For the best part of 20 years, I've been trying to remove and reduce structural and systemic inequalities in the way we work, in training and education, and in how we behave and act with others.

Why we need a clearer picture of training experiences

There's a lot of conversation about equality, diversity, and inclusion, and perhaps in that, as a society, we've taken one step too far. Although I don't believe we've gone far enough, which is why understanding a range of experiences remains so important. We want to accelerate change, and to do this we need a clearer picture of experiences within counselling training. While we already know some things, there is still much to learn. Research and feedback will help us identify what is and isn't working within the training environment, informing the resources and support needed to enhance learning and development.

Anti-oppressive practice and the question of power

We might not always be thinking about anti-oppressive practice in terms of power – who holds it, and who doesn't, but when diversity, equity, inclusion, and belonging come into conflict with having to share power, anti-oppressive practice becomes more than just words. It asks us to pay attention to who has power, and how it's used.

What ceding power really means in training

We know power does not cede easily. We are asked many questions from trainers; how do I make sure I am training in an anti-oppressive way? How do I support the diversity of my training cohort? How do I build equity and inclusion into the way I train? How do I provide reasonable adjustments? How do I know I'm being anti-racist? Ceding power means that people, especially those in positions of authority, intentionally share decision-making, resources, and opportunities with others. This builds trust, encourages innovation, and creates inclusive training environments where diverse perspectives are valued. Is this what your training looks like?

Marginalisation is inexcusable: BACP's guidance and standards

Marginalisation in the training environment is inexcusable. BACP has published several guidance documents and resources, including EDI requirements in course accreditation criteria for our core training.

Supporting equitable, culturally responsive training

By understanding current experiences and needs, we can help drive forward and support equitable and culturally responsive counselling training to flourish.

Rocking the boat: holding the system to account

There will always be those who want to slow down the process of implementing anti-oppressive and diversity, equity, inclusion and belonging (DEIB) best practices. Our job, together with you, is to 'rock the boat' and find out how we can support training providers to take accountability for the systems we have a hand in shaping. This involves challenging the status quo when existing processes or practices are unfair, ineffective, or outdated. It requires speaking up, questioning assumptions, and advocating for change – even when doing so may be uncomfortable or unpopular. We're up for rocking that boat, and hope you are too.

Read more...