by Cheryl Grazette
When I first joined the profession, I was young, passionate and eager to support children and families.
But, as a Black woman in social work, I found myself navigating not only the complexities of the profession but also the subtle - and sometimes not-so-subtle - barriers that are part of social work's broader structure.
Initially, I had thought the slow pace of my progression was simply my individual experience. I had often found myself feeling overlooked; my hard work going unacknowledged and the opportunities for advancement seeming to pass me by, despite my dedication and efforts.
At times, it felt as though I was being held back by unspoken restrictions - structures within organisations that made it harder for people like me to rise to leadership positions.
A systemic issue, not a personal challenge
While I knew my experience may not be isolated, it wasn’t until I sought mentoring that I began to understand how widespread it truly was.
My mentor, a leader I admire, shared her own journey with me - her challenges, frustrations and triumphs. She spoke about the times when she too felt her efforts were not being recognised in the same way as those of others around her.
Learning about her experiences and engaging in reflective conversations helped me to better understand the systemic barriers that often exist, even in well-meaning organisations.
This was a revelation for me. It allowed me to see that what I had thought was a personal challenge was, in fact, a broader issue affecting many individuals from minority backgrounds.
The glass ceilings are real. They are not always visible, but they are felt.
They manifest in the slower career advancement, the added effort required to gain the same recognition, and the perception that certain people, based on their background, might not be as “ready” for leadership positions.
This is despite their higher qualifications, contributions and evidence of their work.
‘Social workers came to me, facing similar barriers’
As I transitioned into mentoring, I started to notice these patterns even more. Social workers and managers of colour came to me, facing similar barriers, despite their exceptional work.
I witnessed the strength of individuals who were dedicated to their work, yet were often overlooked or undervalued in ways that their white peers did not experience.
Some felt so disillusioned that they considered leaving the profession altogether. Others spoke about the need for a safe space to talk, feeling comfortable sharing their experiences of racism or exclusion in supervision for fear of being misunderstood or dismissed.
I could personally relate to some of the stories that I heard: for example, being racially abused verbally while visiting a family, but not reporting it or choosing to minimise it in supervision; or being the target of discussions at work, but feeling powerless to share your thoughts.
For Black managers, there is an additional complexity: advocating for Black employees can sometimes be perceived as favouritism, which could place them at a further disadvantage in leadership spaces and their own career journey.
The need for anti-racist training
This is why anti-racist training is so vital.
It is not just an academic or tick-box exercise. It is a transformative tool that allows managers and practitioners to challenge biases, reflect on systemic inequalities and, ultimately, create a safer and more inclusive workplace.
When done well, it equips staff with the language and confidence to address racism within their teams, and even in relation to the families they support.
It helps practitioners move beyond performative allyship to meaningful action, ensuring that anti-racism is embedded meaningfully in policies, supervision and everyday practice.
It is about understanding the ways in which racism - both structural and interpersonal - operates within our systems and taking active steps to dismantle it.
The Child Safeguarding Practice Review Panel’s recent report, Race, Racism and Safeguarding Children, showcased that the sector’s reluctance to address racial bias was bleeding into their practice. It highlighted that all social workers would benefit from deepening their understanding of anti-racist practice.
Safe spaces for reflection
But training alone is not enough.
Mentorship and safe spaces for reflection remain critical. Through my mentoring work, I have seen how powerful it can be when individuals have a space to voice their experiences, strategise their career progression, and discuss the complexities of racialised experiences in the workplace.
Having someone who understands, validates their feelings and helps them develop strategies for resilience can make the difference between them staying in the profession or walking away from it.
Celebrate those who've inspired you
Do you have a colleague, mentor, or social work figure you can't help but gush about?
Our My Brilliant Colleague series invites you to celebrate anyone within social work who has inspired you – whether current or former colleagues, managers, students, lecturers, mentors or prominent past or present sector figures whom you have admired from afar.
Nominate your colleague or social work inspiration by filling in our nominations form with a few paragraphs (100-250 words) explaining how and why the person has inspired you.
*Please note that, despite the need to provide your name and role, you or the nominee can be anonymous in the published entry*
If you have any questions, email our community journalist, Anastasia Koutsounia, at anastasia.koutsounia@markallengroup.com
‘She acknowledged every unspoken thought’
I have had several good managers over the years, some of whom were really tuned in to the challenges of Black social workers and worked to highlight and champion their achievements.
One in particular, now sadly no longer with us, encouraged me to go for my first managerial position shortly after she joined the organisation. When I hesitated, she looked at me, knowing all the doubts and fears running through my mind, and simply said three words: I see you.
In that moment, it was as if she had acknowledged every unspoken thought, every hesitation, and every reason I had convinced myself that it wasn’t worth even trying. Those words gave me the courage to step forward and now I strive to do the same for others.
The journey hasn’t been easy, but it has been transformative. I’ve learned that acknowledging the difficulties and barriers I’ve faced is the first step toward dismantling them.
Changing the system from within
When I mentor practitioners and managers today, I make it a priority to help them recognise their value and challenge the barriers they encounter, whether systemic or personal.
I remind them, as I’ve learned for myself, that their hard work will eventually speak for itself. Recognition may take time, but it is not a reflection of their worth.
As I look back on my journey, I see how far I’ve come - not in terms of my career, but in understanding the landscape of social work through a different lens.
Through mentoring others, I hope to continue helping practitioners succeed and to change the system from within, making it more inclusive and equitable for those who come after us.
‘Part of social work is also supporting each other’
Writing this article has been challenging. It has required vulnerability, but also carries the risk of being misunderstood.
I recognise that many marginalised groups face barriers, but this piece specifically highlights my journey as a Black social worker, and the recurring patterns I’ve seen while mentoring others.
Social work is about supporting others. Part of that should be ensuring we also support each other, creating spaces where all voices, especially marginalised ones, are heard and valued.
