The Changing Futures programme is a £91.8 million joint funded initiative between Government and The National Lottery Community Fund, the largest community funder in the UK. The programme funds local organisations working in partnership in 15 local areas across England to better support those who experience multiple disadvantage.
Over the last two years, MEAM has brought the local programme leads together for regular discussions about key aspects of the work. In this series of blog posts, we reflect on some of the topics covered, drawing on their insight and input from others in the Changing Futures programme and the wider MEAM Approach network.
In this first of six blogs, we take an in-depth look at improving equity and inclusion within systems supporting people facing multiple disadvantage , and consider why it can still feel uncomfortable to centre anti-oppressive narratives in the sector.
Bringing a deeper sense of anti-oppression to our work
Anyone working to support people facing multiple disadvantage will be aware of the challenges caused by flawed systems. But what assumptions and values are these systems built upon, and what are the assumptions and values that drive our work? If we dig down (see for example the Iceberg Model) we can begin to explore some of the unspoken beliefs which drive system behaviours related to multiple disadvantage. We will inevitably encounter narratives around whose suffering is “deserved” or “undeserved,” where power resides (or doesn’t), and how privilege is afforded to the few.
We can all recognise that it is fundamentally unfair that some people are more likely to experience multiple disadvantage than others. And so, it stands to reason that part of the work to address multiple disadvantage ought to be to acknowledge and address longstanding structural inequalities, such as poverty, racism and sexism, that continue to oppress and harm people. In recognising that the harms of oppression exist in the current landscape in which we deliver services, however well-meaning our services are, we must continue the uncomfortable work of using an anti-oppressive lens to continuously refine our professional practice, resist system behaviours and traverse the minefield of personal worldviews, which we rarely have to question.
So why do this work, particularly when it is so challenging? Doing this work better means moving closer to truly relational practice, meaning that we can meet people where they actually are, not where we think they might be, and that our work is truly person-centred, working within a framework of someone else’s experiences of the world, which may be very different from our own.
At a recent Changing Futures learning event, we reflected on approaches and attitudes to anti-oppressive practice. While this remains an incredibly broad topic, our discussions on the day reflected on three main topics of broadening our reach, language and power. The summary below is not meant to be an exhaustive tick list of things to consider or things to do.
Broadening our reach to improve equity
It is clear that there are people facing multiple disadvantage that the current system fails to effectively reach, meaning we are still often only working with those who are most able or willing to engage with traditional services. For example, referral processes rarely make space to consider intersectionality (how different identities or experiences intersect to create a unique experience of multiple disadvantage); people who are highly stigmatised and excluded from services are likely to have had negative past experiences of services, so a conscious effort is required to appropriately validate and respond restoratively to these experiences; and many individuals will not see themselves in service offers or responses, or feel that services are unsafe or uncomfortable to approach.
Co-production, while designed to be a mechanism to diversify perspectives, can also fail to be representative without a conscious effort to do so. A homogenised ‘lived experience’ group can give a false sense of inclusivity (but may, for example, be largely white and male, representing a narrow experience of multiple disadvantage). In well-intentioned efforts to ‘mainstream’ coproduction, there is the real risk that the bias of the rest of the system is replicated. We need to remain curious and think critically about who’s not in the room – are we really speaking to the most minoritised and silenced people?
Language
Language is a useful thing to consider through an anti-oppression lens as it can reflect unconscious bias within the system (i.e., saviour complex, elitism, being deficit-based). Exploring the language we use in services and commissioning is a way to start to unpack how oppression is baked into the way we do things.
Within the context of multiple disadvantage, often holding power requires a certain ‘professionalised language’ (jargon or unnecessarily context reliant or complicated wording) which excludes people and therefore reinforces traditional power structures. Generally striving to communicate in an accessible, authentic manner is critical in shifting established power dynamics as it gives people the best opportunity to connect, engage and understand.
The process of being curious and critical around language is important as it helps shape our understanding, but shifting language needs to be representative of deeper change and awareness or it risks being superficial. The constantly shifting terminology (particularly to describe minoritised groups) can leave people feeling uncertain about how to speak about issues such as race and oppression, which risks people avoiding the subject all together. There is no perfect way to define the correct language, but we need to create an atmosphere which priorities people’s preferences, welcomes courage and good intention whilst firmly holding fair challenge.
Power
Many people experiencing multiple disadvantage will have been locked out of holding power over their own situations. They are subject to the power held by others and unequal distribution of power (and the unfair outcomes it drives) is a key aspect of experiencing multiple disadvantage. The status quo structures that we live and work in replicate and reinforce dominant power dynamics which continue to marginalise and disempower people experiencing multiple disadvantage.
We also see power play out within operational spaces, where those with recognised qualifications or holding a senior position are likely to be perceived as possessing power and expertise that is not often attributed to those in frontline / operational roles, who may in fact hold the key to some of the most crucial resources and knowledge in the room.
It is important to recognise though, that we all hold some power (and different forms of power) within the system. Recognising our own influence and reach is crucial; to harness this and act rather than becoming ambivalent or focused on limitations.
Interestingly, sometimes those who are perceived to be in positions with the most power can feel the most restricted in terms of effecting change. We must call on and support people “in power” to be courageous but also acknowledge that these people are just human beings too. A deeper appreciation for vulnerable leadership would support those in traditionally powerful positions to respond to the challenges of power differently.
So, where can we start?
Anti-oppressive practice is just that; a constant practice. It requires both short and long-term work, action and reflection. But size and scale of the task, and simply knowing where to start first, can feel overwhelming. While we outline some bigger changes that we think are necessary above, here are a few more suggestions from those throughout the Changing Futures Programme about small things which we can start tomorrow:
- Introductions at beginning of meetings by describing your work rather than job title
- At the beginning of meetings, make a point of holding each other accountable for use of language. This makes it easier to challenge language in the moment.
- Check in with yourself – are you being authentic? Or are you shifting to fit into the power in the room? Showing up authentically can help someone else do the same.
Whilst taking an anti-oppressive lens should be a foundational part of our work around multiple disadvantage, the way it asks us to unpack some of our own intimate understandings of privilege and power, makes it feel different. And for this reason, it is essential that we continue to boldly recognise anti-oppressive practice and make space for it.