BOOK: ANTI-DISCRIMINATORY PRACTICE (NEIL THOMPSON, 2012)

TYPE              : BOOK

Title                 : Anti-Discrimatory Practice

Writer              : Neil Thompson

Reference

Thompson, Neil, 2012, Anti-Discriminatory Practice (5^th Ed). Palgrave MacMillan: New York

MY SUMMARY

We should appreciate 'diversity' among us. Diversity is the richness of human-beings. Unfortunately, sometimes, we did discrimination unintentionally within this diverse race, religion, gender, groups, religion etc. 

"The literal meaning of the term ‘to discriminate’ is to identify a difference  (pp. 6)". "Unfair discrimination refers to the process (or set of processes) through which (i) a difference is identified; and (ii) that difference is used as the basis of unfair treatment (pp. 7)". Discrimination is exist everywhere, not only at personal level, but also at cultural and structural level. He explained easy example, some people tend to spread a work advertisement among their own group (similar race, religion, or similar ideology). 

He introduced PCS analysis to help use to understand the complexity of 'unfair discrimination' in society and some challenges to solve this condition. Unfortunately, the more degree of discrimination emerged with structural level, the more difficult to reduce the level of discrimination/oppression/marginalisation. 

"P refers to the personal or psychological; it is the individual level of thoughts, feelings, attitudes and actions. Pp.33

C refers to the cultural level of shared ways of seeing, thinking and doing --> what is perceiving as ‘normal’ in any given set of circumstances. Pp.33 

S refers to the structural level--> ‘institutionalised’ (firmly established through patterns of thought, language and behaviour) and thus ‘sewn in’ to the fabric of society. It denotes the wider level of social forces, the sociopolitical dimension of interlocking patterns of power and influence. " Pp.33

And the important think "Tackling discrimination, then is not simply a matter of identifying the guilty parties, the bigots, and chauvinists. The reality is far more complex than this, as it need to be recognised that-to paraphrase Edmund Burke-all that is necessary for evil to flourish is for good people to do nothing " (pp. 37).

MY DIRECT QUOTATION

Chapter 1. Equality, diversity, and social justice

Anti-discriminatory practice is or should be, more than simply tackling those well-publicized areas of discrimination and oppression that attract considerable attention-it should encompass all forms of discrimination that can be seen to lead to disadvantage, disempowerment and oppression. That is, we need to adopt a holistic approach to discrimination and related matters, rather than a narrow or partial one. Pp. 4

The significance of diversity (that is, variety across individuals and groups of people) and the need to affirm and value it;

That differences between people can and should be seen as assets to be appreciated, rather than problems to be solved; and

That difference can so easily lead to unfair discrimination. Pp. 5

Race, ethnicity, gender, class, sexual identity, age, language, disability, religion, and so on are just some of the dimensions of diversity and therefore just some of the ways in which difference can so easily be translated into discrimination and oppression as a result of the various power-related processes to be discussed in later chapters.  Pg. 5

The literal meaning of the term ‘to discriminate’ is to identify a difference.  Pg 6

Unfair discrimination refers to the process (or set of processes) through which (i) a difference is identified; and (ii) that difference is used as the basis of unfair treatment. To use the technical term, a person or group ‘suffer a detriment’ (that is, experience a disadvantage) because they are identified as ‘different’ (in terms of gender, race/ethnicity, sexual identity and so on) pp. 7.

Instead of differences between people being seen as positive (as per the diversity approach mentioned above and to be discussed more fully below), they become the basis of unfair discrimination, a basis for disadvantaging certain groups of people. This discrimination then becomes a source of oppression. It is through the process of identifying some people as ‘different’ that they receive inhuman or degrading treatment and are thus oppressed. Pg 7

While this is satisfactory basic definition of discrimination, what it does not do is indicate the important role of power that is involved. Anyone can discriminate against anyone else. However, where the impact will be of major proportions is in those cases where relatively powerful groups will be in a position to discriminate against anyone else. However, where the impact will be of major proportions is in those cases where relatively powerful groups will be in a position to discriminate systematically (where directly or indirectly) against those in relatively powerless groups (Darlymple and Burke, 2006) p. 7

Chapter 2. The Theory Base

PCS Analysis

In order to understand how inequalities and discrimination feature in the social circumstances of clients, and in the interactions between clients and social work professionals (and indeed in the lives of social workers themselves who can easily be discriminated against), it is helpful to analyze the situation in terms of three levels. These three levels (P, C, and S) are closely interlinked and constantly interact with one another. Pp 32

Figure 1. PCS Analysis (pp. 33)

P refers to the personal or psychological; it is the individual level of thoughts, feelings, attitudes and actions. It also refers to practice, individual workers interacting with individual clients, and prejudice, the inflexibility of mind which stands in the way of fair and non-judgmental practice. Our thoughts, feelings, and attitudes about particular groups in society will, to a certain degree at least, be shaped by our experiences at a personal level. Pp.33

