SW 4480: Social Work
with Groups
The Rap Framework for Leading Multiracial Groups
I like what Zastrow says that "Whenever people of different races interact in a group, the leader (I would say "worker") should assume that race is an issue but not necessarily a problem." (p. 213) It may also be true that race is important enough in our society that it is an issue in many groups that are composed of members of only one ethnicity. The framework that he suggests for dealing with this issue appears to be valuable. Although I have never used it, I do have some comments about it. The idea of making a conscious attempt to do three things seems a good one.
1. Recognize: "Recognizing crucial ethnic, cultural, and racial differences in any group requires the leader to be both self-aware and aware of the racial dynamics of the group." I would expand the need for recognition to include ethnically homogenous groups. If the subject of race comes up, the worker should be aware of it and consider using the group as a way to help members deal with their racism and the ways they have been victims of oppression.
a. Awareness of personal values and stereotypes needs to include an understanding that racism oppresses majority group members as well as minorities.
b. The recognition of differences among members needs to include an appreciation of the fact that everyone is different and everyone reacts to ethnic differences in a variety of ideosyncratic ways.
c. Awareness of resources is much more complete if the worker has personal relationships with staff of agencies and other organizations who represent those resources.
2. Anticipate: "Anticipating how individual members will be affected by racial issues prepares the leader to respond preventively and interventively when racial issues arise." The problem with anticipation is that our expectations about ethnicity as an issue sometimes result in our fear that it is a greater concern among members than it is. Things change over time and people of my generation are still worried about issues that we have experienced but which have less impact on younger people.
a. I do agree with Zastrow that it is often difficult for that member when she/he is the sole representative of an ethnic group. There are even exceptions to this, however, as some people have their stuff so well together that they can handle this situation very well. Even so, it is always nice to have company.
b. Treating all members with respect seems more important and likely than treating all equally. I sometimes wonder how it is possible to treat everyone equally and respect cultural differences at the same time.
c. Seek to empower members, yes, but do not apply too much pressure in the process. There are differences in people's ability to participate in changing the world.
3. Problem Solve: "When incidents related to racial issues do arise, the leader must intervene to resolve the issues." It is a little inconsistent for Zastrow to suggest that race is an issue but not always a problem, and then to add problem-solving as a step in this process. But problems do need solutions when they arise, so perhaps my criticism is too facile.
a. It is certainly true that both problem-solving and conflict-resolution can be helpful ways to deal with issues that arise. Think also in terms of mediation or just plain ventilation and the use of humor.
b. I also like the idea of the interacial group as a microcosm of society so that people learn how to deal with issues in group in a way that they can generalize and take with them outside the group process.
c. The leader's own advocacy outside the group is very important. It can not only be helpful for the issue at hand, but also provides an opportunity for the worker to serve as a role-model for the fight for social justice.