a human-centred approach to mentoring for inclusion and
TRANSCRIPT
A Human-CentredApproachtoMentoring
forInclusionandLeadership
Fairness, Respect, Equality, Dignity and Autonomy
Facilitator
HarjinderBahraBarrister,inclusionandhumanrightsconsultant
m:07979656582e:[email protected]
Learningoutcomes– thewhistle-stoptour• Mentoringforinclusionandleadership– hugelycomplexareato
coverin45mins
• Explorethedifferencebetween‘mentoring’and‘mentoringforinclusion’
• Exploretwodifferentapproachestoinclusionintheworkplace
• Understandthehistorical,contemporaryandlegalcontextof‘competing’ equality,cultural,faithandhumanrightsframeworkwithinwhichtheNHShastooperate
• Explorethemeritsandflawsofsamegroup/differentgroupmentor
• Explorebrieflywhatahuman-centredapproachtomentoringforinclusionandleadershipbringstothetable
Outwiththeold• Classicdefinition- term‘mentor’comesfromGreek
mythology (Homer’sbook,‘TheOdyssey’)
• Thepassingdownofwisdomfromaneldertoayoungerperson throughaparticulartypeof‘supportandguidance’relationship
Inwiththenew• Moderndaymentoringstillencompassestheclassic
mentor/menteerelationship,buthugeexplosion:
• Suchashealth,sports,leadership,business,entrepreneurs,XFactor,TheVoice,andnotleast,inStarWars,Obi-WanKenobimentoringLukeSkywalker
Threetraitsofaninclusionmentor
1. Mentor-menteerelationshipisabout‘everydaylife’withalloftheunexpectedlydevelopmentsandevents
2. Broadknowledgeandskills,butalsocriticalanalysisawarenessandobjectivity
3. Beengagedwitheverydaylifeeventsaspartofownlearninganddevelopment,notjustpersonal,butalsosocietyatlarge
Themanyhatsofaninclusionmentor
• Sociologist• Anthropologist• Psychologist• Theologist• Philosopher• Economist• Academic• Researcher• Lawyer• Politician• Counsellor• Leader• Rolemodel• Acompassionateandpassionatehumanbeing
Population:
8.2million37%werebornoutsidetheUKOver300differentspokenlanguages
Ethnicity:
45%(WhiteBritish)19%(Asian)14%(Black)13%(Whiteother)5%(Mixed)4%(Ethnicother)
Religion:
Christians(49%)NoReligion(21%)Muslims(13%)Hindus(5%)Jews(2%)Sikhs(2%)Buddhists(1%)
Culturally and ethnically, London is themost diverse city on Earth
Addtothis– complexlayersofcultural,faith,personal,business,socialandpoliticalfactors– youendupwithacocktailofcompetingideologiesandidentitiesvyingforthesameturf
ThepoliticsofimmigrationandcommunitycohesionIn1948,theshipEmpireWindrush broughtoneofthefirstlargegroupsofimmigrantsfromtheWestIndiestotheUK.
