“When they try to deny us, resist with Shades of Bias!”
Written by Wayne Reid
Professional Officer & Social Worker
In recent years, the social work profession has made declarations of support for anti-discriminatory, anti-oppressive and anti-racist practice. However, circular conversations, intensive dialogue, never-ending searches for ‘evidence’ and performative actions ensure that a critical gap persists: a lack of tangible reforms and person-centred support in real-world professional settings. This is the void in which Shades of Bias was conceived – to help move us beyond repetitive rhetoric and towards meaningful action.
In a profession built on values and ethics, social workers often find themselves navigating the culture war minefields of bias – sometimes as victims/survivors, sometimes as observers/witnesses and sometimes (albeit unintentionally), as perpetrators or people responsible. Shades of Bias emerges not as a blunt instrument of blame or guilt, but as a structured, compassionate and forward-thinking innovation for critical thinking and scalable change.
What is Shades of Bias?
Shades of Bias is a pioneering and universal case study framework designed to enable critical reflection on how discrimination, oppression and racism manifests in social work and beyond. It is a simple process for documenting, analysing and addressing instances of bias, whether it is experienced directly, observed/witnessed or perpetrated (by the person/people responsible). Shades of Bias can be used by:
- Victims/survivors of discrimination, to articulate their experiences in a therapeutic and structured way
- Witnesses and observers, to reflect on incidents of bias they encounter and contribute to ethical practice
- Those responsible for bias, to engage in non-punitive reflection, learning, and personal growth
The framework has 3 pathways and one vision. It embraces intersectionality and is underpinned by the protected characteristics in the Equality Act 2010. Based on anti-discriminatory, anti-oppressive and anti-racist values and ethics, Shades of Bias helps to create a culture of accountability, inclusion, self-expression and systemic change.
Whether you are a victim/survivor, witness/observer, or person responsible for bias, Shades of Bias provides a psychologically safe structure to:
- Reveal the event or issue
- Reflect on its dynamics and impact
- Repair through learning, growth and accountability
A philosophical framework for reflection
At its core, Shades of Bias is a conscious rejection of ‘tick-box EDI’ and a bold call for social work to live up to its ethical mandate. It is grounded in anti-discriminatory, anti-oppressive and anti-racist values. However, it reaches beyond these to promote dignified empowerment and restorative learning. Shades of Bias is intentionally non-punitive – designed not to shame, but to enable growth, positive change and cultural competence. It recognises that progress depends not just on systems changing, but on individuals reflecting, learning and being brave enough to do better.
Shades of Bias is an adaptable, expansive and multidimensional framework for healing, self-examination and transformation across policy, practice and education. It provides:
- A safe space to document injustices and validate lived experiences
- A professional development tool that promotes ethical decision-making and inclusive practice
- A resource for institutions to use anonymised case studies to promote collective learning and inform organisational change
It is intended for Shades of Bias to become the standardised framework for documenting discrimination and exposing harmful systemic patterns that are often ignored.
Shades of Bias has the following self-explanatory sections:
- Case study title
- Background and context
- Nature of the incident
- How was the situation handled?
- Reflection and learning
- Reflection and learning (for the person/people responsible for bias)
Shades of Bias is available in multiple formats – PDF, Word, and as an online Microsoft Form – and is supported by detailed guidance.
Shades of Bias does not aim to replace regulation or formal policies/procedures – it offers an accessible middle space between silence and escalation. Its aim is to document harm, cultivate learning and disrupt harmful patterns – especially when more formal channels may be unresponsive.
Unlike many reports that merely outline problems or recommend solutions that are not implemented, Shades of Bias is a universal template developed by BASW England members and staff to document, analyse and support people in real-world scenarios.
