What may be happening
Trans people have a gender identity that differs from the sex they were assigned at birth. Some non-binary people identify as trans and some do not. It is preferable to use the terms that each person chooses.
Transphobia can be expressed through teasing, exclusion, or constant questioning of identity. It also appears when a service transforms a documentary discrepancy into a public exhibition or asks intimate questions unrelated to management. Not all difficulties are the same: it is advisable to describe the behavior and its consequences.
How it can affect
Anticipating that an appointment will begin with explanations about one's name or body can turn everyday management into a source of worry. The ISCIII Transaludes study incorporates the health experiences, use of services, violence and discrimination of trans and non-binary people in Spain.
Listening to these experiences does not mean assuming that every trans person is in crisis. There are supports, links, projects and different ways of living identity. Care must recognize this diversity and ask about the specific reason for consultation.
Facts to dispel myths
Gender identity and sexual orientation are different dimensions. Being trans does not allow us to deduce who someone is attracted to, what practices they have or if they have an infection. Nor does it inform your clinical needs on its own.
Respectful treatment does not require knowing a medical history or verifying whether bodily changes have been made. In a consultation it may be necessary to ask about anatomical aspects or treatments; It is appropriate to explain why, do so with privacy and limit yourself to what is relevant.
What can we change
Ask how to address the person and use their name and pronouns. If you make a mistake, correct yourself briefly and continue. Avoid turning the apology into another situation that forces the person receiving the mistake to reassure you.
At reception, review how appointments are called and how differences between administrative data and usage name are managed. It offers a discreet space to resolve them. The entire team needs shared criteria, so that the person does not have to repeat the same explanation at each step.
Includes trans people in the review of services without requiring them to represent all experiences. Listening to a proposal should lead to deciding who will evaluate it and what specific change can be verified.
Illustrative situation · a call at reception
A person communicates the name he uses. In a waiting room, a worker insists on reading another name aloud and asks him to explain the discrepancy in front of other people. It is a fictional scene, not a testimony.
A possible answer. Management can be transferred to a discreet conversation, using the indicated name to address the person. Afterwards, it is advisable to review the reception procedure so that the incident does not depend on someone's good will.
What can we change
If you are worried about a date
You can prepare how you want to be addressed and what questions you want to resolve. You can also request privacy for any documentary discrepancies.
If you accompany
Agree in advance when to intervene and what information you can share. Don't reveal that someone is trans to explain a situation without their permission.
If you are part of a team
Rehearse the reception and correction of errors with reception, administration and professionals. Review the entire process, including notices and documents.
Find a next stepYou may also be interested
Sources to continue reading
- ISCIII · Transaludes Study: health of trans and non-binary people in Spain · 2024 (opens another tab)
- FRA · LGBTIQ equality: progress and challenges · 2024 (opens another tab)
Document consultation: September 21, 2026. The selection of sources does not amount to a professional review of this page. How we process information.