RunnymedeThe

NEWSLETTER OF THE RUNNYMEDE TRUST 2000 No. 321 March

Reappraising the Corporate Face in Europe Under-representation of black and ethnic minority groups in ‘professional’and senior management positions stretches across Europe. To begin to address the reality of diversity policies in action, the Runnymede Trust has hosted a conference on the topic of ‘The Corporate Face in Europe’.

t the heart of the proceedings on Monday 7 February hew (Chair of the Policy and Resources Committee, Corpora- 2000 was a research report entitled Moving On Up? tion of London) to the keynote speakers Ð Mo Mowlam, Minis- ACarried out by Schneider-Ross at Runnymede's behest, ter for the Cabinet Office, and Digby Jones, Director General of the research had surveyed FTSE-100 companies on their atti- the CBI Ð looking at institutional and workplace cultures tudes to and track record on developing an ethnically diverse respectively. workforce, at all levels of their organisations but with particular The second session, chaired by Sukhvinder Stubbs (Chair of reference to professional and managerial staff. the European Network Against Racism) looked at legislation Partnering Runnymede in the organisation of this day-long and research, with Adam Tyson from the European Commission conference were The Migration Policy Group and The City of spelling out the significance of Article 13 of the Amsterdam Amsterdam. Support was also obtained from The European Treaty, and Michelynn Laflèche of the Runnymede Trust Commission, BPAmoco and the Corporation of London; and describing the development of both the conference and the asso- government support and endorsement came via the Cabinet ciated research programme. Rounding off the morning sessions, Office, the Department of Education and Employment and the Sandra Sanglin-Grant and Robin Schneider of Schneider~Ross Home Office. introduced the research report Moving On Up?, which prepared Morning presentations and afternoon breakout sessions were the ground for the afternoon's breakout sessions. used to announce the research findings, to explore with employ- Animated discussion within five well-attended groups in the ers how their policies and practices could be encouraged, first half of the afternoon was rounded off with a final panel ses- refreshed and re-energised by examining a range of models for sion where, fuelled by feedback from the breakout sessions, combating discrimination and embracing diversity, and to open Trevor Phillips introduced a panel of speakers to both present up debate on the transnational aspects of racism and xenopho- their own views on the content of the research report, and react bia across Europe. to the session highlights fed back to the panel chair by the rap- Attendance was high and reflected the subject-matter of the porteurs. report, the conference theme and the conference location at the The final question session concluded with a conference sum- Barbican Centre in the heart of the City of London. The first ming-up delivered by Runnymede Trustee Lady Diana Brittan morning session, introduced and chaired by The Lord Paul of At the morning session The Lord Paul of Marylebone (LHS) Marylebone, began with an official welcome from Judith May- introduced both keynote speakers, Mo Mowlam and Digby Jones.

In this Issue: Coverage of 'The Corporate Face in Europe' Conference: Mo Mowlam – Digby Jones – Panel Session – The Research Findings • MEB: Emerging Themes • Research Programmes: Ethnic minority experience in EU countries – Transnational communities – Public authorities and consultation • Legislation: NICEM and Article 13 – Right to reunification – Race Relations (Amendment) Bill and a speech of thanks from ness by leadership based on the appropriate values. Samir Shah, Chair of Run- Companies were embracing diversity because it made busi- nymede. An early evening ness sense, both in international markets and on the domestic reception was addressed by ‘shop-floor’. Modern society demanded that we be national and Margaret Hodge, MP who, international minded. The modern world, he said, really began as Parliamentary Under-Sec- 500 years ago, and the requirement to operate in an interna- retary of State at the DfEE, tional market started then in earnest. These days there were Ð or spoke about government's should be Ð virtually no barriers to the free flow of ideas and commitment to and practical capital across national borders. support for equality of People were the key, said Lord Paul. The challenge to busi- opportunity in education and ness was to manage culturally diverse teams and allow all to employment into the new contribute to the best of their ability. One of Britain's greatest millennium. strengths was that it had always been a country of immigrants. In this issue of the Bul- Every century had brought to Britain people from other lands letin we concentrate on the who had prospered and become part of the national culture, Keynote Speeches, the final contributing to change and being accepted and absorbed in very Lord Paul: “equality of opportunity is a fundamental necessity”. Panel Session of the day and positive ways. the report summary. Confer- For example: Britain was now open for business 24 hours a ence proceedings will be published later in the year (April/May day, whereas Lord Paul could remember not just daily regimes 2000), but the full research report is already available. of limited opening hours in the 1950s and 1960s, but shops closed even on Saturdays and the now infamous mid-week Opening Session ‘half-day closings’; not to mention the impossibility of eating Lord Paul welcomed delegates and speakers to the Opening out after a certain hour of the evening. The immigrant popula- Session of 'The Corporate Face in Europe' with warmth and tion of the 1970s, through hard work and enterprise, turned this enthusiasm for the subject matter, looking at best practice in around. Such diversity created more ideas and, he said, our managing diversity, which was to give the day its focus and vibrant multicultural society bore witness to that. which had brought together such a large and diverse audience. Lord Paul's message was that Britain had never been, and Lord Paul said he had personal and professional reasons for was not now, afraid of change. The government was fully com- being there: a belief that equality of opportunity was a funda- mitted to equality and diversity and to removing all the barriers mental necessity, striven for in daily life and supported in busi- that could prevent people from reaching their full potential.

KEYNOTE PRESENTATION I Government as a Lead Player in Cultural and Institutional Change o Mowlam, Minister for the Cabinet Office, address- Legislation ing the conference theme, began by remarking that Dr Mowlam reminded her audience that the Race Relations Mnot just the ‘corporate face in Europe’ needed to (Amendment) Bill would place a statutory duty on public change, but the whole body. Europe would need to develop a authorities, not just local authorities as before, to promote race consistent corporate environment to prevent firms moving from equality, thereby tackling discrimination on its own turf. In one country to another to avoid responsibility. many cases, she asserted, a lot could be done quickly and effec- Dr Mowlam's delight in speaking to the conference stemmed tively without the need to pass new laws or regulations. Dis- from her role as the Cabinet Minister with responsibility for crimination law was already being beefed up by: promoting equality and diversity in the civil service. She ¥ harmonising the provisions of the Race Relations, Sex and expressed her conviction that we should do “all we can to help Disability Discrimination Acts where practical; and people realise their potential and find their own voice”, empha- ¥ aligning the powers of the Commission for Racial Equality sising that the Government was determined to crack down on (CRE), Equal Opportunities Commission (EOC) and Dis- prejudice and eliminate the sort of discrimination which is ability Rights Commission (DRC), so that they could work unacceptable in society. together on common issues, and produce joint guidance. What had brought Dr Mowlam into politics in the first place Other advances, such as the incorporation of the European was a fundamental belief in equality, in giving everyone a Convention on Human Rights into UK law and the Freedom of chance. As she knew from her experience in Northern Ireland, Information Bill, would improve the rights of the individual. building confidence in agreed structures in which everyone But for Dr Mowlam the most potent symbol of what is needed could have their say promoted initiatives and rewards which to tackle discrimination and inequality was to be found in the worked to people’s mutual benefit and began to erode preju- Stephen Lawrence Report. dice; and “once attitudes begin to change, true progress becomes possible”. Institutional Racism Part of her new role as Government Co-ordinator was to “If we are serious when we say that we want Britain to be a bea- ensure delivery of true equality in the civil service, and to eval- con to the world as a successful multi-racial society, my minis- uate public services in a way that would “put our house in order terial colleagues and I are under no illusions that we have to as an employer and … as a service provider … from Whitehall deliver,” she stated. to town hall”. To do this effectively Government needed to lis- By accepting the definition of institutional racism put for- ten and consult. ward by the Inquiry, “any long-established, white-dominated

2 The Runnymede Bulletin March 2000 organisation Ð and that includes Government Departments Ð is ful ethnic minority civil servants, which would then be taken to liable to have procedures, practices and a culture which tend to communities around the country. exclude or to disadvantage non-white people”. Dr Mowlam said that the Home Secretary was taking per- Mentoring sonal responsibility for the implementation of the Macpherson After initial scepticism, Dr Mowlam had changed her mind recommendations, and that as the lead Department on race, the about the importance of role models for young people. “Men- Home Office would set an example for other parts of the public toring programmes give them the type of contact with the sector by responding to the targets he has introduced for recruit- unknown world of work and responsibility which can offer ment, retention and promotion, for his Department and its ser- them that most precious thing: confidence … in yourself and vices both. others.”

A More Diverse Service Action Plans Across government, said Dr Mowlam, “we are making the Six-monthly progress reports would be required from Govern- changes necessary to have a more diverse service”, by a process ment departments on how well they were meeting the diversity of listening and consultation. Programmes and campaigns challenge, especially in the areas of recruitment, appraisal, and included: promotion. The first of these was due in April 2000, and Heads ¥ Better Government for Older People (with a focus on the of Department would account personally to Ministers on needs of ethnic minority elders) featuring events where the progress towards targets and on their future plans. These depart- elderly could voice their concerns directly to Ministers mental reports would form the basis for an annual report to the ¥ Listening to Women, a campaign of focus Prime Minister on diversity for the Service as groups, postcard questionnaires and minis- a whole, due in May 2000. terial roadshows in which more than 30,000 women participated Changing Attitudes as Well as Struc- ¥ Better Government for Ethnic Minorities Ð tures being set up to examine in particular the To build a truly equal society, said Dr performance of public services. Mowlam, it was crucial to change attitudes, Dr Mowlam's vision for the 21st century and in order to make changes, people needed would be for a society where everyone Ð help in building trust. Government and busi- regardless of age, creed, colour, gender, dis- ness leaders should lead by example. Leader- ability, religion or sexuality Ð should be able to ship required making change step by step, get what they need from the services they need securing some quick wins to prove you were to use every day: schools, town halls, hospitals making progress. Then to make change suc- even Whitehall. cessful, it would have to be inclusive, with buy-in from the people on the ground, and Action for Government sustained momentum. As a major employer itself, the Government For the civil service that would mean had a responsibility to tackle under-representa- changing people’s attitudes towards type of Mo Mowlam, Minister for the Cabinet tion by creating a culture truly supportive of, Office, speaking at 'The Corporate job and suitability for the work, promoting a and strengthened by, a diverse workforce. For Face in Europe': “once attitudes more flexible and accessible image to attract begin to change, true progress the Senior Civil Service, rigorous targets had becomes possible”. people from across society and different been set for doubling the representation of eth- backgrounds. Challenging everyone's percep- nic minorities (1.6% to 3.2% over 5 years), and similar targets tions too, at all levels, inside and out, about what public service would be set for the rest of the Civil Service. is, what it does, and who it is for; in short, changing the culture. That was already happening, Dr Mowlam claimed, as a result Career opportunities of new recruitment and promotion targets, outreach workers, Also, to make the Civil Service a more attractive career option open days, and so on. for all, but particularly for ethnic minority students: The Cabinet Office and Whitehall had to become a place ¥ work experience placements were in the pipeline, beginning where people from all ethnic origins, races and backgrounds with six places in 2000 would choose to come and work. Not using all the talent within ¥ increased volunteering activity amongst staff would develop an organisation makes no sense. But changing the culture is a stronger links with schools, charities and ethnic minority two-way process: it wasn't just about what the Government was organisations doing but sharing the experience we all had Ð organisations ¥ a young ethnic minority graduate had been appointed to visit large and small, in the private and voluntary sectors Ð about student groups and raise awareness of the Civil Service and what works and what gets results. its Fast Stream Graduate Programme ¥ Civil Service ethnic minority careers fairs would now be Commitment held every summer Mo Mowlam ended by reiterating her pride in being part of a ¥a Senior Adviser was to be appointed to help increase recruit- government committed to equality of opportunity and to ment and secondment from ethnic minority communities. achieving true diversity, across all of public life. Secondments were another important way of changing the She stated her intention, as Government Co-ordinator, to culture in government, bringing in new faces and fresh ideas assist the process of making changes to “the very way we work from business, the voluntary sector or trades unions, and expos- and breathe as an organisation, in the way we make policy, pro- ing civil servants to new experiences and ways of working. In vide services and treat our staff, so we can deliver the best pos- March Dr Mowlam would be launching a new video of success- sible services for all in our society”.

