A Human-CentredApproachtoMentoring

forInclusionandLeadership

Fairness, Respect, Equality, Dignity and Autonomy

Facilitator

HarjinderBahraBarrister,inclusionandhumanrightsconsultant

m:07979656582e:hbahra@gmail.comwww.fredaconsultants.com

Learningoutcomes– thewhistle-stoptour• Mentoringforinclusionandleadership– hugelycomplexareato

coverin45mins

• Explorethedifferencebetween‘mentoring’and‘mentoringforinclusion’

• Exploretwodifferentapproachestoinclusionintheworkplace

• Understandthehistorical,contemporaryandlegalcontextof‘competing’ equality,cultural,faithandhumanrightsframeworkwithinwhichtheNHShastooperate

• Explorethemeritsandflawsofsamegroup/differentgroupmentor

• Explorebrieflywhatahuman-centredapproachtomentoringforinclusionandleadershipbringstothetable

1. Whatisamentor?

2. Isthereanythingdistinctiveaboutan‘inclusion’mentor?

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

“CulturalRightswillbedeniedwherethey

violateHumanRights”

KeyPrinciple

“Takementeesatfacevalue– regardlessofhowthey

presentthemselvestoyou”

KeyPrinciple

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

TheEmotionallyIntelligentInclusionMentorAdaptedfromDanielGoleman

TheDramaTriangleandtheemotionallyintelligentinclusionmentor

(Mentor)

(Mentee)

Don’tgetsuckedin– staydetachedandobjective