The experiences of laboratory, research, and industry-based genetic counsellors in South Africa – a qualitative study

Abstract

Having first emerged in the 1970s, genetic counselling is a relatively young profession in South Africa (SA). Historically, genetic counsellors (GCs) in SA have been employed through academic and public institutions, with only a few practicing privately. However, recently there has been a noticeable shift in the employment trends of genetic counsellors worldwide and in SA, transitioning away from traditional roles and gravitating toward non-traditional practice. It is, therefore becoming more common to find counsellors employed in laboratory, research, and industry settings. These roles typically involve far less direct patient care, redefining the role of a GC. Although this trend has been researched elsewhere, mainly in the United States of America (USA), it is yet to be explored locally. Therefore, this qualitative study aimed to explore the perspectives and experiences of non-traditional genetic counsellors (NTGCs) employed in laboratory, research, and industry-based settings in SA. Using semi-structured interviews, this research gathered data from qualified GCs employed outside of traditional practice. Reflexive thematic analysis revealed three themes: “No choice but to pivot”, concerning the scarcity of traditional job opportunities within the field in SA; “Quality of life,” which illustrates the high levels of job satisfaction reported by GCs in non-traditional roles; and “Professional identity,” reflecting the maintenance of a genetic counselling identity due to a transferable skillset, despite working in non-traditional roles. These findings offer new insights into an unexplored topic and offer an in-depth understanding of the NTGCs based in SA, their motivations that drive this trend, and the evolving professional landscape of genetic counselling in SA. They address the scarcity of traditional employment opportunities for qualified GCs, advocate for the integration of non-traditional role exposure into training and highlight the potential to guide workforce policies to address the employment gap.