Dilemma training

During the 2020 COVID-19 Alert Level 4 lockdown MBIE interpreters were offered the chance to participate in a virtual session on dilemma training and integrity.

These dilemmas were adapted from Dilemma Training and Integrity for Interpreters materials developed by the Immigration and Naturalisation Service, a Dutch government agency that is responsible for the admission of foreigners in the Netherlands. It is part of the Ministry of Security and Justice. (Immigratie – en Naturalisatiedienst, Ministerie van veiligheid en Justitie)

For each session interpreters were given a scenario for discussion. They then shared their responses in a scheduled Zoom meeting.

Here are some of the dilemmas discussed, and some responses from the group.

Dilemma 1

You act as an interpreter for a foreign national who, in your opinion, is not the person he/she claims to be. You deduce this from the information provided by the foreign national and/or from his/her language/accent. The MBIE interviewer seems unaware and does not ask questions as to the identity and nationality of this foreign national.

Do you think it is your duty to draw this to the attention of the MBIE employee?

What if this affects national security?

Interpreters’ response

Under the Code of Conduct an interpreter has a responsibility to transfer the message accurately. It is not their role to provide analysis or advice.

The officer will have done a lot of research and will have access to a lot of material that you won't see. It may be that they do know a lot more about the foreign national but are following a strategy in their questioning.

Consider the possibility that you are mistaken. Eg circumstances might have changed in your country of origin since you left, or there might be gaps in your knowledge of your home country.

However like all of us, interpreters have a 'good citizen' obligation to disclose information which may affect national security. This rule also applies to protecting people from harm.

If you do need to express your opinion, emphasise that it is just your opinion, and do so in a break or after the interview, or advise the Interpreter coordinator who can inform the relevant manager.

The NZSTI Code of Ethics and the MBIE Guidance on Code of Conduct for Interpreters, which provide a good reminder of the interpreter's role.

NZSTI Code of Ethics

MBIE Guidance on Code of Conduct for Interpreters

Below are some relevant extracts:

NZSTI

Clarity of role boundaries

Interpreters and translators maintain clear boundaries between their task as facilitators of communication through message transfer and any tasks that may be undertaken by other parties involved in the assignment.

Explanation: The focus of interpreters and translators is on message transfer. Practitioners do not, in the course of their interpreting or translation duties, engage in other tasks such as advocacy, guidance or advice. Even where such other tasks are mandated by particular employment arrangements, practitioners insist that a clear demarcation is agreed on between interpreting and translating and other tasks. For this purpose, interpreters and translators will, where the situation requires it, provide an explanation of their role in line with the principles of this Code.

Various participants may place competing expectations on interpreters. These expectations may contravene the interpreters’ ethics, therefore the onus is on interpreters to clarify the boundaries of their role and assist their clients in understanding how to achieve the best outcomes in an interpreted session. Interpreters take care that conversations that may arise during periods of waiting remain courteous but do not become personal, and that information divulged in the course of such conversations also remains confidential.

From the MBIE Guidance on Code of Conduct 2015

Maintain open communication and the sharing of information where appropriate.

Bring to the attention of the MBIE, any issues pertaining to culture, creed and language that may arise in the course of the interview with the permission of all parties.

Dilemma 2

At an interview in which you act as an interpreter, the MBIE interviewer interrupts you several times when you are translating. When doing so, the interviewer says that the foreign national does not answer the question. You haven't been able to provide a full translation yet.

Interpreters’ response

Clear ground rules should be established at the start of the interview. The interviewer should ask the foreign national to answer the question in short chunks - about 2 - 3 short sentences at a time.

Under the Code of Conduct interpreters should interpret exactly what is said, with nothing added, omitted or changed.

The interpreter can raise his/her hand at chest level to indicate to the interviewer that he/she has not finished interpreting yet.

The interpreter can discuss this with the interviewer at a break, and can give feedback to the foreign national if the interviewer gives permission.

Dilemma 3

You are interpreting for a foreign national whose asylum claim is based on sexual orientation. The MBIE employee uses words such as 'gay', 'lesbian' etc. In your country of origin - possibly also in the neighbouring countries - there are no equivalents without a negative connotation. You must, however, translate what is said.

How do you solve this?

Does interpreting for a foreign national with a sexual orientation other than yours make you feel uncomfortable?

Please see our Glossary of sexual orientation, gender identity and gender expression terminology. Translations are in French, Turkish, Farsi and Arabic but the English text is helpful for speakers of other languages as well. Thanks to ORAM (Organisation for Refugee, Asylum and Migration) for this glossary.

Glossary of sexual orientation, gender identity and gender expression terminology

Interpreters’ response

Some languages, particularly European languages, do have appropriate terms.

You can ask the client how they would like to be referred to and how they describe themselves.

Many languages now use the English words for some of these terms.

You can use the scientific word, which has no emotional connotations, rather than the derogatory term. However if the client uses the derogatory term to describe how they have been treated then you should interpret that accurately.

If there is no equivalent in your language you can explain it in simple terms.

You can search the internet for the vocabulary currently being used in your home country.

You can refuse the job if you think you won’t be able to interpret impartially, and work on ongoing professionalism so you can accept similar jobs in the future.

Dilemma 4

You receive an invitation for a meeting co-organised by the authorities of your country of origin, a country from which many people flee and thereafter apply for asylum. You think that many friends, acquaintances, also colleagues and (former) asylum seekers will be attending.

Will you attend this meeting?

