2020 was filled with unprecedented events in all facets of life, and, as many have noted across the globe, the year became a landmark for the call to action against racism.
From the incident in Central Park, where a white woman called the police on a black bird watcher, to the murder of George Floyd by police officers, and when the police officers who murdered Breonna Taylor in her home were not indicted for their involvement in her murder, it is clear that racism is still very prevalent and pervasive. It reaches far and wide, including at home and in the workplace, where power dynamics and structural racism can be multiplied.
Through his talk, “Social Work’s Role in Black Lives Matter,” Wayne Reid discussed racism’s reach into social workers’ professional lives. In the workplace, there are certain barriers that people of color face that white people do not. To address these barriers and inequities, equality, diversity, and inclusion advisory groups are often created. Too often, the burden of creating these groups and addressing racism in the workplace falls solely on people of color, when it is a fight that requires everyone’s involvement, especially those in positions of power. This is part of the push for people to go beyond being non-racist and to become anti-racist– actively fighting against racism and advocating for changes against racist policies and practices. It is an active, ongoing process, not only in one’s personal life but in professional environments as well.
Creating an Anti-Racist Workplace
Wayne works for the British Association of Social Workers (BASW), which currently has a goal to create a universal anti-racist framework that is applicable to all aspects of the social work field. This includes creating an anti-racist workplace, and Wayne and the BASW have an idea for how that would look. As Wayne described, an anti-racist workplace would have a very specific anti-racist mission statement, making sure to interview people of color, to integrate an anti-racism mentality into policies and procedures, to provide adequate anti-racism training to all staff, and to conduct annual pay reviews for employees of color to ensure they are being paid fairly relative to their white colleagues. With these steps, workplaces would have to take active steps to ensure they were discussing race within the workplace and enforcing anti-racist policies.
On top of these ideas for an anti-racist workplace, including mandatory professional development courses aimed at educating people on how to be anti-racist, anti-discriminatory, and anti-oppressive would be beneficial. There are already experts in the world of anti-racism who have done the groundwork, and their expertise can be utilized to help implement anti-racist practices within workplaces. For example, Stanford University has created an “Anti-Racism Toolkit” for managers to better equip themselves to address racism in the workplace and move towards a more inclusive environment, and the W.K Kellogg Foundation has created a Racial Equity Resource Guide full of training methods and workshops to provide structure for anti-racist professional development.
Wayne also discussed the importance of leadership programs for people of color within their workplaces. In the US, black people only make up 3.2% of senior leadership roles, and only 0.8% of Fortune 500 CEO positions. Employers need to sufficiently invest in leadership training programs and provide the resources to ensure the success of people of color within them. Leadership programs for people of color would help address the lack of people of color in leadership positions within the social work field and beyond. For social work specifically, in conjunction with these leadership programs, employers should create programs allowing social workers of color to mentor senior staff members as well, providing insight for them regarding the challenges people of color face in the workplace. That said, while the benefits of this type of program are important, boundary setting and confidentiality are just as vital and would need to be well thought out prior to implementation.
In order to assist in diversifying leadership, higher education must also be addressed. Despite the increase in people of color attending college, there is still a large imbalance in representation compared to the general US population.
For the social work field, it is important to address the accessibility of social work education programs. Because they are often expensive and have numerous requirements for entry, entry into the field is inaccessible for many. They also need to include a more deliberately anti-racist curriculum, which can be guided by people of color through their lived experiences, as well as experts in the field. The field of social work has long been dominated by white women, and that imbalance has impacted the curriculum that we use today.
As long as people continue to ignore racism and the effects it continues to have, nothing will change. Wayne and the BASW’s work to integrate anti-racist education and policies into the workplace and social work schools is crucial to the future of social work and the progress of anti-racist work. Social work needs to play a large role in the changing of policies and practices to ensure that the future is more equitable for all.
Pain or Pleasure: What do You Feel When You Go to Work
Maybe I am a hopeless romantic, but I believe that workplace environments are akin in many ways to romantic relationships. If we spend the majority of our time in a certain place, doing certain things, we should love it, just as we should love a romantic partner. Both need some degree of give and take and require mutual effort in order to thrive.
Relationship Between Work Environment & Job Satisfaction in an Organization for Employee Turnover by David Ingram defined work environment as follows.
“A work environment is made up of a range of factors, including company culture, management styles, hierarchies and human resources policies.”
Here are four smart questions to help you to determine the quality of your work environment.
