Explore meaning and cultural context before judging engagement.

Treat both behaviours as sufficient evidence of dishonesty.

Interpret silence as consent to the worker's proposed plan.

Increase eye contact demands before continuing the session.

Horizontal oppression

Self-directed cultural reflection

External oppression

Internalised oppression

A replacement for establishing the interview purpose

A conducive setting for purposeful interaction

A completed final evaluation of the service

A decision to terminate the client relationship

Prejudice requires legislation while discrimination requires personal dislike.

Prejudice concerns services while discrimination concerns beliefs alone.

Prejudice occurs within groups while discrimination occurs between professions

Prejudice concerns judgement while discrimination involves unfair treatment.

It repeats the client's exact words

It expresses the emotional component of the message

It introduces the worker's personal experience

It asks for a specific factual answer

Treat departure as proof that the client no longer needs services.

Leave the client to discover the change at the next appointment

Close the file because the agreed goals have not been reached.

Prepare the client for the ending and arrange continuity of support

Normalisation: recognising that others share similar difficulties.

Helper therapy: gaining personal benefits from helping others.

Recapitulation: working through earlier relationship difficulties within the group.

Reality testing: using group feedback to assess beliefs and behaviour.

Require clients to endorse goals after implementation begins.

Provide additional staff training without changing decision procedures.

Include clients as equal partners in deciding goals.

Add more statements about potential to the agency brochure.

Reciprocal goals model

Remedial goals model

Social planning model

Social goals model

Solidarity

Participatory democracy

Mutual aid

Individualisation