Anti-racist practice and strengthening inclusion
The Context
The Rights of Equality and non-discrimination affirms that all people should be treated equally and laws should make sure that all forms of discrimination are banned. However, ‘racism’ continues to be an issue in all societies. In Britain, the Equality Act 2010 provided the legal framework to protect some groups of people with ‘protected characteristics’ from discrimination, including race. Northern Ireland has an important gap in the law.
In social care, this means that services need to be available and provided on an equal basis to everyone, whatever their race. It also means considering whether a policy or practice might discriminate against a certain group of people. The Equality Act 2010 also protects those working in social care to make sure that no one is discriminated against for their characteristics in the workplace.
Evidence Review
After the death of George Floyd in the US and the Windrush scandal in the UK, there has been a new raised attention in anti-racist practices. The Rights of Equality and non-discrimination affirms that all people should be treated equally and laws should make sure that all forms of discrimination are banned.
In Britain, this is ensured by the Equality Act 2010 which provides the legal basis for protecting certain groups of people with ‘protected characteristics’, this includes ‘race’. The evidence review identified an important legal gap on this matter in Northern Ireland. Despite the Equality Act 2010 and the Human Rights Commission having set a clear legal framework and standards to promote equality, inclusion and diversity, evidence still shows high levels of discrimination in the UK in social care.
Evidence also highlighted the complexity of tackling ‘race’ and discrimination due to the multidimensionality of the problem. ‘Racism’ continues to be an issue in all societies, although its expression varies in each according to cultural norms and the historical period (Dominelli, 2018). ‘Race’ is a socially and historically constructed concept and is very rooted in our institutions, practices and ways of thinking.
The evidence review suggested there is not a ‘ready made’ solution to racism but there is the need for reflexivity and honesty on the topic. The Equality Act 2010 recommends the use of positive actions to support people with protected characteristics being helped more than people from other groups.
Anti-racist and Inclusive practices are both positive actions.
However, Anti-racist practice and inclusive practice are different.
Anti-racist Practices
Anti-racist practice is tackling racist ways of doing things. It needs people to first recognise racism is about power and to challenge this.
Inclusive Practices
Inclusive Practices are aimed to help different groups to be more involved and supported. They focus on Equality, Diversity and Inclusion.
Networks are meeting across the UK, coordinated by:
The networks met for 4 times and, in particular during the first two meetings, they explored the challenges that people experience when trying to access support from adult social care for the first time.
- Most of the ‘participants wanted to talk about racism, rather than anti-racism’. Racism was described as a very sensitive subject to talk about, both for people who have experienced discrimination because of the trauma attached to it; and for those who never experienced it because they felt as if they could say the ‘wrong thing’. However, most of the participants agreed that it is impossible to talk about anti-racism if we don’t talk about racism first.
- ‘Racism’ is known to be a big systemic problem and each area of tangible change explored by participants feels too small. All networks talked about this ‘feeling of responsibility’ to make things better. Even if participants recognise that their network cannot speak for everyone, there is strong will and desire to make a difference. One network was very clear about ‘not wanting to make change on the doorstep’. However, it is also important when planning that participants are realistic about what is feasible and what they can do.
- ‘Lots of discussion about anti-racism but no actions’ – Most of the networks discussed how ‘racism’, discrimination, and most of the things discussed in the first discussion material were not new. However, there was a general consensus that nothing has been done in practice to make real change.
- Intersectionality: ‘the problem should not be a binary one’ – Another limitation highlighted by participants in relation to anti-racist practices is that ‘race’ is not the only form of discrimination. People might have different experiences on the basis of other characteristics such as sex, gender, socio-economic status.
- Anti-racist practices limitations – Participants had various experiences of anti-racist practices: some people attended training, others were involved in activities, such as group discussion, arranged to reduce racism and discrimination. However, participants shared various concerns and critiques on how these activities/training were conducted.