Interpreters’ response

Most people would consider attending, depending on the circumstances. There is no right or wrong answer, although it would be sensible to ascertain what the meeting is about before attending. Below are some of the suggestions put forward as to how to manage this situation.

Some communities are small and you will inevitably know almost everyone in the community. You are not expected to cut yourself off completely from your community.

Don’t approach people you have interpreted for.

Refer to the Code of Conduct. If someone you have interpreted for approaches you, say sorry but you are not able to discuss your interpreting assignments. Then move on to talk to someone else.

If it is a big meeting, it will be easier to avoid people you have interpreted for.

If someone asks what you do, you can say you are an interpreter for MBIE – not for Immigration, or for Refugee Status.

Consider attending for a short time, say hello to everyone then leave.

Dilemma 5

At a subsequent discussion with the client’s representative, it can be seen from the interview report that a fellow MBIE interpreter made many translation errors. You know that this interpreter originates from an area other than the client.

Do you inform the lawyer of the likely cause of the errors, in your opinion, made during the interview, and does it make any difference to you whether these errors are of a linguistic nature and of minor importance or actually significant language errors?

Interpreters’ response

The NZSTI Code of Ethics and Code of Conduct offers useful guidance.

NZSTI Code of Ethics and Code of Conduct

Professional solidarity

Interpreters and translators respect and support their fellow professionals, and they uphold the reputation and trustworthiness of the profession of interpreting and translating.

So if errors are of a linguistic nature and of minor importance it is appropriate to say nothing.

If the meaning has been changed then you should consider informing the lawyer. EG the Spanish word camion can mean either truck or bus, depending on which country you are in.

Always be polite and objective if discussing another interpreter’s interpretation. Refer to the term, not the person.

When interpreting you might be aware that a particular term can be translated differently in different regions. Ask permission to clarify that and check that the client understands the correct meaning in this context.

Dilemma 6

You go to the interpreters’ waiting room for a brief pause. The interview in which you are acting as an interpreter is very tiring. You have to make a considerable effort to ensure that the conversation between the foreign national and the MIBE employee goes well. In the interpreters’ waiting room, a fellow interpreter asks you how it is going.

What is your answer? Do you share and discuss these interviews?

Interpreters’ response

As per the Code of Conduct, interpreters can’t discuss anything about the interview outside of the interview room.

Working as an interpreter in an interview room can be lonely. ‘How’s it going’ can be a polite way of offering a moment of solidarity. In this case, you can reply in general or give a neutral answer, then change the topic.

You might need to talk about your work with other interpreters. For instance, how you’re feeling, ethical concerns or interpreting technique. However during a break in the interview is not the time or place to do it. It’s possible you could be overheard by a client or an officer.

Consider joining a professional organisation such as NZSTI, and take advantage of any other training opportunities offered.

Dilemma 7

You regularly work with an MBIE employee who, in your opinion, treats foreign nationals rudely. Your fellow interpreters told you that they have the same experiences with this MBIE employee.

How do you respond?

Do you change your mind if it appears that the MBIE employee in question maintains close contact with the Interpreter Co-ordinator or other interpreter bookers?

Interpreters’ response

Overall, interpreters felt that MBIE employees were professional and respectful.

MBIE employees follow the MBIE Code of Conduct, just as interpreters do.

The interpreter can become more respectful and lead by example.

Interpreters can approach the MBIE Interpreter Co-ordinator (Helen) who can raise it with a manager.

Part of the Interpreter Co-ordinator role is to investigate complaints, both from and about interpreters, and about interpretation. This is done fairly and impartially, and standard complaint procedures, such as a right to respond, apply.

An outcome of a complaint about a MBIE staff member’s behaviour or manner could be an approach to the MBIE employee’s manager, or MBIE’s HR department.

Some of the language used, eg the caution included at the start of Border interviews, is necessarily stronger than normal conversational English.

You can advise the MBIE employee during a break that their tone may come across as dismissive or confrontational, and ask if that is their intention. Sometimes the MBIE employee is deliberately challenging the client as they try to get information.

Most interpreters agreed that they should not discuss individual employees with other interpreters.

Dilemma 8

During an interview you get overwhelmed by your emotions because of the foreign national’s story.

How do you deal with this?

Does it have an impact on your interpretation service?

Interpreters’ response

As an interpreter, you have a right to an adequate briefing, a suitable chair, water, and adequate breaks. You can ask for these things if they are not provided.

If you know you will not be able to remain impartial due to the subject of the interview, you can decline the job.

If you know the subject of the interview you can prepare yourself beforehand.

Take a deep breath. Take a sip of water. Ask for a break. Ask to talk to the officer during the break, but not in front of the foreign national.

It may be appropriate in extreme cases to switch from first person interpreting to third person interpreting. You must discuss this with the officer and the client beforehand if you think it will be necessary.

Focus your attention on the language, the specific words, rather than on the meaning.

Remember this is not your story. The only way you can help the client is by remaining impartial and interpreting accurately.

The client should be making eye contact with the officer, not with you.

Request a debrief with the officer afterwards.

Leave your notes behind and try to leave the interview behind in the room when you leave.

Access to MBIE’s Employee Assistance Programme

Some interviews may include matters that are traumatic or disturbing. If you need to debrief after the interview, or wish to talk to a professional counsellor, please contact The Employee Assistance Programme. The Employee Assistance Programme is a professional and confidential service paid for by MBIE available in many locations throughout New Zealand. You can phone them on 0800 327-669 to arrange a secure debrief or counselling session. Note this offer is for debriefing about interviews booked by MBIE, and not for personal issues.

The Employee Assistance Programme website(external link)