Immigration

Martin Luther King said, “The ultimate measure of a man is not where he stands in moments of comfort and convenience, but where he stands at times of challenge and controversy” (Strength to Love, 1963). Immigrants have been coming to the United States, since 1492 when Columbus sailed the ocean to find a trade route through Asia. Since then, there have been stories of achievement and success, and of failure and terror. Many of the issues that trigger the stories of failure and terror can be related to fear, which leads to discrimination and harassment. For this case study, I have decided to look at the role of Human Service Leaders when it comes to multicultural issues. In Clinton County 92.9% of the population is white, 4.2% is black, .4% is American Indian, 1.2% is Asian, 2.6% Hispanic, and there are no native Hawaiian and other Pacific Islander persons (Census Statistics, p.1). Compared to other counties, our county, is less multicultural. As Human Service Leaders, we should strive to understand immigration, discrimination, and harassment, because the demographics in the United States are changing (and because we have the power to make a difference).

A person can be discriminated or harassed because of their race, religion, ethnicity, economic status, gender, age, sexual orientation, or physical ability. For individuals in the human service field we are governed by a code of ethics. Most organizations have policies on employee’s refraining from any sort of discrimination and harassment. The NASW code of ethics states, “Social workers should not practice, condone, facilitate, or collaborate with any form of discrimination on the basis of race, ethnicity, national origin, color sex sexual orientation, age, marital status, political belief, religion, or mental or physical disability” (Manning, 2003, p.295-6). Statement 17 of the Ethical Standards for Human Service Professionals is very similar to the NASW code of ethics. Human Service Leaders need to promote a work environment that is free from discrimination and harassment, so that clients cannot only learn by their example, but so they can feel comfortable coming in for services. This can be accomplished by management setting an example of what behavior is appropriate, and they can provide training and assistance to stop (put an end to) behaviors that are inappropriate.

Human Service Leaders can help their clients, families, by asking questions and offering support. For example, are both parent’s immigrants or just one, because it appears that it is harder for families when both parents are immigrants. They have to learn the language and culture alone (normally with less supports). An example of cultural differences is: families from Italy tend to openly express affection and warmth. But, families in Britain are more orderly and polite, so an individual might feel out of place because they are confused with the customs’ of the cultures. When families migrate, they face major challenges. Suddenly they are surrounded by people whose language, culture, and clothing is different from their own. Now they stand out in a crowd, and people fear other people that are different. As a result, they may be treated disrespectfully; and in time, they may have become victims of prejudice. A few of the challenges that immigrants face are: ridicule, an identity crisis, a culture gap, a language barrier, and so on so forth. So, what can we do?

The role of a Human Service Leader is to advance “Action and reform” in order to improve the social sector of society. This is contradictory to the roles of the United States Government and most organizations which promote “Conformity and compliance.” These unrelated roles can blur the boundaries between helping and harming members of society (p.5).  The Human Service Leader is responsible to the community and to society. But, the ethical starting point is the leader, it is us, as leaders we have our own ethical morals and values and our actions/behaviors will speak to our standards (Manning, 2003, p.16). We need to make a conscious effort to promote a personal, work, and living environment that supports all people. Martin Luther King, made a good point when he said, “Nonviolence means avoiding not only external physical violence but also internal violence of spirit. You not only refuse to shoot a man, but you refuse to hate him.”

Two things to remember:

1.                       How to view ridicule: no matter what you do, you are never going to be popular with everyone. People who enjoy ridiculing others will always find an excuse to do so. So don’t waste your breath trying to correct their prejudiced views. Prejudiced comments only expose the speaker’s ignorance, not the victim’s so-called faults. This does not mean that you should always be silent, because in some instances silence can mean that you condone what is being said.

2.                       How to view cultural background; as a barrier that divides one from others, or as a bridge that links one to others? When an individual is familiar with two cultures, and they can speak two or more languages, then they have a real advantage. Their knowledge of the two cultures increases their ability to understand people’s feelings and to answer some of the questions that they may have. The individual’s circumstances are an advantage rather than a liability. It’s important to  view cultural background as a bridge that connects people together rather than a barrier.

It is important for Human Service Leaders to continually look forward and grow. There is no reason that Leaders have to reinvent the wheel, because there are a number of publications out there that can help them expand on their knowledge, and help them make plans to grow and set the example for other. Moral Vision provides individuals with the tools necessary to overcome or endure the trials/problems that the individual is facing.

I believe that it is important for Human Service leaders to take care of themselves, because the work that they do can be both mentally and physically draining (it can be compared to the work done by Social Workers). Dr. Sarah Wendt explains that “Working as a social worker or teacher can be challenging. These social care professionals can be regularly exposed to conflict, poverty, trauma and tragedy as part of their work responsibilities.” A lack of goals, ambition, and drive can cause an individual to become complacent. Dr. Wendt goes on to explain that “Social workers and teachers often have poorer psychological and physical health, as well as lower job satisfaction levels, than professionals working in many other occupations,” so it is important for people in these types of fields to take care of themselves (p. 317).

Human Service Leaders need to pay attention to their moral vision, because if they don’t there values of what they will and won’t do might be blurred. For example, this could lead to an individual conforming to a discriminating view point and condoning racial jokes.  A deep self-awareness enables professionals to balance their personal and professional lives. In doing so, they will be able to maintain a balance between their personal life and professional life.

References

Council for Standards in Human Service Education adopted 1996. Ethical Standards for Human Service Professionals. Retrieved September 4, 2012, from http://www.nationalhumanservices.org/ethical-standards-for-hs-professionals.

Manning, Susan. (2003). Ethical Leadership in Human Services: A Multi-Dimensional Approach. Pearson, Allyn and Beacon, New York.

US Department of Commerce. (2012). Census Statistics. Census Chart. Doi: http://quickfacts.census.gov/qfd/states/36/36019.html

Wendt, S., Tuckey, M. R., & Prosser, B. (2011). Thriving, not just surviving, in emotionally demanding fields of practice. Health & Social Care In The Community, 19(3), 317-325. doi:10.1111/j.1365