For example, some networks discussed that people running these groups often do not take into account the negative impact of talking about racist experiences without considering the potential trauma that the person has experienced.
Often anti-racist practices are mainly based on reflection and this could make people relive the feeling of being excluded again because no real action is taken after it. Similarly, people attending anti-racist training thought that these were not action oriented.
- Language and difficult talk: Many of the networks found talking about anti-racist practices and ‘racism’ difficult. Even if racism is something that everyone knows about, it is still a challenging topic to talk about. ‘Banter’ and ‘friendly jokes’ have been highlighted as forms of hidden racism and microaggressions that are ‘accepted’ or difficult to challenge in society.
However, not talking about ‘race’ or mentioning differences can lead to ‘colour-blindness’ and silencing when talking about everyday or structural forms of racism.
Networks raised the challenge that talking about racism and discrimination can be very difficult for some people who have experienced it. During the last meeting, participants shared very difficult and traumatic experiences of racism and discrimination.
Areas for Change
The networks identified 3 areas where changes are needed:
Networks agreed that racism is ‘deeply rooted’ in the system. For example, the complexity of the process to report discrimination and racism.
Potential changes discussed by networks:
- Better procedures to report discrimination for those using services: it was suggested to advertise how to report discrimination in posters exhibited in public spaces such as GPs.
- Introduction of a zero-tolerance policy on racial discrimination.
- Improve participation of people from minoritized groups in decision making and leading the implementation/evaluation of services.
- Support increased diversity on managerial and leadership levels to address racism higher in the agenda.
- Conducting regular reviews of policies and practices to align services with anti-racism goals.
Participants identified barriers to implement anti-racist practices in the organisation they work in. For example, social workers discussed issues linked to limited time and resources.
Potential changes discussed by networks:
- Increasing diversity in services changing recruitment, induction and retention strategies. This could also increase the representation of diversity in leadership.
- Establish supportive structures for international staff e.g. developing an induction framework for overseas care workers.
- On managers and leaders in social care – giving them the tools to challenge racism. When racist behaviour is reported, they need the confidence to deal with it. Network also suggested the need for more leaders from different backgrounds
- Another good practice suggested is the use of anti-racist supervision template and guidance
- Better training in school and professional paths on cultural sensitivity, trauma-informed, and anti-racism.
Even if all networks agreed on similar problems regarding racism, there are some problems that are specific to the local context. Additionally, racism is not the same for every person but it is important to consider ‘intersectionality’. All networks highlighted that racism doesn’t exist on its own. When considering racism and discrimination, each experience is different.
Potential changes discussed by networks:
- On the local level, networks recognised family days and events such as street parties, as a good practice to meet people in the community and celebrate diversity. Networks also suggested the use of art and music as an inclusive practice. In the London network, one participant used poetry to explain the importance of understanding equality.
True equality
Equality is blind to colour, the sexes, religion, creed, or any ethnic group.
Its justice has no scale to weigh it down for injustice.
A just decision for equality’s value is equal to morality.
There is no reasoning or disagreement with equality.
It has no agenda, does not compete to win or lose, but makes a decision
that is unbiased and equal to the scales of truth.”
– Poetry from one of the network members
- On the organisational level, some networks noted the importance of celebrating diversity in the workplace. One network suggested ‘create campaigns highlighting the contributions of carers from diverse backgrounds to foster a positive workplace culture’.
- Another network highlighted the importance of training that improves the understanding of the local community – for example, adjusting cultural sensitivity training or providing resources translated on the basis of the local needs, migration groups, ethnic community and religious groups in the area.
- Improving Data Systems: Develop consistent methods for data collection and analysis to identify underserved communities and monitor interventions.
- Addressing Service Gaps: Review and update care plans to integrate cultural and religious needs, ensuring holistic support for service users. Training of staff to ensure this is viewed as an important part of the assessment process to provide personalised care and not a tick box exercise.