Francesca O’Hara
Unit 4: 2.1, 2.2, 2.3
Counselling skills and diversity
2.1 assess how diversity impacts on the counselling relationship.
In the context of counselling, diversity encompasses a broad spectrum of differences
including race, ethnicity, culture, gender, sexual orientation, age, religion, ability,
socioeconomic status, and more. The Equality Act 2010 safeguards these facets of
diversity, identifying them as protected characteristics. However, within the
counselling profession, these areas of diversity can both benefit and challenge the
counsellor-client relationship. It is crucial for counsellors to avoid making
assumptions about clients based on these identified factors. Wheeler, S. (2006)
asserts that counsellors are typically liberal-minded individuals who have chosen a
career in counselling due to their intrinsic desire to help others. This assertion,
however, contrasts with the reality that even well-intentioned individuals may harbour
unconscious biases influenced by societal norms and expectations. These biases
can inadvertently affect the therapeutic process and the counsellor-client dynamic.
For example, a counsellor might unconsciously expect certain behaviours or
attitudes from clients based on their cultural background, which can lead to
misunderstandings or misinterpretations. Such biases might result in the counsellor
misjudging a client’s issues or failing to fully understand their experiences. It is
imperative for counsellors to continually reflect on their own biases and strive to
create an inclusive environment that respects and acknowledges the unique
backgrounds and experiences of each client.
It is crucial to recognise the various barriers that need to be addressed when
evaluating the impacts of diversity within a counselling relationship. These barriers
present unique challenges that require careful navigation. Key areas such as cultural
understanding and competence, communication dynamics, and power imbalances,
among others, necessitate time and effort to surmount. Leach, M. et al. (2013)
emphasize that cultural competence is developed over time and through experience.
It involves acquiring the knowledge and skills necessary to think contextually in
practice. For instance, a culturally competent counsellor must discern whether a
client's difficulty in expressing themselves is due to emotional factors such as
depression or confusion, or if it stems from cultural influences that evoke feelings of
shame when discussing topics that conflict with their cultural beliefs. A counsellor
Francesca O’Hara
Unit 4: 2.1, 2.2, 2.3
must strive to understand both their own cultural influences and those of the client.
Without this foresight and consideration of cultural implications, the dynamic
between counsellor and client may hinder the client's progress. Therefore, achieving
cultural competence is not just about understanding different cultures but also about
integrating this understanding into the therapeutic process to facilitate effective and
meaningful progress for the client.
Moreover, embracing diversity within the counselling relationship can enhance the
therapeutic process. When counsellors possess cultural competence and are aware
of the diverse backgrounds of their clients, they can tailor their approach to better
meet the clients' specific needs. This can lead to a more effective and empathetic
counselling experience, fostering a stronger therapeutic alliance and promoting
better outcomes for clients. While diversity presents both opportunities and
challenges within counselling, it is essential for counsellors to approach each client
with an open mind and a commitment to understanding and respecting their unique
perspectives. By doing so, counsellors can overcome barriers, minimize the impact
of unconscious biases, and enhance the overall effectiveness of their practice.
2.2 analyse examples from own experience where they have encountered issues of
difference/diversity.
I feel very fortunate that I have not encountered many issues related to difference
and diversity in my life. However, there was a significant instance that profoundly
affected me. In a previous assignment, I discussed a time when I was overlooked for
an academic opportunity in favour of a male colleague who had less experience than
I did. This experience deeply impacted me, and in my next job, I felt an immense
pressure to prove myself. I pushed myself to the brink of burnout, striving to be the
best employee in the company. I sacrificed my personal life to demonstrate my
dedication, believing that this would position me well for future opportunities. When it
was finally time for me to leave that role, driven by burnout and the realisation that I
was underpaid – realisations that only became clear in hindsight – I made a
discovery. One of my team members, whom I supervised, was offered a position that
encompassed only half of my responsibilities but with significantly higher pay. This
individual was also vastly underqualified, both academically and in terms of
Francesca O’Hara
Unit 4: 2.1, 2.2, 2.3
experience. As I reflect on this now, the gravity of that discovery hits me fully. This
experience has profoundly shaped my professional identity and altered how I view
my career. It has made me acutely aware of the biases and inequalities that can
exist in the workplace.
These experiences of being overlooked by male colleagues in the workplace have
been damaging to my self-esteem, my willingness to integrate within a company, and
my confidence in applying for roles and opportunities. I often felt underappreciated
and disregarded. Inequality for women in the workplace is a multifaceted issue that
affects women globally, with varying degrees of severity across different cultures.
This inequality manifests in various forms, including pay disparity, limited
advancement opportunities, and discrimination. Abdel-Raouf and Buhler (2020)
define the gender pay gap as the difference in earnings between men and women
operating in the same sphere. They highlight that, while the gap has narrowed over
the past six decades, significant progress is still needed. Additionally, Haynes,
Kilgour, and Flynn (2017) discuss that a possible explanation for gender inequality is
that the foundations of predominantly male-dominated sectors have been built upon
the prerequisites of the ‘ideal worker,’ which is based on a male-centric view.
