How should social services staff and foster carers approach work with black and minority ethnic children?

The Social Services Inspectorate report Excellence not Excuses, 2000 found that there is no easy blue print for the ingredients for a good assessment for black families. They commented that

 "We found black families who did not get on with workers from their particular ethnic group, and some white workers had stereotypical views of black people, were not straight with them and avoided difficult issues. We also found white workers who were sensitive and understanding, and prepared to go the extra mile in support of the families with whom they worked. One service user who had a number of social workers told us "It doesn’t matter what the colour of the worker is, it’s if they are nice. Another said "race in not important it is about being up front and honest"

Inquiry Reports into the deaths of black children provide evidence of a lack of intervention in situations where black children were at obvious risk of suffering significant harm from their parents. Two specific reports, Whose Child? The Report of the Panel of Inquiry into the Death of Tyra Henry 1987 (London Borough of Lambeth, 1987) and Sukina; An evaluation report of the circumstances leading to her death (The Bridge Child Care Consultancy Services, 1991) make a direct link between racism and the practice of professionals when responding to the children and families concerned. Both reports identify that stereotyping of black families and a reluctance on the part of white professionals to intervene for fear of being accused of racism influenced practice.

Black people will be more comfortable working with staff or foster carers who are honest about their lack of knowledge about their culture than working with people who assume that they know it all an do not need to learn about the black person’s culture and background. Open and honest discussion about the issues may be difficult for staff and foster carers, but it is vital if misconceptions and offence are to be avoided.

Staff and carers must resolve their own fears and doubts, and not underestimate issues of race or racism. If they fail to do this any discomfort or inhibition will be picked up by black children and families, and communication and trust will be inhibited. These issues are complex and charged with emotion, so staff may need help from colleagues to talk about them.

Language: 

All staff and foster carers need to be familiar with the correct words to use so as to avoid offence. Terms such as ‘coloured’ or ‘half-caste’ are offensive and must not be used. However it is not always easy for a to know what words are appropriate. For example, there are many terms that can be used to describe a person who has one black and one white parent such as:

• Half-breed – suggesting that a person not a full or whole.

• Mixed race – meaning that a person has a mixed racial background.

• Mongrel – meaning that a person is a cross breed.

• Mixed parentage – suggesting that parents are mixed in terms of race or culture.

• Bounty – meaning dark on the outside and white in the middle.

• Dual heritage – which means that a person has two identities.

Some of these terms are unacceptable and degrading. The terms that are generally considered to be appropriate and respectful include mixed parentage and dual heritage. However, some black people may feel more comfortable using a term that others consider to be inappropriate, such as mixed race. If you are unsure what term to use - ask the person that you are working with about their identity and what they feel comfortable with. If they choose a term that is not "politically correct", don’t worry it is their choice. Using terms that a black person has chosen shows that have listened and respected their point of view.

Culture: 

Language can be a barrier that can be overcome through discussion, but cultural barriers can be more difficult to identify. The following is an example of how cultural differences can lead to misunderstandings and barriers to co operation:

In Britain if two business people wish to work together they are likely to draw up a legally binding contract, and if either side fails to meet their half of the contract they will settle the matter in court. In many other cultures, where the rule of law may not be so strong, business transactions are carried out through personal relationships based on trust. For example, in such a culture if two business people wish to work together they will first build up trust and a rapport, and then their contract will be no more than a handshake.

Shopping is a simple business transaction. In Britain shops set a contract when they price their goods, and we accept the contract when we buy the goods. However, in many other cultures shops do not have fixed prices for goods, and before a purchase can be made the seller and the customer must barter and develop a relationship with each other before they can settle on a price.

Social services staff may be used to working with white people who are prepared to immediately address the business at hand. However, if social services staff wish to work with a family from a culture where contracts are not the norm (as in the example above) they may need to spend time building up a rapport before the business at hand can be addressed. For example when working with people from another culture it may be necessary to spend the first meeting or two telling the family about yourself and so build trust and rapport. Only when this is in place can the business at hand be addressed. Without such an atmosphere of trust it is likely that there will be little co-operation. A family that could have been co operative if approached in the right way may be hostile if the cultural difference is not recognised, and what could have been a useful opportunity to support a child may be lost.

Assessment

Top