So this means we are losing exceptional workers, who attempted to use significant strategies to support themselves in their role …. and yet with no support from managers.

I would consider that managers “seeing for themselves” and accompanying us on tricky visits, may be the first step to acknowledging and thus responding to the challenges we face.

I will watch this space.

It does however sound like a familiar story in our profession when managers blatantly dismiss “our concerns and safety” to give priority to getting the visit completed, and the “box ticked”.

I can relate previously to a male client who alleged I had had a romantic relationship with him (untrue), as a means of “getting me off the case” and undermining my relationship with his partner, whom i had built a relationship with, and who was a victim of domestic violence from him. I felt violated by the allegation.

I was removed ftom the case, and he then made allegations about the next male Social Worker.

My manager then, in her reflective discussion with me, asked me the question “do you think there was anything in your body language/ mannerisms for the client to believe there was some kind of relationship developing between us” (I had met the client only once in the office with a colleague).

I was horrified and upset that my manager displayed complete non support, and a lack of insight and compassion, and I felt violated all over again.

I recall, in addition, at a meeting another client made an untrue allegation about me directly to my face in a very threatening manner. A manager who also attended the meeting, said nothing to support me, and displayed surprise when I took some “time out” following this to support myself.

I have been in the profession for a number of years and there are occasions when I refuse to engage with a client, if my position has been compromised by them.

Managers involved display irritability with these situations as they then have to re-allocate the case. I then often suggest that I would be worried for the next worker.

Managers do not like these “complications” since this detracts from meeting targets and getting the job done.

And so it continues …

It can be really difficult when you don’t feel supported to stay safe during home visits. As social workers, we’re so used to advocating for others but it can feel risky to advocate for ourselves – especially when it means questioning management decisions.

In the future, if you ever feel unsafe in this way, it might help to refer to your organisation’s lone working policy or consider asking for a risk assessment to highlight any concerns. You could also speak with a senior manager, HR, or a union representative if you don’t feel heard.

That being said, finding the confidence to raise concerns about management isn’t easy, especially if we are worried we could be seen as being difficult. But, these are the times we need to be brave because our safety matters and we absolutely have the right to be safe at work.

Good luck A

On one particular case I had a mentally unwell Mother who was extremely aggressive and prone to making false allegations against Social Workers, with the aim being to obstruct visits. I knew I needed a second worker for my own safety, as well as to be a witness.

I started asking Social Work Colleagues if they could attend home visits with myself, which they did, however all this stopped, once the Team Manager found out. The TM was very angry and upset with me (which made me feel bad for speaking out or seeking support), and told me everybody was too busy, and nobody had the time, and I needed to go out on my own.

There was no discussion or care about how I felt, nor about possible options on how to manage and deal with the situation. This TM did not even offer to accompany and support me themselves, and this person had almost no direct client contact (bar putting in an occasional appearance at a CP Conference) & also had a very comfortable 9am -5pm as a permanent TM.

I suggested taking the duty social worker, and again I was told no. I asked what would happen if the Mother made a false allegation against me (which would need to be referred to the police and the LADO as correct due process), and I was waved away and told not to worry, as the TIM would know the Mother ‘Was lying’ (which is appalling within itself, given all allegations need to be investigated to protect children etc).

I was not prepared to compromise on my own safety and well-being, so I handed in my notice – and I later found out the Mother made a false allegation against the next Social Worker, which resulted in an investigation and LADO involvement (which will show up on a future DBS check) – which could have all been avoided had there been two workers. The person who got the raw deal was the next Social Worker, whilst the organisation (i.e. the LA), got none.

The way organisations and managers treat Social Workers is appalling, even the Police, Housing, Ambulance Workers go out in pairs, and we are denied this basic human and safety right.

Very true. It seems to be ‘assumed’ that SW will put up with threats, aggressive verbal assault, etc.

When we are feeling pressured to ‘get on with it’ there is a real risk that we unconsciously overlook our own safety. This same sense of urgency can also get in the way of proper planning in terms of enquiries and assessment.

I can across this article (https://brookespublishing.com/wp-content/uploads/2021/06/tomlin-pause-a-problem-solving-framework.pdf) which you might find helpful? It talks about the PAUSE model which encourages practitioners to ‘slow down, wonder and consider other perspectives before taking action’.

I would love to hear what you think?

I think in our profession not enough consideration is given to the worker – let’s face it, we usually work alone, and situations can change very quickly.

I have followed all of your recommendations, though sometimes necessary “attention to detail” gets lost or forgotten if we are going out following a concern for a child – our urgency takes priority.

I notice around other various public services and train stations, a very clear request / sign stating “do not abuse our staff” or similar wording.

I have always found it alarming that our social work culture does not adopt such recommendations, which should and could be highlighted across websites/ letterheadings and other prominent platforms.

We “choose” to work with, and protect children, though who or what body is protecting us?