Ethics for Macro Practice Promoting Social Justice and Cultural Diversity through Advocacy

Ethical issues in formal organizations (as specified in the NASW Code of Ethics) include: Relationships between workers and clients. Relationships between administrators/supervisors and workers. Relationships among colleagues. Ethical issues in conducting research. Confidentiality (client records). Informed Consent Client self-determination. Responsibility to intervene when colleagues are unethical or incompetent. Payment for services/conflicts of interest.

The NASW Code of Ethics identifies important principles including Relationships between workers and clients. Relationships between administrators/supervisors and workers. Relationships among colleagues. Ethical issues in conducting research. Confidentiality (client records). Client self-determination. Responsibility of individual social workers to advocate for improvements in policies, services, and resources for clients. Responsibilities of social workers to engage in and promote culturally competent service delivery. Responsibility to intervene when colleagues are unethical or incompetent. Payment for services/conflicts of interest. Advocacy (helping clients get the resources they need).

Reporting unethical conduct or harassment. There are a number of ethical issues can be especially problematic in organization practice: Reporting unethical conduct or harassment. Sexual relationships with co-workers. Accepting goods and services from clients. Advocacy on behalf of clients when agency practices are oppressive or otherwise detrimental to clients. Internal or external advocacy on social issues when the worker’s position varies from the organization.

Social workers may seek consultation on ethical issues from: 1) Beneficiaries of Social Change Processes. 2) Peers. 3) Agency Supervisory Staff. 4) Board Members. 5) Mentors. 6) Professional Organizations.

Hiring and firing staff. Ethical issues faced by administrations that are not covered by the code of ethics include: Acceptance of funding from sources with who represent different values or who have different agendas from the organizations. Involvement in protest activities that are not sanctioned by the organization or by society. Hiring and firing staff. Providing services to clients who may be members of social stigmatized groups.

Lack of resources with which to advocate. The decision to advocate is especially problematic for many social workers. It may involve risks to the social worker or the intended beneficiaries. Lack of resources with which to advocate. Rigid or inadequate rules or policies limit one’s ability to advocate. Losing one’s job, a promotion, or benefits. Social ostracism/lack of support from co-workers Harassment. Harassment of or harm to intended beneficiaries. Burn-out or demoralization of advocate. Limited results

Benefits of Advocacy include: Achieving positive change. Personal feelings of empowerment or competence. Achieving a sense of hopefulness Educating/empowering clients to advocate for themselves. Reducing burnout.

Types of advocacy practice include: Case advocacy Helping individual clients obtain resources Self-help advocacy Providing training so that clients can advocate for themselves Group or Class Advocacy Advocacy on behalf of or in partnership with people who have a common problem. Lobbying Contacting public officials to change laws and policies Participation in Political Campaigns Election to office, volunteer on campaigns, voter registration Protest (Type of Class Advocacy) Demonstrations, civil disobedience, and direct action

Do you think it is ethical for social workers to be involved in: Lobbying for Legislation Political Campaigns Protests?

According to the NASW Code of Ethics: Social workers should promote conditions that encourage respect for cultural and social diversity within the United States and globally. Social workers should promote policies and practices that demonstrate respect for difference, support the expansion of cultural knowledge and resources, advocate for programs and institutions that demonstrate cultural competence, and promote policies that safeguard the rights of and confirm equity and social justice for all people.

Involvement in Social Action can vary among social workers: Most organizations that employ social workers lobby government officials and agencies for funding and for changes in laws and policies. Many social workers work on political campaigns or donate money to candidates. Some social workers run for office. However, laws prohibit employees of public agencies from campaigning while on the job and also prohibit nonprofit organizations from donating money to political campaigns or candidates. (However, social workers may engage in these activities off-the job).

Protests: Involvement in political groups and protests is a fundamental right. Some social workers engage in protest as part of their jobs if they are involved in an issue of concern to their organization. Many social service organizations do not permit workers to engage in protest on-the job. Federal regulations limit the amount of money most nonprofit organizations can spend in lobbying government for changes in policies and laws.

The achievement of social justice is why we engage in social action. Social justice can be defined as equal access to resources such as jobs, education, services, and voting rights. Many groups in society have difficulties obtaining these resources, are denied their rights, or have limited political power. The purpose of community organization practice is to help people to gain access to resources, voting rights, or political power.

Ethical Conduct in Social Work also requires that we promote diversity in our agency This means that we should do everything we can to make sure we promote diversity in terms of age, gender, social class, disability status, race, and ethnicity, and sexual orientation We need to make sure we promote fair practices in hiring, firing, promoting, and retaining staff.

