-identified sexual minority human service professionals in graduate school. Themes that emerged in the group involved professional and community identities, self-disclosure, organizational culture, and the role of advocacy and fighting oppression. The benefits of such supervision and the subsequent implications of this research will be discussed.
“…Curricular experts remind us that child welfare content is inconsistently incorporated across social work programs (Tracy & Pine, 2000). Unrau and Wehrman (2003) and Morton (2002) describe and debate preferred foundation content, while others recommend the inclusion of specialized content (Messinger & Topal, 1997;Mallon, 1997).…”
The purpose of this three-year research project was to identify the educational and training needs of public child welfare case managers and recommend baccalaureate programs that would best meet those needs. Surveys, focus groups, and content analyses were used to identify the learning needs. The social work curricula were found to contain the most comprehensive match of skill development and theoretical and values content with the learning needs of case managers.
“…Although few studies have discussed the affect of this homophobia specifically on gay and lesbian social work students (e.g., Messinger & Topal, 1997), researchers have studied the impact of hostile contexts on gay men and lesbians in other academic arenas, including as undergraduates (DeSurra & Church, 1994;Waldo, 1998), medical students (Oriel, Madlon-Kay, Govaker, & Mersy, 1996;Risdon, Cook, & Willms, 2000), and law students (Austin, Cain, Mack, Strader, & Vaseleck, 1998). Gay and lesbian students in these studies describe feeling invisible, being mocked, having their opinions and/or personal relationships devalued, having property destroyed, and being physically attacked.…”
SUMMARY This article outlines a variety of structural approaches that together work to interrupt heterosexism and homophobia in social work programs. The approaches offered include policy development, recruitment and hiring practices, and the development of innovative student support services. Program evaluation is suggested as a way to assess program performance and target areas for change. While these strategies are targeted at social work programs, the recommendations in this article are appropriate to most academic disciplines.
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