Do I feel safe, stable, and secure?
Consider the physical environment of the workplace. Building maintenance and upkeep impacts the feeling of safety. Is the building constructed of strong materials? Is it constructed in a way that limits damage during inclement weather? Does the ventilation system provide adequate fresh breathing air? Does the heating and cooling system provide protection from the temperature fluctuations? Are structural problems repaired immediately? Is the office space clean and pest free?
This question addresses the basic human need for safety. The location, type, and maintenance of the workplace all impact one’s feeling of safety when at work. Many social workers practice in areas of great need. The buildings are often in financially impoverished areas. Some offices are located in places labeled as high crime areas. Many social workers travel to their clients, so the “office” is where the client happens to be at any moment. We meet clients under bridges, in wooded areas, or in homes. The actual location may not be as important as the measures to maintain as much safety as possible for both workers and clients.
Another aspect of safety involves the stability of the employer. This addresses whether the agency or organization is financially sound with strong support, as well as if the leadership has a vision for the work and communicates the vision clearly. The organization’s actions and behaviors toward clients and employees should align with the stated mission, and employees should be assured that they will have longevity in their employment. The sense of security is reinforced when employees receive adequate benefits and paychecks are distributed as scheduled.
Can I be my true self?
This question goes beyond individual personalities. It requires an in-depth assessment of style, mode of operation, as well as personality, on an individual and corporate level. Every workplace environment has its own collective personality. Think about where you currently work. Do you feel as if you fit? Some work environments have suit-and-tie, serious personalities. Others have a looser and more playful character. These descriptions depict opposite ends of the continuum, but most work environments fall somewhere in the middle. Your comfort level plays a role in your effectiveness at work. Comfort promotes confidence.
Think about your interactions with co-workers and colleagues. Do those interactions cause you to feel welcome and important related to the organization’s mission? Are disagreements handled with reasonable discourse and discussion? Does the supervisory team focus on the mission of the organization or on their own professional rise in the organization? Do employees work as a unified team?
Can I realize the full extent of my skills, abilities, and interests?
Before answering this question, social workers should have a clear understanding of their skills, abilities, and interests. We become frustrated when we cannot use or expand upon these aspects of self. A lack of challenge causes boredom and complacency as we resign ourselves to accept the droll of stagnant repetition.
Workplace environments that encourage employee growth cultivate loyalty. Some social workers may only think about how their skills, abilities, or interests enable them to meet the requirements of their jobs. They should, however, think about the impact these qualities have on their capacity to meet and exceed the mission of the organization. Insightful leaders in an organization will understand and use all available resources to meet the organization’s mission. This includes allowing staff members to do what they do best.
Are we working toward the same outcome?
Do you share the vision and mission of your organization? Does the result you are working towards match the result your organization expects? These are crucial questions for social workers who have been on the job for at least five years. You have worked in the organization long enough to know whether your goals align. If you are or have been in a committed relationship, think about the dissonance that occurs when the individuals disagree on joint goals and desires. No one is happy and the relationship suffers. Employment is not very different. You will commit to the organization’s stated outcome and method for achieving it when you work in your ideal work environment.
What Options Do Furloughed Workers Have?
The rapid spread of COVID-19 across the United States caused a serious disruption in the daily lives of most American workers. Although many people are able to work from home, or are still working under “essential employee” status, others have been laid off or furloughed.
The Healthcare Sector
In the healthcare industry, doctors and nurses, radiologists and anesthesiologists, receptionists, and other healthcare staff are facing furloughs in the millions. As the rise of COVID-19 leads to the restriction of all unnecessary or elective procedures, private doctors’ offices, and specialty clinics such as endoscopy centers, plastic surgery facilities, and out-patient/day surgery centers are out of work across the country.
In fact, reports this past April cited that nearly 1.9 million Americans were employed at family medicine offices which closed because of the virus. While doctors may still be able to “see” patients through teledoc-type systems, many of the nurses, medical assistants, receptionists, and janitorial staff have either been laid off, are experiencing severely reduced hours, or have been furloughed.
A furlough means workers are suspended without pay but, typically, they do still receive health benefits and are eligible for re-hire once the company reopens. In fact, government workers still retain employment rights that prevent them from being fired during a furlough without the typical process. As helpful as these benefits are, furloughed employees still need a source of income while waiting for the virus to run its course. There is an abundance of uncertainty surrounding how quickly businesses will re-open and when they will get back to full capacity.