The Runnymede Bulletin March 2000 3 KEYNOTE PRESENTATION II Leadership, Diversity and Workplace Cultures

igby Jones expressed his pleasure at having the oppor- respect and fair treatment, and make sure they are acted on. tunity, so early in his appointment as Director General The business case for diversity, to sum up Digby Jones's Dof the CBI, to make a public statement of commitment approach, is that of a bottom-line incentive coupled with a moral in an area about which he held very strong feelings, namely imperative. So how compelling has it proved in recent years? that: “Racism, wherever it exists in our society, is about waste Ð wasted lives, wasted potential, wasted people.” How has the Business Case Fared? Expressed in the terms of day-to-day business, the conse- Both the CBI’s own research, claims Digby Jones, and that of quences of racism are: sales not made; ideas not thought up; others such as the report launched at this conference, find that hours not worked; expert advice not listened to. Any good there has been progress - but not enough. businessman hates waste, and so should also For example, he cited a basic finding of hate racism. Digby Jones also believes in the report which is that employment of eth- the business case for diversity Ð to put it nic minorities in FTSE-100 companies is simply: diversity improves all-round perfor- moving towards reflecting the profile of the mance. population as a whole Ð 5.4%, versus 6.4% Referring to the Moving On Up? Report, in the whole population Ð but that this he expressed the opinion that not all compa- declines very sharply at senior management nies could have fully taken on board this levels. Very far from satisfactory, he says, message, or its wider implications, when but at least progress from ten years ago. “for many FTSE-100 companies, let alone “Ethnic minorities are at least getting into UK plc as a whole, racial equality is not the workforce Ð now we have to get them firmly on the business agenda”. Therefore he moving up through it in larger numbers.” began by restating the business case for diversity, in the full knowledge that even Equality Workshops Ð key findings though preaching to the converted in the Anecdotal evidence from a recent CBI pro- conference hall, “out there is a wider world ject had demonstrated that racial equality that needs to be told again”. was the single most raised area for discus- sion in the general workshops, not just by The Business Case FTSE-100 but by mid-sized and small com- Digby Jones, Director General of the CBI, a panies, “the ones who employ the bulk of Digby Jones reiterated the CBI’s Equal keynote speaker at 'The Corporate Face in Opportunities statement, which lists four Europe': “fighting racism at work – winning our workforce, but for whom diversity has key elements of equality of opportunity, and the battles, but the war still goes on”. never been seen as a realistic issue,” as they four key benefits to be gained from it: may believe you need a personnel depart- ment to “do equality”. Equality of opportunity is about: No formal report is yet available but key findings from the ¥ widening the pool of labour and skills workshops include: ¥ increasing flexibility to match staff and business needs ¥ A tight labour market, with unemployment predicted to soon ¥ eliminating unjustified, and unlawful, discriminatory prac- fall below a million, means that companies realise they will tices; and need to look beyond their traditional pools of labour. ¥ employing a diverse workforce reflecting the wider commu- ¥ Although law often is the driver, equality of opportunity is nity. actually about good management. ¥ Equal opportunity must be Ð can only be Ð delivered by line- Benefits that accrue to companies who commit to genuine managers, who must be made aware of their responsibilities, equality of opportunity include: and of the discretion they have (and the sensitivity they need ¥ performance gains to have) to deal with them. ¥ increased employee satisfaction and retention. Although, said Digby Jones, that feedback didn’t relate specif- ¥ improved external and customer relations; and ically to the impact of diversity policies and practices on black ¥ access to innovative ideas and wider markets. and ethnic minority professionals and managers, he hoped it con- veyed the importance that companies were giving to the issue of For several years now, he said, the CBI had been “going out diversity and their need for solutions of a practical nature. there and telling our members that there are sound business rea- sons for ensuring equality of opportunity in the workplace for The Report's Findings several years now”, and using case studies to convince them. Turning to the report itself, Digby Jones highlighted a couple of But the business case for diversity also has a moral element, findings which in his opinion required a good deal more and companies should seek to ensure equality of opportunity research and understanding to be properly acted upon. purely because it is right to do so. Individually and collectively, 1. Different employment experiences among members of businessmen and women must recognise the principles of ethnic groups, as clearly instanced in the Report, demonstrate

4 The Runnymede Bulletin March 2000 that discrimination is not a blanket phenomenon and is not Promoting Equal Ops. The CBI would continue to promote its likely to be susceptible to blanket solutions. Disparities exist: equal opportunities statement Ð and to seek out and publish the representation within employment of some ethnic groups is examples of good practice. Regional workshops were their lat- far higher than others, and the gap widens at the higher levels est success in helping companies deal practically with the diver- of appointment. Understanding the causes of these differences sity agenda, and they would soon launch ‘Headstart’. would allow policies to be tailored effectively. 2. Difficulties of statistical analysis exist in this area, and Benchmarking Tools. The latest addition to the CBI’s own suite there is a need for sensitivity in requesting and interpreting the of benchmarking products for companies, Headstart, is a tool information. Breaking down the population into its ethnic con- that helps companies to compare their HR policies and practices stituents can produce small numbers to work with, and in those against other companies in the sector and against world-class small samples, the bias of self-classification is likely to work exemplars, with the emphasis very much on helping companies away from showing the full extent of ethnic representation. to help themselves. [John Cridland, the CBI’s Director of 3. On the issue of supply, the report compares the representa- Human Resources, presented Headstart in the afternoon's tion of ethnic minorities at various levels of seniority in the breakout sessions.] workplace with the university population, arguing that this is the relevant skill level. Ten years ago, very few ethnic minority Lobbying and Europe. The CBI is supporting both of the pro- students were leaving our universities, and yet they are the posed new European directives on equal opportunities, based labour pool from which companies now draw their managers. on Article 13 of the Amsterdam Treaty. To some, this is a sur- The differential unemployment rates between minority and prising action from the CBI, which generally believes that white graduates do highlight a failure of current recruiting and social policy should not be determined at a European level, and employment policies. But comparing university graduate fig- that subsidiarity should reign supreme Ð where the causes vary, ures with senior management figures highlights historical so too should the solutions. But these two proposals exemplify imbalances Ð smaller pools of talent from which to draw Ð as where an action can only be taken at a European level because well as indirect or direct discrimination. A sustained effort over the creation of a genuine Single Market, with genuine freedom time will rectify this. of mobility for workers, requires European-wide non-discrimi- nation. The CBI's Commitment Today’s report highlights the importance of the Article 13 Digby Jones was determined, however, not to defend the status directives when it records that ethnic minority employees sur- quo. He said it would take many years of sustained effort for veyed were more willing to consider assignments in the US ethnic minority employees to achieve the status they deserve in than in the EU. UK plc Ð and he would strongly support that effort, by extend- In conclusion, Digby Jones looked forward to a combination ing the common ground and principles between the CBI and the of legislation and best practice creating the right environment TUC to reach out to businesses that have yet to understand the for ethnic minority employees to fulfil their potential. Reports diversity message, and offering them practical solutions. He of the sort presented at this conference act as essential was also committed to supporting the CRE's Leadership Chal- reminders of the work to be done, and suggest targeted ways of lenge campaign. going about it, he said.

PANEL SESSIONS Panel Session for ‘The Corporate Face in Europe’ Chaired by Trevor Phillips, the penultimate session of the day featured a panel presentation. Panel members spoke initially on issues relevant to the questions/statements arising from the afternoon breakout sessions and transmitted to the Panel Chair by the session rapporteurs. Recruitment: One key Panel Members issue falls under the ¥ Carmel Flatley, Vice-President of Equal Opportunities for the Institute of Personnel & Development heading of competen- ¥ Dr Jan Niessen, Director of the Migration Policy Group cies: graduates Ð to ¥ Sir David Omand, Permanent Secretary at the Home Office what extent is a degree ¥ Sukhvinder Stubbs, Chair of the ENAR and former CEO of the Runnymede Trust an appropriate compe- ¥ Peter Wallis of SRU Management Consultancy tence? Targets Ð these are now being set for revor Phillips in the Chair said he had witnessed some government departments and agencies, but there is stiff resis- intense discussion in the breakout sessions, with com- tance still from the private sector to the idea of targets. Are tar- Tplicated issues coming forward. From the rapporteurs' gets the same as quotas? reports he would draw out one or two questions in each case for consideration while the panel members were speaking and to be Changing the company culture: This group came up with sev- returned to in the later discussion. His comments on the break- eral very straightforward points. 1. The need for rational argu- out sessions included: ment. 2. Creating external pressure: league tables and naming

The Runnymede Bulletin March 2000 5 and shaming Ð was it a good idea? 3. The need to recruit in change. Affording equal respect and opportunity to all is a mark numbers. 4. Making the issue of diversity a competency ques- of leadership and management quality and of the personal com- tion for senior managers. 5. Measuring for what purpose? Ð the mitment of the leader. need to monitor and act. Government can provide the framework of law Ð the new bill is going through and the fact that the government is making the Standards: Mainstreaming Ð does it lead to invisibility? How to time for this to happen in a busy programme is important. avoid invisibility? Do we always need a separate focus to keep Authority from government can be used coercively if necessary, equal ops, etc., at the forefront. Targets vs. quotas again Ð what and successfully, in upholding standards, and the success of the exactly is the difference? CRE bears witness to this in both legal and moral terms. Government can be a model of good practice – it isn’t there Levers for managing diversity: Significance of legislation vs. yet, but is working out what to do to achieve that. The Home voluntary action in the private sector. Legislation is essential to Office has encouraged its staff to challenge top management on make happen what voluntary action may initiate. What might ethnic representation. It needs to be a model of good practice the actual relationship be between legislative action and volun- because of the subjects it deals with, race equality being signifi- tary codes? cant among them, but also not to fail the public in the services provided. Shared public/private sector strategies: Commonalities of Diversity is a good thing as a business case in its own right, approach Ð the ingredients for success are common to both sec- particularly in a global marketplace, bringing fresh energy and tors; make the statistics work for you; financial measures; moti- ideas to bear. Then there is the personal morality case Ð the kind vation Ð the moral imperative Ð can be important in creating a of society you want to live in; you have to work to bring it climate for change. Persuade people of the value of your case about. by using the most appropriate combination of tools for the sec- Regulation: it’s not desirable to over-elaborate the apparatus tor you're in. Ð too much regulation exists already. More than anything, enthusiasm and commitment is needed from British industry to The Panel Speakers bring about best practice and best results. Jan Niessen opened by commenting on Europe and the impact of Article 13. It is protective of all ethnic minorities, whether Peter Wallis presented a checklist of tips for making the busi- originating from or working in Europe, so its implementation ness case to leadership in the private sector, from his experience was not only a protective (human rights) but also a business as a management consultant: issue relating to Free Movement and the Internal Market. This ¥ Watch your language Ð make it positive, highlight the bene- is one way of making a case for Europe and European legisla- fits of (1) extending the tion; also the need to protect the people who make the market a pool of talent they fish ‘market-place’. and thus (2) extend and We often hear that business doesn't like legislation. The supercharge the culture. Commission's Article 13 proposals are not advocating anything Avoid ‘ologies’and that will hamper business, and Chief Executives will admit pri- ‘insider’language when vately to needing sticks as well as carrots. Legislation is an pitching to senior man- import instrument. Bring the business community into contact agers Ð keep it clear and with the legislators and establish a basis for public/private dia- succinct. logue. A market is always a social market. In a social market ¥ Within companies, pick economy, economic development goes hand in hand with mea- your ‘champions’ care- sures in the social field. They are not contradictory. fully when approaching business (and sector) Sir David Omand expressed his strong commitment to leader- leaders, so others will ship within government. For him leadership is to do with what want to follow where he feels as well as what he thinks. The business world has begun they lead. Identify to rediscover leadership, and this is all to the good as great upcoming youngsters, in things don't happen without it. Leadership exists at all levels. It key business sectors, to Dr Freek Ossel of the City of Amster- dam, conference partners, speaking is a passion, needed both for good business and for good approach, those who at a breakout session.

6 The Runnymede Bulletin March 2000 want to instigate change, so you push at an open door. The small to middle-sized without spare time or resources. To make HR people are probably already converts so don't need your more progress, one umbrella body for diversity, called for the strongest effort. sake of argument an Equality Commission, could be responsi- ¥ Many institutional practices that look like institutional ble for: compliance and regulation on the one hand; and educa- racism may very well be defaults. Busy people may just not tion, awareness raising and factual information provision on the have made the time to think about it, and could be keener to other. Carmel Flatley believes this could speed the progress of listen than you suppose provided you make the case in their diversity in the UK. terms. Facilitate the finding of new talent and markets. ¥ Externally, identify and use credible proselytizers to help Sukhvinder Stubbs concentrated on the area of promoting the you make your point and supply them with new things to moral imperative Ð what Peter Wallis referred to as Affect. say. They will be people that your internal change-makers Sukhvinder commented that recruitment processes had been will listen to: head-hunters, management consultants, mar- confirmed as biased and exclusive. Research evidence from a keting people, public-affairs-type people who talk to busi- variety of sources, including the DfEE, demonstrated that black nesses about how they 'look' as total entities, good corporate and ethnic minority graduates, irrespective of their qualifica- citizens. These people need new and interesting things to tions, where they live and their social and economic back- say to their clients. Make it simple. Make it resonant. grounds, had to apply for more jobs before they were successful ¥ Relate all these issues Ð the affect points (decency and fair- and took longer to secure that job. The bias existed, if mostly ness) Ð to the widest possible construction you can get. Not unwittingly. particular and partisan pleading. You will hit on something that is resonant to somebody somewhere To improve the situation there were four key areas to address: So, make it big, keep it simple, and, by the way: businesses ¥ Monitoring from the outset, with follow-through do like legislation Ð because it makes decision-taking easier. ¥ Changing the recruitment criteria Businesses do not, however, like bureaucracy and cost. ¥ Targeting Ð this time with teeth ¥ Confidence measures were needed to change perceptions Ð Carmel Flatley began by observing that outside of organisa- to build bridges with the black and ethnic minority commu- tions, diversity issues are dealt with separately Ð gender, race, nities who currently felt that they were missing from the disability. Diversity within organisations may be dealt with by big companies (missing, and not wanted). just one manager, and a well-directed diversity culture will underpin and promote diversity successfully across all three The Chair Sums Up areas: gender, disability and race. Legislation that differs from Trevor Phillips picked the following key points from the pan- one diversity issue to another can be more difficult for employ- elists' observations on how to promote the cause of ethnic diver- ers to come to terms with and put into practice. sity at all levels of the corporate and public sectors, as an intro- duction to the question-and-answer session that closed the day. Measuring diversity. Tools already exist for this Ð for auditing 1. We need law Ð what are our expectations of it? and benchmarking diversity. Those already recognised in the 2. External pressure/framework Ð would it be better to have a UK include the CBI people management tool, the IPD diversity single commission? gap tool, the Opportunity Now benchmarking questionnaire Ð 3. Internal champions: how to find one; how to make sure he, so a number of different approaches can be used. she (or it if it's an organisational focus) works properly? 4. What are the targets to aim for? Promoting diversity. Organisations looking for help in drafting 5. Are we hamstrung by our idea of what defines competency? policies can go to a long list of organisations: EOC, CRE, the Should we be judging people on different levels? upcoming DRC, CBI, IPD, Education in Employment Dept, DTI. Different approaches and materials would be pro- The Runnymede Trust wishes to express its thanks to all who vided Ð so where is the focus contributed to making 'The Corporate Face in Europe' a very in the UK? How to system- successful event. In particular we thank our organising partners, atically investigate best The Migration Policy Group and The City of Amsterdam, for practice, research in the working closely with us in planning the day. The support of the diversity area, compare European Commission, BPAmoco and the Corporation of Lon- approaches from Europe and don was invaluable, as was the support and endorsement of the North America that work Cabinet Office, the Department of Education and Employment well, and examine success- and the Home Office. ful cross-overs between pub- We are also grateful to British American Tobacco plc, J lic and private sector Sainsbury plc, Abbey National plc, and KPMG for their support experience? of Runnymede's employment programme. The proceedings of this conference will be published later in Customers of diversity. Who the year. The research report, Moving On Up?, compiled and are they? Large organisa- presented by Schneider-Ross Ð to whom we also express our tions have resources and thanks for their much valued input Ð is available now (see page Dr Jan Niessen of the Migration Pol- icy Group, conference partners, knowledge, but most busi- 28 of this issue for details). speaking at the panel session. nesses and organisations are Conference photographs were taken by Rod Leon.

