Protection from Client Harassment/Discrimination

Protection from Client 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, when feasible and allowable, to shield the transgender, non-binary, or gender non-conforming individual from prejudice and harassment by clients in a similar manner to the way in which other marginalized individuals are protected.”

Importance

As stated in the previous protection, 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. Client harassment is its own entity that may begin with comments about gender expression, refusal to use pronouns properly, and other microaggressions focused around professionalism and skill. BIPOC identity compounds the impact of this harassment.

Client communication as a gender diverse person is fraught with challenges. It can be a half-hourly or hourly exercise in defending identity and dignity or in the case of client services it can be constant. For some this does not end. Discrimination by clients includes this type of behavior, complaints to supervisors, interference with the conduct of business, discouragement of future clients, threats, and even potentially violence. Despite all of this, our livelihoods depend on clients in so much of the profession and there can be a reluctance to intervene.

Historic Precedence

The veterinary field has recognized and is working to address cyber bullying, sexual harassment, and mistreatment of students and trainees. There is much work left to do in these areas. Since the formation of the initial veterinary LGBTQ+ group in veterinary medicine in the 1970’s and with societal shifts, there has been more awareness and acceptance of gay, lesbian and bisexual individuals in the workplace. Acceptance for gender diverse veterinary professionals is still very much a work in progress with more workplaces emphasizing welcoming facilities, pronoun use, gender neutral restrooms, better policies around dress codes, education of employees, and engagement with the community. While this may help to create the foundations of a better client facing environment, the public at large who come for veterinary services remain a daily unknown entity. Given the shift further toward anti-LGBTQ+ sentiment, especially against the gender diverse community in the last seven years, it is incumbent on practices to be ready to support transgender, non-binary, and gender non-conforming employees.

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.

Due to the current shifting landscape, please stay abreast of the latest information by engaging with organizations such as Transgender Law Center and independent journalists such as Erin Reed.

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. There are many examples of veterinary staff being pushed to the point of self harm by this sort of behavior.
• Retention in the profession is directly affected by the support provided to those who are on the receiving end of discriminatory client behavior particularly when it is focused on their identity(s).
• Gender diverse people who are not supported through client harassment and discrimination at work will be less likely to see it as a safe place to be out.
  Other clients can see what is tolerated and many of them may be gender diverse. The acceptance of mistreatment of one individual can affect many people.

Individual Action

• If a client is engaging in harassment or discrimination towards you or a coworker, say something to your management.
• If safe and feasible, if you notice this sort of behavior towards a coworker, address it directly to the client.
• We live in a time of heightened societal tension. If someone is being harassing or discriminatory, consider de-escalation if tension is building.
• Violent behavior or behavior bordering on violence should never be tolerated.
• If a client is willfully engaging in harassment or discrimination then that is creating an unsafe environment and this is not a client who should be retained.
• Have a safety plan in place and numbers to call in the event of an emergency.

Steps for Implementation

• Enact a zero tolerance policy for client harassment and discrimination of LGBTQ+ employees.
• Dedicate the workplace to continual anti-racist efforts that are apparent to outside observers and clients.
• Solicit concerns from gender diverse employees about client interactions.
• Educate employees on the gender diverse community and how to help intervene in client harassment and discrimination.
• 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 clients accountable for this behavior by intervention and dismissal.
• A general accounting of ongoing harassment and discrimination by clients should be made and efforts to change the circumstances around these events should be made.