Source · Select Committees · Women and Equalities Committee
Recommendation 9
9
Accepted in Part
Establish impartiality training for interpreters and enhance interviewer training to avoid SOGI stereotypes.
Recommendation
We recommend the Home Office establish a programme of religious impartiality and LGBT sensitivity training for all language interpreters on its approved list. We further recommend the Department review and enhance its training of asylum interviewers on avoiding application of stereotypes to asylum claimants in sexual orientation and gender identity-based claims. (Paragraph 75) Equality and the UK asylum process 73
Government Response Summary
The government rejects establishing a training programme for interpreters, stating they cannot mandate it for non-Home Office employees but note they adhere to a code of conduct. However, it states it has already redesigned its training program for asylum decision-makers, emphasizing sensitive exploration of sexual and gender identity.
Government Response
Accepted in Part
HM Government
Accepted in Part
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.