- Assalamualaikum -
‘We live and work in a society characterised by considerable
diversity’
(Thompson, 2006: 174).
What are the implications of this ‘diversity’ for social care
practitioners?
"Civilization is a method of living and an attitude of
equal respect for all people."
Obama B. (2006)
Michael Martin presented a speech in Dublin (2001) in regards
to ‘Meeting the Challenges of Cultural Diversity in the Health Care Sector in
Ireland’. In his speech, Michael Martin stated that diversity gives social care
practitioners the opportunity to develop their knowledge and understanding of
the issues surrounding cultural diversity in the health care sector from the
twin perspectives of both clients and staff.” Awareness and sensitivity
training for staff is a key requirement for adapting to a diverse population.
The focus of the training should be on the development of the knowledge and
skills to provide services sensitive to cultural diversity.”
(www.dohc.ie/issues).
According to (Thompson, 2001: 34), diversity is a term
increasingly being used to emphasise the differences between individuals and
across groups, and the fact that such differences are best seen as assets to be
valued and affirmed, rather than as problems to be solved. Diversity and
difference can cause discrimination and thus oppression can take place.
This essay will discuss diversity and its potential effects
with regards to social care work. Social care workers (SCW) encounter many
problems and obstacles in attending the elderly, the young and the physically
impaired. Ireland becoming a much more multi-cultural society, has had an affect on the clients that are
worked with and the colleagues that are encountered. It is now not unusual for
a SCW to work with a black person or a person from an Eastern European country.
Nor is it unusual to work with a child from an ethnic minority in residential
care. This essay will discuss how the challenges of working with diversity and
concerns in the social care workplace, are being addressed. Definitions and
types of diversity will be explored and also how managing diversity can benefit
communities and organisations in modern day multi-cultural societies.
According to Worman, (2005) diversity can best be described
as, the range of visible and non-visible differences that exist between people.
Worman describes three types of diversity:
• Social diversity
such as age, race, ethnicity and gender.
• Value diversity
such as psychological differences based on personality and attitudes.
• Informational
diversity which includes organisational differences in education, tenure and
function.
Worman describes how definitions of diversity are almost as
diverse as the subject itself.
According to Laird, (2008) concerns with racism first emerged
in the social-work profession in the 1970s and during the 1980s major
social-work texts appeared to guide practice (Payne, 2005: 277). The new
Diploma in Social Work was introduced in 1990 and it made it compulsory for
anti-racist practice to be part of the prospectus.
Thompson’s advanced work on the ‘PCS analysis’, (1998, 2006)
refers to the personal, cultural and structural levels at which discrimination
can occur, as a means of identifying and combating oppression against ethnic
service users. As a result of his research Thompson would say that the
combination of personal and cultural predispositions can create an ethnocentric
outlook. Ethnocentrism results in judging other distinctive groups of people
according to the norms of one’s own group (ibid).
“Practitioners and
service users recognise that language and cultural barriers can limit the
provision of effective and meaningful social care.” (Share et al 2009: 423).
To be effective at their job, Social Care Workers (SCW) need
to acquire the skills in dealing with culturally different co-workers,
subordinates peers and clients. Powell (2004) points out those organisations
are becoming increasingly aware of the need to understand and respond to
demographic trends in the modern employment force. SCWs need to gain an
awareness and understanding of the environment around them in order to provide
effective supports to service users and their individual needs. A lack of
knowledge and/or a lack of understanding can lead to discriminatory practice.
Lack of knowledge can simply mean not being aware of the needs and choices of
an individual. This information may include dietary requirements, religious
practices, cultural differences, language barriers or personal rituals (ibid).
According to Thomas (1991), diversity in the workplace is more than race and
gender. It can also refer to lifestyle, age, sexual preference, functional
speciality and geographical location. Communities and organisations are
becoming extremely diverse and are being challenged to manage diversity. Wilson
(1997) describes the ‘changing workforce’ as the ‘new workforce’. For example,
today’s workforce includes more dual earner families, an older work force, more
people of colour and ethnic minorities, more people with disabilities and more
homosexual workers. “These ‘new workers’ are more demanding and expect greater
employee involvement, better work and family balance and access to more vital
information,” Legal frameworks are in
existence in order to encourage the Irish workforce to acknowledge and
appreciate diversity. The Employment Equality Act 2004 and the Equal Status Act
2000 prohibit discrimination on nine grounds including race and membership of
the travelling community. Section 24 of the Employment Equality Act 2004,
states that it is aimed to: ‘Implement the principle of equal treatment between
persons irrespective of racial or ethnic origin.....establishing a general
framework for equal employment and occupation and equal treatment for men and
women in regards to employment, vocational training and promotion.’
