‘#ActionsnotjustWords — A psychologically informed reflection on Race Equality Week’

11.02.2022: For this week’s PIE blog, as the lead for Psychologically Informed Environments (PIE), at the national youth homeless charity — Centrepoint, I am delighted to be co-writing it with Sadie Odeogberin (Chair of Centrepoint’s Equity Network / South Head of Operations: People, Skills & Employability). This network was created at the request of our staff following a series of PIE team and HR led workshops in 2020, looking at how we can better support wellbeing and inclusion within the organisation as part of our ‘People Strategy’. The aims of this network are outlined below:

· To eliminate any form of systemic disparities that primarily impact our ethnically diverse staff members, empowering and giving a voice to those who have been impacted by prejudices.

· To champion fairness, eradicate discrimination and issues of unconscious biases through means of discussion, exploration and education.

· To influence decision making through advocacy of all staff wellbeing needs.

· To strengthen the voice of ethnically diverse workers and ensure that fair representation is consistent throughout the organisation.

· To work collaboratively with the Senior Executive Team (SET) to influence and increase the awareness of unconscious bias of the organisations decision makers, policy makers and stakeholders.

· To pioneer and enforce innovative forward thinking solutions into our ethos of good practice across the organisation.

The topic of this week’s PIE blog reflects that this week has been ‘Race Equalities Week’ (7th — 13th February 2022: https://www.raceequalitymatters.com/race-equality-week/), an important issue that has been focused upon this week within the organisation. Race Equalities Week is described as a space where ‘organisations across the country unite in activity to seriously address race in the workplace’ (c.f. https://youtu.be/2UIathrT5DA), in particular exploring how to address the barriers to race equality in the workplace. Whilst sadly, we may not be in a position to ‘change the world’, we can certainly start to ‘change our world’ in Centrepoint, though for example the Equity Network highlighted above, as we are an autonomous entity that affords our leaders a high level of control over our internal norms. This gives us the opportunity to develop internal policies and practices that promote racial equality.

The issue of race is something that the PIE team, alongside other voices in the organisation, have previously reflected upon within the PIE blog(s). For example, following the #BlackLivesMatter protests in the summer of 2020 (c.f. https://drhelenmiles.medium.com/blacklivesmatter-a-psychologically-informed-reflection-b7feff427706), around the issue of psychologically informed ‘ally-ship’ (c.f. https://drhelenmiles.medium.com/allyship-in-a-psychologically-informed-environment-pie-68d50bb9bd97), and why it is important to ensure that one key element of PIE; Reflective Practice is responsive not ‘racist’ (c.f. https://drhelenmiles.medium.com/reflections-on-ensuring-that-reflective-practice-in-a-psychologically-informed-environment-pie-308d92baf371).

Nevertheless, given that this is Race Equality Week, we think that it is important to return to this topic again in this blog. Addressing race inequality in the workplace is important, not just in terms of the impact on our staff, but also in terms of how this can potentially affect the homeless young people we support (e.g. through our policies and procedures). It is arguably incumbent on all of us to have an awareness of the impact of structural inequality and racism, as race equality can only be achieved when we all play a part. Therefore, whatever our racial background (i.e. whether or not these issues may affect us directly) it is important that we work together to make changes where we can to overcome this issue because a more inclusive society benefits us all (c.f. https://drhelenmiles.medium.com/are-we-inclusive-a-psychologically-informed-perspective-on-national-inclusion-week-bfc0a3063519).

This is particularly important part of our journey towards being a ‘PIE organisation’, as there is now significant psychological evidence that there is a problem with racial inequality in the workplace (e.g. see review by Huffman, 2012), from everything to an individual’s ability to be shortlisted for an interview, through to their access to promotions and opportunities. For example, one research study by Bertrand & Mullainathan (2004) found that applicants with ‘White sounding names’ on their CV’s received on average 50% more requests to attend for a job interview than equally qualified applicants with ‘Black-sounding names’. Moreover, Kline (2014) highlighted a significant under-representation of BAME staff on NHS trust boards and in senior leadership positions.

