Last Updated on 31/01/2025
This document is designed to help guide trainees, staff, and placement supervisors in what to do when they experience or witness racism whilst working on the Lancaster Doctorate in Clinical Psychology (DClinPsy). It has drawn on the “Teesside University Doctorate in Clinical Psychology Guidance on Responding to Racism in Clinical Practice” document (Teeside University Doctorate in Clinical Psychology, 2022). The document has been written with consultation from the Lancaster DClinPsy Anti- Racism and Accountability Group (ARAG).
What the Equality Act says about race discrimination
The Equality and Human rights commission says the following about race discrimination:
The Equality Act 2010 says you must not be discriminated against because of your race.
In the Equality Act, race can mean your colour, or your nationality (including your citizenship). It can also mean your ethnic or national origins, which may not be the same as your current nationality. For example, you may have Chinese national origins and be living in Britain with a British passport.
Race also covers ethnic and racial groups. This means a group of people who all share the same protected characteristic of ethnicity or race.
A racial group can be made up of two or more distinct racial groups, for example Black Britons, British Asians, British Sikhs, British Jews, Romany Gypsies and Irish Travellers.
You may be discriminated against because of one or more aspects of your race, for example people born in Britain to Jamaican parents could be discriminated against because they are British citizens, or because of their Jamaican national origins.
Different types of race discrimination
There are four main types of race discrimination.
- Direct discrimination: when someone treats you worse than another person in a similar situation because of your race.
- Indirect discrimination: when an organisation has a particular policy or way of working that puts people of your racial group at a disadvantage.
- Harassment: when someone makes you feel humiliated, offended or degraded.
- Victimisation: when you are treated badly because you have made a complaint of race related discrimination under the Equality Act. It can also occur if you are supporting someone who has made a complaint of race related discrimination.
- Introduction
This guidance document has been developed in acknowledgement of some of the unacceptable experiences of racism, including microaggressions, experienced by Lancaster Doctorate in Clinical Psychology trainees whilst working on the course. This includes experiences on placement, in teaching, and in wider course activities. Experiencing or witnessing any form of racism is distressing and traumatic. Trainees, supervisors and DClinPsy staff often report that it can feel difficult to know how to respond to racism both in the moment or upon reflection.
This guidance aims to support trainees, supervisors and DClinPsy staff to be aware of their responsibilities and options when witnessing/ experiencing racism. The guidance covers placement, teaching, and assessment. It acknowledges that there are different levels that racism occurs at e.g. internalised, interpersonal, institutional and structural however its aim is to focus on “on the ground” interactions between any trainee, placement staff member, DClinPsy staff member or LUPIN (Lancaster University Public Involvement Network), and service users and carers (in the various combinations). We are attempting to tackle the other levels of racism through involvement with regional and national groups in addition to improving our own internal processes such as supervisors training, selections, and Whiteness training (Appendix A).
We understand that it may be difficult to raise concerns about racism, for many different reasons. Our value is that we want to support you as best as we can, and we have developed this guidance through a careful process involving trainees and staff from the global majority, consultation with other DClinPsy programmes, and other staff members. This is to ensure no further harm is caused from its usage.
Raising concerns will look different for different individuals based on their needs. This guidance is written with the view that different situations will need careful and individual consideration with those involved, particularly for trainees from the global majority experiencing racism. The actions resulting in one situation may look very different from another but will centre on the safety of the trainee. We will always discuss with you how best it is to support you. This may be through emotional and/or practical support.
This guidance is not a blueprint, but a framework to help guide decision making in line with LSCFT policy for those employed by LSCFT, and University policy for those University employed staff (covered later).
Please note this guidance does not replace the employer’s, Lancashire and South Cumbria NHS Foundation Trust (LSCFT), policies. The guidance is written based on the Freedom to Speak Up policy and applied to the DClinPsy.
LSCFT Related Policies
- Freedom to Speak Up Policy
- Zero tolerance Policy
- Disciplinary and Procedure policy
- Bullying Harassment policy
- LSCFT grievance Policy
1.1 Guidance Review and Updates
This guidance will be annually reviewed and updated, as a minimum, by the ARAG. We encourage readers of the document who have feedback or comments they would like to share, to contact the facilitator of the ARAG at any time. The comments/feedback will be shared in the ARAG and the document updated, if needed, accordingly.
