Barriers that hinder LGBTQI+ persons from accessing social services (Reading)

LGBTQI+ clients may feel there are some barriers on the part of social services that may discourage them from using such a service. The most common claims or facts that may pose such barriers for LGBTQI+ persons may be as follows.

Lack of experience with LGBTQI+ persons, lack of knowledge in the field of gender identity and sexual orientation

In some cases, social service providers are unfamiliar of or have little experience with the specific needs of LGBTQI+ clients. In addition to this low level of awareness, there are many myths and falsehoods circulating among the public about LGBTQI+ persons.

To increase the accessibility of social services for LGBTQI+ clients, it is necessary to raise awareness of these topics among social service providers.

“We do not want to offend the other users of social services.”

A frequent remark in discussions about the need to provide services to LGBTQI+ persons is that the other service users will feel uncomfortable. Out of concern about the reactions of other clients, for example, some retirement homes are unwilling to offer a shared couple’s room to elderly same-sex partners.

“We are open to everybody, treating everyone the same. Differences are beside the point here.”

When providing social services, various needs and experiences of their users must be considered. Treating everyone the same, regardless of diversity, suggests that a social service disregards individual differences, needs and experiences.

“There is no discrimination based on sexual orientation or gender identity here.”

Some social service providers claim that LGBTQI+ persons are not subject to any discrimination because the legislation offers protection against it. However, that is not exactly true. Open or covert forms of homophobia and transphobia persist in society.

For example, situations may still arise where an employer finds out that their employee is a gay (lesbian, trans) and so starts seeking the ways to get rid of an employee. The only problem is that the employer cannot admit frankly that the reason for dismissing an employee is their sexual orientation or gender identity.