Discriminatory Professional Opinions of FCA’s

[Name Removed] (Account suspended) made this Freedom of Information request to Children and Family Court Advisory Support Service

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[Name Removed] (Account suspended)

Dear Children and Family Court Advisory Support Service,

Please supply me with the following information under FOIA

Discrimination is defined as:

‘To unfairly treat a person or group of people differently from other people or groups of people. This includes treating other people differently because of your “views” about their Lifestyle culture of their social economic status as well as the characteristics protected by law - age, disability gender reassignment race marriage and civil partnership pregnancy and maternity religion or belief sex and sexual orientation.’

1. Does Cafcass accept that an ‘opinion’ of the FCA regardless as to whether it’s personal or professional is still an ‘view’ that can be discriminatory and to ‘act on their opinion which is discriminatory is illegal ?

2.How does Cafcass ensure FCA’s do not act on their personal/professional discrimatory behaviour ?

3. Where it is established that the FCA’s professional opininion is discriminatory what action does Cafcass take ?

4. If Cafcass abdicate their responsibility to deal with discriminatory behaviour of the FCA would Cafcass accept that it is a public interest issue where Cafcass are ‘blinded’ by compounding prejudice thus a risk of harm to future vulnerable SU’s and children ?

5. If Cafcass staff, working with vulnerable children and adults discriminate in covert recordings and Cafcass deny discrimination would it be fair for Cafcass to accept a Journalist/s could release the material , provided they can prove the released recording/s is in the public interest ?

Yours faithfully,

[Name Removed]

Governance, Children and Family Court Advisory Support Service

1 Attachment

Dear Ms Soeder,

 

Thank you for your email.

 

Please accept this as formal acknowledgement of your Freedom of
Information request which was received by Cafcass on 22 January 2019.

 

Your reference number is CAF19-021.

 

We aim to respond to your promptly, and at the latest 20 working days from
receipt of your request. You will therefore receive a response on or
before 18 February 2019.

 

Kind regards,

 

Governance Team | Cafcass

* [1][CAFCASS request email] | ü [2]www.cafcass.gov.uk 

[3]Cafcass_Logo_2014_email

 

 

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Governance, Children and Family Court Advisory Support Service

2 Attachments

Dear Ms Soeder,

 

Thank you for your email. Please find attached our response to your
Freedom of Information request.

 

Kind regards,

 

Governance Team | Cafcass

* [1][CAFCASS request email] | ü [2]www.cafcass.gov.uk 

[3]Cafcass_Logo_2014_email

 

 

 

 

 

 

 

Cafcass email addresses have changed to end in @cafcass.gov.uk. Please
ensure you update your address book. For more information on this change
please see our  [4]website

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[Name Removed] (Account suspended)

Dear Governance,

Thank you for providing this information.

Clicking on one of the links I note Cafcass state : examples of triggers for situational supervision, Private Law:

“ presence of the “toxic trio” (domestic abuse, mental health, substance abuse )”

There are over 300 classified mental health dianosis’ In the DSM 5. Discriminatory language in the workplace demonstrates prejudices of organisations sometimes that the organisation isn’t even aware that they are doing it. With language such as “Toxic Trio where ‘Mental health is included in this cluster it can etch negative connotations in the workforce minds and enable workers to foster negative views about mental health which may frequent them to ‘behave in accordance’ . Discriminatory language can begin at such a point as the above.

1. Have Cafcass had external scrutiny from any organisation who represents who you classify the ‘toxic trio’ to ensure people with protected characteristics are not caused offence by such negative language ?

2. Can Cafcass provide information of the author of this excerpt ?

3. Have Cafcass any plans to remove what could be construed as discriminatory language like this ?

4. Have Cafcass any training other than e-learning by qualified external training providers i.e groups where staff have ‘human contact’ by professionally trained experts to ensure staff working with people understand in real terms the meaning and impact of disability discrimination from subtle to extreme or how policy is put into practice i.e precisely how discrimination occurs with such language ?

5. Which experts within Cafcass approved this type of language i.e rubberstamped it as fit to incorporate into a policy which over 15,000 social work staff have access to sight of ?

Yours sincerely,

[Name Removed]

[Name Removed] (Account suspended)

Dear Governance,

Thank you for your response and the links you have provided. As a reasonable adjustment under the Equality Act could you please provide me with the following specific information as I am unable to find the information I seek in the links you have provided. I would appreciate a succinct round up of the specific information I request.

1. Please supply the specific instructions available to Cafcass managers contained within your policies procedures which shows clearly what action Cafcass Managers follows and within which specific policy and procedure gives Cafcass managers guidelines to follow where a member of Cafcass staff has discriminated or harassed a service user ?

Yours sincerely,

[Name Removed]

Governance, Children and Family Court Advisory Support Service

1 Attachment

Dear Ms Soeder,

 

Thank you for your email.

 

Please accept this as formal acknowledgement of your Freedom of
Information request which was received by Cafcass on 09 February 2019.

 

Your reference number is CAF19-048.

 

We aim to respond to your promptly, and at the latest 20 working days from
receipt of your request. You will therefore receive a response on or
before 08 March 2019.

 

Kind regards,

 

Governance Team | Cafcass

* [1][CAFCASS request email] | ü [2]www.cafcass.gov.uk 

[3]Cafcass_Logo_2014_email

 

 

 

 

 

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Governance, Children and Family Court Advisory Support Service

2 Attachments

Dear Ms Soeder,

 

Thank you for your email.

 

Cafcass does not have specific instructions in regards to what
action/guidelines Cafcass Managers should  follow  where a  member of
Cafcass staff has discriminated or harassed a service user.

 

Cafcass has an [1]Employee Relations Policy  which sets out how employee
relations issues are handled within Cafcass, including misconduct. As
stated in appendix two of the [2]Employee Relations Policy, harassment and
discrimination  and breach of Cafcass policies and procedures (depending
on the nature and circumstances of the breach) would be considered
misconduct.

 

Please find a copy of the policy attached.

 

Kind regards,

 

Governance Team | Cafcass

* [3][CAFCASS request email] | ü [4]www.cafcass.gov.uk 

[5]Cafcass_Logo_2014_email

 

 

 

 

 

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Governance, Children and Family Court Advisory Support Service

2 Attachments

Dear Ms Soeder,

 

Thank you for your email. Please find attached our response to your
Freedom of Information request.

 

Kind regards,

 

Governance Team | Cafcass

* [1][CAFCASS request email] | ü [2]www.cafcass.gov.uk 

[3]Cafcass_Logo_2014_email

 

 

 

 

Cafcass email addresses have changed to end in @cafcass.gov.uk. Please
ensure you update your address book. For more information on this change
please see our  [4]website

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