The Runnymede Bulletin March 2000 7 MOVING ON UP? Racial Equality and the Corporate Agenda: A Study of FTSE-100 Companies A Summary of the Research Findings his research was commissioned by Key Findings assignments in North America (which the Runnymede Trust with spon- 1. A lack of ethnic minorities in senior was deemed to be more meritocratic) Tsorship from BP Amoco, the Cabi- positions were much less enthusiastic about the net Office, DfEE and the Home Office, Of those companies willing and able to prospects of working in European Union and was carried out specifically for the provide this data (27 companies employ- member states outside the UK. Because EU-sponsored conference ‘The Corpo- ing 860,000 employees in the UK) 5.4% of media images of violence and hostility rate Face in Europe’, a project under- of employees were from ethnic minorities towards ethnic minorities, most concerns taken in partnership with MPG and the (versus an estimated 6.4% in the popula- were expressed about Germany and Aus- City of Amsterdam. Designed to help tion as a whole in the UK). Representa- tria and, to a lesser extent, France. companies re-energise their strategies on tion, however, fell sharply with grade: combating racism and discrimination in 3.2% of junior and middle managers, 3. Race is still not employment by looking at the experience 1.0% of senior managers. firmly on the business agenda and learning amongst FTSE-100 compa- There are significant variations in rep- For many FTSE-100 companies (let nies in the UK, the three specific aims set resentation between different ethnic alone UK plc as a whole) racial equality is out for the research were to: groups, with those from Indian ethnic ori- not yet firmly on the business agenda. 1. indicate the numbers of ethnic minor- gins (for instance) represented more con- This is reflected in the numbers who, ity professional and managerial staff sistently across the grades and Black despite long-term and plentiful guidance in FTSE-100 companies in the UK; Caribbeans significantly under-repre- from the Commission for Racial Equality 2. identify best practice in terms of the sented at managerial and professional and others, do not monitor their staff policies and systems that are in place levels. Bangladeshis in particular populations by ethnicity. (Only 27 com- in companies to actively promote appeared significantly under-represented panies were able to provide this data.) equality of opportunity for ethnic at all levels. The tentative approach of many organi- minority employees; sations is best summed up by the fact 3. describe the opportunities and barri- 2. Ethnic minority professionals and that only 4 companies reported setting ers that ethnic minority professional managers feel excluded by subtle, targets for the representation of ethnic and managerial staff experience as non-overt discrimination minorities. they progress through organisa- All the responding companies believe Even amongst the 40 companies who tions. that their policies and procedures for pro- responded to the survey, only 60% had The research took place between Sep- gression do not discriminate against eth- developed a business case for race tember 1999 and January 2000, and was nic minority groups, but this view is not equality and 48% had agreed a strategy undertaken by Sandra Sanglin-Grant and shared by ethnic minority employees for improving racial equality. There are, Robin Schneider of Schneider~Ross. The themselves. They perceived the lack of however, indications of race moving up Research Committee was led by representation at senior level as a signifi- the corporate agenda and many among Michelynn Laflèche of the Runnymede cant and demotivating factor which feeds the 40 respondents indicated that policies Trust, with membership from BP Amoco. suspicions that a subtle, non-overt form were “under development”. A questionnaire, distributed to all of the of discrimination continues to operate. (Continued on Pg28.) FTSE-100 companies to gather data on All those involved in the focus groups their policies and the demographic profile and one-to-one discussions reported of their employees, drew responses from occasions when they had felt excluded by 55 companies: 40 returned the question- colleagues or not supported by their man- naire and 15 wrote in with reasons for not agers, and many had felt it necessary to completing the survey (which ranged move companies to get on. This was from ‘company reorganisation’ to ‘having deemed to be easier than confronting the a stated policy, agreed with the Trade issues. As one put it: “I worried how it Unions, of not doing any ethnic monitor- would affect my references, would I be ing’). An additional 10 companies seen as some sort of troublemaker? But expressed interest in the research and it means that I didn’t get it off my chest, promised to return the questionnaire, but which I regret.” for unknown reasons were unable to do Ethnic minority employees are anxious so. not to attract special favours (and have Focus groups and one-to-one discus- concerns about targets in this regard) but sions involving 23 ethnic minority profes- they do expect companies to have poli- sionals and managers from 9 of the cies in place and to address the behav- responding companies were held in order ioural issues. to gain an insight into their experiences Interestingly, ethnic minority employ- Sandra Sanglin-Grant of Schneider~Ross presents and perceptions. ees, whilst welcoming opportunities for the research findings of the Moving On Up? report at ‘The Corporate Face in Europe’ Conference

8 The Runnymede Bulletin March 2000 THE STEPHEN LAWRENCE REPORT politan Police claim to have imple- mented 25 of the 39 recommendations that were specific to them and have ‘an One Year On action plan for the other 14’.4 The new Metropolitan Commissioner Sir John On the first anniversary of publication of the Stephen Lawrence Report, Stevens said: “Over the last year much has been achieved. This is not the same the Runnymede Trust interviewed Dr Richard Stone, Adviser to the Met as 12 months ago. It has changed Stephen Lawrence Inquiry, Bevan Powell, Secretary of the Metropolitan and developed across the board. I believe Police's Black Police Association, and Lee Jasper, Director of the 1990 our staff have responded to the report and its challenging conclusions with honesty Trust and Secretary of the National Assembly Against Racism, for their and determination to change.”5 views on the developments that have taken place thus far. All three were Indeed both Lee Jasper and Bevan Powell applauded the initiatives of the involved in the Stephen Lawrence Campaign and or Inquiry and have Met's Dennis O’Connor and John Grieve. continued in their own capacities to work with and for the recommenda- Lee Jasper says that: “the Metropolitan tions made in the Report. Police have gone further than any other in the country to implement the Stephen n 22 April 1993, two teenagers, To inquire into the matters arising Lawrence Report recommendations”. Stephen Lawrence and his friend from the death of Stephen Lawrence on Bevan Powell comments that “the Posi- ODuwayne Brooks, were making 22 April 1993 to date, in order particu- tive Action Team is doing all this great their way home after visiting Stephen’s larly to identify the lessons to be learned work to recruit people and to try and uncle. At about 10.30 in the evening, as for the investigation and prosecution of encourage the movement between they walked along Well Hall Road in racially motivated crimes.2 ranks”. south-east London, Stephen was stabbed The Inquiry was chaired by Sir With regard to the increase in recruit- by what witnesses have described as William Macpherson of Cluny and ment of ethnic minority officers, Bevan ‘five to six white youths’. The word “nig- advised by Tom Cook, the Right Rev- Powell agrees that there has been pro- ger” was shouted by the murderers. erend Dr John Sentamu and Dr Richard gress. However, all three of the people ‘Stephen had been stabbed to a depth of Stone. In February 1999 the published we interviewed stated that these develop- about five inches on both sides of the Stephen Lawrence Report stated in its ments are mainly the efforts of senior front of his body to the chest and arm’,1 conclusion that there was ‘no doubt that officers. As Lee Jasper outlines: “It’s and despite attempts by Duwayne to get there were fundamental errors’. Further- down to a couple or maybe three senior help, Stephen, aged 18, died a matter of more, it found that ‘the investigation was officers at the top of the Met who've minutes after the attack. marred by a combination of professional made that difference”. While these Following the death of their son, incompetence, institutional racism and a efforts are welcomed, the Black Police Doreen and Neville Lawrence experi- failure of leadership by senior officers’. Association (BPA) have argued that there enced police failures, both in the follow- Based on its conclusions, the Report should be many more such officers. Lee ing up of vital leads and in carrying out a made 70 recommendations for change. Jasper has highlighted the problems that less than thorough investigation. The might arise if these particular officers Metropolitan Police repeatedly told the Implementation of the Stephen were to leave, particularly in light of the family that the investigation into Lawrence Report Recommendations fact that the officers involved in imple- Stephen’s murder had been satisfactory. Once the Stephen Lawrence Report was menting the Stephen Lawrence Inquiry However, for the Lawrences this was not published, a number of initiatives were recommendations have been assigned acceptable. Nobody had been, or for that launched within the Metropolitan Police different duties since the appointment of matter has been, convicted for the mur- and other institutions to examine their the new Commissioner. der. Mr and Mrs Lawrence began a cam- internal policies and procedures in rela- Lee Jasper explains that “the Black paign to get justice for their son, which tion to institutional racism, and in other community, particularly activists like included approaching the Home Secre- areas such as building trust with black myself and others, have worked with offi- tary and asking for a judicial inquiry. communities. The Home Secretary’s cers over a number of years, prior to On 31 July 1997 the Home Secretary First Annual Report on Progress3 gives Stephen Lawrence, and after and into the announced that there would be an inquiry some indication as to the implementation implementation Ð they were committed to into Stephen’s death under the following of the Report's recommendations. How- delivering the Stephen Lawrence Report terms of reference: ever, seeking to gauge the tide of change, recommendations. John Grieve is still mainly in relation to the Metropolitan there, but we’ve got a new set of officers 1 W. Macpherson (February 1999), The Stephen Lawrence Police Force, we have asked three indi- with a new set of ideas about the recom- Inquiry – Report, p.1. London: The Stationery Office. viduals Ð Lee Jasper, Bevan Powell and mendations… The whole Stephen 2 Macpherson, op. cit., p. 6. 3 Home Office (February 2000), Stephen Lawrence Inquiry, Dr Richard Stone Ð to tell us what they Lawrence project could collapse because Home Secretary’s Action Plan first annual report on see as the main areas of development and other officers may not have the same view. progress. 4 Metropolitan Police Service (22/2/2000) News Release, where further change is necessary. They may not have the same commitment. New Scotland Yard DPA. In a recent press statement the Metro- They may want to do other things.” 5 Ibid.

The Runnymede Bulletin March 2000 9 Slow Progress Institutional Racism Persists still 6Ð7 times more While there has been some progress, our Bevan Powell identified a lack of likely to be stopped interviews revealed that there are still a progress in regard to cultural change and searched”.8 lot of problems. Richard Stone explicitly within the Metropolitan Police Force. Bevan Powell states that developments have not taken This lack is reported through the experi- states that “stop and place fast enough and that he is both puz- ences of black staff. While recruitment search as a tool has zled and disappointed by this. He rates of ethnic minority staff may have been misused by a acknowledges that while there are times gone up, Bevan Powell explains that number of officers

when the Government is unable to make “there is still a higher number of ethnic and until they Bevan Powell rapid change, “because there is a lot of minorities leaving the organisation, com- actually under- resistance to change and you have to pared to their white counterparts”. In stand and start using stop and search carry the country with you … a lot of rec- addition, “Large numbers” of black staff intelligently, then you will always have ommendations which we spelled out and “are still complaining about victimisa- these disparities”. He also argues that “if felt … could be implemented right away, tion and harassment” from other staff you look at the figures, only 13% ever have not been implemented right away.” members. The “glass ceiling phenome- led to arrest before Macpherson. If you To illustrate this point Dr Stone cites non” continues to exist. The vast major- were a commercial business you would the Recommendation on stop and search: ity of black staff are still at junior levels have gone out of business a long time That the Home Secretary, in consulta- and this is despite the fact that “a high ago. So the way in which we use stop and tion with the police services, should number of black staff have first degrees”. search needs to be reviewed.” ensure that a record is made by police Black staff within the Met talk about The Black Police Association think officers of all ‘stops’and ‘stops and being on the receiving end of what they that the way the Metropolitan Police searches’made under any legislative describe as the “white backlash”. Here, attempted to correlate the rise in street provision (not just the Police and Crimi- explains Bevan Powell, black staff robberies with the reduction in stop and nal Evidence Act). Non-statutory or so believe that they are “being treated dif- search made tensions between the police called ‘voluntary’stops must be ferently and that there are instances and the black community worse. Richard recorded. The record to include the rea- where people felt that their annual Stone acknowledges that “stop and son for the stop, the outcome and the appraisals sort of suffered as a result of search has dropped by 50% in the year self-defined ethnic identity of the person the backlash”. since the launch of the Inquiry” but stopped. A copy of the record shall be Institutional racism persists within the argues that “the disparities are even given to the person stopped.6 Metropolitan Police, and while there may more, let alone less, [with black people] The Inquiry, he be initiatives to recruit more black officers being more likely to be stopped than explains, wrote Bevan Powell notes an absence of the white people”. Dr Stone gives the exam- “there is no need word “institutional racism” from the cor- ple of a senior civil servant, “the most for further pilot porate literature, materials or strategies. senior civil servant who is black in the schemes”, as these The BPA are concerned that “if we’re Home Office”, having been “stopped 46 had already been not actually looking at the basic tenets, times” by the police and he has “never “held in Tottenham the foundations of racism, then all we are been given a reason” and has never been and elsewhere and doing with strategies is painting over the charged. More recently we see that have been shown to cracks, and not actually tackling the real Bishop John Sentamu and Neville Richard Stone work”. However, issue. So in effect what happens is you Lawrence have also been stopped by the he continues: “the Home Secretary plug the dyke in one place and water police; neither was given a reason for the within days of the launch of our Report spurts out somewhere else.” Bevan Pow- stop These cases highlight that the mis- stated that there is a need for wider pilot ell argues that “until the culture of the use of stop and search powers continues schemes and these would be completed organisation is changed, and individuals within the Metropolitan Police. by the end of 2000, at which stage he will feel happy and secure, where they can Lee Jasper maintains that the reason bring forward recommendations on the speak about themselves as individuals for the lack of progress made by the changes. I was very disappointed and diversity is actually celebrated in the police in implementing the recommen- because it seems to me that the dispari- organisation, then we can invite as many dations of the Stephen Lawrence Report ties in stops of black people and white people as you like to join the organisa- is because they “have too much power people must have reduced to nil for at tion and you will still have this disparity over their internal affairs and they are least a year before black people will in terms of wastage”. loath to use real sanctions against offi- begin to trust their police. Beginning Institutional racism continues to affect cers to force them to implement change in 2001 means it will be 2003 those external to the organisation. The Macpherson”. before black parents encourage their Chair of the Black Police Association, youngsters to join the police.” David Michael, recently stated that “the Home Secretary's First black community still feels under-pro- Annual Report on Progress tected and over-policed”.7 This manifests With regard to implementing the recom- 6 Macpherson, op.cit., p. 334 7 Black Police Association (February 2000) News Release: itself notably in the delivery of services mendations of the Stephen Lawrence ‘Institutional racism still a reality in the Metropolitan Police to Londoners, especially in the form of Report, the Home Secretary has pub- one year after the Macpherson report’. 8 Ibid. stop and search, “where black people are lished his first annual report on the

