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Valuing Diversity
 
Chapter 4: Strategic Planning and Management
 
Children's Services Plans
Section 19 of the Children (Scotland) Act 1995 requires local authorities to prepare and publish a plan for the provision of relevant services for children. "At the centre of the planning is identification of needs, their main features, diversity, and relative priority for services. Assessment of needs will include needs not presently met, gaps in service provision, and opportunities for developing partnerships". (1) There are a number of ways in which managers may develop systems which identify and measure needs in their local black and minority ethnic communities:
 
Gathering Information
The 1991 Census can give a rough estimate of the total number of black and minority ethnic people in individual districts. For example, in the Fife area 2,519 people from minority ethnic groups were identified, who mainly lived in:
 

Kirkcaldy

Dunfermline

North East Fife

1,247

829

443
This total included:

Black African

Black Caribbean

Black Other

123

34

151

Bangladeshi

Indian

Pakistani

52

314

784

Chinese

Other Asian

Other m.e. residents

481

183

397
 
It is possible to identify social patterns. For example, almost half of those 2,519 were born in the UK. A high percentage were aged 15 and under. There was an above average level of self-employment and home ownership.
Other organisations which can supply summaries of key data include the Commission for Racial Equality, the Scottish Ethnic Minorities Research Unit (SEMRU) and Strathclyde University's Equal Opportunities Unit.
If possible collect information regarding religious affiliations and practice in your area. A recent Policy Studies Institute survey found the following (2):

"Religion is very important to how I live my life"

White

13%

Caribbean

34%

Indian

47%

African Asian

43%

Pakistani

73%

Bangladeshi

76%

Chinese

11%
 
Information about the use of different languages is also useful. There are reportedly 70,000 Gaelic speakers in Scotland today.
 
Research
Research can help to identify and predict need. For instance, the Scottish Black Workers' Forum, Barnardos and Children in Scotland conducted a survey in 1997 to evaluate the needs of Scotland's black and minority ethnic children and found that:-
  • Agencies monitor the ethnicity of service users in arbitrary ways.
  • Monitoring the ethnicity of staff has little impact on policy or practice.
  • There is a lack of clear policies in relation to service delivery.
  • There are disproportionately low levels of employment opportunity for black workers.
  • Despite haphazard monitoring, there is evidence of significant numbers of black children receiving services, mainly from the voluntary sector.
  • There is little or no co-ordinated consultation with black or minority ethnic communities.
 
Consultation
Consultation is a crucial part of identifying need and designing of services which are culturally sensitive. Consider how representatives from black and minority ethnic communities can participate in the consultation processes. Scottish Office guidance states that "Before consulting on content ... consult first on the form of the plan: ... how to take account of racial, religious and cultural issues" (3) Community based services which work primarily or solely with members of black and minority ethnic communities can provide statistics on use of their services and unmet need, and may advise on relevant contacts.
To identify need, social work departments and voluntary agencies need to collect and disseminate statistics on use of their services including transracial and "same race" foster or residential care placements. Referrals for service provision may not, however, reflect need, as African-Caribbean and Asian parents may be less likely to self refer and more likely to be referred by other agencies, than white parents (4).
Consultation with national organisations can also highlight specific areas of need. For example a Scottish Council of Voluntary Organisations/Black Workers' Forum seminar highlighting issues of HIV-AIDS within black and minority ethnic communities led to setting up a multi disciplinary working party to raise awareness.
 
Management Issues
Consultation and Partnership
Consultation is not only necessary for the development of children's services plans but also for more detailed planning when new services are developed or existing ones altered. The process of forming partnerships with members of black and minority ethnic communities to meet need, will include consideration of practical issues such as access and crèche facilities for meetings. Examples are:
The Darnley Street Family Centre in Glasgow developed from an existing Save the Children Fund play group into a multicultural and multilingual family centre through a process of consultation with people from a number of different local communities. This included regular user forums and more informal discussions.
The former Tayside Region Social Work Department's race development officer set up a planning and consultation forum, chaired by the Director, to which people from all of the black and minority ethnic communities were invited. The consultation strategy has been crucial in prioritising training on anti racist practice for staff in local child and family centres and setting up voluntary placement schemes for black and minority ethnic people.
 
Policies and Action Plans
When developing or amending policies, procedures and guidelines, managers and practitioners need, in relation to black and minority ethnic children and families, to consider:
  • To what extent are their specific needs addressed and are adequate resources committed to projects catering for their needs?
  • Is there adequate representation on key policy and decision making bodies?
  • Are there sufficient black and ethnic minority staff and volunteers within the agency?
  • Is there evidence of an effective process of consultation concerning policies with black and minority ethnic staff, service users and consultants?
An action plan will probably be required to take these issues forward, and the SCVO publication "Roads to Racial Equality" (5) provides a helpful and practical guide.
A section of an action plan might look as follows: (6)
 

Subject

Outcome/
Objective

Output/
Activity

Section of
Organisation

By when

By whom
Black and
minority
ethnic staff		 To retain black
and ethnic staff
within the
organisation
through
provision of
appropriate
support,
supervision
and career
development.		 Development of
a plan for the
induction and
support of
black and
minority ethnic
workers which
is race
sensitive		 Management
team		 6 months Head of
Training
 
It is important to review regularly race equality strategies, action plans, policies and procedures. Have they achieved their objectives? Do the objectives need adjustment or additions?
 
