There are several steps an organization needs to undertake so as to develop career counselling services for young migrants and refugees as part of their programmes. Once again we will refer to what the authors of the Guide for Providing Comprehensive Career Guidance Services to Disadvantaged Youth, write on How to Organize a Career Guidance Service, that seems applicable for working with young migrants and refugees:
POSITION OF POWER YOU HAVE AS A COUNCELOR
In counselling, there is always a certain power relationship present, either it is the one we bring or the one that is already there, created by the nature of the work. All the counsellors should continuously be alerted to both sorts of power issue. People who seek counselling have different expectations of their therapist or counsellor depending on social and cultural context, and on perceived and experienced differences of rank. If a client identifies themselves as relatively disadvantaged compared with their counsellors, this will intensify the elements of difference.
It is important to stress out that counsellors need to be continuously alert to the position of power they are into because of the difference of rank they have with refugees and migrants. unless he recognises the social reality that he has far higher rank than her, and brings awareness to how this affects their
experience of each other, the relationship between a counsellor will be warped from the start; for him to ignore his power is itself a use of that power. “Rank is a drug. The more you have, the less aware you are of how it affects others negatively” (Totton, 2009).
But generally the therapist’s challenge is to be aware of their higher rank. Whatever rank they bring with them, psychotherapists and, to a somewhat lesser extent, counsellors are perceived as skilled professionals, with a similar
authority to doctors or lawyers; often they are credited with an uncanny and frightening ability to “see right through” people.
Practical, simple and concrete strategies that can help to reduce power imbalance include:
In counselling, there is always a certain power relationship present, either it is the one we bring or the one that is already there, created by the nature of the work. All the counsellors should continuously be alerted to both sorts of power issue. People who seek counselling have different expectations of their therapist or counsellor depending on social and cultural context, and on perceived and experienced differences of rank. If a client identifies themselves as relatively disadvantaged compared with their counsellors, this will intensify the elements of difference.
It is important to stress out that counsellors need to be continuously alert to the position of power they are into because of the difference of rank they have with refugees and migrants. unless he recognises the social reality that he has far higher rank than her, and brings awareness to how this affects their
experience of each other, the relationship between a counsellor will be warped from the start; for him to ignore his power is itself a use of that power. “Rank is a drug. The more you have, the less aware you are of how it affects others negatively” (Totton, 2009).
But generally the therapist’s challenge is to be aware of their higher rank. Whatever rank they bring with them, psychotherapists and, to a somewhat lesser extent, counsellors are perceived as skilled professionals, with a similar
authority to doctors or lawyers; often they are credited with an uncanny and frightening ability to “see right through” people.
Practical, simple and concrete strategies that can help to reduce power imbalance include:
- The counselling space: The counselling space itself needs to be welcoming, nonthreatening and well equipped for flexible and creative practice. Art materials should also be readily accessible to both the counsellor and the client.
- Seating: Ask the client where they would like to sit. Arrange the environment so that it is welcoming and offers a range of places to sit that are ‘power-neutral’
- Language: Avoid using jargon – unnecessary use of professional jargon will only remind the client that they are unequal in the therapeutic relationship
- Language: Often, we use labels for different ‘client groups’ to meet organisational needs, with little consideration of their effects on the individuals concerned. Keep these labels for discussions with colleagues and staff, rather than for discussions with clients. (for example, don’t use the term undocumented migrants).
- Communication: Take responsibility for communication and make sure that clients know that it is OK to tell you if they don’t know or understand something
- Blame: Never blame a client for not understanding you. It is the counsellor’s responsibility to ensure understanding, and a reflection of their skill as a counsellor.