C refers to the cultural level of shared ways of seeing, thinking and doing. It relates to the commonalities-values and patterns of thought and behavior, an assumed consensus about what is right and what is normal; it is produces conformity to social norms, and comic humor acts as a vehicle for transmitting and reinforcing this culture. It is therefore primarily a matter of shared meanings. It includes conventional notions of culture, such as religion, belief systems and nationality, but goes beyond these. The cultural level is a complex web taken-for-granted assumption or unwritten rules’. Culture is very influential in determining what is perceiving as ‘normal’ in any given set of circumstances. Pp.33

S refers to the structural level, the network of social divisions and the power relations that are so closely associated with them; it also relates to the ways in which oppression are ‘institutionalized’ (firmly established through patterns of thought, language and behavior) and thus ‘sewn in’ to the fabric of society. It denotes the wider level of social forces, the sociopolitical dimension of interlocking patterns of power and influence. Pp.33

PCS analysis shows the different levels at which discrimination operates and how these levels reinforce each other. What is also worth noting, however, is that the degree of control and impact a worker can have on tackling discrimination is also related to the three levels, as is shown in the figure.

The further away one moves from the personal level, the less impact an individual can have, it therefore becomes necessary to move beyond the personal level, not only in terms of understanding discrimination but also in term of tackling it. This involves individuals playing at least a part in the undermining of the structures which support, and are supported by, that culture.

Fgure 2. Degrees of Influence (pp. 36)

A key aspect of this is the need to recognize that most discrimination is unintentional-it arises because of institutionalized pattern of behavior, assumptions and language use more frequently than through deliberate acts intended to disadvantage particular individuals or groups (although the latter are, of course, sadly not uncommon). Tackling discrimination, then is not simply a matter of identifying the guilty parties, the bigots, and chauvinists. The reality is far more complex than this, as it need to be recognized that-to paraphrase Edmund Burke-all that is necessary for evil to flourish is for good people to do nothing. (Thompson, Neil, 2012), Anti-Discriminatory Practice. P. 37

Notes- bigots- a person who is intolerant towards those holding different opinions.

Roneey (1987) gives  a good example of how this operates. He describes how one local authority used to recruit its home-help staff by word of mouth. When vacancies arouse, the existing (predominantly white) workforce would be asked to let people know of such vacancies. They would, of course, pass this information on to their (predominanlty white) circle of friends, some of whom would then be recruited. Consequently, this form of recruitment systematically marginalized and excluded potential black staff, albeit perhaps unintentionally. P.38

Anti-discrimanatory practice is an attempt to eradicate discrimination and oppression from our own practice and challenge them in the practice of others and the institutional structures in which we operate. In this respect, it is a form of emancipatory practice (Thompson, 2008)

There are common themes across the various term of oppression:

·      Prejudice and judgemental attitude towards particular individuals and/or groups

·      Streotypes

·      The dynamic interplay of the P, C, and S levels

·      Inequality and the denial of rights

·      Power relations

·      Ideological legitimation based on biology pp.50

The concept of hegemony refers to the ideological dominance of one group over another or over a range of group. One group, or ‘social collectivity’ (for example, men, white people, able-bodied people) gain power, status position, prestige or some other advantage at the expense of other, less socially favored groups (women, black, or disabled people) and continue to maintain such dominance through the power of ideas which reinforce the naturalness of the status quo. Pp.50

Hegemony is therefore closely linked to the notion of exploitation, although not necessarily in any deliberate or intentional sense. It is also closely linked with ideology for it is primarily or intentional sense. It is also closely linked with ideology for it is primarily through the vehicle of ideology that hegemony operates. Pg.51

Part of the ideological basis of hegemony is the idea of an ‘out group’, a group of people defined in negative terms and assigned and inferior status. Pg.52

Chapter 9

Conclusion

The main themes

Power

Diversity

PCS analysis

Ideology

Oppression

Empowerment

No middle road

Positive steps p.191

1.     Much of the discrimination inherent in social work can be seen to be unintentional-due to lack of awareness, rather than deliberate attempts to oppress.

2.     The diversity approach is still in a relatively underdeveloped state, but we can none the less see the benefits of valuing diversity, of taking a broad-based, positive approach to tackling discrimination

3.     Awareness training provides a consciousness-raising role for individuals, but its value can be multiplied by raised collective awareness and subsequent collective actions.

4.     Anti-discriminatory social work therefore needs to be based on integrating theory and practice

5.     In order to develop emancipatory forms of practice we need to ensure that the issues and principles are seen as central-they are not an optional extra to be tagged on the end if time and resource permit.

6.     Perhaps the most fundamental step towards anti-discriminatory practice that we can take is to become, and remain, open and critical in relation to our own practice (whether as direct practitioners, managers or educators)

7.     We can promote anti-discriminatory practice by ensuring, as far as possible, that our actions are consistent with the principles of good practice more broadly