10 The Runnymede Bulletin March 2000 progress made so far.9 Lee Jasper, com- Jasper, to have interpreted the Stephen feel that they’re being battered and menting on the report, states that “it gen- Lawrence Report “in 43 different ways” bruised, because at the same time that erates a lot of heat and not much light. and have in the main failed to implement ‘battered and bruised’ is reflecting the We’re told about these myriads of vari- the recommendations. The Stephen service that is given to the black commu- ous committees, each beavering away at Lawrence Report's recommendations nities. the project of equality. We don’t see it.” have not been institutionalised. Bevan Powell recognises that the Met- When asked why he views the report in ropolitan Police have a long way to go in this way, he explains: White Backlash offering a service that does not discrimi- “We don’t see it in the CPS … We One year on from the publication of the nate and that “there are going to be an don’t see it in the police service. That is Stephen Lawrence Report, the media awful lot of lessons to be learnt along the why there’s such a hue and cry about the have been reporting claims by the Police way and some of those lessons will be failure to implement the Stephen Federation of low painful and we have to accept that as a Lawrence Report recommendations morale among professional organisation”. nationwide. We don’t see it in the Gov- police officers. This The BPA agrees with recent comments ernment’s willingness to amend the Race low morale has from Sir William Macpherson who has Relations Act, as they had to be dragged been attributed to asked the Metropolitan Police and Right- kicking and screaming to include indirect the after-effects of wing critics to “stop whining and com- discrimination, which was exactly the the Stephen plaining” about the Report and “to get point of the Stephen Lawrence Report.” Lawrence Inquiry over it”.11 Sir William’s comments came Essentially Lee Jasper is arguing that and the content of in response to claims by the Met that less the report spells out “a lot of activity but Lee Jasper the Report. Richard use of stop and search as a result of the not much progress”. Stone argues that “if the morale has been report had led to “a 30% increase in One year on from the publication of ruined, or the police have been ruined, it street crime”; that there was a decrease in the Stephen Lawrence Report further is by the public exposure of the lack of recruitment of staff and “12 officers who racial harassment, victimisation cases professionalism and appropriate had been grilled by the Inquiry were so and deaths are reported in the London responses of police officers” and not traumatised that they could no longer media as well as across the country. because of the Inquiry which was function as human beings”.12 Sir William Black families other than the Lawrences, “immensely fair”. Macpherson, along with Bevan Powell, such as the ‘Mensons, Reels, When asked for his thoughts on why Dr Richard Stone and Lee Jasper, has McGowans, Chhokars’,10 continue to the police may be reacting this way Dr refuted the Met's claims. seek justice for their loved ones and Stone contends that this is “due to what appear to be encountering similar prob- is called denial”. Discussing this further Language of Race Relations lems to those faced by the Lawrence he states: “it is very easy when we are and Immigration Legislation family. criticised to get very angry back”, and Lee Jasper sees an inherent contradiction Lee Jasper makes reference to the suggests that “it takes a degree of emo- between the “language of the Macpher- “stories that are emanating nation-wide tional maturity perhaps or confidence, I son” and the language currently being about racial attack victims” in places don’t know what, when somebody used around issues of immigration and such as Wales, Telford, Lancaster or attacks you, for you not to attack back”. asylum. While historically Race Rela- Manchester. He contends that there are He does, however, acknowledge that tions legislation and Immigration legisla- “countless cases coming back to us of there are some “police officers around, tion have sat uncomfortably side by side, people who have been failed by what there’s no question about it, who are many people in the field of race relations now should be a post-Stephen Lawrence open and recognise their professionalism had hoped that New Labour’s approach force, by forces that have clearly failed to has been questioned”. Dr Stone finds would be different. However, in the Race implement the recommendations”. He claims of low morale an “unfortunate Relations (Amendment) Bill, the immi- moves on to discuss the extent of the response”. gration service is likely to be one of the problem across the country and states The Black Police Association also public services that would be excluded as that the police are “a damaged vessel and describe these comments of low morale a public authority under the definition of if you pour good quality wine into a dam- as “disappointing”. Bevan Powell states: indirect discrimination. aged vessel, it will still leak”. While “The Met receives 2.3 billion pounds a The immigration service by virtue of groups such as the 1990 Trust have year. It’s seen as a world-class organisa- the nature of its work does discriminate. recognised that the recommendations are tion. John Stevens said he wants London However, what is unique is that ‘discrim- by and large good, the 43 forces around to be the safest city in the world. The ination on grounds of nationality or eth- the country appear, according to Lee organisation is big enough and profes- nic origin will not be unlawful where this sional enough to take on our inadequa- is done by Ministerial authorisation or by 9 Home Office (February 2000) op.cit.. cies and we’ve been found wanting as an officials acting within immigration laws 10 A. Sivanandan, Macpherson and After, Institute of Race 13 Relations, www.irr.org.uk/lawrence organisation. Now any professional or rules’. That is to say, indirect dis- 11 R. Holliday, ‘ Macpherson says Yard is “whining” over organisation would take that on, and crimination could lawfully take place on Lawrence’, Evening Standard, 18 February 2000. 12 Ibid. move forward in terms of reversing that the basis of ethnicity as well as national- 13 CRE, The Race Relations (Amendment) Bill, A briefing note so it can offer a more professional ser- ity. The Commission for Racial Equality following consideration in the House of Lords, February 2000. vice. So we’re disappointed that people has described this action as the Govern-

The Runnymede Bulletin March 2000 11 ment giving a ‘higher priority for immi- ple) not reporting crimes for fear of being Commission for Racial Equality and gration control than for good race rela- charged by the police. This is an experi- sanctions are applied, “whether that’s a tions’.14 ence shared by many of the black people fine, whatever the sanction is”. Lee Talking specifically about the Asylum who gave evidence to the Inquiry in the Jasper suggests that a “strong Commis- and Immigration Bill, Lee Jasper says the six inner-city areas they visited. He goes sion for Racial Equality with enforce- Government is actually “creating the on to explain that “when it comes to ment powers and a strengthened Race material conditions for an increase in clear-up rates of crime we must have a Relations Act offers some promise” for racism”. He is referring to the move huge amount of reporting of crime and the future. But that the worst possible away from an “integrative approach in evidence that never gets to the police” thing would be “to strengthen the Race dispersing asylum seekers” towards clus- with the result that “the police must be Relations Act, heighten Black people's tering asylum seekers “in isolated centres failing to clear up crime as successfully expectations and then not give the Com- around the country”. The result, he as they need to and that affects the lives mission for Racial Equality the power to argues, will be that “we import that conti- of every single person, whatever your enforce. Now that’s been the history and nental style of racism which attacks hos- background”. that’s what’s likely to happen unless we tels where refugees live, where refugees Lee Jasper contextualises his thoughts try to impress upon the Government become the centre-point of race attack for the future in the form of the liberal15 between now and the next general elec- from the host community, just like they versus the Black perspective. He argues tion how important it is for the Commis- are in Germany, just like they are in that the liberal approach to “matters of sion for Racial Equality to have France”. equality, is about educating hearts and enforcement powers”. minds”, whereas “a Black approach to The Way Ahead equality is education, law and rights”. A Conclusion Each of the interviewees outlined what flaw in the liberal approach is that Black A number of commendable initiatives they would like to see in the future by people's right to equality can be depen- have taken place with regard to imple- way of implementing the Stephen dent on “whether the Chief Constable of menting the recommendations of the Lawrence Report's recommendations. the area where I live likes Macpherson or Stephen Lawrence Report. One year on, Bevan Powell wants the Metropolitan doesn’t like Macpherson; thinks it’s a however, institutional racism is still Police to understand what is meant by good idea, or thinks it’s a bad idea”. To prevalent within the Metropolitan Police institutional racism and to “tie in our avoid such a situation, he maintains the and other institutions. Individuals and strategies to that definition”. He explains right to equality “should be reflected and families are still affected by this racism; that there is a need for the definition of enshrined in law and that law has to be and change within most institutions, par- institutional racism to be applied to both adequate and capable of being able ticularly the police, seems to be very “every-day policy, every-day service to offer me redress and sanctions where I slow. During his interview Richard Stone delivery”, both internally and externally. am discriminated against. And that’s the highlighted what Mr and Mrs Lawrence The Met should examine where dispari- acid test of whether we’ve got a multicul- have given Britain: ties exist and recognise the part institu- tural democracy.” “I think they have given this country a tional racism plays within the areas The liberal approach of getting diver- tremendous opportunity to make the sort identified. For Bevan Powell, the future sity policies right, equal opportunities of changes which will make this a much “is about looking at policies and proce- policies right, educating the workforce, less racist and divided society than we’re dures; it is trying to find out why there is and promoting tolerance “is a project that becoming …their work…opened up peo- still a disproportionate number of black has failed to deliver over the last 20-year ple's eyes, I think, and their ears and their people being stopped”. period”, says Lee Jasper. He argues that hearts to the suffering that black and For Richard Stone, police officers what “a Black perspective is saying is Asian people have experienced in this need to act “appropriately and profes- that I have a right to equality… it is a country …. When people ask what is sionally”. He argues that these are the matter of innate human rights that I institutional racism, I say to them that is words “used in the Inquiry, again and should be allowed to have my rights the beginning of understanding what again in our conclusions”. Dr Stone talks reflected in law”, and that the law needs institutional racism is about. It’s that link of two arguments “why the police ser- to be reformed “to the extent that allows between the failure of the police to try vices today must address the issue of me to combat that discrimination. And hard enough to find the murderers and institutional racism”. that’s not currently the case.” the fact that this is a black family. Most The first of these is “the moral argu- In Lee Jasper's opinion, the Commis- people I speak with accept that link is a ment” – the moral obligation we all have sion for Racial Equality should have the reality. That is the window of opportunity “to treat each other decently and powers of the Health and Safety Execu- we have to make the change!” humanely”. tive: to go into an organisation in breach In Doreen Lawrence's own words: The second is about “self-interest”. of the Act and explain that there are a “The time is right for change. Don't let Here Dr Stone gives the example of number of things they have to do within a this opportunity pass you by, cling to it black people (and he includes Asian peo- specific time-frame under a “legally with both hands.”16 binding agreement”. Should that institu- These interviews were conducted and 14 Ibid. tion or company or whatever fail to fulfil the report compiled by Runnymede 15 Here Lee Jasper is referring to what he describes as the liberal perspective – Black or white. their obligations within the designated Research Policy Analyst, Randeep Kaur 16 Foreword to R. Richardson and A. Wood (1999) Inclusive period, they are taken to court by the Kular. Schools, Inclusive Society. London: Trentham Books.

12 The Runnymede Bulletin March 2000 MULTI-ETHNIC BRITAIN – EMERGING THEMES Emerging Themes • What and where is Britain? Reviewing • Social exclusion and social inequality • Multi-racist societies the Responses • Race and gender in tandem • Being different, being together Emerging themes in the work and deliberations of • Human rights the Commission on the Future of Multi-Ethnic Britain • Religion and faith • Divergence and difference The final report of the Commission on guished by having no clear idea about • The wider context of change the Future of Multi-Ethnic Britain will be who they are, where they are, or what • Cities, towns and institutions • The need for a new language published by Profile Books in October they are. Most of them have routinely 2000. This progress report outlines some described England as Britain. Only busi- These are some of the many con- of the principal points which have been ness people talk about a place called the cerns which have been presented put to us over the last two years, and to United Kingdom … It is all a terrible to, and discussed by, the Commis- which we shall respond in our report. It is muddle.’ sion on the Future of Multi-Ethnic provided for the interest and information Britain consists and always has con- Britain. Each is briefly outlined in of the many hundreds of people who sisted of a plurality of groups and com- this progress report. have assisted us in our deliberations Ð by munities, though with unequal power and writing letters and papers, sending mate- influence. ‘Britain’, it has been said, is administration. Is inclusion in an unequal rials, and taking part in seminars, inter- the name of the space which they all society really all that desirable? Is it pos- views and meetings. We invite further share Ð it is not the sole possession of any sible to reduce social exclusion without reflections, contributions and personal one of them. The groups and communi- addressing institutional racism? stories. Material which we receive by the ties which constitute Britain overlap with end of April will help inform the final each other, are dynamic and developing, Multi-racist societies manuscript before it goes for printing. and affect and influence each other. All England, Scotland and Wales, it has been Comments sent by the end of June will people in England, Scotland and Wales, said, are multi-racist societies. Racism help inform the discussion and training actually or potentially, have conflicting has a long history in these countries, as in material which we shall be preparing for and fluctuating affiliations and loyalties. many other countries throughout the publication at the same time as the report All have parts to play in the joint under- world. It blights the lives and life- itself. taking of re-imagining national identities chances of those who are its victims, The report will be addressed in the and national stories, and in building and diminishes those who perpetuate or per- first instance to policy-makers at Cardiff, sustaining a common life. mit it, and holds back economic, social Holyrood and Westminster. But many of and cultural progress. It has a range of its themes and recommendations will Social exclusion different forms Ð anti-Muslim racism, have to be acted on at regional, city and and social inequality anti-Irish racism, anti-Black racism, anti- borough levels, and in individual organi- The current administrations in Cardiff, Gypsy racism, and so on Ð and will be sations and institutions. We hope it will Holyrood and Westminster are placing eradicated only if it is focused on explic- be a useful resource throughout Wales, much emphasis on tackling and reducing itly and addressed directly. Scotland and England Ð a basis for fur- social exclusion. A range of policies are Key distinctions must be drawn ther conversation and reflection, in the being pursued under the auspices of between two main strands of racism Ð first instance, and then also a resource for Building an Inclusive Wales, the Scottish ‘colour racism’ and ‘cultural and reli- practical planning and real change. If you Social Inclusion Strategy and the Social gious racism’ Ð and between the racism feel, on the basis of this brief summary of Exclusion Unit. But the new policies and of individuals (which includes violence, our concerns, that we are in danger of strategies, it has frequently and strongly harassment, abuse and neglect) and the missing important points do please write been pointed out to us, tend to be colour- racism of institutions and organisations, to us. Also, please write with personal blind and culture-blind Ð their differen- of the kind identified in the Stephen anecdotes, impressions and experiences. tial impacts on different communities are Lawrence Inquiry report. Within the con- not adequately taken into account, and cept of institutional racism, attention What and where is Britain? the government documents about them needs to be paid to a range of different Current notions of Britishness, it has make no reference to tackling institu- phenomena: occupational culture, differ- been stressed to us, are relatively new. tional racism. ential outcomes, leadership and manage- They were constructed in the eighteenth A further fundamental problem is that ment, staff knowledge and expertise, century and cemented only in the twenti- social exclusion policies are typically personnel practices, and so on. eth. In the words of the editors of Politi- concerned with the margins of society cal Quarterly, in the journal’s first issue rather than the centres Ð key decision- Race and gender in tandem of the new millennium: making and policy-making roles in busi- A recurring point in many of our meet- ‘The British have long been distin- ness and industry, politics, culture, public ings has been that it is essential to bear in

