Protection from Coworker Harassment/Discrimination

Protection from Coworker Harassment/Discrimination

Author: Ewan Wolff, PhD, DVM, DACVIM
Review: Mia Cary, DVM

From the GIBOR: “It should be the responsibility of the veterinary profession and the employer/institution to commit to identify and reduce learning space/workplace/workspace harassment and discrimination of any type.”

Importance

While much of the other rights have leaned into the space of harassment and discrimination, many of these points have centered around microaggressions and macroaggressions that may not be recognized by others as such. Harassment can be the consequence of unchecked microaggressions, however it can also be a willful harrying of an individual. Discrimination separates out an individual on the basis of identity/identities for negative action, and the more lenses of identity an individual has, the more exposure to discrimination is possible which disproportionately affects queer people of color.

Historic Precedence

Within the veterinary profession there were extensive efforts around diversity, equity, and inclusion prior to 2020, however subsequent to the murder of George Floyd the profession redoubled efforts to address discrimination within the profession. The most notable examples of this were the WakeUpVetmed Campaign (https://mcvma.org/wake-up-vet-med/) and the formation of the AVMA/AAVMC joint commission. DEI training programs that addressed discrimination existed prior to this time, including safe zone training (https://thesafezoneproject.com/). In 2021, the AVMA Brave Space program provided a scope of anti-racism, anti-harassment, and anti-LGBTQ+ discrimination training meant to improve practice climate. No specific callout against gender diverse discrimination from coworkers has had broad acceptance in the field previously.

Legal Precedence

The primary intact national legal precedent against coworker discrimination and harassment is the 2020 Bostok v. Clayton County Supreme Court ruling. Other protections may exist at a state and local level or by organizational/business policy.

Potential Impacts of Harm

• Harassment and discrimination have a direct impact on mental health. Given that the profession has a significant issue with depression and suicidal ideation, this may make individuals more susceptible.
• Learning environments are directly affected making them hostile to gender diverse individuals.
• Recruitment is limited by discrimination that is weighted against BIPOC individuals in particular. Pipeline creation is limited if it is directly evident that transgender, non-binary, and gender non-conforming people are not welcome.
• Retainment in the profession – people who are harmed may leave the profession.
• Bias contagion is a distinct concern if discrimination continues to be unchecked in an environment regardless of overlying intentions. (https://manoa.hawaii.edu/isplab/wp-content/uploads/2015/07/Weisbuch-Pauker-2011.pdf)
• Psychological safety is not possible in an environment in which fellow workers are not only unsupportive but willfully unwelcoming and discriminatory.

Individual Action

• If you see something, say something. If you feel safe to do so, intervene in the moment with the individual causing harm and with those empowered to address issues organizationally.
• If you are told that you are causing harm, listen and take steps to learn from your mistakes.
• Listen to gender diverse people about their concerns.
• Take steps to educate yourself and others about implicit bias, microaggressions, macroaggressions, and discrimination against gender diverse people. PrideVMC has continual content around this subject matter as does Journey for Teams, Blend, the AVMA Brave Space program, and others.
• Consider taking time to reflect on internalized transphobia. The documentary “Disclosure” on Netflix is a good film to watch about damaging stereotypes and treatment of gender diverse people. (https://www.disclosurethemovie.com/)

Steps for Implementation

• Enact a zero tolerance policy for coworker harassment and discrimination of protected LGBTQ+ employees.
• Dedicate the workplace to continual anti-racist efforts.
• Solicit concerns from gender diverse employees about the work climate.
• Educate employees on the gender diverse community and break the cycle of bias.
• Continually check in and work on overall improvements.

Consequences of Violation

• Harassment and discrimination have national, state, and municipal legal consequences.
• Beyond these legal ramifications, organizations should develop policies that work to hold individuals accountable for this behavior in a disciplinary and restorative justice framework.
• In some organizations, audits of past decision making may be very important to community healing and progress.