- Self-care when Reading this Document
This document includes examples of microaggressions, which may be difficult to read. We encourage all readers of this document to look after themselves. If reading this document raises any issues that you would like to discuss, please contact your clinical tutor or any staff member of the ARAG. The Mind website has links to many supportive organisations including. These can also be found in Appendix B.
- Micro-Aggressions
This document also covers experiences of racism known as micro-aggressions. Micro- aggressions are defined as:
a comment or action that subtly and often unconsciously or unintentionally expresses a prejudiced attitude toward a member of a marginalized group, such as a racial or ethnic minority (Merriam Webster, 2022).
Some argue that the term “micro-aggression” should be retired (see Tulshyan, 2022), as the term does not capture the full emotional impact nor the harm they can cause. It is important to name here that microaggressions can and do cause as much harm, sometimes more, than overt racism.
Examples of micro-aggressions include:
- “The weather was lovely on holiday, I’m almost the same colour as you”
- “Where are you from? No, where are you really from?”
- “It’s because of your culture you don’t think like us”
- “I can’t believe racism still exists within this day and age”
- “Can I shorten your name to XXX, yours is too complicated”
- “What does your name mean? It sounds exotic!”
- “I don’t mean to sound racist, but…”
- “…no offence”
- “Can I touch your hair?”
- “Your lot”
- “I’m sure x didn’t mean it like that, x is lovely”
- “I’m sure x didn’t mean it like that, x is a great clinician”
- “It wasn’t X’s intention”
- Repeatedly mispronouncing someone’s name
- Jokes about service users’ culture in MDT/huddle
- Saying “that is just what the team are like” when racism is reported
- Reading aloud racial slurs from patient notes to the team.
- “Not you but other *insert culture group*. I know you’re not like them.”
- Placement, Teaching and Any Other Applicable DClinPsy Related Setting
4.1 How to Report Racism
If you see, hear, witness or experience something which you think may be racism, either towards yourself or to another person:
- In the first instance, you may wish to discuss any experiences or witnessing of racism, including microaggressions, with either your placement supervisor or clinical tutor/research tutor, depending on where the racism occurred. We appreciate this can be incredibly difficult to do.
- If for any reason this did not feel safe, you can raise it with a staff member of the Anti-Racism Accountability Group (ARAG).
- If it does not feel safe to raise this with a member of the course team, you can raise a concern through LSCFT. This can be done either by contacting the Freedom to Speak Up Guardian or Ambassador, if you are DATIX trained you can raise concern anonymously through the Speak Up intranet page on the home page of the Trust intranet, or you can email Up@lscft.nhs.uk.
- The Advisory, Conciliation and Arbitration Service offer guidance on reporting racism, as a hate crime, to the police. If you have experienced a hate crime you do not have to do this, it is entirely your choice. You will be supported to report the crime, if you decide to.
- For staff, and for trainee’s awareness, if a trainee decides not to report a crime to the police, you should respect their decision and be sensitive to their concerns. However, as an employer you might feel you need to tell the police in some circumstances. For example, if there is an ongoing risk to the safety of your employee or other people. In this instance, always talk with the trainee first and seek advice. This would be a particular sensitive and likely complex scenario where there would be open conversations at all stages with the trainee, before reporting.
https://www.acas.org.uk/hate-crime-at-work
You may find it helpful to talk to other trainees about your experiences. If applicable to you, you may wish to access the peer support network for trainees from ethnically minoritized communities – please contact the ARAG if you would like to have more information about this space.
4.2 Advice/Guidance for Placement Supervisors and DClinPsy staff on how to Support Trainees who Experience Racism, including Microaggressions, whilst on a Clinical Placement
The following is adapted from Nova Reid’s book ‘The Good Ally.’ The following is not a prescriptive list, nor a step-by-step exercise, instead reflects important things to think about when you are supporting trainees who have been impacted by racism, including microaggressions, whilst on placement with you. We would strongly encourage you to read Nova Reid’s book in full for further exercises and guidance as to how to tackle racism in the workplace. A copy of the book is available in the Admin Office.
- Believe the trainee – the most important thing is to ensure the trainee feels heard, validated, and believed.
- Resist the urge to ask for more context – this contributes to the trainee feeling they must provide a justification for their experience of racism/explain themselves.
- Resist the urge to change the subject if it feels uncomfortable – just being present and not dismissing/avoiding/denying concerns can be incredibly validating.
