Racism tends to be associated with ethnic origin or cultural background. As a black person, your skin colour/ tone is an obvious index of ethnicity and race. However, skin colour alone is not in my opinion definitive to the experiencing of racism.

You can be a “white” (Irish or otherwise) person and also experience racism. This is in both ethnically and/or reversed cultural social environments, as a minority. I’ve also read somewhere that racism, is associated with access to “power structures”. That is, the ability to influence and exercise decision making outcomes, over individuals, groups or communities based on “race” or other characteristics where otherwise, not equally available to the other.

Keeping to the article, SWE are appearing to saying there are continuing problems. In particular to the Ftp process affecting this group’ (male, black and 40+).The earlier post above by Chambers seems rooted and “timeless” with words to deeper structural issues.

Firmer adherence to personal relationships at work policies. Possibly improved inhouse safeguards to protect social care staff themselves raising concerns safely within the organization without fear. Positive action to guard against the unfortunate development of closed cultures and provide redress.

Elimination of grey areas when it comes to policies and procedures – within specific teams, services, social care as a whole within an organization and across agencies. All to help improve worker safety concerns, promote transparency and responsibility for every person / party.

Hi Bob,
I’ve read and noted your detailed comments. If given the opportunity what might your baseline recommendation(s) to the issue for positive change?

Other ethnic groupings are over-represented including those already highlighted and SW’s who are Asian or from Eastern Europeans or from other European countries. Also those of us on the Autistic spectrum or who experience other long term health conditions appear can be over-represented within both our employer and registrant fTp processes which can last for years.

This is a very difficult thing to say and it needs to be aired for consideration and appropriate reflection, where the reality is that within our statutory services these comprise predominantly of white women including those who’ve become middle class through achievement and education.

Such bastions of Social Work practice are held up as ‘Social Work Champions’ within our employers where the reality is that practicing within such organizations can be uncomfortably challenging for individuals who are confident enough to express any opinions never mind a contrasting one.

Individuals experience micro-management, bullying or overt/ covert discrimination due to otherism taking place within the workplace as well as localism. The impact that such ‘specific attention’ has upon individual practitioners, their lives outside SW and their own families can be very damaging and life changing.

Such an uncomfortable means that the Social Work profession within statutory sector can be a dangerous occupation for someone presenting with such ethic or individual differences within our all inclusive and diversity respectful employers.

The reality is that such matters are no further along with being addressed where similarly such issues are highlighted within nursing for example.

I think there can be significant communication issues within the workplace due to not only cultural differences in how individuals communicate / speak but also on how our own cultural educational experiences and learning has shaped us. This can be due to how different educational systems promote individuality and expression of ideas which are emphasised and developed as students which may not be equally valued within the educational system in England.

Unfortunately within such workplaces individual differences and diversity of opinions appear not valued to the point of censorship. Such closed cultures leads to continued nepotism, stifling of growth for sameness where the blending in appears to be the most important factor for us individuals and to keep safe in the workplace. Such appears light-years away from what we identified as unique and groundbreaking for ourselves individually when we started out.

I’m not sure the continuing figures requires further complex or more detailed statistical analyses. This is to arrive at the base conclusions so far. To seek to embark on this approach, is only likely to develop and create a more ‘scientific’ approach to perpetuate the current Ftp process and experiences.

A more productive approach may be for SWE to embrace the findings and consider ways to positively redress the people who are impacted by its own ‘undeniable’ research.

Navelgazing perhaps but what of gazing at seafaring vessels?

Unproven?! 🙄😅😭🤬

Are we sure SWE have any staff capable of collating the right information, extrapolating relevant data and interpreting the figures to come up with credible conclusions? It may not be racism, it may not be vindictive referrals, it may not be poor management decisions. It may indeed be that every black male social worker who comes to the notice of SWE is incompetent with their practice potentially dangerous. Anyone capable of understanding basic statistical probabilities however will know that that just cannot be. Only if they are serious about a “scientific approach” that is.

It seems navel-gazing might be counterproductive and misleading here…