While some businesses are shuttered, others may be hiring. In most cases, if a furloughed worker is interested in doing so, they are free to seek other employment. Similar to seeking employment while working, the employer cannot retaliate against an employee for finding another job while they are on furlough. This can be full-time, part-time, permanent, seasonal, or temporary work.
If a furloughed employee does not want to find another job permanently, they usually have the option of seeking other employment during the length of the furlough. However, employers are able to create policies against furloughed workers having simultaneous employment during the furlough in situations where it may jeopardize the safety and security of the company. This can include trade secrets, protected company information, customer/client sources, and other company property. Employees should check with their individual employers to discuss their options of seeking short term employment until the company is able to bring them back on board.
Unfortunately, many of the frontline healthcare workers who were battling the virus every day have been furloughed and quarantined due to exposure to, or worse, contraction of the virus. Hundreds of healthcare workers, especially those in states significantly impacted by the virus, have been infected, and countless more have gotten sick in states which have not kept track of their case count. If a healthcare worker is unable to work, unable to seek other employment, and unable to seek temporary employment, what can they do?
Thankfully, most furloughed employees are able to receive unemployment benefits. Employees must be careful about unemployment because if upon returning to work, they get back-pay from their employer, the employee will have to repay any benefits they received. However, with new, federal, temporary rules set in place to combat the financial consequences of the virus, many furloughed workers can find help. In addition to receiving $600 each week on top of the state’s maximum amount until July 31st, applicants will also be able to receive benefits for two or three times longer than normal. Also, contractors and self-employed individuals are now eligible for benefits. The waiting period to apply for benefits, the regular check-ins, and the ongoing job search requirements have been waived. With a record 6.6 million Americans filing for unemployment in April and rates still disproportionately high now, this relief couldn’t come soon enough.
Answering the Call
With COVID-19 still going strong, these furloughed healthcare workers have answered the call to help. In New York, a cry for help yielded over 80,000 healthcare volunteers to relieve those nurses and medical staff run ragged in New York hospitals. With the number of COVID cases rising nationwide, the more doctors there are, the more people treated and, hopefully, the more who recover.
Many states are loosening licensing requirements in order to meet demand. A simple Google search will lead you to page after page of hospitals asking for volunteers to help with the crisis. Doctors, nurses, and other frontline workers are coming out of retirement to help. Nurses are relocating to other states to provide assistance. Doctors, unable to practice as they regularly would due to the shutdowns, are going back to the basics to help treat the virus.
For those with experience outside of the healthcare industry, there are still many companies that are hiring during the pandemic. All essential companies, including grocery stores, gas stations, many retail stores, and restaurants may have reduced hours in some locations but are “business as usual” otherwise. Companies like 7-Eleven, ACE Hardware, CVS Pharmacy, Dominos, and UPS, to name a few, are experienced a rise in demand due to the virus and are hiring at various locations.
Companies with remote positions are also hiring. This includes positions in the technology field, social media forums, and tech support positions for internet and cable companies. The virtual meeting platform Zoom is experiencing much higher demand since the shutdowns began and is looking for employees, as are internet/television companies like Spectrum.
Every American has been affected by the spread of COVID-19, in one aspect or another. Whether struggling with the insanity of working a healthcare or retail job, the nuances of working from home, or the financial consequences of a layoff or furlough, most of us are eagerly awaiting the day society returns to normalcy. For those who have been furloughed, the situation is all the more difficult to navigate. Whether you choose to seek new or temporary employment with one of the companies that are still hiring or you decide to take advantage of the current assistance available through unemployment, there is help available.
Participant Launches Partnership Campaign to Support Domestic Workers Amid Covid-19 Crisis
Participant, the leading media company dedicated to entertainment that inspires audiences to engage in positive social change, launched the Care For The People Who Care For You campaign in partnership with the National Domestic Workers Alliance (NDWA) to galvanize support for domestic workers amid the novel coronavirus crisis. The digital initiative centers around a video, produced by Participant’s digital content studio, SoulPancake, to highlight the impact the COVID-19 crisis has had on domestic workers, of whom 7 out of 10 have lost 100% of their income because of the crisis, and seeks to educate employers on how to best support them.
The video depicts the acute challenges that the pandemic has placed on domestic workers, who typically do not receive benefits like sick leave and thus far have been excluded from much of the government assistance packages. Told from the perspective of a domestic worker navigating health and financial concerns, the goal of the video is to educate and encourage employers to support those employees who care for them every day.
