1. Cultural Mediation Mayte C. Martin Jan 8th 2014 Patras, Greece Photos © Derek Speirs

2. Definition “CULTURAL MEDIATION IS A DYNAMIC, CONTINUOUS PROCESS THROUGH WHICH A THIRD PARTY ACTS AS A CULTURAL BROKER BETWEEN TWO PARTIES AND ASSISTS BOTH OF THEM IN REACHING A COMMON UNDERSTANDING AND IN INTERACTING MORE SATISFACTORILY. CULTURAL MEDIATORS SOLVE AND ESPECIALLY HELP PREVENT CONFLICTS CAUSED BY CULTURAL MISUNDERSTANDINGS”.

3. Why CM To assist service providers to deliver a sensitive and competent health care by helping them to understand better the needs of their Roma patients To empower the Roma population to voice their own needs and concerns and assist them to interact with service providers

4. Dialogue

5. The Roma in Ireland

6. Some of the problems they encounter: Isolation Poverty Lack of information Communication barriers Cultural barriers Low level of education Illiteracy Lack of trust

7. Principles of CM They are professional Cultural Mediators - Training is paramount Cultural Mediators are engaged by the services They act on behalf of both the services and their clients They do not advocate for neither the services nor their clients They adhere to a code of practice

8. Cultural Mediators

9. Cultural Mediators: Tasks Fa cilitate communication between service providers and Roma clients Assist both parties to reach a common understanding and to interact more satisfactorily Help service providers to understand and be aware of culture specific practices Establish a relationship of trust and confidence between clients and service providers Support and encourage clients to voice their views and concerns Help roma clients to gain a better understanding of the Irish services Create a space for mutual understanding and therefore prevent potential conflict between service providers and Roma clients

10. Code of Practice

11. Cultural Mediators shall: Maintain confidentiality and boundaries Remain neutral (outcome) and impartially (process) Keep a high level of performance (mediation techniques, professional attitude, and cultural awareness) Facilitate accurate information Not to interfere with the work of service providers Reject cases which cannot be undertaken in a professional manner Respect clients’ cultural and religious values Refrain from abusing their power Establish a relationship of trust and confidence with clients and service providers Abstain from accepting any form of payment from clients

12. How to work with Cultural Mediators

13. Guidelines for Service Providers (1): Cultural Mediators (CM) are professionals and should be treated as such Strive to create a relationship of mutual respect and trust with the CM Provide adequate briefing about the case Explain the purpose of the intervention and the time commitment expected from CM Make sure you explain what is expected from the CM Review the code of practice of CM in the presence of the CM Clarify any relevant policy or protocol of your agency to the CM

14. Guidelines for Service Providers (2): Set a strategy for supervision and feed back jointly with the CM for the duration of the case Agree with CM or project staff an evaluation system before the intervention begins Allow more time for appointments assisted by CM Maintain your relationship with your client; ensure you keep regular eye contact with client Ensure that your role and the role of the CM is explained carefully to the client Keep an open communication with the CM and project staff In case of unprofessional behaviour from the CM report back to project staff

15. Recognition of CM as a profession

16. Collaborative effort to provide: Definition Principles Role and responsibilities Training programme Code of Practice Protocol of service Guidelines for service providers Evaluation procedures (different levels) Support structure for mediators

17. What service providers say

18. “The main benefits to me were being helped to understand the Roma culture and in particular the difficulties facing the Roma population within the asylum process.” (Public Health Nurse linked to Health Centre in Dublin 1) “The service helped the client to express their voice as regards queries or concerns and reassured the client that help was available to them” (HSE Community Care Social Worker, Dublin 11) “I have found this to be a very useful and effective service that has helped a great deal... I would highly recommend (name of mediator) for her hard work and dedication” (Social Worker, Children’s Hospital) “It’s a great resource and I would like to use it again” (Public Health Nurse, Donegal)

19. Thank you For references to reports and publications see: www.ideasbank.ie/files/Fittin gIn.pdf www.translocations.ie/volum e_4_issue_1/Vol_4_Issue_1_ Mayte_C_Martin