Overall, while I have been fortunate to encounter few issues related to difference and
diversity in my life, a significant instance of workplace inequality has had a profound
impact on me. Being overlooked for an academic opportunity in favour of a less
experienced male colleague led to immense pressure to prove myself in subsequent
roles, ultimately resulting in burnout and a realization of being underpaid.
Discovering that a less qualified male team member was offered a higher-paying
position with fewer responsibilities underscored the pervasive biases and inequalities
that exist in the workplace. These experiences have highlighted the issues of limited
advancement opportunities, and discrimination continue to affect women globally, as
highlighted by researchers Abdel-Raouf and Buhler (2020) and Haynes, Kilgour, and
Flynn (2017). Moving forward, I do not know how I will adapt with any new
opportunities, The negativity I have experienced in my working life has altered how I
view myself and the workplace forever, and I even if I experience a positive
environment in the future, I will always carry the awareness of the inherent
inequalities that exist in many workplaces.
Francesca O’Hara
Unit 4: 2.1, 2.2, 2.3
2.3 Evaluate how awareness of diversity has impacted on development and
application of counselling skills.
In a society that embraces and protects diversity, it is essential for professionals in
the helping fields to recognize that these differences can profoundly affect their work
with clients. In counselling, adopting a mindful approach to diversity is crucial, as it
significantly shapes how counsellors practice and interact with their clients. This
approach involves being aware of and sensitive to the unique backgrounds, cultures,
and experiences that each client brings to the therapeutic setting. Diversity is deeply
embedded in the core of the counselling profession. The BACP Ethical Framework
(2018) emphasizes that counsellors should value diversity and promote inclusion for
all clients, ensuring that everyone feels respected and understood regardless of their
differences. This commitment to diversity also extends to professional relationships
among colleagues, fostering a supportive and equitable work environment.
The influence of diversity on the therapeutic relationship and the application of
counselling skills is multifaceted. It impacts various aspects of the counselling
process, including communication styles, the building of rapport, and the approaches
to therapy that are most effective for each client. Counsellors must be adept at
recognizing and adapting to these differences to provide the most effective support.
This requires ongoing self-reflection, education, and professional development to
continuously improve their understanding and competence in working with diverse
populations. By doing so, counsellors can create a more inclusive and effective
therapeutic environment that honours and respects the individuality of each client.
The counselling profession is significantly influenced by an understanding of
diversity. This is embedded within the ethical framework and is also a key component
of counsellor education and training. However, while foundational training provides
insights into diversity, Wheeler (2006) notes that the limitations of counsellor
training—due to its duration and the time demands of the curriculum—imply that selfreflection and ongoing professional development are essential for a broader
understanding of diversity. Cameron (2020) suggests that the issue with diversity is
not necessarily the client's 'difference,' but rather the counsellor's attitudes towards
diversity and difference. There are mechanisms in place that enable counsellors to
address their blind spots or potential biases when working with clients from diverse
Francesca O’Hara
Unit 4: 2.1, 2.2, 2.3
backgrounds, these are written within the ethical framework, one such tool is the use
of supervision.
Dr. Carl Rogers established the core conditions that are essential for effective
therapeutic relationships, which include empathy, congruence, and unconditional
positive regard. Counsellors should strive to be self-aware and congruent to ensure
that their personal feelings and attitudes do not impact the way in which they work
with a client, every client is entitled to the best service available to them, and
minimising bias, unconscious or otherwise, will only serve to benefit the client. In
contrast, counselling skills are formulated so no matter who is the counsellor or
client, they can be used inclusively, they are not aimed at a certain demographic,
they are aimed to serve a client.
References
Webpages
BACP (2018) Ethical Framework for the Counselling Professions Online. Lutterworth:
BACP. Available from: <https://www.bacp.co.uk/events-and-resources/ethics-andstandards/ethical-framework-for-the-counselling-professions/ Accessed: 19/05/2024
Books
Cameron, R. (2020). Working with Difference and Diversity in Counselling and
Psychotherapy. United Kingdom: SAGE Publications.
Haynes, Kilgour & Flynn (2017) Overcoming Challenges to Gender Equality in the
Workplace: Leadership and Innovation. United Kingdom: Taylor & Francis.
Leach, M. et al (2013) Culture and the Therapeutic Process: A Guide for Mental
Health Professionals. United States: Taylor & Francis.
Abdel-Raouf, F., Buhler, P. M. (2020). The Gender Pay Gap: Understanding the
Numbers. United Kingdom: Taylor & Francis.
Wheeler, S. (2006). Difference and Diversity in Counselling: Contemporary
Psychodynamic Approaches. United Kingdom: Macmillan Education UK.