In Centrepoint, we have a large proportion of non-White staff within the organisation, higher than within the UK general population, which makes this week even more important to reflect upon and implement positive actions. Latest figures from our HR team note where data is available, 43% of our staff are recorded to be non-White or ‘ethnically diverse’. This is almost an equal number of employees who are recorded as White (45%, 12% not recorded). Moreover, the number of non-White staff rise to a majority (51%) when you look specifically at our Support and Housing staff (i.e. ‘frontline’ keyworkers) nationally, and even higher when just data for Support and Housing staff in London is considered (62%). As Covid-19 highlighted, many lower paid keyworker roles in the UK over the pandemic were filled by staff from Black, Asian and Minority Ethnic backgrounds (BAME), who were on the ‘frontline’ and exposed to significantly higher risks than remote working ‘support’ staff. Moreover, it is important to note that amongst the homeless young people we support, Centrepoint (2019) figures indicate that the majority are BAME (58%) and a further 21% are refugees, indicating that homelessness disproportionately effects this minority ethnic groups (e.g. https://blog.shelter.org.uk/2017/10/bame-homelessness-matters-and-is-disproportionately-rising-time-for-the-government-to-act/).

Race equality is also particularly important within a PIE, because of the impact that racism and structural inequality has upon the psychological well-being of the person experiencing it (c.f. https://synergicollaborativecentre.co.uk/wp-content/uploads/2017/11/The-impact-of-racism-on-mental-health-briefing-paper-1.pdf). This can range from significant direct discriminatory behaviours through to even seemingly small ‘micro-aggressions’ (defined as a statement, action or incident regarded as an instance of indirect, subtle, or unintentional discrimination against members of a marginalised group: Oxford English Dictionary, 2022). For example, research by Forrest-Bank & Cuellar (2018) found that micro-aggressions were significantly positively associated with psychological distress and were damaging to the emotional health of ethnic minorities. Further studies (e.g. Williams et al, 2011; Schmitt et al, 2014; Wallace et al, 2016) found that chronic everyday racial discrimination was inversely related to self-esteem and psychological well-being. In addition, there remains an over-representation of BAME individuals in UK mental health services (c.f. https://www.mentalhealth.org.uk/a-to-z/b/black-asian-and-minority-ethnic-bame-communities), who are also noted to experience further inequalities within this system (e.g. see review by Grey et al, 2013) including a lack of cultural understanding and the availability of culturally appropriate services.

Moreover, this impact is often mediated through the influence of ‘power’ (i.e. who has it and who has not). Keats et al (2012) specifically note in their Good Practice Guide to PIE (c.f. https://eprints.soton.ac.uk/340022/1/Good%2520practice%2520guide%2520-%2520%2520Psychologically%2520informed%2520services%2520for%2520homeless%2520people%2520.pdf) that ‘power should be discussed openly, and should be taken into consideration when conceiving client interactions and client pathways’ (p.25). It is therefore important if we are aiming to be a PIE that we consider the issue of inequality broadly, including not only how we support our staff and the homeless young people we work with, but also within our policies, procedures, operations and strategy to #EndYouthHomelessness.

Specifically, this year’s theme for Race Equality Week is ‘Actions not just Words’, with an emphasis to driving meaningful action that makes a real impact. Taking a psychologically informed approach to addressing racism within organisations has been noted to be a process by Livingston (2020), in his ‘road map’ of actions forwards racial equality (c.f. https://hbr.org/2020/09/how-to-promote-racial-equity-in-the-workplace) shown below. It is argued that organisations need to meaningfully move through these stages sequentially, first establishing an understanding of the underlying condition, then developing genuine concern, and finally focusing on correcting the problem.

In other words, it is important to start with an honest identification of the problem and build consensus around this so that everyone, regardless of their racial background is on board with the process. Conducting a ‘root-cause’ analysis of the ‘problem’ is then critical to establishing the solution. Racism can have many roots (e.g. cognitive biases, personality characteristics, ideological worldviews, psychological insecurity, perceived threat, need for power, and ego enhancement). However, it can also be the result of structural factors, established laws, institutional practices and cultural norms. It is important to identify the underlying cause of racial discrimination correctly, and ensure that it is not just attributed to the character of individuals (or ‘bad apples’), which may ignore broader organisation or structural factors.