AttemptsatintegratingimmigrantsintoBritishsocietythrough:
• Assimilation– inthe50snewimmigrantswereexpectedtobeabsorbedintoBritishsocietybyadaptingtotheBritishwayoflifebygivinguptheirownculturalbackground
• Multiculturalism – policiesintheearly80swherecommunitiesweregivengrantstocelebratetheircultureaswellasformcommunity,welfareandfaith-basedsupportorganisations
• CommunityCohesion – policiesfollowing9/11and7/7tryingtoreconciletwocompetingideologies-multiculturalismanddiversity
• PREVENT – PreventingViolentExtremism– stoppeoplebecomingterroristsorsupportingviolentextremismbyraisingawarenessoftheissuesandsupportingpeoplewhomaybevulnerable
EqualityLawTimelineintheUK
1960s 1970s 1980s 1990s 2000s 2010s
Age * *
Disability * * *
GenderReassignment
* * *
Marriage/Civilpartnership
* *
Pregnancy/maternity
* *
Race ** * * * *
ReligionorBelief * *
Sex * ** *
SexualOrientation * *
Keyfindings– ‘MakingtheDifference’(King’sFundReport2015)
• Overall,levelsofreporteddiscriminationvarysignificantly bytypeoftrust,location,gender,age,ethnicity,sexualorientation,religionanddisabilitystatus
• Overall,womenarelesslikelytoreportexperiencingdiscriminationthanmen(exceptinthecaseofambulancetrusts)
• Peoplefromallreligionsreportdiscriminationonthebasisoftheirfaith,buthighestamongMuslims
• Disabledstaffreportveryhighlevelsofdiscrimination–higherthananyotherprotectedgroups
Twomainapproachesinorganisationstoaddressdiversityandinclusionissues
1. HumanResourcesApproach
2. OccupationalPsychologyApproach
HumanResourcesApproach
• Drivenby‘equalopportunitieslegislation’• Mainlyconcernedwithhowdiversityismanaged at
theorganisationallevelintermsof:• Recruitment• Selection• Promotion• Disciplinaryprocesses• Equalopportunitiestraining• Recognisingdiscriminationdamageshealthand
wellbeingandnegativelyaffectsorganisationalperformance
OccupationalPsychologyApproach
Twoperspectivesanddrivenby‘howandwhendiversityaffectssocialintegration,workgroupperformanceandinnovation’
1.Socialcategorisationperspective:• Arguesthatdiversitycanundermineworkgroup
performanceandsocialintegration‘becauseitleadstomoreconflictandlesstrust,co-operationandcommitmentamonggroupmembers’
2.Informationprocessingperspective:• Proposesthatworkforcediversitybringswithita
diversityofthinking,perspectivesandsolutionstothesameproblem,thereforefacilitatesworkgroupperformanceandinnovation
PatientchoiceandinclusionintheNHS• Inadditiontothehumanresourcesandoccupational
psychologyapproachestoinclusion,theNHShasaddedconceptssuchas:
• Patientchoice
• Patient-centredcare
• Personalisation
• Holisticcare(takingintoaccountculturalandfaithfactors)
• Spirituality
• Theseconceptsinthemselvesarenotabadthing,butoftengetinthewayofthedoctor-patientoremployee-clientorstaff-staffrelationships
McFarlanevRelateAvonLtd– CourtofAppeal29April2010
Background
Arelationshipcounsellor,GaryMcFarlane,wasdismissedforrefusingtocounselsamesexcouplesonsexualmattersbecauseofhisChristianbeliefs
Theappealapplication
IndismissingMcFarlane’sappeal,thecourtofappealsaid:
• Wedonotliveinasocietywhereallthepeopleshareuniformreligiousbeliefs
• Religiousbeliefsarebytheirnatureimpossibletoprove,andnecessarilysubjective
• Itwouldbeirrational,topreferthesubjective overtheobjective,butitisalsodivisive,capriciousandarbitrary
• Alsothattheonlybehaviorthatshouldbeboundbythatbeliefisthatofthebelievernotothers
LadelevLondonBoroughofIslington 2009/13Background
LillianLadele,aChristianregistrarwasdismissedforrefusingtoconductacivilpartnershipceremonybecauseofherChristianbeliefs
Appealcourtjudgement
DismissingLadele'sclaimofreligiousdiscrimination,theappealcourtessentiallysaid:
• Therequirementtoperformherjob’sdutiesdidnotpreventherfromworshippingasshewished– thejobwaspurelyaseculartask
• Ladele’sviewscouldnotoverridetheemployer’sconcerntoensureequalrespectforthegaycommunity
• AlsothatArticle9(freedomofthought,conscienceandreligion)oftheEuropeanConventionofHumanRights,doesnotgiveanunfetteredrighttoanyonetopracticetheirreligionastheyseefitatanytime,andanyplaceoftheirchoosing
“Thereisaclearhierarchyofrightsandentitlementsinanemployee/clientrelationship”• Ahealthprofessional,employedbytheNHSorinprivate
practice,cannotusehis/herreligionorbelief(‘asubjectivelifestylechoice’)todenyaservicetopatientsongroundsoftheir‘objectivehumancondition’
• Anobjectivehumanconditionreferstoage,disability,genderreassignment,race,sex orsexualorientation
KeyPrinciple
Exceptions– whencanyourefusetoprovideaservice?
(1)Morning-afterpill
Apharmacistcanrefusetoprovideamorning-afterpill,onmoralorreligiousgrounds,butthereisadutyofcaretothepatientthatanotherpharmacistorpharmacymustcompletetherequest.