The Runnymede Bulletin March 2000 13 mind, in all considerations of issues of line gloss shone bright. Sir Paul Condon, race equality and cultural diversity, and Sir Herman Ouseley and General Guthrie School inspections in all accounts of history and national were there, an address was given by Tony identity, that the experiences, perceptions Blair and the chief executive of a British A middle school in whose inspec- and interests of women are often differ- multinational company told us his per- tion I participated was located in an area in which two British Move- ent from those of men. There is a danger sonal journey to the top. Good leader- ment cells were operative. The that measures to promote race equality ship, he said, is about being “virile”, and ‘race’ attitudes of the school’s will benefit men more than women, and having a good wife by your side will lead almost exclusively white pupils that gender equality measures will pri- to success. He didn’t appear to see the were conspicuously negative. I marily benefit white women rather than 500 black and Asian women in the audi- drew the lead inspector’s attention all women. Race and gender issues must ence who outnumbered the elderly Asian to this as something governors, be addressed in tandem. Otherwise, to community leaders and black executive headteacher and staff should cite an observation from the United men two to one’. (‘Mind the Gap’, by address as a key issue for action. I States in the 1970s, ‘all the women are Professor Heidi Mirza, The Guardian, 29 was advised that schools might be white and all the blacks are men’. July 1999) resentful if issues for action were Many of the topics and issues to be identified that they felt unable to remedy. The inspection team’s addressed were graphically evoked in a Being different, being together final report contained no reference newspaper article which appeared in Britain and its constituent countries, it to the issues I had raised. summer 1999: has been recommended, should formally – a correspondent in education ‘As institutions scramble not to be declare themselves to be multicultural labelled racist, the male-orientated nature societies. This will involve giving greater of racial equality has been left alone. No public recognition than hitherto to cul- In recent years three main models of one has stopped to think that Macpherson tural diversity and difference Ð there multiculturalism have competed in was an all-male committee, so had a must be cultural inclusion as well as Britain: nationalist, liberal and pluralist. male-centred view of racism. At last social inclusion. Also, however, it will Most debates have been between the month’s Into Leadership conference involve clarifying and promoting the val- nationalist model and the liberal. What is [May 1999], to promote racial equality in ues, ground rules and procedures which now required, however, is a rigorous the public and private sectors, the mascu- hold a multicultural society together. debate between liberalism and pluralism, with a view to synthesising their respec- tive strengths. This sounds, certainly, Background and membership extremely abstract and theoretical. There are immediate practical implications, The Commission on the Future of Multi-Ethnic Britain was set up by the Run- however, for the education systems of nymede Trust in 1997. Earlier in the decade the Trust had organised a large confer- England, Scotland and Wales, and for all ence at which the idea of a special national commission had been first publicly arts organisations, the criminal justice mooted. The intention was to follow in the footsteps of the ground-breaking report system and the national health service. Colour and Citizenship, written by EJB Rose (co-founder of the Runnymede Trust) and colleagues in the 1960s. Funds were provided by the Joseph Rowntree Chari- Human rights table Trust, the Nuffield Foundation and the Paul Hamlyn Foundation. The commis- International human rights standards sion was launched by the Home Secretary in early 1998. have been debated, negotiated and The commission’s chair is Professor Bhikhu Parekh, professor of political theory agreed by states over the last 50-60 years at the University of Hull. The members are Yasmin Alibhai-Brown, writer and jour- within a vast world-wide conversation, a nalist; Professor Muhammad Anwar, University of Warwick; Colin Bailey, chief con- conversation to which people from many stable, Nottinghamshire Police; Amina Begum, social worker, London; Professor different countries, and from many dif- Michael Chan, University of Liverpool; Lord Navnit Dholakia, chair, National Associ- ferent philosophical, legal, moral and ation for the Care and Resettlement of Offenders; David Faulkner, Centre for Crimi- religious traditions, have contributed. nological Research, University of Oxford; Dr Kate Gavron, trustee of the What the broad standards in practice Runnymede Trust (Vice-chair of the Commission); Professor Stuart Hall, Open Uni- require, in any one place and at any one versity; Professor Bob Hepple QC, University of Cambridge; Judith Hunt, formerly time, can be disputed. But the standards chief executive, Local Government Management Board; Antony Lerman, formerly set the framework for identifying and executive director, Institute of Jewish Policy Research; Andrew Marr, writer and redressing wrongs. They are centrally journalist; Matthew McFarlane, inspector, Nottinghamshire Police; Sir Peter relevant, it has been stressed to us, for Newsam, formerly director of the Institute of Education, University of London; Sir race equality. Herman Ouseley, until recently executive chairman, Commission for Racial Equal- Further, they set the criteria for evalu- ity; Anne Owers, director of Justice; Trevor Phillips, writer and journalist; Sarah ating options and give legitimacy to Spencer, Institute for Public Policy Research; Seamus Taylor, head of policy: equal- whatever outcomes are decided. They ities and diversity, London Borough of Haringey, and chair, Action Group for Irish establish legal ground rules and an ethi- Youth; Professor Sally Tomlinson, emeritus professor of educational policy, Gold- cal code for relationships between public smiths College; Sue Woodford- Hollick, founding commissioning editor for multicul- bodies and civil society, between com- tural programmes, Channel 4. munities and individuals. Human rights discourse will become increasingly cen-

14 The Runnymede Bulletin March 2000 public space for equality and tolerance, ‘We use cleaners’ and secular society tends to push religion Deep in this society … to the margins of public space and Mainstream British people seem to into the private sphere. Islamophobia and As a white European who spoke believe that non-English speakers antisemitism merge with a more wide- little English when I started and different dress codes are infe- school in the 1950s in Scotland, spread rejection of religion which runs rior. In mainstream health and my experience has been that social services there are little or no through a significant part of “tolerant” Britain has never recognised its provisions for language interpret- society, including the educated middle own diversity. Complex chains of ing. Not only children but also class and the progressive media.’ discrimination and scapegoating cleaners are often used for inter- Work for race equality must involve between different identities run preting in serious matters of recognising that for many people a reli- deep in this society – foreigners, health, even in major hospitals … gious affiliation is a key component of Catholics, Jews, Irish, Gaels, One hospital was rather surprised their identity. The non-recognition of reli- travellers and others. Britain has when I sent them an invoice fol- gion is a form of disadvantage for those always been multi-ethnic, and the lowing a six-hour interpreting ses- affected by it, analogous to discrimina- creation of empire deepened sion on a serious case involving tion and racist harassment. There needs that. The presence of non-white complicated diagnosis and treat- British citizens holds up a mirror to be legislation against religious discrim- ment. They said they never paid to the diversity which was and is for interpreting as they have no ination, many people have stressed to us. Britain, enabling Britain to dis- budget for such things. When I Also, and in practice even more impor- cover and experience its diverse asked how they managed with tantly, there must be recognition of reli- identity. translations, ‘we use relatives’ was gious identities Ð but not necessarily, of – a correspondent in community the reply. ‘And if there are no rela- course, agreement with religious tenets. education tives?’ I enquired. ‘We use clean- The distinctions between ‘open’ and ers,’ said the head nurse. ‘closed’ views of religion, as outlined and – from a Somali organisation, discussed in the Runnymede Trust’s The wider context of change London report on Islamophobia, published in The concept of ‘multi-ethnic Britain’ 1997, need to be borne in mind. must be seen within the context of wide- tral in England, Scotland and Wales in spread and deep-rooted social change: the coming years, following full imple- the weakening of economic and political mentation of the Human Rights Act. It Proud to fail sovereignty caused by globalisation; will be an invaluable complement to the devolution to Scotland and Wales and the conceptual vocabularies of anti-racism As for Tebbit’s cricket test, I for one English regions, and the creation of the and multiculturalism. Britain needs all have always been proud to fail it. I Scottish Parliament and the Welsh three sets of concepts Ð anti-racism, support any team other than Eng- Assembly; the impact of information and multiculturalism, human rights Ð to make land in the sporting arena because communications technology; the decline I can’t stand the jingoism and significant progress into the future. By of manufacturing; changing perceptions nationalism that success in sport the same token, it needs change on all and expectations in the roles of women; appears to engender. As a genuine changes in family structure; changes in three of the fronts which the vocabular- sport lover I have no difficulties the arts worldwide and increasing cul- ies describe and light up, and needs all which team I am going to support three of the constituencies and cam- when England’s playing – it must tural influences and impacts on Britain paigning organisations which employ always be the opposition. from outside; closer ties with the rest of them. – a correspondent in Yorkshire Europe. At the same time there have been pro- Religion and faith found changes in the ethos and principles ‘There is a tendency in western democra- Divergence and difference of public administration. The ‘new pub- cies’, someone wrote to us, ‘to believe Asian, black and Irish communities in lic management’, as it is known, has had that secular society provides the best Britain, and also Gypsies and travelling a profound impact on local government people and several other communities, throughout England, Scotland and Wales, have in common that they are affected by and on police authorities and health Being British racism. They are affected in different authorities. But is the stress on the three ways, however, and they respond with E’s of economy, effectiveness, efficiency As a Muslim Asian female whose different strategies. Such differences are de-emphasising the fourth E of equity? parents originally came from Pak- related in part to their differing situations Do the four C’s of challenge, compare, istan, I feel more British around the within the wider society and economy. consult and compete mean disregard for world than in Britain. In Britain, Policy-makers must bear in mind there- the fifth C of community? Are there being British is not important, as I inconsistencies, in theory and/or in prac- still get funny looks from people. fore that there are substantial differences Now and again I also get called between communities, not only cultur- tice, between value for money, business ‘Paki’ and get things thrown at my ally but also economically. It is increas- excellence, total quality management, car. ingly inappropriate to speak of ‘ethnic and so forth, and the organisational and – a correspondent in Lancashire minorities’ as if they all suffer from the managerial tasks of dismantling institu- same range of disadvantages. tional racism?

The Runnymede Bulletin March 2000 15 by social scientists, refers to every ous small minorities whose members Culture and religion human being Ðeveryone belongs to an have nothing in common with white peo- ethnic group. But the term ‘ethnic’ has ple but much in common with each other. We have a culture too, but it’s become widely used outside the confines This is a false picture of Britain. For never valued, respected or even of social science and has acquired an white people are divided by class, age, recognised. It’s seen as the culture entirely new meaning. For it has come to religion, gender, region, political per- of the ‘Slave and Savage’. No-one mean ‘non-white’, as when journalists spective and occupation, and always acknowledges that our community faces religious discrimination too. write or speak of ‘ethnic nurses’ or ‘eth- have been. Similarly black and Asian – an African-Caribbean organi- nic police officers’, or ‘non-western’, as people are divided, and always have sation when people speak of ‘ethnic clothes’, been. Britain is far more complex than ‘ethnic designs’ or ‘ethnic food’. The simplistic talk about ‘majority’ and notion that all human beings belong to an ‘minorities’ implies. Cities, towns and institutions Third, it follows that, for several dif- For many people issues of race equality ferent reasons, the terms ‘ethnic minor- are played out at city or town level, not ‘What’s Wrong?’ ity’ and ‘minority ethnic’ are deeply nationally, or else in organisations and unsatisfactory. They should be avoided institutions which have a local not What’s wrong with you, miss? Why whenever possible, except when it is national frame of reference. Central gov- are you always smiling?’ the stu- entirely clear that they are being used ernment at Cardiff, Holyrood and West- dents at my black-majority school correctly, i.e. in their mathematical and minster has several crucial roles to play, ask me. ‘I smile because I see scientific meaning. It has been put to us most certainly; not least in providing a you,’ is my habitual reply. But what that our report should never use these I want to say is something like this: legal and administrative framework, and terms, except when quoting directly from ‘I smile to salute you, to salute in ensuring shared standards and proce- others. all the learners here, who continue Our report will help, we hope, in the dures, channelling and distributing to hold tight to their dignity and overall task of discovering new words resources, and facilitating the sharing of self-belief in the endless and ugly good practice. face of racism, rejection and and discarding old. But it is at city or town level, and in poverty. I smile to salute our teach- the institutions, statutory bodies and vol- ers who work more hours than untary organisations which work within there are, before and after school, Further stories cities and towns, that recommendations in holidays and at weekends, to and reflections relating to race equality and cultural struggle beside our students to try, through mentoring, after-school diversity need to be considered and acted We should be delighted to on. For this is the setting in which Britain classes, residential courses, to restore the balance and open the receive further contribu- as a community of overlapping and inter- doors in a closed and unbalanced dependent communities is most obvi- tions, stories and reflec- world.’ tions. You can see from this ously seen and experienced. It is here That’s what I hope they hear in that significant decisions about policing, my smile. brief progress report the education, health and employment are But even that ignores the main items in which we are made; here that institutional racism most poignancy of their question, their interested. Material received urgently needs to be addressed and dis- sub-text that says a smile – by the end of April 2000 will mantled; and here that significant inter- respect, recognition, affirmation – help inform our final report actions, negotiations and partnerships is so unexpected as to be a symp- before it goes for printing. tom of illness, of deviance, their take place between people who have Material received by the end diverse backgrounds, cultures and identi- message that announces that there is nothing to smile about. of June will inform the dis- ties, and diverse perceptions and experi- – a correspondent in London cussion and training mater- ences of racism. ial which we are preparing The need for new for publication in October. concepts and terminology ethnic group has in consequence been All the main terms in current use, it has lost, and the term now implies a differ- frequently been pointed out to us, have ence between white people and others Please write to us at: serious disadvantages. They obscure the which does not in fact exist. Commission for the Future realities to which they claim to refer, and Second, the term ‘minority’ may be of Multi-Ethnic Britain the resulting misunderstandings and mathematically accurate to describe a ambiguities render policy-making and particular community. But it has conno- 133 Aldersgate Street decision-making all the more difficult. tations of less importance, and for this London EC1A 4JA. New terminology has to be developed, reason alone should be used as sparingly Or fax us at: 020 7600 8999. reflecting new understandings of how as possible. Its use also frequently For email our address is: Britain is evolving. The problems, it has implies that Britain consists of a large [email protected] been said, include the following: white majority, all of whose members First, the concept of ethnicity, as used have a great deal in common, plus vari-

