Implementing effective case management and transgender specific training come hand in hand. Both can begin as an effort towards consciousness-raising in prisons. The content of the training would need to be consistent across Canada; thus, it would be the same for all prisons.
Implementing inclusive case management is beneficial. First and foremost, there is space for self-determination. The transgender individual has ownership over their own life and their own body. They are seen as having the capacity to make personal life changing decisions, and in doing so, increase their quality of life while incarcerated.
There are many benefits to implementing mandatory transgender specific training. Confronting and deconstructing stereotypes, as well as challenging the discourse about transgendered inmates is essential (Mullaly, 2002); training can serve as a way to accomplish this. It also serves as an educational tool that would help to reduce hate crimes. Training can be consistent when the criteria has been approved and maintained by the Board of Directors and is the same on a national scale across Canada. Consistency in training can contribute to consistencies in the transgender inmate experience. Both training and the collaborative approach to case management can pave the way for reframing dominant ideas about gender identity. Essentially, trainers, workers and case managers can set examples for other inmates as well as themselves. New knowledge may help to create a cycle of acceptance as opposed to oppression.
Mandatory training means that every employee will receive it, however, some workers may just complete the training without changing their attitudes. Problems may surface in training in groups where dominant ideas about gender may be reinforced. By grouping transgender inmates together in order to provide services in prison, they may be seen as a homogenous group. Nevertheless, the anti-oppressive nature of the policy can address these shortcomings. Having Trans positive trainers will help with transforming transphobic workers. Inclusive case management allows the transgender inmate to have the freedom to express their individual needs while it is also an opportunity for the case worker to redefine the relationship and build trust. Furthermore, the goals of recertification and accountability insist that workers will be regularly influenced by Trans positive people, and hold people accountable for any unfair treatment. In order to ensure training and inclusive case management are in conjunction with the aforementioned goals, they will need to be frequently monitored and evaluated.
REFERENCES: Mullaly, B. (2002). Anti-Oppressive Social Work Practice at the Personal and Cultural Levels. In Challenging Oppression: A Critical Approach. Cambridge: Oxford University Press.
Implementing inclusive case management is beneficial. First and foremost, there is space for self-determination. The transgender individual has ownership over their own life and their own body. They are seen as having the capacity to make personal life changing decisions, and in doing so, increase their quality of life while incarcerated.
There are many benefits to implementing mandatory transgender specific training. Confronting and deconstructing stereotypes, as well as challenging the discourse about transgendered inmates is essential (Mullaly, 2002); training can serve as a way to accomplish this. It also serves as an educational tool that would help to reduce hate crimes. Training can be consistent when the criteria has been approved and maintained by the Board of Directors and is the same on a national scale across Canada. Consistency in training can contribute to consistencies in the transgender inmate experience. Both training and the collaborative approach to case management can pave the way for reframing dominant ideas about gender identity. Essentially, trainers, workers and case managers can set examples for other inmates as well as themselves. New knowledge may help to create a cycle of acceptance as opposed to oppression.
Mandatory training means that every employee will receive it, however, some workers may just complete the training without changing their attitudes. Problems may surface in training in groups where dominant ideas about gender may be reinforced. By grouping transgender inmates together in order to provide services in prison, they may be seen as a homogenous group. Nevertheless, the anti-oppressive nature of the policy can address these shortcomings. Having Trans positive trainers will help with transforming transphobic workers. Inclusive case management allows the transgender inmate to have the freedom to express their individual needs while it is also an opportunity for the case worker to redefine the relationship and build trust. Furthermore, the goals of recertification and accountability insist that workers will be regularly influenced by Trans positive people, and hold people accountable for any unfair treatment. In order to ensure training and inclusive case management are in conjunction with the aforementioned goals, they will need to be frequently monitored and evaluated.
REFERENCES: Mullaly, B. (2002). Anti-Oppressive Social Work Practice at the Personal and Cultural Levels. In Challenging Oppression: A Critical Approach. Cambridge: Oxford University Press.
No comments:
Post a Comment