Origins rooted in lived reality
Shades of Bias was co-developed and co-produced in response to a groundswell of concerns from Black and Global Majority BASW England members. It is the culmination of collective contributions from frontline practitioners and thought leaders from the Black and Ethnic Minority Professionals Symposium (BPS), Professional Capabilities and Development (PC & D) group, Anti Racist Movement (A.R.M), School of Shabs, BASW England and myself. The concerns raised include:
- Students facing racism during placements and academic experiences
- Practice educators encountering bias in assessment and supervisory contexts
- Newly Qualified Social Workers (NQSWs) struggling against institutional racism in recruitment, progression, and workplace culture
These concerns were escalated through BASW (British Association of Social Workers) and representations made to key stakeholders and partners, highlighting systemic racism in social work education, early career pathways and relevant regulatory frameworks.
Shades of Bias’s launch is timely. Its development coincided with the publication of The Child Safeguarding Review Panel “It’s Silent”: Race, racism and safeguarding children report, which highlighted a lack of accountability in addressing racism in safeguarding practices.
Importantly, Shades of Bias is informed by BASW’s Code of Ethics; Professional Capabilities Framework (PCF); the Local Government Association’s Standards for employers of social workers in England; Social Work England’s professional standards and the Social Care Workforce Race and Equality Standards (SC WRES). Also, it is a logical progression from the BASW England ‘Anti-racism in Social Work’ activities across the UK (between 27/05/20 – 26/09/21) report.
Shantel Thomas, founder of the award winning Anti-Racist Movement (A.R.M.), BPS member and key partner said: “Shades of Bias is more than a tool – it’s a bold declaration that lived experience matters, and that reflection is the first step towards action. As the A.R.M. collective, we are proud to stand behind this transformative framework, which empowers practitioners not only to reveal and reflect on harm, but to repair and rebuild with integrity. This is how we dismantle racism – from the inside out.”
Shabnam Ahmed MBE, founder of School of Shabs, BPS member and key partner said: “Shades of Bias is a transformative tool, powerful for both deep reflection and bold action. It empowers self-agency by giving voice to silenced experiences and challenging the minimisation of racism. True change demands bravery: to recognise that both courage and vulnerability can sit side by side. The discomfort is necessary for accountability. When we face these truths together, change and anti-racism becomes possible.”
More than just a template
Shades of Bias can be used to inform policy, practice and education, as follows:
- In policy, it can inform consultation responses and track systemic patterns of discrimination
- In practice, it serves as a supervision tool, a CPD mechanism and a reflective journal
- In education, it supports students and educators to explore bias meaningfully and sensitively
- It encourages multi-level perspectives and multi-disciplinary dialogue
Shades of Bias can be used:
- Individually for personal reflection, CPD or supervision
- Within teams to address group dynamics and organisational culture
- Across institutions as part of safeguarding, HR processes, whistleblowing or reflective learning
The section for people responsible for the bias supports individuals who have engaged in discriminatory, oppressive or racist actions/behaviours whether knowingly or unwittingly. It has a structured, non-punitive approach to reflection, helping individuals to take responsibility, learn and commit to anti-discriminatory, anti-oppressive and anti-racist practices.
The template encourages people responsible for bias to:
- Recognise and understand personal biases
- Acknowledge and address the harm they have caused
- Align themselves with professional ethics and regulatory expectations
- Contribute to a culture of self-honesty and transformative change
From seed to systemic
Social workers have shared the benefits of implementing and applying Shades of Bias:
- “We all have biases. It’s the human condition. Recognising them is what makes the difference.”
- “I love the guidance questions under each section because it helps me think and probe further into the situation. By the time I get to the reflection at the end, I have literally torn apart the entire situation and now, allows me to think beyond the situation. The fact that the case study is going to be used to “repair” gives me the motivation to complete this.”
- “The ideas are innovative and a pragmatic approach to seeking to achieve change. I can see how I could use it either in my role as a Practice Educator and/or when I take on Anti-Racism within the organisation. The Reveal>Reflect>Repair part is easily relatable too.”
- “I do feel it’s really positive and I could completely relate as a neuro diverse Black woman. Thank you I feel it’s a great resource and is easy to understand.”
- “I just wanted to say that Shades of Bias is a fantastic and ingenious idea! I am genuinely impressed with the depth and thoughtfulness that has gone into developing this framework.”