Over the course of the Care For The People Who Care For You campaign, Participant will direct employers to the NDWA’s Employer Resource Hub, which outlines a range of steps one can take to offer both emotional and financial support, from calling and checking in to paying for cancelled services. Additionally, viewers can donate to NDWA’s Coronavirus Care Fund, a fund that will offer immediate emergency assistance for domestic workers facing hardship as a result of the coronavirus pandemic. Proceeds from the fund will be administered through ALIA, NDWA’s online benefits platform which allows employers to offer domestic workers a range of benefits they otherwise would not have access to, such as paid time off and sick leave.
“We’re delighted to partner once again with Participant to bring attention to domestic workers in this time of crisis,” said Ai-jen Poo, executive director of the National Domestic Workers Alliance. “Nannies, house cleaners, and home care workers across the country are facing tremendous challenges during this pandemic, from risking their health while working jobs on the frontline to losing income they need to support their own families. We urge employers to show care for those who have cared for them and their families.”
“During this uncertain time, it is critical to highlight the needs of and support the communities who are most impacted,” said David Linde, CEO of Participant. “We’re proud to continue our partnership with Ai-jen Poo and the entire team at the National Domestic Workers Alliance to bring awareness and for those who care for us and our families.”
The new initiative is a continuation of Participant’s Roma social impact campaign, which launched alongside the Academy Award®-winning film ROMA, to increase the visibility and value of domestic workers in popular culture and accelerate solutions to support their economic security. The new video is a reimagination of the initial spot SoulPancake created for NDWA, which promoted their online platform, ALIA, as a solution for providing domestic workers with benefits. The video, which received over 1.7 million views, generated a 98 percent increase in page views and a 905 percent increase in users on myalia.org.
For more information on how to support this campaign, please visit here to learn more.
Founded by Chairman Jeff Skoll and under the leadership of CEO David Linde, Participant combines the power of a good story well told with real world impact and awareness around today’s most vital issues. Through its worldwide network of traditional and digital distribution, aligned with partnerships with key non-profit and NGO organizations, Participant speaks directly to the rise of today’s “conscious consumer,” representing well over 2 billion consumers compelled to make meaningful content a priority focus.
As an industry content leader, Participant annually produces up to six narrative feature films, five documentary films, three episodic television series, and more than 30 hours of digital short form programming, through its digital subsidiary SoulPancake. Participant’s more than 100 films have collectively earned 74 Academy Award® nominations and 19 wins, including Best Picture for Spotlight and Green Book and Best Foreign Language Film for Roma and A Fantastic Woman. Participant’s digital division, SoulPancake, is an award-winning provider of thought-provoking, joyful, and uplifting content that reaches an audience of more than 9 million fans.
About National Domestic Workers Alliance
National Domestic Workers Alliance (NDWA) is the leading voice for dignity and fairness for millions of domestic workers in the United States. Founded in 2007, NDWA works for respect, recognition and inclusion in labor protections for domestic workers, the majority of whom are immigrants and women of color. NDWA is powered by 70 local affiliate organizations and chapters and by a growing membership of nannies, house cleaners and care workers across the nation. NDWA is home to Alia, an online platform to help domestic workers access benefits, and in 2019, launched a campaign to pass the National Domestic Workers Bill of Rights, federal legislation sponsored by Senator Kamala Harris and Congresswoman Pramila Jayapal.
Connect With SWHELPER
Unpacking the Historical Relationship of Racism and Ableism
A key part of anti-racist social work practice is engaging in the art of reflection as we consider the person...
Sexual Education & Disability: Why it Should Matter to Social Workers
What do you get when you mix the taboo nature of discussing sexual intimacy with the social stigma surrounding intellectual...
On the Inherent Ableism in Thinking You’re a Good Teacher
I taught special education in a sub-separate classroom for students with intellectual and developmental disabilities. I’ve also worked as a...
Case Study: Reasonable Accommodation in Social Work
The social work field is often full of situations that are not straight forward. On a Reddit social media post,...
Mental Health7 years ago
Children Who Experience Early Childhood Trauma Do Not ‘Just Get Over It’
Social Work8 years ago
Ending the Therapeutic Relationship: Creative Termination Activities
Education5 years ago
5 Social Work Theories That Inform Practice
Education8 years ago
Want to Work With Children: 5 Skills and Qualities You Should Be Working On