16 The Runnymede Bulletin March 2000 RESEARCH PROGRAMMES: I 2. The views of migrants In all the discussions on these topics, little Ethnic Minority consideration is given to the views of ‘migrants’ who are those principally affected. Their representative organisation, Experience in EU Countries the European Migrants’ Forum, was con- In 1999 Middlesex University Press published The Migrants' Voice in Europe, cerned to remedy this deficit. a detailed report, based on research conducted with the cooperation and In 1996 The European Migrants’ Forum decided that a survey of opinion involvement of the European Migrants’Forum and 26 of its affiliated among members of its organisations on member organisations in Belgium, France, Germany, Netherlands and topics relating to rights, citizenship and the UK. Here Enid Wistrich and David Smith, from the Citizenship and discrimination would be valuable to its Public Policy Research Group at Middlesex University, introduce work in representing migrants. Middlesex some key findings from the research. University agreed to carry out the survey with the support of the European Com- 1. The migration debate prevention of illegal immigration. The mission and the European Cultural Foun- lthough migration of peoples into Summit did, however, agree that an EU dation. A sample survey of opinion was and within Europe is not a new Charter of Human Rights should be conducted (following established scientific Aphenomenon, it has been a marked drawn up which would apply to all the methods) of five broad national/ethnic feature of the second half of the twentieth population. groups in five countries of the EU. The century. New arrivals have come to work A second important debate at EU level is five groups were Turkish/Kurdish, North and improve their living standards, or to proceeding on Article 13 of the Amsterdam African, Black African, Asian and escape political upheaval and persecution. Treaty which empowers the EU to issue Caribbean, and the five countries were Bel- Britain invited Commonwealth citizens to Directives combating racism and discrimi- gium, France, Germany, Netherlands and fill its labour vacancies in the 1950s and nation. The European Commission have the UK. Exceptionally there was also one 1960s; as a result, in the 1991 Census, 6% recently issued a draft Directive on this group of Assyrians living in Sweden. of the population described themselves as question which is now being considered. A written questionnaire was agreed with ‘black’ or ‘South Asian’, and 75% of these A third question under discussion is the the European Migrants’ Forum. Twenty- were British citizens. British immigration rights of third-country nationals in EU six of their member organisations partici- policy is now very restrictive, allowing countries who now constitute about 3% of pated in the survey and issued entry mostly to family members, a small the total population. This is of importance questionnaires to a sample of their mem- number with short-term labour permits, because national policies on citizenship bers. The questionnaires were completed and refugees. Very limited immigration and naturalisation differ between EU anonymously and, since they were appears to be accepted on a politically countries, and EU citizenship is available returned directly to the University by post, bipartisan basis. only to those who are citizens of an EU confidentiality was ensured. The responses Debates within Britain are concerned country. The Tampere Summit thought amounted to 20% of the questionnaires with issues of racial discrimination and that non-nationals should have rights ‘as sent out, which is considered satisfactory. equal opportunity for ethnic minorities – near as possible to EU citizens’ and, as a However, the respondents were biased in for example: how the Race Relations Act long-term objective, should have the favour of men (two-thirds), the well edu- should be extended, questions of ‘institu- opportunity of naturalisation in their cated (one-half) and those holding host- tional racism’ raised by the Stephen country of residence. country citizenship (one-half). Lawrence Inquiry, and the implementation of the Human Rights Act which incorpo- rates the European Convention on Human Box 1: Examples of racial discrimination given by Survey respondents Rights into UK law. However, the dimen- Belgium sion of European Union law is becoming ‘Bad language from people on public transport’: 27-year-old woman, born in Zaire increasingly important in these areas. The ‘Exclusion from the labour market in spite of a university education’: 37-year-old profes- refugee crisis of the 1990s, combined with sional engineer born in Burundi the effects of the Schengen accords allow- France ‘Condescension’: 34-year-old youth club leader born in Algeria ing free movement between 12 EU coun- ‘I am responsible for a youth service in the Town Hall but the police refuse to recognise tries (but excluding Britain), have brought me as responsible’: Director of a Centre for Youth and Culture, born in Morocco the issue of a common policy on immigra- Germany tion to the forefront of consideration. A ‘I was spat on’: 23-year-old Turkish metal-worker born in Germany 1998 EU Strategy Paper on Migration and ‘I experienced physical force from jealous schoolfellows’: 30-year-old Turkish woman educated in Germany Asylum policy took a severely restrictive UK position. It was followed by discussions at ‘At football games I was told “you Paki, go home” ’: man born in Uganda the Tampere Summit of heads of govern- ‘Funny looks, people not friendly’: 59-year-old care assistant born in West Indies ment in October 1999 which set out the ‘No recognition of my previous qualifications and experience’: 66-year-old, born Eritrea, holding LLB degree, ex-army officer need for common standards of asylum pro- ‘Going for jobs and not getting it for no other reason’: 57-year-old woman born in Jamaica cedure but concentrated heavily on the

The Runnymede Bulletin March 2000 17 3. Topics and findings Racism and discrimination both are a nega- in Belgium and France, and by Black enhance people’s well-being, ‘less racial tion of civil and social rights and therefore Africans and Moroccans, and least in the harassment’ was ranked second overall, important in the investigation. The survey Netherlands and by Assyrians in Sweden. and first by Black Africans and measured the perception of racism, both Caribbeans. its informal practice and its exercise by State and public services public and private institutions holding The strongest complaints of unfair treat- 4. Social, economic power over people’s lives. ment were against the police (over one- and political rights third) and the law courts (over Access to health and welfare services one-quarter). These were especially The majority of our sample thought that Experience of racism marked among Black Africans and Moroc- they and their families were entitled to 40% of all respondents said they had felt cans and in France. Educational institu- health and welfare services. This view was threatened at least once because of their tions and welfare agencies were less felt to greatest in Belgium, Netherlands and the ethnicity, most markedly in the UK and be unfair, and hospitals least of all. UK and least in France where Black Africans Germany, and among ethnic groups by were unsure of their eligibility for services. Asians and Moroccans. Private groups Women in all countries were slightly more Employers were felt by one-third of aware of their rights to health services than Physical and verbal abuse respondents to act unfairly, especially by men. But women were less aware of welfare Physical abuse had been experienced by Turks and Kurds and Moroccans; and rights in the UK and Germany. nearly one-third of all respondents, rising landlords by one-quarter, especially by to over two-thirds for Black Africans in Turks and Kurds. Banks, shops and offices Employment France. There were no reports at all of were also considered unfair (one-fifth). Overall, unemployment was 13% among physical abuse in the Netherlands. Turks Fellow workmates, neighbours and trades respondents, compared with 11% for the and Kurds suffered more physical abuse in unions were less often perceived as unfair EU states as a whole in 1998. It was high- Belgium (one-third) than in France and (by about one-tenth of respondents). For est in Belgium (20%) and France (16%), Germany (one-fifth). In the UK, Black all non-state institutions the lowest levels and in these countries nearly half of our Africans suffered more abuse (one-third) of complaint were in the Netherlands and respondents said they had no formal than Asians and Caribbeans. Sweden. employment contract. Verbal abuse had been experienced by When the survey asked which of 10 two-thirds of respondents, most markedly possible improvements would most Temporary visits by relatives Difficulties in gaining access for visits by relatives were experienced by one-half or Figure 1. Verbal abuse experienced by ethnicity Frequently more of our respondents in Belgium, Often 80 France and Germany, and the figure was Sometimes especially high for Black Africans in France 70 Rarely and the UK. 60 50 Political rights and their use 40 One-third of respondents said that they Percent 30 had no voting rights. The proportion var- 20 ied from one-half in Germany and France 10 to less than 5% in the UK. Of those who 0 had voting rights, a majority claimed to Turkish N. Africans Black Asians Caribbean Assyrians have exercised them: 73% said they had Kurdish Africans voted in national elections, 70% in local, SOURCE: REPRODUCED FROM SMITH, WISTRICH AND AYBAK (1999: 29, FIG. 10) 65% in regional and 55% in EU elections. The turnouts were comparable to those for the host populations. For example, 55% Figure 2. Physical abuse experienced by ethnicity Frequently Often said they had voted in EU elections com- Sometimes pared to 57% for all EU citizens in 1994. 100 Rarely In some instances, turnout was higher: 80 90% said they had voted in national elec- tions in the UK compared to 71% for all 60 UK citizens in 1997.

Percent 40 5. Integration into 20 the host country society The integration factor was measured 0 Turkish N. Africans Black Asians Caribbean Assyrians against three possible models: assimilation Kurdish Africans which includes cultural incorporation and SOURCE: REPRODUCED FROM SMITH, WISTRICH AND AYBAK (1999: 24, FIG. 11) a decline in separate ethnic identity and

18 The Runnymede Bulletin March 2000 culture; integration which implies incor- Table 1. Participation in civil society of ethnic groups surveyed poration into economic, political and (numbers for male and female participation combined) social life but little change in cultural iden- Participation activities Number % tity; and ethnic separation where there is Membership of a Religious Group little interaction with the host community (a) Not a member 214 69 or encouragement to integration. The (b) Supporter 48 16 indicative factors analysed were: religious (c) Active member 47 15 and allied practices; use of language; par- Membership of Ethnic Group ticipation in civil society; and feelings of (a) Not a member 98 30 identification. (b) Supporter 73 22 (c) Active member 160 48 Religion and religious practice Trade Union Membership Islam was the faith most professed by our (a) Not a member 170 57 respondents; by Turks and Kurds, Moroc- (b) Supporter 61 20 cans, some Black Africans and some (c) Active member 69 23 Asians. Caribbeans, most Black Africans Host Country Political Group/ and Assyrians professed Christianity and Party Membership the majority of our Asian respondents were (a) Not a member 201 65 of the Hindu faith. Frequent religious (b) Supporter 48 16 practice was most marked among Hindus, (c) Active member 59 19 one-third of whom said they attended Note. These data are reproduced from Smith, Wistrich and Aybak (1999: 117, Table 4.7). prayers every day, as against one in ten Muslims. Nearly half the Christians prac- members of social, leisure and ethnic of integration into the host country soci- tised their religion at least once a week group organisations but only about one in eties for different ethnic groups and some compared with one-fifth of Muslims. Over ten were active in religious organisations or degree of cultural assimilation. But it is half of the Muslims did not practise reli- political parties of their country of origin. also clear that our respondents were gion at all. The Turks and Kurds were the Active membership of religious organisa- strongly based in their ethnic cultures. least observant among them. tions was most marked among Asians (one-third). Caribbeans were most active 6. Citizenship preferences Dietary and dress customs in host country political organisations and The preferences were measured first by These were most observed at home (two- trades unions. Few Turkish and Kurdish asking for views on the right basis for citi- fifths) and less outside (one-third). Muslim men were active in religious organisations, zenship. Options were: birth in a country; men were more inclined to observe the but nearly all were members of ethnic close ancestral (blood) ties; long-term resi- codes than women both within and out- organisations and half belonged to political dence; or cultural integration. side the home, but the opposite was true parties or groups of their country of origin Over three-quarters of all respondents for Hindus and Christians. as well as groups in their country of resi- thought that long-term residence was the dence. Black Africans and Moroccans were right basis for national citizenship, and this Language practice active in social and ethnic group organisa- view was especially strong among Moroc- The ‘mother tongue’ was the language tions but had less involvement in political cans, Asians and Black Africans. Birth in a associated with their ethnic groups by the groups and religious organisations. country or close ancestral ties were poorly majority of our respondents. The excep- supported as the right basis; the largest sup- tions were Caribbeans and a significant Identification with the host country identity port for ancestral ties came from the Turks minority of Black Africans both of whom Feelings of identification were much more and Kurds. Cultural integration into the declared the host country language as their likely for those respondents who held host host country society was poorly supported, mother tongue. It was used by one-half of country citizenship status or dual national- receiving strongest affirmation from resi- our respondents within their families, and ity than those who did not. dents in the Netherlands and from Assyri- slightly less with family friends, but only These responses suggest varying degrees ans in Sweden. Long-term residence was one-quarter used it with their own friends. The host country language was over- Table 2. Citizenship Preference Priorities by Ethnicity whelmingly used in the work context, but % Citizenship also with friends by one-third, or (slightly preference priorities fewer) a mixture of mother and host coun- Ethnicity Retain Host DualEU existing country citizenship citizenship try language The use of their mother citizenship citizenship tongue with friends was not correlated Turkish Kurdish 58 29 47 38 with a stronger ethnic identity, and gener- North African 46 18 56 30 ally language practice appeared to be a Black African 77 15 23 11 pragmatic choice. Asian 55 43 85 10 Caribbean 56 36 75 0 Participation in civil society Assyrian 33 63 56 25 Just under half our respondents were active Note. These data are reproduced from Smith, Wistrich and Aybak (1999: 49, Fig. 23).