- “Shades of Bias is a fantastic initiative. This addresses an area often overlooked, as many instances of discrimination, particularly from managers towards social workers, result in disciplinary action but rarely focus on the underlying bias. The burden of proof unfortunately falls on the aggrieved party, who often belongs to the global majority. While this is a positive step, I still believe we need stronger action at the policy level.”
Shades of Bias helps to foster a culture of honesty, humility and hope – centred on the belief that accountability is not an accusation, but a duty of care and professionalism. It is a framework for all levels of the profession – from students and practitioners to senior leaders, from academics to policy influencers. Shades of Bias supports the profession’s evolving need for brave, psychologically safe spaces that honour complexity, intersectionality and human emotions.
What distinguishes Shades of Bias is its belief that transformation starts within. By confronting our blind spots, we move towards integrity and self-awareness. By documenting injustice, we can seed change. By embracing our discomfort, we honour the dignity of others.
Shades of Bias is not a one-off resource. It is a philosophy, a practice and a call to action. If widely adopted, it has the power to humanise systems, reimagine accountability and hardwire social justice into the fabric of social work and beyond. When bias is revealed and reflection is authentic, repair becomes possible.
“When they try to deny us, resist with Shades of Bias!”
‘One world, one race… the human race!’
Download the Shades of Bias case study template and the full suite of materials and templates today at: https://basw.co.uk/shades-bias.
Al-Anon and Alateen - for relatives and friends of alcoholics
Written by Sonia Elmer-Soman
Sonia Elmer-Soman has a background in both law and education. She is a qualified law lecturer and has many years’ experience working as a legal practitioner in two prestigious law firms in the City and now within a reputable law firm local to her home town in Essex. She is also a qualified primary school teacher and is a guest writer for professional journals.
Most of us have heard of Alcoholics Anonymous (AA), but less well known about is Al-Anon and Alateen.
I met with Cheryl, a long-term member of Al-Anon, and she explains what Al-Anon and Alateen do, how they work and what impact they may have on the lives of members who are suffering from another’s problem drinking.
Q: What is the difference between AA, Al-Anon and Alateen?
A: Alcoholics Anonymous (AA) is a fellowship who come together from all walks of life and who share one common goal – to recover from alcoholism and achieve continued and sustained sobriety. Less well known about is Al-Anon (18+ adults) and Alateen (12-17 yr olds). Like AA, Al-Anon and Alateen are groups of men and women, of all faiths and walks of life, however this time with a focus on the person(s) affected by another’s alcoholism.
Q: Are there any entry requirements to joining Al-Anon and Alateen?
A: The only requirement is that you are suffering from the effects of another’s alcoholism.
Q: Are Al-Anon and Alateen a religious organisation?
A: No. Though “God” is referred to, it is a spiritual God, a higher power and everyone is free to define their own “higher power”. For some that may be a bird, a rose or the moon. For others it may be the group, prayer or meditation. For some the higher power may change over time.
Q: What does it cost to join?
A: Nothing. There are no fees associated with joining Al-Anon or Alateen. This is a non-profit organisation. Members are invited to make a donation towards room hire and/or literature at the end of the meeting. There is no requirement to contribute.
Q: Do the groups offer advice and/or counselling?
A: No. We are not trained therapists. “Let it begin with you” is an Al-Anon slogan which is the primary focus of the program. It suggests we shift the focus of our attention from the alcoholic in our lives to ourselves and begin living our own lives rather than interfering with theirs. The program offers a welcoming, friendly and confidential environment where group members understand in ways others cannot the difficulties we have experienced. We are free to speak of whatever is on our minds and we may share our experiences. Whilst the newcomer may need to offload a challenge or problem, most people find the focus naturally shifts away from the alcoholic and they start to gain insight into their own behaviour and how we may have contributed to our situation and how things may improve. We refrain from giving advice. There are many tools within the Al-Anon readings. Together we can find coping strategies to aid recovery of ourselves and to help us concentrate on our own wellbeing, behaviour, actions and reactions. Together we understand that we are powerless over alcoholism, that our lives have become unmanageable and we seek ways to assist our daily lives. We cannot control what the alcoholic does or does not do and we should not seek to change or control that which we cannot. Instead, we focus on the control we have over ourselves. We acknowledge that alcoholism is a disease and we develop understanding that, through our actions, we aid recovery of ourselves and, potentially, the alcoholic if we seek to change our own actions and feelings about the situation rather than focussing solely on the actions and feelings of the alcoholic.