(2)Abortion
Asurgeoncanrefusetoperformanabortiononmoralorreligiousgrounds,butthereisadutyofcaretothepatientthatanothersurgeonmustcompletetheprocedure,ifwithinthelegallimitforabortion(UK),orifit’saclinicalemergency.
Therationalbehindthesetwoexceptionstotherule
Thekeyprincipleinbothcasesisthatyouareaskingthepharmacistandthesurgeontoactivelyparticipateinendinglife,eventhoughinthecaseofthemorning-afterpill,conceptionmaynothavetakenplace
MeritsandFlawsof:
1.Samegroupmentor2.Differentgroupmentor
Exampleofgroupsinclude:age,disability,transgender,sexualorientation,race,nationality,religionorbelief,sex,caste,class,statusetc.
Samegroup/differentgroupmentor?1/3• DavidClutterbuck (EveryoneNeedsaMentor)suggestsfivekey
aspectsaroundthisarea
1.Perspective:• Differentgroupmentormightprovideverydifferentsetofviewpointsincluding‘howthesystemfunctions’,andhowtoworkwithinitratherthanagainstit
• Differentgroupmentormightbeabletohelpthementeeseebarriersandopportunitiesinwaysthatmakethemeasiertotackle
• Samegroupmentorcanextendgreaterunderstandinge.g.mentormotherswhoreturnedtoworksharingtheirexperience(good,bad,ugly)withwomenmenteesabouttogothroughthesamejourney
Samegroup/differentgroupmentor?2/3Networking:
• Dominantgroupmentorlikelytobemuchbetterconnectedandabletointroducethementeetoverydifferentpeople
• Samegroupmentorlikelytohavenetworksthatlargelyoverlapwiththoseofthementee
Power:
• Minoritygroupmentorsinseniorpositionscanprovide:• Depthofunderstandingtheorganisation(another
prospective)includingnavigationalknowledgeandskills• Sponsorshipmentoring– thepotentialtoexertinfluence
onthementee’sbehalf
Samegroup/differentgroupmentor?3/3
Beingarolemodel:• Samegroupmentorsmaybemorelikelytoreinforceattitudes
andbehaviours thatarenotvaluedbytheorganisation• Differentgroupmentors canproviderolemodelsfor
behavioursthatarevalued• Mentorsfrombothgroupsmayprovidegreaterinsightforthe
mentee
TheMentee’sneed:Whichrelationshipisimportantmaydependon:• Ifsupportisthemostcriticalneed,thenasamegroupmentor
maybemoreappropriate• Ifbeingstretchedinthegoal,thendifferentgroupmentor
mightbemosteffective
Benefitsfor‘mentors’whenmentoringforinclusion
• “Gainedinsightsintoworkofpartsoftheorganisationwithwhichtheydidnotcomeintodirectcontact–assistinginorganisationalintegrationandcommunication”
• “Experiencemorecloselythechallengesfacingemployeesandtheimpactofseniormanagementdecisionsontheorganisation
• “Wereabletochangetheirownmindsets andsharelearningwithothers”
• “Gainedanopportunitytoexaminetheirownstyleandimprovemanagementoftheirownemployees”
Benefitsfor‘mentees’
• “Mymentormakesmethinkandseethingsthrough”
• “Beliefsanddifferenceswereaccepted”
• “Iwasabletospeakopenly”
• “Itmademefeelspecialthatsomeonewaslistening’
• “Itremovedpreconceivedbarriers”
• “Hadaconfidantewithwhomtoexplorecurrentworkproblemsandresolutions”
• “Wereabletoseearangeofmanagementstylesandtechniques”
CulturalRightsvHumanRights– CaseStudy
Awhite5-year-oldgirlhasbeenbroughttoA&Ewithseverestomachpains.Thedutydoctor,onexaminingthechild,discoversthatshehasbeensubjectedtoFemaleGenitalMutilation(FMG).
1. Whatwouldyourresponsebeondiscoveringthis?
2. Wouldyourresponsebeanydifferentifthechildwereblack,forexample,fromaSomalianbackground?
CulturalRightsApproach– theconsequences
• Theculturalrightsapproachsays‘respectmyculture’ atallcosts– it’smyrightstobring-upmychildasIseefit
• Bothsetsofparentswouldbearrestedandchargedwithchildabusewiththewhiteparentsimprisoned.
