Narinder Sidhu, BASW Cymru’s Professional Officer, shares her thoughts about the ARWAP which she hopes will be the start of a culture change.

BASW Cymru is committed to ending racism and oppression so you can imagine my delight when I was invited to attend this year’s Association of Directors of Social Services (ADSS) Cymru National Social Care Conference as a panellist, to discuss delivering the aspirations of the Anti-Racist Action Plan for Wales (ARWAP). The panel discussion was chaired by Lance Carver (Director, ADSS Cymru), I was joined by panellists: David Pritchard (Director of Regulation, Social Care Wales), Joseph Wilton (Head of Wellbeing and Improvement from Welsh Government) and Sy Joshua (Service Manager, Race Equality First). The panel explored the main points that had captured attention about the ARWAP and what we thought would help make the aspirations of the plan a reality. The attendees were engaged, and it was a rich discussion. This prompted me to share some of my thoughts about the ARWAP with our members, those we support and our many stakeholders.

It is important to highlight that the conference itself did not appear to attract a diverse community, however this is something to work towards and exactly why we need the ARWAP. We must understand and represent the current diversity of Wales and the ARWAP is a useful vehicle for change. ADSS-Cymru acknowledged the lack of diversity during the panel discussion, and I am keen to see how next year’s conference will be more inclusive and diverse. Visibility and representation of underrepresented communities across Wales is necessary. Each community should have a seat at the table, these seats should no longer be reserved for solely those from white privileged backgrounds who are often very detached as to what is happening across society. We will continue to work together with our partners across Wales as we believe that change requires teamwork, bringing together those with specialist knowledge and living experience, and skills in human connection. Note to all, ARWAP requires transparency, authenticity, and courageous conversations to occur; change will not happen without these. We should be role modelling and championing anti-racism so we can be the drivers of the change we seek.

Why we need the ARWAP?

We must value each other. We must respect and celebrate each other’s differences. This means being kind to one another, rather than breaking each other down by using societal systems to exclude and mistreat one another. Creating a sense of belonging by including and treating each other fairly is a fundamental requirement of being part of a happy, safe and productive community. And yet, we have many barriers to achieving this simple concept which includes our institutional systems and attitudes.

An attitude refers to a set of emotions, beliefs and behaviours toward a particular object, person, thing, or event. Often a result of upbring and/or experience. Attitudes are powerful, they influence and manipulate behaviour and how a person acts in various situation. I believe that we must we reflect on our own attitudes individually and then collectively before we even consider enacting the REAP into our organisations. Only when we have looked within, are we able to start to understand and dismantle these negative attitudes towards others. Exploring your own organisation’s collective attitude will support you to examine and begin to dismantle existing unfair systems leading to effective change. I urge you to examine your own privileges when implementing the ARWAP. Reflection will be a key part of the ARWAP journey. Without this, culture will not change and lead you to miss key elements for long lasting change. Refection will allow for an in-depth review of your starting point and highlight areas that must change to comply and advance the ARWAP.

Minoritised ethnic communities deserve the same access to services as their white counterparts. We deserve not only access but choice too. Choices to decide which option is best for us…we deserve to be fully understood by those working with us and we deserve their support to empower us to make the best life choices. This takes trust and respect; the two key elements of this journey. Sy mentioned that ‘word of mouth is very strong in communities and there is a huge lack of trust but if you do something well, opinions will begin to change’. I agree that building trust is essential for real change to happen, and this is the main ingredient for success. In employment law, once mutual trust and respect is severed by the employer, it can have significant implications for both parties; this simple analogy may help you to understand why it is so important to build and begin with relationships based on trust and respect.

Noticeably, the Equality Act 2010, does not seem to be interpreted into the real world  when it comes to tackling discrimination despite the detailed chapters on protected characteristics, prohibited conduct, services and public functions, public sector equality duty and more. There are huge disparities across Wales and Covid 19 shed a light on many of these however, let’s be clear, these have existed for decades and continue to increase with further disparities coming to light as further research and narratives within society are shared publicly. This is where the secret veil is removed. This visibility is fundamental and has not only shaped the ARWAP but will also support monitoring and reviewing the ARWAP going forward.