Q: What do meetings typically involve?
A: A warm, friendly, non-judgemental welcome from a group of individuals who are going through or have gone through the same/or similar challenging journey as you. A cup of tea and a box of tissues are at the ready if needed. Each week a different topic is covered. This could be anything from ‘Resilience’ to ‘Hyper-vigilance’ to ‘Boundaries’ to name just three, but there are many more. We may do an inspirational reading for that topic and then offer up the table to anyone who would like to contribute either with a reading or with their thoughts or own personal experience which may or may not be related to the chosen topic. There may be shared experiences , but each member will have their own unique perspective. By keeping an open mind, you may hear something you can identify with, which may assist you to move forward. Newcomers often feel they have nothing helpful to share but often they provide golden nuggets that are incredibly beneficial to long-time members.
Q: Will the meetings help me and/or my family and the alcoholic?
A: We receive so much positive feedback. Al-Anon is about changing the actions and behaviours of ourselves rather than focussing on the alcoholic (as we have no control over the latter). Let it begin with us. These meetings might show us that ways in which we thought we were helping may have, in fact, negatively impacted potential recovery of ourselves and the alcoholic. In the absence of judgment, blame, guilt and shame, individuals feel free to openly discuss matters and often say they feel like a weight has been lifted when they leave the sessions.
Q: What is the minimum amount of sessions I should participate in?
A: It is completely up to the individual. We say it is best to go for at least six sessions, to learn how Al-Anon works and decide whether the program is for you. Sometimes it may not be the right time, but often people come back. There is no minimum or maximum term. Some individuals come for a few weeks, some dip in and dip out when convenient for themselves. Others have been attending for many years.
Q: Will what I say be treated in confidence?
A: Yes, anonymity is the foundation of Al-Anon. In order for everyone to feel safe, it is part of the ethos and ethics of the group that everything spoken about within the group stays in the group.
Q: What may be the benefits of joining Al-Anon and Alateen?
A: There is something hugely comforting in knowing that there are others, many others, out there who share the same challenging problems as you. Alcoholism is a family disease which affects the whole family. Young people attending Alateen meetings or adults attending Al-Anon in person or online, can see that they are not alone and that they did not cause the problem, neither are they responsible for their relative’s or friend’s drinking. Young people can benefit from sharing experiences with others of their own age and this often helps them understand their alcoholic relatives and recognise they are not to blame for the difficulties experienced with their home/families and could, in time, lessen the effects of having lived with alcoholism.
Q: Which one word would you use to describe Al-Anon and Alateen?
A: Insightful.
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Poor mental health and resulting drug or alcohol addiction spans generations and boundaries of socio-economic and cultural backgrounds. It is not a life-style choice. It is a disease which affects the whole family, relatives and friends.
For too many families in the UK, there remains a stigma associated with mental health and addiction issues. Guilt, shame, embarrassment and denial prevent sufferers and their families from seeking early intervention. All too often, without support, sufferers and their loved ones hide in plain sight and battle illness behind closed doors which leads to isolation, depression, anxiety and desperation.
Speaking with Cheryl and seeing first-hand the wonderful support offered to families and friends of alcoholics is heart-warming and fundamentally essential to the wellbeing of those affected.
Wherever possible, it is crucial that institutions such as the NHS, Education, Social Services, Addiction Services and the Criminal Justice System signpost this free service, so that families and friends of alcoholics can, if they so choose, access this vital service. The hope is that their voices are heard and their lived daily reality is understood. No longer should families and friends be isolated behind closed doors and remain the silent witnesses to addiction.
What one word would I use to sum up these groups? Empowerment.