Queer ethics and fostering positive mindsets toward non-binary gender,genderqueer, and gender ambiguity

Abstract

Background: Alongside the growth in visibility of gender identities and presentations such as genderqueer, non-binary and gender neutral, there is ridicule and backlash in wider culture, as well as more subtle invisibility and misgendering. While there exists social psychology research about negative and positive attitudes to trans people, this is restricted to those whose gender identity is at odds with their sex assigned at birth, and who identify with binary gender. Social psychology has extended to the more subtle workings of transphobia, but there is little consideration of the distinctiveness of attitudes and responses to those whose genders cannot be attributed in binary ways, and thus how these may be challenged.

Methods: In keeping with the methods of social theory, this article brings together a diverse and complementary range of conceptual fields in new ways to diagnose a novel cause and solution to these negative attitudes. Using queer theory, feminist ethics, and empirical studies in post-tolerance sociology and social psychology, it argues that negative social responses to genderqueerness stem not only from overt prejudice in the form of transphobia but from binary genderism, the conviction that there are only two genders.

Results and conclusion: This article proposes fostering greater diversity-literacy and empathy for difference as a more effective approach than minority identity-based ‘prejudice reduction’ approaches. A norm-critical approach to deconstructing gender norms is proposed, thus fostering positive attitudes to genderqueerness. It is therefore demonstrated how best to foster enabling social contexts for genderqueerness, with positive implications for the physical and social health and wellbeing of gender variant people. This approach can be applied in organizations, institutions, and by service providers who interact with genderqueer individuals, in that it can inform a shift to approaching diversity positively in ways that are not restricted to pre-determined and binary identity categories.     

Self-dehumanisation in severe alcohol use disorder: Links with self-stigma and environmental satisfaction

Metadehumanisation (i.e., the perception of being considered as less than human by others) is proposed to be widespread in stigmatised populations, such as people with severe alcohol use disorder (SAUD). However, the relations between metadehumanisation, self-dehumanisation (i.e., the self-perception of being less than human), and stigmatisation (i.e., the negative taint applied to some groups) remain unexplored. The aim of this research is thus to investigate the relations between these processes. Metadehumanisation, self-dehumanisation, self-stigma (and its subdimensions) and environmental satisfaction were assessed in 120 inpatients with SAUD and analysed in a mediational model. Stigma awareness was positively associated with metadehumanisation, whereas environmental satisfaction was negatively associated with metadehumanisation. Stigma's application to the self was associated with increased self-dehumanisation. Self-stigma and self-dehumanisation are closely intertwined phenomena. Self-dehumanisation seems to follow a multi-step process suggesting that some steps, such as dehumanisation awareness, are missing from current models of dehumanisation.     

Long-delay and selective association in food aversion learning: The role of cue location

Cue location has been an uncontrolled variable in food-aversion studies. While tastes are always attributes of the ingested object, visual, auditory and olfactory cues are often attributes of the food container or are located elsewhere in the conditioning chamber. A review of experimental studies indicates that cues which are attributes of the ingested object are almost invariably associated with both immediate and delayed illness, regardless of the sense modality of the cue and of the animal species involved. Cues which are attributes of the food container or conditioning chamber are associated with immediate but not delayed illness, again regardless of the sense modality and animal subject. Within the limits of present evidence, the same effects of cue location appear to occur when shock is the reinforcer. It is suggested that the association of attribute cues across delays is mediated by the conditioned behaviour, which is directed at the object of which they are attributes and which is biologically related to the subsequent reinforcement.     

Using Structured Telephone Follow‐up Assessments to Improve Suicide‐Related Adverse Event Detection

Adverse event (AE) detection and reporting practices were compared during the first phase of the Emergency Department Safety Assessment and Follow‐up Evaluation (ED‐SAFE), a suicide intervention study. Data were collected using a combination of chart reviews and structured telephone follow‐up assessments postenrollment. Beyond chart reviews, structured telephone follow‐up assessments identified 45% of the total AEs in our study. Notably, detection of suicide attempts significantly varied by approach with 53 (18%) detected by chart review, 173 (59%) by structured telephone follow‐up assessments, and 69 (23%) marked as duplicates. Findings provide support for utilizing multiple methods for more robust AE detection in suicide research.     

MEASURING PERCEPTIONS OF THE WORKING ENVIRONMENT FOR WOMEN IN CORPORATE SETTINGS

This study developed a scale to measure individual perceptions of dimensions of the work organization that contribute to a supportive or hostile environment for women. Based on analysis of survey data from 398 respondents working in corporate settings, a scale was developed to measure five dimensions: Dual Standards & Opportunities; Sexist Attitudes & Comments; Informal Socializing; Balancing Work & Personal Obligations; and Remediation Policies & Practices. Women perceived their work environments as significantly more hostile on all five dimensions than did men. Scores on the scale were related to intent to stay with the organization: For both men and women, the friendlier they perceived the work environment for women to be, the longer individuals intended to stay at the company.