To those who already work within equality, diversity, and inclusion the ARWAP may seem basic. However, we need basic to begin to build a solid foundation for equality and inclusion. There are so many fantastic examples of anti-racism across Wales however, we also have individuals and organisations which lack both education and awareness of what it means to be anti-racist. Wales remains a home to many that are unconsciously and/or consciously racist. There is no arguing this, research and data shows many areas where racism is the cause for unfair and unfavourable treatment which has led to negative often devastating outcomes for individuals for those who reside and work in Wales.

The ARWAP is co-created with those who have living experience of racism. Let’s just break this part down further as language is important. Using ‘those with lived experience’ may provide us with comfort as it implies past tense. Using ‘those with living experience’ is a more a realistic and accurate term. The individuals which we refer to are both and survivors of racism; they fluctuate between the two depending on the individuals and systems they interact with. People including myself are ‘living’ racism throughout their whole life cycle, some intermittently, many constantly. In her blog, Bryony Shannon believes ‘the language we use today is a direct result of the dehumanising, process-driven system we’re operating in. The term ‘minoritised ethnic’ recognises that individuals have been minoritised through social processes of power and domination rather than just existing in distinct statistical minorities. It reflects the fact that ethnic groups that are minorities in the UK, are majorities in the global population. Whilst, language is constantly evolving, we must always check ourselves and be open to learning.

I have heard that some individuals/organisation believe that they have no actions as they are not specifically named in the ARWAP. This disheartens me considerably; when did we lose kindness for one another and what hope has humanity if this is how people in power feel. Does everything have to be specified officially with step-by-step actions and timescales for people to act? ARWAP also belongs to the people, to us all. ARWAP has been born out of people’s poor experiences in housing, education, social care, health, criminal justice system …the list goes on.

Furthermore, we must think about those that support society in need and in crisis. BASW Cymru’s Summary Report on Racism in Social Work highlights how racism is impacting social workers in their roles across Wales, those they support and wider society. Our UK Code of Ethics (2021) states the values and ethical principles on which the social work profession is based. We welcome the Welsh Government’s ARWAP which is based on social work values. I can safely say that those whose values do not align will find it difficult to understand and implement the ARWAP. I also acknowledge there is much more required as this will be a long journey to change which will require resources and adequate funding for change. We need action and not words.

Our National Director, Allison Hulmes co-founded the Gypsy, Roma and Traveller Social Work Association (GRTSW Association) in June 2020 and one of its aims is to improve understanding between social workers and Gypsy, Traveller and Roma people. This is even more crucial now after the enactment of the Police, Crime, Sentencing and Courts Act 2022 which has left social workers at risk of being involved in enforcement action and not support. The GRTSW Association professionally challenge those in power and actively guiding social workers and other agencies to avoid breaching human rights but instead to promote a sense of belonging for Gypsy, Roma and Traveller communities who have been persecuted for centuries. Their recent good practice guidance and other resources can be found on the BASW Gypsy, Roma and Traveller Special Interest Group website.

We continue to contribute and engage in social work discussions via our UK BASW podcast ‘Let’s Talk Social Work’. We recently celebrated our work following the success of one of our blogs which turned out to be a key driver for change. Following our BASW Cymru and SWU blog, the South Asian Heritage Organisation confirmed that they will now plan 2023 with focus on Romani people to be included in celebrations and support raising further awareness across the UK and the world. Allison’s contribution to the blog was fundamental, she shared that, “for us Romani people whose ancestors left Mother India over a 1000 years ago, it is a joy and privilege to celebrate South Asian Heritage Month along with our South Asian brothers and sisters. There is growing acknowledgement of our origin in India. In 1983, Indira Gandhi expressed her kinship with Romani people and in 2016 Sushma Swaraj, Minister of External Affairs of India, proclaimed, ‘You are the children of India…’ This highlights how change can occur when thinking outside the box and being innovative. It does not have to be so bureaucratic.