Federal and State regulations also require this: Affirmative Action Equal Pay Act Americans with Disabilities Act Civil Rights Act Age Discrimination Act Vietnam-Era Veterans Readjustment Act California Fair Employment Act Equal Employment Opportunity Commission Guidelines Prohibiting Sexual Harassment (Note: California law also prohibits discrimination based on sexual orientation)

Affirmative Action : Applies to organizations with Federal contracts Provides guidelines that prohibits employment practices that may result in discrimination. Does not require organizations to use hiring quotas. Does require that the employer recruit applicants from a diverse group of employees. Does require employers to hire a member of a protected group (women or people of color) – but only in situations in which two employees are equally qualified. Requires some employers to file annual affirmative action plans.

Americans with Disabilities Act : Prohibits employment discrimination against persons with disabilities. Requires employers to provide reasonable accommodation in some situations to disabled employees.

Sexual Harassment is: Can be either quid pro quo harassment (employee/student) asked for sex in return for promotion, job, good grades, etc. Hostile Work Environment – behaviors that create a work place that is so hostile that interferes with a person’s ability to work or learn. Note: Harassment based on race, ethnicity, age, disability, or religion are also strictly prohibited.

Some states including California: Prohibit the use of affirmative action in state hiring and university admissions, However, Federal laws on Affirmative Action still cover nonprofit organizations that receive funds from the Federal government.

Problems with enforcement of Federal and State anti-discrimination laws Harassment is considered a civil violation rather than a criminal act unless it involves violence. For the most part, harassment is addressed through either the EEOC or through the courts. Individuals or groups of people affected must bring complaints. Case (court) law often determines how the act is interpreted and changes constantly. Federal government does monitor federal contractors – but primarily makes sure that contractors have workplace policies. Private employers basically have policies primarily to give them protection from lawsuits

In addition to staff hiring, services to clients should be culturally competent. Cultural competency is the ability to work effectively with people who are culturally different from the social worker. Culture includes values and beliefs and lifestyle practices associated with ethnic and other marginalized groups A culturally competent social worker obtains knowledge about the various cultural groups that he or she works with, understands cultural identity, and can communicate effectively across cultural differences. An organization is culturally competent when its policies and practices help client/consumers feel comfortable when they request or obtain services for the organization.

Value diversity and embrace culture as a resource. Cross and Friesen (2005) identify 5 characteristics of organizations that engage in culturally competent practice: Value diversity and embrace culture as a resource. Be capable of cultural self-assessment. Be conscious of the dynamics, risks, and potential conflicts inherent when different cultures intersect. Have institutionalized knowledge about various cultures and cultural issues. Have services that can be adapted to fit the culture of the community served (p. 445).

Develop written cultural competency plans. A number of actions that should be taken by culturally competent organizations: Develop written cultural competency plans. Establish boards with diverse members. Provide applications and other materials in different languages and Braille; pre-test material to make sure it’s usable. Provide translation services (including sign language). Provide culturally acceptable treatments. Provide cultural competency training. Provide staff from a variety of cultural groups.

These organizations should also: Hire staff members that are competent in a variety of languages in response to client needs. Provide applications and forms in appropriate languages. Make sure service providers have specialized assessment and treatment skills needed to treat diverse clients (in terms of ethnicity, sexual orientation, ability, age, social class, and gender). Ensure accessibility for people with physical and mental disabilities. Examine the use of language and concepts in assessment tools and intervention plans. Engage in intervention on multiple systems levels (for example, with individuals, families, groups, communities, and the socio-political system). Display and disseminate agency materials (such as brochures, art work, toys, and games) that portray members of a variety of ethnic groups. These materials should not be racist, sexist, or heterosexist

Community Organization can be used to: Increase political power. Change social policies that perpetuate social inequities between the haves and have nots. Conduct needs assessments to identify problems that people have in obtaining access to care. Develop new service agencies or programs. Advocate for change in existing services or service delivery systems.

In community organization, cultural competence requires: Conducting research to gain knowledge about other cultures. Acknowledging one’s own biases and beliefs. The ability to communicate cross-culturally Participation in cultural events and the daily life of a community. Respect for cultural values and traditional leaders. Recognition of barriers to community participation that originate in institutional racism.’

Culturally Competent Community Practice also includes the following activities: Identify community strengths that can be used to affect social change. Identify power holders and those people who influence policy decisions. Work with constituents to identify strategies and tactics that can be used to achieve power and change institutional arrangements that are not beneficial to communities of color.

Successful Organizing Includes: An understanding of the culture of beneficiaries and participants in the change process. An understanding of the power dynamics that support existing policies and sources of power that can be used to change policies. An intervention plan that includes goals, objectives, strategies, and tactics that can be used in the change process.

Remember: People Have the Power