• However,inthecaseoftheblackchild,(if,forexample,theparentsarefromSomalia,SudanorSierraLeon),byreferringtoFGMas‘femalecircumcision’invariably,politicalparalysissetsinandnofurtheractionusuallytakesplace
• IntheUKFGMActhasbeeninforcesince1984.Aidingandabettingwasaddedin2003– (whichcarriesa4to14-yearimprisonmenttariff)- however,notonesinglepersonhasbeensuccessfullyprosecutedforFGM
Human-CentredApproach– theopportunities
• Culturalrightsoftendehumanise childrentoalifeofservitudewithphysicalpainandmentalhealthtrauma
• Ahuman-centred(orhumanrights)approachturnsFGMonitshead,becauseitfocusesonthe‘fundamentalrightsandfreedoms’ ofachildtogrowuptobea‘complete’ woman
• Ahuman-centredapproachallowsustocritiquesocietybypeelingawaythemanycomplexsocial,cultural,politicalandfaithlayersthatinformourworldview
• Formentors,ahuman-centredapproachprovidesanopportunitytogetunfetteredaccesstothementeewithoutculturalandbeliefsystemsgettingintheway
Thepoweroflabelstodehumanise
DisabledMentalMuslims
ImmigrantsRefugees
WhiteworkingclassChavsGaysPakiNiggerBlackWhite
UntouchablesWomenMen
Nigeriansetc….
Beingconsciousaboutcontrollingourunconsciousbias
Whatisunconsciousbias?• Psychologiststellusthatourunconsciousbiasesaresimplyournaturalpeoplepreferences
• Neuropsychologiststellusunconsciousbiasisbuiltintotheverystructureofthebrain'sneurons
• Biologically,itsargued,thatwearehard-wiredtopreferpeoplewholooklikeus,soundlikeusandshareourinterests
• Unconsciousbiasisalsoreinforcedbyourcultural,faithandpersonalfactors
• Thesepreferencesbypasses ournormal,rationalandlogicalthinking,andoftentakesustotheverybrinkofbias,andthereforepoordecisionmaking
HowcanIcontrolmyunconsciousbiasinadoctor-patientrelationship?
• Complexarea,buttakingmentees,atfacevalue,inthefirstinstance,willhelp
• Alsotakingahuman-centred approachallowsustocritiquesocietybypeelingawaythemanycomplexsocial,cultural,politicalandfaithlayersthatinformourworldview,andthereforefeedourunconsciousbias
KeyPrinciple
“Basichumanrightsprinciplesprovidea
commonmoralcompassbelowwhichnocitizenshouldbetreated”
Whatarehumanrights?• Theyare‘RightsandFreedoms’ thatbelongtoallofus– allofthetime(fromcradletograve)
• Theyarenotearned– wearebornwiththemregardlessofanybackgroundorstatus,andtheonlyqualificationistobe‘alive’
• Theycannotbe‘takenaway’ fromus,onlylimitedorrestrictedinsomeparticularcircumstances
• They‘regulate’ therelationshipbetweenpublicauthorities(i.e.thestate,NHS,socialservices,police,courts,localauthorities,prisonsetc.)andcitizens
• Theysetaminimumstandardbelowwhichpublicauthoritiesmustnotgointhewayittreatscitizens(the‘common’moralcompass)
Wheredohumanrightscomefrom?• FirstdefinedastheUniversalDeclarationofHumanRightsin1948asa
responsetotheHolocaust
• Theseeventswereastarkreminderofwhatmayhappenwhenstatesareallowedtotreatsomepeopleaslesshuman
• LateradaptedinEuropeastheEuropeanConventiononHumanRights– theUKsigneduptotheConventionin1951
• In1998,theUKpassedtheHumanRightsAct,whichcameintoforceinOctober2000
• TheHumanRightsActfundamentallychangedhowrightsandfreedomsareenjoyedbyUKcitizensbybriningtheEuropeanConventionintoUKdomesticlaw
• Thismakesitpossibleforpeopleto‘directly’raiseorclaimtheirhumanrightswithincomplaintsandlegalsystemsintheUK