There is a difference, I think, between healthy and unhealthy conflict. This team was clearly averse to both. It was likely an awful team.

My advice to anyone in a similar situation: work on the classes of behavior that are actually problematic, namely blaming, defensiveness, contempt, and stonewalling. Then you can have a healthy argument about ideas.

If a team has problems listening to actual, clear evidence that what you did was correct, they are perhaps at fault here. Of course, if you show contempt, then the right thing for a healthy team to do would be to:

1) Address the contempt head-on, and then 2) Examine the data dispassionately.

It seems this team failed at both.

Probably a good thing to get fired from such a place, though it hurts to not be given an opportunity to move on on your own terms! This particular org appeared to be a pretty bad place to work anyway.