Source · Select Committees · Women and Equalities Committee
Recommendation 8
8
Accepted
Paragraph: 74
Biased interpreters negatively impact asylum claims, especially in SOGI and religious belief cases.
Conclusion
Biased or prejudiced interpreters can adversely affect a person’s asylum claim, particularly in cases where claims are based on sexual orientation or gender identity and religion or renunciation of religious belief. No interpreter contracted by the Home Office should be able to influence the determination of any claim, particularly where this is motivated by their own beliefs, prejudices or stereotyping.
Government Response Summary
The government explains that interpreters adhere to a code of conduct setting out impartiality expectations, and while unable to mandate training, provides guidance to staff. It also notes redesigned training for asylum decision makers and assurance checks, which emphasize sensitive exploration of identity and aim to prevent prejudice from influencing claim determinations.
Paragraph Reference:
74
Government Response
Accepted
HM Government
Accepted
In relation to the recommendations at paragraphs 74 and 75, as our interpreters are not Home Office employees we are unable to mandate training, however they must adhere to our code of conduct which sets out clear expectations around impartiality www.gov.uk/government/publications/code-of-conduct-interpreters-working-for-uk-visas-and-immigration In respect to claims involving sexual identity issues, our published guidance1 to staff conducting interviews provides for establishing with the interpreter the available words in the claimant’s language of origin and whether they may carry any derogatory connotations. Further, all asylum decision makers are introduced to the legal and policy framework underpinning their work with a series of case studies specifically designed to illustrate how underlying factors such as sexual orientation are to be considered in the assessment of evidence. Each case is considered on its individual merits by caseworkers who receive extensive training and in line with published guidance which sets out our policy and required interviewing standards. We have redesigned our training programme and practical skills workshops, including on interview skills, emphasising the need to sensitively explore a claimant’s sexual and or gender identity and to ensure individuals can explain their claim in a safe environment. A period of regular assurance checks also take place until a decision-maker is deemed fully competent in assessing these claims. The process was introduced following stakeholder feedback on the consideration of these claims. A wide range of country policy information notes are published and guide decision makers by providing an objective basis for the assessment of claims.