We were also delighted that our colleague, Gabriella Zavoli shared her celebration of Rosh Hashana with us and our members via her blog. I hope that the ARWAP will be useful reminder to agencies to think before they make assumptions and judgements about the people that they are supposed to be supporting and working in partnership with. BASW Cymru demonstrate innovative leadership and will continue to thrive for excellence and a zero tolerance to racism in Wales! 

Dismantling oppressive systems and challenging oppressive thinking requires taking calculated risks which we hope the Welsh Government is prepared to do and influence others to follow. The Welsh Government’s recent update reports that in the 2021 Senedd Cymru elections, three members from an ethnic minority background were elected (5% of all members elected). We hope to see much more diversity within the Welsh Government.

Those in power who are leaders of institutional systems are a key prerequisite that must ignite the ARWAP and bring their intellectual curiosity with them to dismantle and revolutionise current systems to achieve fairness and inclusivity across the whole of Wales. However, it is every citizen’s responsibility to advance mankind and make the world a better place. We live in a world where being human is a given. But keeping our humanity is a choice. It is everyone’s responsibility to action the REAP and contribute to making Wales anti-racist by 2030. This is what we will pass to our future generations, a legacy which will hopefully be more inclusive than the one we see today!

ARWAP is a vehicle to use on a journey, to a destination where we all see potential in everyone. A destination where many survivors of racism have wanted to visit, a place where there are opportunities for people to live their best lives and where differences are celebrated. A place where difference intrigue people and create respectful curiosity and kind-heartedness. A place where we all truly want to live and welcome our nearest and dearest.

At the conference, it was important for me to remind people that ‘workforce’ in the ARWAP explicitly includes and refers to students; direct care staff and managers; including staff working in domiciliary care, supported living and care; social workers and managers; local authority heads of services; and directors of social services. I would encourage leaders and senior managers to have a equity mindset which permeates though their teams.

Whilst many may consider the ARWAP to be a very lengthy document. Trust me when I say, I have seen just as many lengthy documents attempting to gaslight their citizens that racism does not exist and systems are fair, even when there is clear contradictory evidence. Wales is not adopting such nonsense. Wales has institutional and systemic racism deeply embedded however, it is a nation prepared to challenge this and create change. We all shared Sy’s views when he shared that he is proud of Wales for producing the ARWAP.

The ARWAP will be monitored and reviewed. I am hoping that high quality data is a focus and will help shape further goals however, I believe that data only ever provides an indication and never a true full picture of what is happening in terms of racism. Those who have been subjected to racism covertly or overtly are unlikely to report or disclose it so will never capture its true essence. We know from the Crown Prosecution Service that hate crime in England and Wales has increased over the recent years following Brexit. These statistics only provide a flavour of what’s happening; it is often much worse. In all my roles, I can confidently report that many survivors of hate crime do not report it to the police.  

As I mentioned at the conference, data may evidence whether the measures in the ARWAP are working and most likely highlight if not, identify whether they have been implemented as tokenistic measures. Please note, those with living experience of racism can smell tokenism from a mile away! Organisations who deploy tokenism knowingly or unknowingly, more than likely will do more harm than good and tend to tarnish their own reputation and break trust with those who use their services, their staff and their partners. Unfortunately, this happens more than often and is probably why we have never progressed as much as we would have liked despite challenging racism for decades.

As the ARWAP goals are achieved, it will be updated with new goals advancing Wales to meets its objective if being anti-racist by 2030. Whilst the vehicle seems a basic model for now, I am hoping it will become much more state of the art with room for intersectionality to play a fundamental part and further Welsh Governments vision. I thought about this further and can best describe it like an illness and the ARWAP could be the vaccine to making society fairer and healthier. I became a Social Worker because I recognised that I see potential in everyone. I want to see people being their authentic selves in a safe and welcoming environment where difference is celebrated, and people are encouraged to live their best lives! This means zero-tolerance to racism. In one word, what ARWAP means to us is HOPE.

The Anti-Racist Action Plan for Wales (ARWAP) can be downloaded to read in a variety of formats on the Welsh Government’s website here.

Narinder Sidhu,
Professional Officer, BASW Cymru.
Email: narinder.sidhu@basw.co.uk