The purpose of the current contribution is to present the preliminary results of a “research-action and network training” between the University and the Municipality of Bari, aimed at overcoming discrimination processes based on sexual orientation and gender identity in the working context. The provided training was oriented to the deconstruction of prejudices against LGBTQI people, paying attention to the implementation of a diversity management able to produce a “LGBTQI friendly culture”. The basic principle of the carried out training was the acquisition of knowledge and methodological skills to guarantee equal opportunities for all citizens through the promotion of a “culture of differences” in the professional contexts. A preliminary correlational survey aimed at measuring the levels of homophobia and transphobia in the Municipal employees was carried out, involving 1,882 participants (973 males and 909 females). Specifically, the training course includes six modules (for a total of 24 hours of training for each employee), as follows: 1. basic constructs of sexual identity; 2. Homosexuality/homophobia; 3. Transsexualism/transphobia; 4. culture of differences and education processes; 5. LGBTQI rights; 6. mission of LGBTQI associations. The following professional categories were the specific targets of the training activities: 160 nursery educators and kindergarten teachers; 72 social workers; 12 professional educators; 150 municipal police workers; 70 employees in public information office and demographic services. This contribution presented the results of the first step of the training session which involved the municipal police workers, nursery educators and kindergartens teachers, and described the specific activities performed toensure thedeconstruction ofhomo-transphobicprejudices within these professional contexts, focusing the attention on the role of clinical psychologists as trainers in promoting individual and organizational wellbeing.

STRATEGIES OF INTERVENTION AGAINST HOMO-TRANSPHOBIC DISCRIMINATION: A “NETWORK TRAINING” EXPERIENCE

Taurino Alessandro;Cassibba Rosalinda;Laera Domenico
2018

Abstract

The purpose of the current contribution is to present the preliminary results of a “research-action and network training” between the University and the Municipality of Bari, aimed at overcoming discrimination processes based on sexual orientation and gender identity in the working context. The provided training was oriented to the deconstruction of prejudices against LGBTQI people, paying attention to the implementation of a diversity management able to produce a “LGBTQI friendly culture”. The basic principle of the carried out training was the acquisition of knowledge and methodological skills to guarantee equal opportunities for all citizens through the promotion of a “culture of differences” in the professional contexts. A preliminary correlational survey aimed at measuring the levels of homophobia and transphobia in the Municipal employees was carried out, involving 1,882 participants (973 males and 909 females). Specifically, the training course includes six modules (for a total of 24 hours of training for each employee), as follows: 1. basic constructs of sexual identity; 2. Homosexuality/homophobia; 3. Transsexualism/transphobia; 4. culture of differences and education processes; 5. LGBTQI rights; 6. mission of LGBTQI associations. The following professional categories were the specific targets of the training activities: 160 nursery educators and kindergarten teachers; 72 social workers; 12 professional educators; 150 municipal police workers; 70 employees in public information office and demographic services. This contribution presented the results of the first step of the training session which involved the municipal police workers, nursery educators and kindergartens teachers, and described the specific activities performed toensure thedeconstruction ofhomo-transphobicprejudices within these professional contexts, focusing the attention on the role of clinical psychologists as trainers in promoting individual and organizational wellbeing.
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Utilizza questo identificativo per citare o creare un link a questo documento: http://hdl.handle.net/11586/268653
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