The Runnymede Bulletin March 2000 19 again strongly supported by three-quarters Asians and Caribbeans. 7. Gender differences as the right basis for EU citizenship, against The sample aimed to obtain returns from one-quarter who thought it should be based Application for host country citizenship equal numbers of men and women, but on citizenship of an EU country. The majority of all groups thought they achieved a two-thirds/one-third response. were eligible to apply for host country citi- Male respondents had higher educational Choice of citizenship options zenship. But when asked what prevented and occupational qualifications and more Respondents were then asked which of the them from becoming full citizens (if they held full-time jobs. A higher proportion of following options they personally favoured were not), one-third felt that it would not women respondents held part-time jobs, for citizenship: retaining existing citizen- greatly improve their situation, one-quar- and were in white-collar and unskilled ship with full protection of residence ter did not want to lose the citizenship of occupations and self-employment. A lower rights; becoming a citizen of the host their country of origin, and a slightly proportion were unemployed. Differences country; holding dual citizenship; or smaller proportion thought the process in their awareness of health, welfare and becoming a citizen of the EU without was too long, difficult and complicated. social rights were not very significant, becoming a citizen of the host country. Overall, these answers support a prag- although women were a little more aware Dual citizenship received the strongest matic and cautious view of citizenship. of health rights than men. Differences in support of over two-thirds of respondents, Respondents appear to have chosen the the use of voting rights were small. Turn- followed by existing citizenship (over half), options which they considered would best ing to the observance of religious, dietary EU citizenship (under half) and host retain and improve their position. Their and dress codes both at home and outside, country citizenship (one-third). When identities as ethnic/national groups were Islamic men were more observant than asked to weight the priority for each of weighted against the newer associations of women but the reverse was true for Chris- these statuses, the strongest first priorities their host countries and of the European tians and Hindus. A higher proportion were given to retaining existing citizenship, Union. Multiple loyalties are reflected in overall of men than women were active in followed by dual nationality. The priority the choice of dual citizenship and the view political, religious and ethnic organisa- of retaining their existing citizenship was that long-term residence rather than ances- tions. In social and leisure organisations, most important for Turks and Kurds and tral ties or cultural integration is the most involvement was about equal. On citizen- for Black Africans, and dual nationality for important basis for citizenship. ship choice, more women than men thought gaining host country citizenship would not improve their situation and that Box 2: Citizenship law and qualification in countries of the European Union it was a complicated and expensive process. There is substantial variation in the laws relating to nationality and citizenship in the coun- More men than women did not want to tries of the European Union, stemming from different history in their formation as nation lose their citizenship of origin. Women states and their previous imperial or emigrant experience. were more inclined to give dual citizenship Two major definitions are: citizenship based on the ‘ethnic’ concept of the nation (jus sanguinis) where nationality is conferred on those with common ethnic ancestry; and the and EU citizenship a first priority than concept of the ‘social contract’, the nation created by its citizens, which rests on residence men. Overall, it appears that gender differ- and some acceptance of cultural norms (jus soli). Many EU countries have recently com- ences of opinion were not great. bined these two broad qualifications in their revised citizenship laws. Citizenship of the European Union rests solely on citizenship of an EU member state. There is no separate EU nationality. 8. Choices for the future These show the combination of multiple The basis of citizenship in several of the EU states follows : loyalties and pragmatic responses illus- France: Birth in France and adherence to French republican values and culture are the key determinants. Immigrants from former French overseas departments hold French trated earlier. citizenship. Citizenship can be obtained by non-nationals after a period of residence and proof of knowledge of the French language. Children of non-nationals born in Repatriation France may claim French nationality between the ages of 16 and 21, provided they have lived in France for a minimum period. Over half of our respondents had consid- Germany: All those of German ancestry, wherever they live, may settle in Germany and ered returning permanently to their country receive German citizenship. Non-nationals permanently resident in Germany could not of origin. This consideration was evinced until recently become German citizens, nor could their children born in Germany. This most strongly by Black Africans, Caribbeans ‘ethnic’ basis has now been changed so that long-term residents and German born non- nationals may now apply for German citizenship but dual nationality is not allowed. and by Turks and Kurds; and least by asy- lum-seekers and by the half of our sample Ireland: The qualifications for citizenship are birth in Ireland or Irish descent. Since 1994, distant Irish descent does not qualify. holding host country citizenship. Italy: Up to 1992, the ‘ethnic’ concept prevailed, but has now been modified to allow those married to Italians and their children to become citizens. Non-nationals resident for at Factors for improvement of well-being least 10 years also qualify, and preference is given to those who are descendants of Ital- The factors receiving the most support ian emigrants. were, first: ‘a better job’ (nearly one-half of Spain: There are similar provisions to Italy, with preference given to non-nationals from former Latin American colonies. all respondents); second, less racial harass- ment (one-third); followed by ‘better United Kingdom: British citizenship was held by all within the Commonwealth, with full rights in the UK, until restrictions were introduced from 1962 onwards. British nationality schooling for children’, ‘better housing’, is now based on birth in the UK with one British parent, or may be conferred after 5 and ‘better working conditions’. Free years’ legal residence. ‘Sufficient knowledge’ of English is required. ‘Patriality’ allows the movement in the EU and freedom to work granting of British citizenship to children with one British parent or grandparent born out- side the UK. in other EU countries received the support of one-fifth of respondents.

20 The Runnymede Bulletin March 2000 9. Conclusions ethnic minorities and resident non-nation- D.M. Smith, E. Wistrich and T. Aybak, The Migrants’ The survey findings show that, in the als, except for family reunion, the tone of Voice in Europe. London: Middlesex University European countries surveyed, ‘migrants’ discussion which often identifies potential Press. (Nov. 1999) ISBN 1-898253-30-7. Middle- sex University Press can be contacted by phone experience substantial racial abuse and dis- immigrants and refugees as undesirable [020 8362 5734/5], or fax [020 8362 5730], and crimination. The most frequent reports of affects attitudes towards them. their titles can be viewed on their website unfair treatment are by the police, fol- These conclusions suggest that there is a [http://www.mdx.ac.uk/mdx/business/mdxpress] lowed by the law courts, and by employers, strong need for an effective directive on D.M. Smith, E. Wistrich and A. Haynes, ‘British landlords and banks. They retain a clear racial discrimination, that national citizen- National Report’ in Towards emerging ethnic classes in Europe? Volume 3: Western Europe – ethnic identification and loyalty, but do ship laws should be harmonised to some Country Reports. Germany: Freudenberg Stiftung. integrate into the civil society of their host extent, and that debate on immigration is (March 2000) ISBN: 3-00-005692-0 countries in varying degrees for different conducted constructively, avoiding con- D.M. Smith, E. Wistrich and A. Haynes, ‘Citizenship ethnic groups. There is also a limited centration on security measures. and Social Exclusion in Europe: the position of degree of cultural assimilation. They are migrants and ethnic minorities’. Contribution to the report of the TSER thematic network of 13 univer- aware of their social and economic rights The Citizenship and Public Policy sities in the EU on Comparative Social Inclusion and report less discrimination by public Research Group at Middlesex University Policies in the EU. (1999) services in health, welfare and education. is concerned with research into the posi- Two further studies in progress during 1999-2000 Their views on their citizenship status tion of ‘migrants’ and ethnic minorities in are: Ethnic Small Businesses: their impact on civil appear to be pragmatic: their preference is Europe, issues of citizenship and social society and the building of social capital; and Policy- for dual nationality, while host country cit- exclusion which affect them, and the making by the European Union on Immigration, Migrants, Citizenship and Rights. Inquiries can be izenship on its own is less favoured and development of national government and addressed to Dr Enid Wistrich or Professor David M. European Union citizenship is considered European Union policy towards them. Smith at the School of Humanities and Cultural Stud- desirable but has a low priority. While The following studies have been or are ies, Middlesex University, White Hart Lane, London immigration policy does not directly affect about to be published : N17 8HR [email addresses are: [email protected] and [email protected]].

RESEARCH PROGRAMMES: II Transnational Communities Dr Steven Vertovec, Research Reader in Social Anthropology at the University of Oxford and Programme Director of the British Economic and Social Research Council's Programme on Transnational Communi- ties, describes the scope of a research programme which runs to the year 2002.

ransnational Communities is a £3.8 tional borders (and all the laws, regulations million research programme of the and national images they represent), many British ESRC. Through a range of types of relationships have intensified and T Steven Vertovec, Director of the ESRC’s commissioned projects, conferences and now happen in real time in a planet-span- Transnational Communities research programme. publications, it aims to increase social scien- ning arena of activity. tific understanding of the contemporary rise Different kinds of transnational commu- tion. They also represent challenges to of various kinds of long-distance social net- nities are gaining in power and significance. many areas of foreign and domestic policy, works affecting both local and large-scale The overseas Chinese, for example, are esti- such as security, investment and trade, asy- economic patterns, international migration, mated to have a notional Gross Domestic lum, immigration and multiculturalism. political movements and cultural interaction. Product larger than that of China itself. In 1997, following a national call for There are many historical precedents for Countries such as Egypt, Pakistan, El Sal- research projects which saw some 170 pro- and parallels to such networks. One hun- vador and the Philippines are hugely depen- posals submitted, the ESRC commissioned dred years ago, for instance, migrants to the dent on the remittances of their emigrants. 19, some within a single discipline, but United States and other New World territo- Political activities among groups of, for most linking several. While the pro- ries maintained social, economic and politi- example, Kurds, Sikhs, Tamils and Kosovars gramme’s Directorship is based at Oxford cal links with their homelands. Yet today are financed and managed from a variety of University, the projects themselves are information technologies – especially those locations worldwide. managed from a variety of British universi- involving telecommunications (phone, fax, Transnational communities pool ties with multi-site research being under- e-mail and the Internet) – serve to connect resources, distribute information, mobilise taken throughout the world. such networks with increasing speed and politically, and exercise considerable cul- The programme projects are linked by efficiency. Transnationalism describes a con- tural influence across borders. Contempo- common methodological concerns sur- dition in which, despite great distances and rary transnational communities are at once rounding the formation and maintenance notwithstanding the presence of interna- the products of, and catalysts for, globalisa- of ‘community’, based especially on social,

The Runnymede Bulletin March 2000 21 economic and political networks, the con- Details of the commissioned project themes struction and expression of identity 1. NEW APPROACHES TO MIGRATION focused on the refashioning of cultural Comparative Diasporas – commissioned studies within this theme look at notions of forms and symbols, and the reproduction incorporation within the Armenian diaspora, the Hungarians of Hungary’s periphery, or contestation of social relations including Soviet Jews and Aussiedler (returned ‘ethnic Germans’) in Germany. Transversal Migration – projects here concern the social and cultural communities of sea- issues of gender and power. The projects farers and the expansion of transnational Chinese migration circuits. are grouped under four themes: Refugees and Asylum-Seekers – comprising comparative research on the role of exiles • New approaches to migration in post-conflict reconstruction in Eritrea and Bosnia. • Economics 2. ECONOMICS • Politics Global Economic Networks – a theme representing a core area of the programme, including: a study of the Russian diaspora and post-Soviet economic restructuring; • Society and Culture research on British experts in global financial centres; an examination of Chinese global Although the projects are being con- entrepreneurship with special reference to Southeast Asia; plus a study of production and ducted independently, they gain synergy marketing strategies surrounding commodity flows between India and Britain. Transnational Corporations (TNCs) – focused on a study of Japanese and Korean corpo- through their coordination as a pro- rations and their managers in Britain. gramme, especially through regular work- Transnational Household Strategies – work assessing the impact of legal status and chil- shops, conferences and exchanges. dren on the strategies of female migrant domestic workers in Britain, plus research on remittance patterns among Pakistanis and Bangladeshis in Britain; The programme does not exist solely for 3. POLITICS the projects, however. Other elements Global Political Networks – includes research on Turkish political networks in Europe and include: a weekly seminar series; an annual on the indigenous people’s movement and its localisation in Ecuador and Bolivia. conference, each one devoted to a key City, Region, National and Supra-National Policies – consisting of a comparative study of dual citizenship strategies, of the state and of immigrants, in Canada, Germany and theme of the programme; international Britain. conferences on topics such as the Gender, Communities and Power – addressed by a project examining gendered aspects Caribbean diaspora, the Indian diaspora, of British and Singaporean transmigration to China. the Chinese diaspora, transnationalism in 4. SOCIETY AND CULTURE Social Forms and Institutions – concentrating on a set of three inter-linked projects con- Southeast Asia and the nature of ‘cos- cerning culture flows in societies of the Arabian Gulf. mopolitanism’; and ‘user’ workshops Cultural Reproduction and Consumption – addressed by two teams, one concerned with organised within Britain and abroad focus- literature and film within a variety of diasporas, the other with the place of broadcast media among Turks in Europe. ing on a variety of project-related issues Transnational Religious Communities – devoted to a multi-sited study of a prominent Sufi and bringing together academics and non- Muslim movement. academics from government, industry, NGOs and community groups. The programme publishes on the Inter- RESEARCH PROGRAMMES: III net and in hard copy a Working Paper series that includes recent works by such distinguished writers as Martin Albrow, Consultation: Lip service Zygmunt Baumann, Stephen Castles, Robin Cohen, Alejandro Portes and Kevin or empowerment? Robins. Three book series have been estab- lished surrounding the programme (on Government expects public authorities to consult the public and to international migration, with Edward encourage involvement in decision-making. But does the new approach, Elgar Publishers; on global diasporas and on transnationalism, both with Rout- in practice, effectively extend to the black and minority ethnic commu- ledge). Also in conjunction with the ESRC nity? Rushanara Ali, of the Institute for Public Policy Research, is con- Programme, 2001 will see the launch of a ducting research to find out. new Blackwell’s journal entitled Global Networks: A Journal of Transnational overnment's expectation of public munity. One year on, have public authori- Affairs. The Transnational Communities authorities is that they should pro- ties taken that message to heart? programme produces a bi-annual newslet- vide services that are responsive The general drive towards public ter, while its website also includes an on- G to the needs of the public. To that end, involvement extends throughout the pub- line world news digest and large searchable authorities have been told that they must lic sector from healthcare to housing, bibliography on global diasporas. not only consult the public but also from regeneration schemes to crime pre- Information on the projects and all other encourage participation in decisions on vention. New statutory requirements and aspects of the research programme can be found policy and service delivery. The drive non-statutory guidance have been intro- on the ESRC Transnational Communities towards consultation is part of the govern- duced with the intention of ensuring that Programme website [http://www.transcomm ment’s broad, modernising government all sections of the community are con- .ox.ac.uk]. For further information contact agenda. But it took the Stephen Lawrence sulted. But the evidence suggests that Anna Winton [tel.: +44/0 1865-274711; Report to focus attention on the need to many authorities have not yet taken on fax: +44/0 1865-274718; ensure that this new responsiveness to board the need to ensure that such exer- email: [email protected]]. public opinion extends to the black com- cises are inclusive of ethnic minority

