Stigma & Employment Discrimination

Portland OR | May 5, 2016

stig·ma
ˈstiɡ-mə/
noun
A mark of disgrace associated with a particular circumstance, quality, or person. “the stigma of mental disorder”.  Synonyms: shame, disgrace, dishonor, ignominy, opprobrium, humiliation, (bad)

For the folks in Bridges to Work, CAP’s Employment Program, dealing with employment-related stigma is a reality. It is no new fact that both trans individuals and those living with HIV/AIDS are fighting an uphill battle with every step in the journey towards employment. As The Center for HIV Law and Policy writes, “HIV-related stigma is among the most formidable obstacles for people living with HIV and their advocates… it creates very real obstacles for people with HIV in obtaining treatment, housing, education, and employment, all of which are essential to their health.” HIV-related stigma works against individuals looking to increase their confidence, engage or re-engage in the workforce, and improve wellbeing.

For folks who are transgender, research proves an equally difficult struggle against stigma. A study published by the Psychology of Sexual Orientation and Gender Diversity, Vol 1(2), June 2014, 146-158, states “Stigma toward transgender individuals (i.e., transphobia) poses significant barriers to employment and other areas of functioning. Transgender individuals with a history of mental health concerns may encounter double stigma.” The National Transgender Discrimination Study, published by The National LGBTQ Task Force and the National Center for Transgender Equality reports that 90% of trans individuals have experienced harassment or discrimination on the job. Even more so, in the Positively Trans study of 2016, trans and gender nonconforming people living with HIV in the US stated employment discrimination as the second of their top 5 health concerns, only behind HIV-related discrimination.

I have the privilege of working with individuals who have seen the underbelly of our culture and continue to experience work-related discrimination based on their HIV status and/or their gender. Each week in Job Club, we support each other through the hard parts of looking for a job and encourage each other for the week ahead.

The American Psychological Association defines resilience as “the process of adapting well in the face of adversity, trauma, tragedy, threats or significant sources of stress — such as family and relationship problems, serious health problems or workplace and financial stressors.” The individuals, who I have the honor of working with daily, are quintessentially resilient. They are endlessly inspiring and brave in the face of employment-related stigma and discrimination. Bridges to Work is invested in the act of working with individuals towards their goal of employment. The statistics are reminders that our work is not done, in fact it has just begun.

By Effie Stansbery