- Resist the urge to minimise the racism that has been experienced by commenting on the perpetrator’s ‘niceness’ (or another personal characteristic) or justifying the context through reference to a mental health, organic, or neurodevelopmental condition.
- Take action to address it – What does the trainee need in the moment? What do they need in the longer term? Collaborate with trainee (please do not act ‘in their best interests’ without discussing first with trainee directly impacted).
- Review relevant policy with the trainee.
- Please approach the ARAG staff members for support if you are concerned about a trainee’s experiences of/exposure to racism, including microaggressions, on placement or on the course.
4.3 How we will Respond.
4.3.1 Raising with DClinPsy Staff:
If you raise your concern with any DClinPsy staff, they have been advised to listen to your concern(s) and agree with you on a way forward. We will be led by you. Possible options may include, but are not limited to:
- A conversation with the staff member only.
- Passing on concerns to senior DClinPsy staff.
- Meeting with placement supervisor to discuss.
- Reporting to the police.
4.3.2 Raising with Placement Supervisor:
If you raise your concern with your placement supervisor, they have been advised to listen to your concern(s) and agree with you on a way forward. They will be led by you. Possible options may include, but are not limited to:
- A conversation with the placement supervisor only.
- Passing on concerns to clinical tutor.
- Passing on concerns to clinical lead in the service.
- Reporting to the police.
4.3.3 Raising through LSCFT system:
If you report the concern through LSCFT systems (i.e., speak.up@lscft.nhs.uk or by a Speak Up Guardian or Ambassador) the concern will follow the LSCFT Speak Up Policy.
4.3.4 Examples of possible scenarios
| Examples
(Not an exhaustive list) |
Possible Responses to be Considered
(Following discussion with trainee) |
| · Trainee experiences or witnesses’ racism on placement or on course, this is reported to placement supervisor/ DClinPsy staff, and is responded to in a way that the trainee does not feel satisfied with/ is dismissive of racism experienced by trainee.
· Trainee experiences or witnesses’ racism on placement, this is discussed in supervision at the time and trainee is satisfied with supervisor’s response, but racism persists in the wider placement context
· Trainee experiences or witnesses’ racism on placement, and does not feel safe to discuss their experiences with their clinical supervisor/ DClinPsy staff
|
· No further action, in accordance with trainee’s wishes
· Trainee and Clinical Tutor to monitor trainee’s experiences. · Clinical Tutor to regularly check in with trainee to check how things are going. · Three-way meeting between Clinical Tutor, supervisor, and trainee · Meeting between Clinical Tutor and supervisor · Meeting with ARAG staff member and trainee · Trainee raises a concern through LSCFT. · Three-way meeting between ARAG supervisor/ DClinPsy staff member, and trainee
· Training need is identified for placement of DClinPsy staff team. · Training need is identified for placement supervisor · Timeframe to be given for actions to be implemented and evaluated · Trainee is offered an alternative placement
|
| · Responses attempted in the above row have been ineffective
· Trainee experiences consistent racism on clinical placement/ the course that, after being reported, is dismissed, ignored, or insufficiently responded to by the clinical supervisor and/or the service, or the DClinPsy course · Trainee experiences racism from the clinical supervisor whilst on placement, supervisor is unwilling to acknowledge this and work on understanding the harm caused. · Trainee experiences racism on placement and the level of harm (as defined by the trainee) is significant, resulting in a high level of concern.
|
· Trainee may be withdrawn from the placement at short notice. This would be discussed in collaboration with and agreed by the trainee
· Trainee may wish to consider making a formal complaint against the supervisor or service, with the support of the course · Trainee may wish to consider making a formal complaint against the DClinPsy staff member, with the support of an independent LSCFT speak up guardian. · Course may consider making a formal complaint against the supervisor or service. · Course will not use the placement again for future trainees due to significant level of concerns – the course and trainee will collaborate in terms of how this is fed back to the placement supervisor, and how much information will be given. The main priority in making this decision will be the trainee’s safety. · Course may raise queries regarding supervisor’s fitness to practice |
4.3.5 Raising through the university systems:
Racism by another university student
The Dignity in Student Life Policy and the Student Discipline Regulations detail how a report of racism perpetrated by another University student will be investigated by the University and explain what you can expect to happen following the submission of your report. You can make a report by contacting the Student Conduct Officer or make a report anonymously through the reporting page.
Racism by a member of University staff
If you wish to report an act of racism which involves a member of university staff, you can report this by submitting a formal complaint to the University. This is done by submitting a Complaint Form and any supporting evidence.