Once a psychological understanding of the issue is obtained, it is then important to increase ‘empathy’ for others. In other words, we need to care about it enough to do something about it. Careful consideration might need to be given to how we create psychologically safe spaces (e.g. within reflective practice or education and training sessions) to discuss these issues and share experiences (without individuals feeling obligated to do so to avoid re-traumatisation), as well as provide education and historical or factual evidence of the issue. Finally, the strategic work to make the change needs to be undertaken. This will require implementation work across several domains: personal attitudes, informal cultural norms, and formal institutional policies, all three of which need to be addressed simultaneously to ensure positive outcomes. This work needs investment in time, energy and resources in order that it is meaningful rather than superficial. It also needs an understanding that racial equality for one group does not need to come at the expense of another group, although it is not necessarily about treating everyone equally or the same. Equality is about treating people equitably or being aware of what different approaches that may be needed to overcome individual disadvantages, illustrated in the picture below:

As a result, the Centrepoint Equity Network are working to influence progressive and psychologically informed change across the organisation. For example, actions we have taken to date include:

· Reviewing the ‘McGregor Smith’ recommendations and contributing to the organisational KPI’s (Key Performance Indicators) as part of our Diversity & Inclusion strategy, which forms part of Centrepoint’s wider People Strategy.

· Raising awareness about equality and diversity issues through educational events.

· Carrying out a Centrepoint staff survey to identify and understand priorities, engagement and influence.

· Working closely with our HR team to understand diversity metrics across the organisation and influence positive change.

· Working alongside our colleagues in the LGBTQ+ and Disability Networks.

· The launching of the #MyNameIs campaign.

Specifically, this week, we have been exploring the racial equality issues further with a series of organisation wide lunchtime sessions on topics such as ‘Micro-aggressions’, ‘Insectionality’ and ‘Allyship’. Some feedback from one attendee on the session highlighted the particular power of creating these safe spaces for learning and reflection: “Thank you, that was a safe space to discuss these topics, I was worried that I’d feel berated for my past transgressions or worried about vocalising questions. Instead I came away thinking, I know a change I can make to become an ally”.

In addition, we will be shortly launching the #MyNameIs campaign in Centrepoint, which is particular focus of Racial Equality Week this year (c.f. https://www.raceequalitymatters.com/why-you-should-get-involved-in-mynameis/). Our names are more than just a name. It is part of our heritage, identity and pride. However, all over the world, names are mispronounced, and even if unintentionally can be hurtful and result in you feeling ‘not valued or unimportant’. This campaign notes how adding a phonetic pronunciation of your name on your email signature can reduce the frequency of your name being mispronounced whilst also encouraging others to consider the importance of names and identity.

Over the past 18 months we have both been humbled by the insight into our own privileges and have been both challenged and educated by our colleagues who may be ‘different’ to us. It is really easy to relate with people who just look like us. However, when we take the time or have the opportunity to find out who someone is, we can begin to open up ourselves and see how we can relate to someone who doesn’t look like us. By doing this, we can give ourselves permission to have empathy for ‘another’ and maybe see beyond someone’s transgression, enabling us to exchange energy that creates an open door, leading to a new understanding and build a relationship with them (as per a PIE).

To conclude, we wanted to highlight again the importance of racial equality upon psychological well-being with a particularly powerful quote from the ‘Psychologists for Social Change’ group (c.f. http://www.psychchange.org/) shown in the picture at the start of this blog. This collective of psychologists rightly argue in their mission statement that our profession and thus, by association all PIE approaches working in the homeless sector, should concern themselves with the issue of inequality not just in one week of the year, but throughout all that we do in day to day practice. After all, the research evidence is clear that prevention is better than intervention and that ‘Equality is the best Therapy’…