What is resilience? The dictionary defines it because the capability to get well from trauma and stress. In follow, social staff are anticipated to determine and develop coping methods to assist handle the calls for of their work. Certainly, it’s a skilled requirement.
However now we have heard disturbing anecdotes from practitioners who counsel the notion of resilience is being utilized by employers to give attention to people’ failures, slightly than exploring the broader context of follow. Employees say resilience is getting used to divert consideration away from failures within the system, brought on by vital points similar to funding cuts and workforce churn.
This anecdotal proof prompted us to research the place and that means of resilience in social work follow.
Preliminary findings present some perception into the nebulous nature of resilience, which lacks a transparent constructive definition in relation to social work follow. Our analysis helps the view that practitioners consider resilience, or slightly an absence of it, is getting used as a method to blame people for not dealing with ever-increasing workloads, ever-diminishing assets, and vital political, structural and organisational failings.
A complete of 506 members responded to the survey, 97% of whom are registered with the Well being and Care Professions Council and at the moment practising. The remaining 3% are registered however not practising.
We requested members what they understood by the time period resilience. Our evaluation overwhelmingly revealed a perception that it pertains to responding to adversity. Feedback from members repeatedly check with attributes a person innately has or should develop – for instance the flexibility to get well from or stand up to setbacks, or set up coping mechanisms. A big theme within the responses signifies a perception that regardless of the tough or disagreeable scenario is, it needs to be borne by the person.
Members additionally referred to the emotional nature of their work: managing their very own emotions and/or these of service customers. Many felt they should compartmentalise these feelings.
This was indicated with feedback similar to “having the ability to emotionally assist your self to have a protect in opposition to stresses”, “utilizing emotional intelligence to control your self and defend your self from hurt”, and “working onerous to not develop into emotionally concerned”.
When requested about how their employer defines resilience, 52% of responses had been based mostly on particular person expertise in follow slightly than organisational insurance policies, with feedback similar to “not going off sick” or “by no means complaining about elevated workloads”. The rest stated both their employer didn’t have a coverage, or they had been uncertain. Only a few supplied a extra constructive view, referring to their supervisor offering assist.
The intention of our analysis was to offer a discussion board for social staff to inform us the way it actually is, to transcend the rhetoric of resilience in skilled necessities and set up extra clearly how it’s being utilized in up to date follow.
Our findings, though restricted, point out a disturbing pattern that blames particular person staff for stress, burnout and their lack of ability to manage. This then locations the main target for change on them. However with out taking wider points into consideration, we’re in peril of viewing non-resilient social staff as the issue, inhabiting a troubled world of their very own making.
Our analysis suggests employers have restricted understanding of the complicated interconnections between particular person skill and organisational constructions. Certainly, it might seem that for some the notion of resilience has resulted in reinforcing a tradition of blame.
If these connections will not be acknowledged, we’ll proceed to see an exodus of skilled social staff from the occupation.
