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MyiraKhanCounselling Profile picture
@Myira_Khan
Sep 16, 2020 • 5 tweets • 3 min read • Read on X
So pleased to be able to bring my workshop - Working withIN diversity - to another cohort of counsellors. Exploring identity, intersectionality, power, privilege & oppression. #workingwithindiversity #intersectionality #counselling Image
Exploring positions of oppression and power. Something which exists in the counselling/therapeutic professions & practice. Can be experienced as microaggressions, criticising or dismissing an 'other's' experiences, work, success, projects or progress. Professional envy is real! Image
Our afternoon discussion - what impact do you think #intersectionality might have on the counselling process, therapeutic relationship and presenting problem? #counselling #identity Image
We also need to be honest of how power & privilege exists within the profession aswell. Envy and envious attacks are a way to oppress, dismiss, minimise and destroy the success, achievements and work of others. Privilege in action.
The profession and clincial practice doesn't exist in a vacuum. The same power dynamics that exist 'out there' are also 'in here'. They are in professional relationships between membership bodies-members, between supervisor-supervisee, between client-counsellor.

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More from @Myira_Khan

MyiraKhanCounselling Profile picture
Sep 8, 2021
For all 'BAME' organisations, organisations who state they work with 'BAME' communities and/or organisations/networks for 'BAME' people, one of the most powerful ways to acknowledge the lived experiences of oppression & dynamic of being 'othered' is to stop using the term 'BAME'.
The term 'BAME' is oppressive itself & reflects a projected identity onto minoritised communities instead of its true dynamic which is of minoritising, othering & oppressing Black & Brown people. For minoritised groups to use the term 'BAME' is to repeat internalised oppression.
Instead being 'minoritised' is a reflection of the relationship between the oppressors and oppressed. Something being done to 1 group by another. Whereas 'minority' reflects an identity of 1 group, ignoring any relationship with those doing the labelling.
#WorkingWithinDiversity
Read 10 tweets
MyiraKhanCounselling Profile picture
Sep 22, 2020
I invite @BACP to share the Governance process of Motions & Resolutions - what the vetting process & criteria is for a Motion or Resolution to make it eligible for voting on - so how Board made decisions. This transparency would support understanding of why some are/not included.
It's important for all members to know that Motions/Resolutions have to comply with Governance/Charity regulation to be eligible, rather than @BACP Board subjectivity. However separate to that are the @BACP responses, which is a reflection of the Board/organisational position.
It's important to understand that a Motion/Resolution being eligible for voting on, doesn't automatically mean that the org/Board is supportive of it. That's where their response comes in - and how we understand IF they are supportive of it or not. It's why our Votes Matter!
Read 6 tweets
MyiraKhanCounselling Profile picture
Sep 22, 2020
There are so many problems & implications with this @BACP Motion. Along with many already mentioned: 1) this motion fundamentally changes the professional standard across the organisation - what does MAPS have to say about it? 2) it undermines BACP's own accredited courses (1)
3) it wipes out a huge % of members 'work' & what they have been trained to do, according to PS 4) it means some Board members are not fit to practice LT - as some qualified to L4 - so how can they support this motion, justify being on the Board or say representing members??(2)
5) it oppresses & eliminates any value of equality, equity & social justice - not all can access PG training. Privilege in action. 6) it creates & reinforces elitism in the profession. 7) it fundamentally sits in complete opposition to the @BACP strategy of social justice!!! (3)
Read 4 tweets
MyiraKhanCounselling Profile picture
Sep 17, 2020
Delivering another workshop tomorrow on Working withIN Diversity. So pleased that many counselling services, counsellors and organisations are open to learning about intersectionality, identity & power dynamics in therapeutic spaces, process and relationships #counselling #CPD
I love delivering training. Today is all about #workingwithindiversity and exploring the identity of counsellors & clients in the counselling room and relationship, especially when working with clients from ethnic minority & marginalised communities #counselling #CPD Image
Exploring privilege and oppression of ethnicity and race #counselling #workingwithindiversity #CPD Image
Read 4 tweets
MyiraKhanCounselling Profile picture
Sep 10, 2020
Looking forward to delivering this one-day workshop/training to a national counselling service today! #counselling #therapy #training Image
When we say 'working with', what we are actually doing and being in, is a Relationship. So both my idenity and the identity of the other person are present and in relationship with one another #relationships #intersectionality #diversity Image
In #counselling it's important we understand, explore and reflect on our own and our client's intersectionality, and the relationship dynamic created between the two. Great discussion in our morning session addressing those systems of oppression and our #intersectionality. Image
Read 7 tweets
MyiraKhanCounselling Profile picture
Sep 6, 2020
The phrase 'Working with Difference and Diversity' - often taught as a module on training courses. But 'difference' implies a comparison, difference from what? What's the starting reference? Whiteness. So difference from Whiteness is to 'other' all non-White clients.
Difference means a relationship BETWEEN one person and another, yet the counsellor, positioned as neutral focuses on the cultural diversions from the neutral/normative position of White counsellor.
Working with 'diversity' inherently implies a 'diversion' from the normative too, which looks to diversity as an external reflection of clients. Its not working withIN diversity. This is Privilege & social positioning of practitioners within the profession and training.
Read 4 tweets

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