For advice and guidance on either of these processes please contact the Student Conduct Officer.
Hate crime reporting & support
In partnership with the local police and Lancashire Victim Services, the Lancaster University Students’ Union is an official Third Party Hate Crime Reporting Centre. You can speak in confidence with one of their professional advisors and anonymously report a hate crime/incident. If you, or someone you know has been the victim of a hate crime or incident, contact the the Students’ Union Advice Team for confidential support, and to have it reported to the police through one of our advisors.
The university’s UniSafe reporting process allows you to report events you wish the University to be aware of, including racism. This can be done anonymously if you wish. The Student Wellbeing Services team receive all reports and respond to them within 1 working day if you leave your contact details.
- Anti-Racism and Assessment on the DClinPsy
The assessment structure of the DClinPsy includes a range of assessments, all of which may involve the exploration of cultural diversity and anti-racism. Some assignments may involve a more ‘live’ or personal situation in which racism involves a trainee, for example, in a placement situation where a PALS is recorded, or during a SIPP. The Lancaster DClinPsy would like to ensure that trainees who experience racism during assessment work are supported and have opportunity to speak out, in-keeping with the LSCFT Freedom to Speak Up Policy. There may also be times when trainees are complicit in perpetuating systemic racism during assessment work. The Lancaster DClinPsy expects this to be identified by markers and responded to in a way which fosters accountability and learning and supports change.
5.1 Marker Training
Marker training for all assignments will involve discussion of implicit bias and racism. Markers are encouraged to speak with the assignment coordinator if they need support and guidance in relation to any issue, including racism.
5.2 Assignment Teaching
Assessment teaching informs trainees of the marking criteria for each specific assignment. This marking criteria (domains), includes demonstration of cultural sensitivity and critical thinking. Teaching will inform trainees that discrimination or systemic racism could be commented on as part of the feedback they receive for the assignment, and it could be commented on even if the trainee has not commented on it themselves in the assignment. In assignments where trainees work with LSCFT colleagues (e.g., SIPP), trainees will be encouraged to notice and comment if they observe racism. If this is not possible in the moment, trainees are encouraged to raise what they have observed with their clinical tutor, placement supervisor (if on placement), or the assignment coordinator.
5.3 Providing Marker Feedback
Issues of racism and discrimination in assessment work submitted by a trainee can sometimes be subtle, and when necessarily limited information is presented in the work, it can be difficult for markers to form confident conclusions. Where markers think there is evidence of microaggressions, unconscious bias that could result in harm, and/or white silence by the trainee, this will be communicated in feedback to the trainee. This will be done with the intention of supporting learning and understanding and with an awareness of the wider context of the culture in which we live. It does not necessarily mean the assignment will be given a fail mark.
If there are incidences of racism or discrimination in an assignment that are deemed by markers to constitute unprofessional behaviour by the trainee, these will be commented on in the ‘professional behaviour’ domain. In this situation, markers should inform the assignment coordinator. The assignment coordinator will review the work, inform the trainee’s clinical tutor, and inform the clinical director. A formal concerns process may be considered (please see DClinPsy Guidelines for Professional Behaviour)
Where markers think that a trainee from the global majority may have experienced racism in assignment work (e.g., a microaggression by a client observed in a PALS recording), this will be communicated in the feedback. As it is not possible for the markers to know the experience of the trainee, or even whether the trainee experienced it as racism, feedback will be offered tentatively. The markers are encouraged to speak to the assignment coordinator, who may pass on the information to the trainee’s clinical and research tutor, so that they can offer support. In this situation, the experience of the trainee from the global majority will be central and a plan will be created collaboratively. It may be that no further discussion is needed, or, conversely, that following discussion the trainee wishes for further action to be taken. The nature of action will depend on the specific situation. If it occurred on placement, it may involve raising it with the trainee’s placement supervisor (see Freedom to Speak out policy). The trainee may also be offered other forms of support, such as through the ADIG, or peer group for trainees who experience racism.
5.4 What do Trainees Do with Feedback
Trainees are encouraged to speak with their clinical and/or research tutor if they need support with thinking through and making sense of the feedback they receive on an assignment, including relating to racism. As part of the support they offer, tutors may read parts of the work and feedback themselves. Discussion with tutors should be of a supportive nature and with the intention of fostering trainee development.
References
Reid, N. (2021). The Good Ally: a guided anti-racism journey from bystander to change marker. HarperCollins Publishers: New York.