Recruiting and Supporting Black and Minority Ethnic Practitioners
Recruitment and selection
The Guidance on the 1995 Act makes several references to the need for black and minority ethnic workers. In a transcultural situation communication can easily be misunderstood and be "viewed either as over or under statements, or as too vague or too direct or hostile" (7) Black and minority ethnic practitioners can help to break down barriers. The Race Relations Act 1976 gives specific guidance on positive action or positive discrimination in advertising (further advice from the Race Equality Councils/Community Relations Council).
When advertising, select media where an optimum number of the particular ethnic group will see it. For example, the Darnley Street Family Centre advertised for Asian child care workers in the local Asian newspaper, in the local library, in other community organisations and in the centre itself.
In drawing up job descriptions and job specifications, and in interviewing, recognise the skills of applicants. For example, it will usually be an asset in a job to have two languages or experience of more than one culture. Where a language skill or particular cultural knowledge are essential requirements of a post, financial recognition should be considered.
 
Support of black and minority ethnic staff
It is important that staff:
  • are made welcome in work places;
  • feel properly supervised and supported;
  • have a reasonable workload matched to their skills and experience;
  • find their skills and attributes valued;
  • receive adequate training and opportunities for career development;
  • have their particular cultural or religious needs respected and wherever possible accommodated.
Unintended racism may show up in:
  • unrealistic expectations of the work they can do, such as being given all the
  • cases from minority ethnic backgrounds regardless of the numbers or
  • complexity of the cases, or being given little support or supervision;
  • being treated as an expert, a consultant, an interpreter, a translator and a trainer when none of these things are part of their job description.
Even with positive support from managers and teams, a black or minority ethnic member may feel isolated by the different nature of their work and by experiences of racism. Recognise and overcome this by:
  • encouraging a mentoring arrangement with a black or minority ethnic colleague either inside or outside the organisation;
  • encouraging attendance at a black workers' support group;
  • ensuring equal choice of cases taken on, and a sufficiently wide variety of work to assist learning and development.
 
Developing Strategies to Recruit and Retain Carers
Many local authorities report difficulties in recruiting sufficient black and minority ethnic carers. It is important to assess both the need for such carers and the current shortfall. A number of policy and attitudinal issues may need to be addressed if recruitment and retention are to be successful. For instance:-
  • securing funding to recruit black and minority ethnic staff;
  • providing a programme of training and development for staff involved in carer recruitment;
  • reviewing of existing child care and equal opportunity policies. For instance, does and should the local authority have an effective "same race" placement policy?
  • working together with neighbouring authorities, where numbers of black and minority ethnic children being looked after, and the communities they come from, are very small;
  • providing retainers. If carers are to be available for black and minority ethnic children, it is important that they are not fully engaged in caring for white children. Perhaps their skills and knowledge could be used in other (paid) ways between placements, for instance, supporting a child in a family centre or in residential care.
 
Monitoring and Evaluation
Information Systems
Having established a children's services plan, it is essential to set up information systems which measure the extent and the effectiveness of its implementation. Ethnic monitoring is crucial to gauging the extent of service provision to people from black and minority ethnic communities. Some recording of data is required by Children (Scotland) Act Regulations. For instance the information collected to draw up a care plan for a looked after child must include his or her "nationality, race, religion and language" (7). Data collected on individuals must be aggregated so that a wider picture is established.
 
Suitability and Quality of Services
Customer surveys, questionnaires and focus groups can elicit the views of service users on suitability and quality of services. In Edinburgh, the Volunteers Tutor Organisation's befriending scheme for black and minority ethnic primary aged children helped children interview each other on video about what they liked and disliked about the scheme, and about the sort of service they would like in the future.
Seek the views of other local organisations, particularly those representing black and minority ethnic people. Valuable information can also be obtained from national bodies.
 
Making Use of Research
Research can provide helpful material for monitoring and evaluation purposes. Policy and planning sections should monitor relevant findings and make sure they are circulated to managers and practitioners.
 
Registration, Reviews and Inspections
Nationally and locally, registration, reviews and inspections should consider how well the needs of service users are being met and recommendations for improvement. For example, the Lothian quality standards for under eights' provision state that "the fitness of people and premises should include knowledge of and attitudes to multicultural and equal opportunity issues" (8).
The role of an inspector who is inspecting residential care might include highlighting the need for access to multi-cultural materials, raising visibility by making black and minority ethnic issues a regular agenda item at team and residents meetings, recommending appropriate procedures to manage racist incidents, and making suggestions for training.
 
Training
Organisations need to develop training strategies and programmes which address:
  • issues of oppression;
  • working in a multiracial, multicultural and multi religious society;
  • practical issues in caring for black and minority ethnic children such as hair and skin care or Asian cookery;
  • the particular training needs of black and minority ethnic staff.
Such programmes need to be ongoing. New staff, children's panel members and foster carers need training soon after joining. Those of longer standing need opportunities to refresh and deepen their knowledge. Agencies need to be aware of and respond to new training issues as they arise. If at all possible, training on anti-oppressive practice and on cultural issues should be led by at least one black or minority ethnic trainer.
Consider how more specialist training needs can be met. For example, managers who chair case conferences or reviews of black and minority ethnic children may need training. Local authorities and voluntary organisations could run joint courses.
The particular training needs of black and minority ethnic staff need to be addressed. Consider trainee schemes with secondments or bursaries for diploma in social work training. Give unqualified residential and day care staff the opportunity to undertake an SVQ. Where qualified but inexperienced staff are appointed, undertake a training needs analysis with them so that they receive appropriate training. Black staff are under represented in management posts in Scotland. Providing training in such issues as assertiveness and management skills could be one strand in a strategy to overcome this problem.

 

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