As SCWs, in a diverse workforce, there is a need to recognise
and respect such differences. Ethnic and cultural diversity are not a new
occurrence in Ireland. The Irish Travelling Community has a long history as an
indigenous minority group with a strong culture and identity of their own. Only
by acknowledging differences in a respectful way and informing ourselves with
regard to them can we address these differences and embrace them. Equality and
diversity are about the understanding and valuing of difference. It is about
creating a working environment that recognises respects and harnesses
difference. A fair environment allows everyone to contribute and gives the
opportunity to all to fulfil their potential.
Progressive awareness of diversity is to take apart
preconceptions about ethnic origin, gender, age or disability is both an
economic and social necessity. SCWs face many challenges in their everyday work
environment. In stressful situations it is important to have support, for
example, from the team you work with, your supervisor or even an individual
co-worker. Consistency is an important tool for any SCW so as to provide the
best service for the people that they work with. Powell (2004) explains that
ignoring diversity may limit a team in its work to reach a required goal.
According to Powell, SCWs benefit from working in a multicultural environment
as it teaches them a culture of inclusion and they can benefit from the range
of skills and values that are present in the team. This leads to the absence of
discrimination and prejudice and ultimately both the staff and clients benefit
from this environment.” “Effective social work education and practice in the
increasingly mobile and diverse modern European society requires and
understanding of minority ethnic cultures and sensitivity to inter-cultural
perspectives.” (IFSW: Ethics of Social
Work, 2004).
The year 2007 was designated as the “European Year of Equal
Opportunities for All” by the European Council and the European Parliament. The
objectives of this strategy were to facilitate and celebrate diversity and
equality, emphasising the positive contribution that people, irrespective of
their sex, racial or ethnic origin, religion, beliefs, disability, age or
sexual orientation can make to society as a whole. It also aimed to create a
cohesive society. “The experience of working together can result in powerful
changes in people’s attitudes and behaviour towards each other.” (Wilson, 2008:
45). Maidment et al (2002) explain how several writers have researched
different models for educating both students and staff about diversity. The use
of self-awareness workshops, case study analysis, seminars, integration
exercises and college courses have been advocated in teaching students about
working with difference. “New employee orientation programmes are ideal for
introducing workers to the organisations expectations regarding treatment of
fellow workers and clients whatever their cultural or ethnic background.”
(Edewor, 2007: 78).
The National Association of Social Workers (N.A.S.W)
describes the responsibilities of social workers as to ‘act to expand choice
and opportunity for all persons, with special regard for vulnerable,
disadvantaged, oppressed and exploited people and groups.’ These standards
heighten the acceptance and respect for diversity as a fundamental social work
value. Share et al (2009) points out that many third level institutions
providing social care courses integrate inter-cultural training as part of the
prospectus. Many organisations adopt diversity programmes to combat exclusion
in the work place. “Social workers have a professional mandate to identify and
challenge organisational systems and individual practices that compromise
client service, choice and general well-being.” (Maidment et al, 2002: 399).
“One of the most
important challenges facing modern societies, and at the same time, one of the
most significant opportunities, is the increase in ethnic and social
heterogeneity in virtually all advanced countries. The most certain prediction
that we can make about almost any modern society is that it will be more
diverse a generation from now than it is today”. (Putnam, 2007, cited in Share
et al, 2009: 4). Putnam went on to say in the theoretical tool kit of social
science we find two diametrically opposed perspectives on the effects of
diversity on social connections. The first, usually labelled the ‘contact
hypotheses, argues that diversity fosters interethnic tolerance and social
solidarity. As we have more contact with people who are unlike us, we overcome
our initial hesitation and ignorance and come to trust them more (ibid). This
is true in social care an example been the first time a service user would have
had a black worker as a carer there could or would have being name calling because
they did not know any better. In some cases this has improved as the client and
carer have gotten to know each other and come to realise that the only
difference is their culture and not what colour they are.
Throughout this essay, it has been made clear that in order
for social care work to be effective and fair, SCWs need to acknowledge
difference and embrace it so as to reap the benefits of a diverse workforce.
This essay has shown how racism has no place for the SCW in the work place.
Working with clients who have diverse needs can only serve to further teach a
social care worker and enrich their practice, which in turn promotes their
standard of professionalism and experience. This essay has shown just what
diversity is and what types of diversity challenge social care workers on a
daily basis. It has also emphasised how important training and development is
in order to give potential social care workers a prepared insight into how
diversity can be managed and respected. The world is a small place and social
care workers need to recognise and embrace all cultures and their respective
differences in order to further enhance their ability to help all service users
in multicultural Ireland.
Arigatou gozaimasu !!!