Tulshyan, R. (2022). We Need to Retire the Term “Microaggressions.” Harvard Business Review. https://hbr.org/2022/03/we-need-to-retire-the-term-microaggressions
Appendices
Appendix A
Training
Staff in the DClinPsy programme are currently receiving Addressing Whiteness training which should be completed by December 2024, with ongoing forums available to continue reflection and action on addressing Whiteness. Various members of the staff team, and in particular staff members who are members of ARAG, have completed external courses on Anti-Racism and continue to access CPD for anti-racism work.
In order to offer a Lancaster trainee placement, clinicians must complete introductory supervisor training provided by either Lancaster, Liverpool, or Manchester programmes. In 2021, the Lancaster programme extended their introductory supervisor training from three days to four, with the introduction of a day dedicated to the subject of anti-racism in supervision. Since 2021, we have offered an advanced supervisor workshop on Power, Privilege, and Inclusivity. Whilst this does not focus explicitly on anti-racism, attendees are asked to reflect on privilege, unconscious bias, and cross-cultural supervision, which leads racism to be raised as a topic within workshop discussions.
It is important to acknowledge that just attending training does not mean a person will not be explicitly or implicitly racist; anti- racist practice is much wider than training events alone.
Appendix B
Support Organisations
Aashna
aashna.uk
Provides a list of therapists working to recognise the ways in which culture, faith, religion, colour, social background, sexuality, gender and neurodiversity affect people’s experiences.
BAATN (The Black, African and Asian Therapy Network)
baatn.org.uk
Provides a list of therapists from Black, African and Asian backgrounds, and signposts to local mental health and advocacy services.
BAMEStream Bereavement Support
0207 263 6947
bamestream.org.uk/bereavement-support
Offers free bereavement support (three sessions) for anyone aged 18 and over who identifies as Black, Asian or any other minority ethnicity who has been affected by the death of a loved one due to Covid-19. Support is delivered by Nafsiyat Intercultural Therapy. It is available in multiple languages and you can self-refer to the service.
Bayo
bayo.uk
Bayo is a space to find collectives, organisations and services from across the UK that offer mental health and wellbeing support to the Black community.
BLAM (Black Learning Achievement and Mental Health)
blamuk.org
Offers mental health support to people from Black British communities, including racial wellness workshops. Works to embed Black British cultural heritage and African and Caribbean histories into teaching.
Boloh helpline
0800 151 2605
helpline.barnardos.org.uk
A helpline and webchat for Black, Asian and Minority Ethnic children, young people, parents or carers affected by the pandemic. Offers emotional support and practical advice.
CST- supporting our Jewish community
You can contact the CST if you are the victim of an antisemitic incident, or have information regarding an antisemitic incident that happened to somebody else. The CST has a dedicated team that deals with antisemitic incidents and provides victim support while always respecting your confidentiality. The CST can liaise with the Police and other bodies to help ensure that any incident is dealt with properly. If you do not want to contact the Police directly, CST can do so on your behalf as a ‘Third Party Reporter’.
Hub of Hope
hubofhope.co.uk
UK-wide mental health service database. Lets you search for local, national, peer, community, charity, private and NHS mental health support. You can filter results to find specific kinds of support.
Inside Out Wellbeing
insideoutwellbeing.org
Provides culturally-informed wellbeing talks and workshops, including sessions on racial wellness.
Inspirited Minds
inspiritedminds.org.uk
Offers private counselling services for Muslim communities.
Jami
020 8458 2223
jamiuk.org
Provides mental health support for the Jewish community through online services, community hubs, recovery support plans and education.
Muslim Community Helpline
020 8908 6715 or 020 8904 8193
muslimcommunityhelpline.org.uk
Provides listening and emotional support for members of the Muslim community.
Rethink Mental Illness
0808 801 0525
rethink.org
Provides support and information for anyone affected by mental health problems, including local support groups.
Southeast and East Asian Centre (SEEAC)
seeac.org.uk
Offers mental health support to people of Southeast and East Asian heritage in the UK, and lists other support options in London, Birmingham, Manchester and Scotland.
Stop The Hate
A website which links to further ways to report hate crimes, and organisations that offer support.
Spark and Co.
sparkandco.co.uk
Directory of support services for people of colour, including mental health services.
Taraki
taraki.co.uk
Creates spaces for mental health education and awareness for Punjabi communities.