GLBTI young people should have the same rights and be treated with respect as all other young people accessing AOD services.  They should not be subjected to harsher or more restrictive standards of behaviour because of their sexual orientation or gender identity. They should be safe and free of harassment and violence when using AOD services.  Whilst important across all service domains, this is particularly important in residential settings where GLBTI young people often experience bullying and harassment from their peers and occasionally from service staff.  Staff should be mindful of creating an environment in which young people can feel free to express themselves and who they are without a fear of being judged. 

Whilst not focussed specifically on young people, a recent literature review on the prevalence of and interventions for mental health and alcohol and other drug problems amongst the GLBTI community (Ritter at al 2012) highlighted the following key points in relation to intervention effectiveness:

  • That prevention is a priority with GLBTI people as both AOD and mental health problems are preventable, and interventions such as supportive counselling during adolescence are likely to reduce the risk of later mental health or substance misuse problems.
  • Preventing discrimination and stigma is an essential aspect of any comprehensive approach to reducing AOD and mental health problems amongst the GLBTI population. Measures which reduce the stigma and discrimination against GLBTI people are likely to have powerful public health impacts.
  • GLBTI people appear to access treatment for alcohol or drug problems at a higher rate than non- GLBTI people, this was not necessarily the case for mental health.  As such, all mental health and AOD services should expect to see GLBTI people within their services.
  • Research has shown some superior outcomes with GLBTI-specific services, especially for methamphetamine dependent users. GLBTI -specific services provide positive role models, strategies for coping with stigma, tailored interventions for AOD and/or mental health which are often staffed by GLBTI practitioners.
  • While there are specific treatment needs for some GLBTI people, in the main GLBTI treatment outcomes are the same as for non- GLBTI people, and attention to sexuality-related issues in treatment does not appear to be essential, or necessarily preferred by clients.
  • The variety of AOD and mental health treatment interventions, such as cognitive behaviour therapy (CBT), motivational interviewing, 12 step programs and the community reinforcement approach have all been shown to be effective with GLBTI individuals, in the context of a non-GLBTI-specific service.
  • A diversity of service types is required. Not all GLBTI clients want a GLBTI-specific service.  However, clients should expect and receive GLBTI-sensitive services (Ritter, Simmons, Carragher 2012).

This research suggest that whilst GLBTI people respond well to services that may be GLBTI specific in their focus, the reality is that in many areas GLBTI specific services are not necessarily available.  Therefore it is incumbent upon mainstream health providers to be inclusive within their practice approach of young people who may be GLBTI.

Tips

  1. Address manifestations of anti-gay prejudice that may occur in your organisation, (e.g. name-calling, bullying and violence) and residential settings in particular, by either other young people or, unfortunately in some instances, staff.
  2. Ask questions in a way that avoids implicit assumptions about the sexual orientation or gender identity of young people engaging with your service (e.g., asking a young person if he or she has a partner or is sexually active with males, females or both, rather than asking them if they are sexually active in a heterosexual context only).
  3. Be inclusive in your organisational policies and procedures by including GLBTI young people and by making reference to equality legislation as it exists in your state/territory. 
  4. Ensure your policies and procedures are understood, supported and followed through by all staff (and volunteers) within your organisation and clearly articulate that homophobic comments and jokes as well as harassment based on race, sex, gender identity, sexual orientation, disability, and other differences will not be tolerated.
  5. Promote positive LGBTI images within your workplace through posters, leaflets and other materials that help identify you as an LGBTI friendly organisation