22 The Runnymede Bulletin March 2000 groups or individuals. Where consultation individuals unconnected with organised Consistency and commitment does take place, there is scepticism about groups, that they give men greater access Those authorities may, however, prove to the influence that it has. to influence than women, and tend to be the exception. The initial impression exclude young people. The debate on the from our research is that, while some Why consult? merits of each approach can, in practice, authorities are seeking to involve minor- Consultation is seen as an essential tool to be distorted by the understandable anxi- ity ethnic people through a range of con- increase the responsiveness and effective- ety of groups to retain hard-won influ- sultation techniques, that involvement is ness of service delivery. It can reveal rea- ence and the equally understandable not widespread across authorities nor ser- sons for dissatisfaction with the service, resentment of those currently excluded. vice areas. Even among those authorities and allow the public to influence subse- with evidence of good practice, there quent decisions. In the long run, it can Alternative approaches appears to be a lack of coordination and help to build a habit of active citizenship Difficulties with involving members of consistency across the authority, and of and increase confidence in public bodies. minority ethnic communities in general information sharing. While the need to To achieve those objectives, however, consultation strategies, whether surveys, consult minorities on service issues of consultation must be meaningful. It must public meetings or neighbourhood particular relevance to them is accepted, be seen to influence subsequent decisions. forums, have led some local and health there is less recognition of the need for For local authorities, the statutory authorities to develop more innovative broader involvement, particular on policy duties to consult are extensive, existing approaches. There are local authorities, formation. A lack of knowledge among for housing, planning, social care, educa- for instance, which recognise a need to council officers about alternative meth- tion, public protection, highways and link capacity building and consultation ods of consultation, and poor data collec- transport. The legislation does not initiatives, training women from particu- tion, may also be a factor. usually, however, require the authority lar communities to conduct consultation The acid test is, of course, not simply specifically to consult the black commu- exercises, or using regeneration funding whether black and minority ethnic com- nity. Some departments have nevertheless to set up groups of Council officials and munities are consulted but whether their issued specific guidance to consult ethnic minority ethnic people to facilitate their views influence the outcome of decisions. minorities Ð for example, the DETR influence on the Council’s policies, ser- The fact that those consulted appear guidance on regeneration programmes vice delivery and resource allocation. rarely to be informed of the outcome; that requires that ethnic minority and faith Within healthcare, deliberative meth- in some cases the timing of the consulta- communities should be consulted and ods such as citizens’ juries have been tion appears too late to influence the out- their needs and views taken into account. used to find out what health information come; and that some officials regard people need, prior to planning the public consultation as a burden rather than as Consultation methods information strategy in a Health Action central to the decision-making process, Public authorities use a range of tech- Zone. Theatre story-telling workshops, does not bode well. niques to consult the public, from consul- facilitated by bilingual advocates and It is too soon for us to draw firm conclu- tation papers requiring written responses separated by age and gender, have been sions from our research. But the evidence to public meetings and opinion polls. used to encourage freer discussion on suggests that the commitment to extend Deliberative methods, such as citizens’ sensitive issues such as drug abuse consultation to minority ethnic communi- juries and focus groups, are increasingly among Bangladeshi participants in East ties is patchy and that, while examples of popular. Historically, ethnic minority London. good practice exist, it is not widespread. communities have been given a voice in Some genuine barriers to effective consul- local authorities through permanent con- Obstacles tation with minority ethnic groups need to sultative bodies, often of delegates from The rationale for consulting minorities be overcome, often by using carefully local community and religious groups. separately is to overcome weaknesses in designed consultation techniques. How- Each approach has its strengths and general consultation exercises. Separate ever, that should not lead authorities to weaknesses. consultation may enable authorities to ignore the need to ensure that general con- Some authorities have faced resistance address particular barriers to involve- sultation exercises are as inclusive as pos- in trying to replace, or supplement, the ment, such as language and literacy, and sible of the whole community. permanent consultative body of ethnic to identify any distinct service needs If the drive towards consultation and minority delegates by alternative models which minority ethnic groups may have. participation is to result in a genuine shift which reach out beyond community lead- A few authorities have gone to consid- towards empowering minority ethnic ers to a wider range of individuals. How- erable lengths to reach particular com- communities, public authorities will need ever, many have argued that such a move munities Ð using a professional to give that objective some priority within would weaken the influence of the com- recruitment agency to recruit African their central structures, not leave it to munities and disrupt a relationship that Caribbean consultees for focus groups on each department to consult as it sees fit. ensures local authorities are continually education, for instance, or using multilin- Regardless of how successful these initia- in touch with community views. gual teams to conduct interviews with a tives prove to be, however, consultation Supporters of reform question the local Chinese community. Health author- can never be a substitute for representa- legitimacy and accountability of these ities in particular have found it necessary tion by minority ethnic groups within the structures, argue that they elevate the to consult women separately from men, elected decision-making bodies them- views of sectional interests over those of sometimes on a one-to-one basis. selves. That must be the ultimate goal.

The Runnymede Bulletin March 2000 23 LEGISLATION

(around 250 participants from 15 Member outlaws any discrimination in the NICEM and the States). Since then, The SLG's proposal area of employment on the grounds has been discussed and adopted by key of: racial or ethnic origin, religion or Article 13 Directives anti-discrimination NGOs across Europe belief, age, disability or sexual orien- (more than 400), including the European tation (the Framework Directive). of the Amsterdam Parliament and the European Commis- 2. A proposed Directive implementing sion. This is the only proposal by NGOs equal treatment between persons Treaty under Article 13 at the European level irrespective of racial or ethnic ori- which was endorsed by key members of gin which outlaws racial discrimina- European NGO networks, such as the Chair of the Starting Line Group tion in the areas of: employment, Women’s Lobby, European Anti-Poverty vocational training, social protection and Executive Director of the Network, European Migrants' Forum and and social security, social advan- Northern Ireland Commission for the European Network Against Racism. tages, education, and access to and In Northern Ireland, the proposal was supply of goods and services. Ethnic Minorities, Patrick Yu, sets endorsed by more than forty organisa- 3. A proposed Community Action Pro- out NICEM's observations on the tions, including NICEM, CAJ, ICTU and gramme to combat discrimination the Commission for Racial Equality for 2001–2006 which provides funding package of proposed Directives Northern Ireland. The proposal has also to support legislative and policy proposed to give force to Article been endorsed by the UK Race in Europe developments. Network. Since the proposal is extended from 13, the non-discrimination clause A package of Directives was drafted by the Gender Directive (76/207/EEC and of the EU's Amsterdam Treaty. the DGV of the Commission in January 86/613/EEC) to cover other discrimina- 1999 with the intention to present it under tory grounds, it will not as a result cover the German Presidency of the EU. How- sexual discrimination. NICEM welcomes Background ever, due to the no-confidence vote in the the proposals as the first step towards he Starting Line Group (SLG) is a European Parliament, all Commissioners combating discrimination in Europe. They group of experts from the legal pro- resigned in March. Subsequently, Com- meet many of the objectives of the SLG’s Tfession, academia and NGOs who missioner Flynn and his cabinet agreed to proposal. At the same time, under Article have campaigned to combat racial dis- put forward the package for inter-service 13, the proposal must be endorsed unani- crimination at European level. The Group consultation. A number of meetings with mously. Therefore, a strongly structured was set up in 1991 with three major spon- the Member States, to discuss the possi- proposal will better resist being watered soring organisations: the UK Commission ble contents of the two legislative propos- down at the negotiation stage. In our role for Racial Equality, the Dutch National als to implement Article 13, were held in as NGOs we need to be uncompromising Bureau Against Racism and the German February and April 1999, and the Com- in our approach to the proposal and leave Commission for Foreigners' Affairs of the mission published its Discussion Paper it to the politicians to compromise. Senate of Berlin. Currently the Executive on the possible contents of the two leg- The two proposed Directives should Director of NICEM is Chair of the Starting islative proposals to implement Article 13 benefit most of the minority groups by Line Group. in late April. establishing new rights in Northern Ire- The SLG developed the first Draft The Discussion Paper was debated in land. The proposal will also transform Council Directive concerning the elimina- May 1999 at the Social Policy Forum (the entirely, on the concept of discrimination, tion of racial discrimination in 1993, which official consultative forum for social part- the UK anti-discrimination legislation. was endorsed by the European Parlia- ners), which endorsed the proposals in Moreover, it will directly benefit from the ment and the Commission. Subse- principle. Strong lobbying by the Euro- case law developed in the area, based on quently, both institutions found they had pean Churches on religious discrimina- gender discrimination, by the European no competence to make legislation in the tion and the appointment of the new Court of Justice (ECJ). field of race. The SLG then changed Commissioners had delayed the draft strategy and in 1996 prepared a draft pro- proposal for some time. On 25 November Key Provisions Highlighted posal (The Starting Point) for amending 1999, the proposals were presented and 1. Concept of discrimination the European Community Treaty in order were agreed by all the Commissioners, (a) Definition of direct and indirect dis- to get competence on race and a general including three who had in October crimination. These definitions are identi- clause of non-discrimination to cover blocked the proposals relating to religious cal in both proposed Directives, which wider constituencies. More than 400 discrimination. provide better protection than the existing major NGOs across the EU supported the UK legislation, in particular on indirect proposal, which then became Article 13 of The Proposal discrimination. The Commission’s pro- the Amsterdam Treaty. The proposal is treated as a package (the posals, based on case-law development Following the adoption of the Amster- Member States cannot pick and choose). by the ECJ on free movement of workers dam Treaty, the SLG drafted a new Direc- The package contains two legislative (O’Flynn v Adjudication Officer, Case C- tive on racial and religious discrimination instruments, supplemented by an action 237/94, judgement of 23.5.1996, ECR under Article 13 which was fully dis- programme to support legislative and pol- 1996, p.2417), have moved away from cussed at the "Europe Against Racism" icy developments. These are: the traditional proof of indirect discrimina- Conference (1998) held in Manchester tion by showing comparable statistical under the British Presidency of the EU. 1. A proposed General Framework data between the victim and the others. The draft Directive was endorsed by all Directive for equal treatment in In most cases, these data were held by NGOs that attended the Conference employment and occupation which the employer, which makes it difficult for

24 The Runnymede Bulletin March 2000 the victims to discover its contents. The 5. Burden of proof ment in employment and occupation, new proposal requires only the establish- The proposal will harmonise the Council COM(1999)565 final. ment of a prima facie adverse effect of Directive 97/80/EC on Burden of Proof, 3. Council Directive on implementing discrimination, the so-called the liability which will be implemented in the UK this the principle of equal treatment test. year. Shifting the burden from victims to between persons irrespective of (b) Definition of harassment. There is no perpetrators of discrimination to prove it racial or ethnic origin, statutory definition of harassment in is not discriminatory will benefit the vic- COM(1999)566 final. either UK or EU legislation. The proposal, tims in pursuit of their case. 4. Council Decision on establishing a based on case law developed by the Community Action Programme to ECJ, will provide better protection on The Commission's Timetable combat discrimination 2001-2006, harassment in the workplace, as well as To be realistic, it will take between 12 and COM(1999)567 final. the provision of services under the pro- 18 months for the Council of Ministers to posed Directive on racial discrimination. adopt the Commission’s proposal. The EC Offices This will cover the issues of countering an proposal was presented to the Council of UK Representation: intimidating, hostile, offensive or disturb- Ministers on 14 December 1999 but will tel: 020 7973 1992; fax: 020 7973 1900. ing environment. not be discussed until the Portuguese Northern Ireland: (c) Definition of victimisation. The current Presidency of EU in the first half of Year tel: 01232 240 708; fax: 01232 248 241. definition, under the UK anti-discrimina- 2000. Politically, it will not be adopted Scotland: tion legislation, is found to be unsatisfac- under the French Presidency, one of the tel: 0131 225 2058; fax: 0131 226 4105. tory which creates more hurdles to claim main opponents to Article 13, so it will then Wales: victimisation by the judge made law (see fall into the period of the Swedish Presi- tel:01222 371 631; fax: 01222 395 489. Kirby v Manpower Services Commission dency in early 2001 (more realistic). There [1980] IRLR 229, EAT; Aziz v Trinity will be a two-year transitional period Street Taxis Ltd [1988] IRLR 204, CA; before implementation across the 15 EU The European Non-Discrimination package and Waters v Commissioner of Police of countries, so the anticipated date for Arti- comprising a draft Race Directive, Employ- the Metropolis [1997] IRLR 589, CA). The cle 13 to take effect is 2003 at the earliest. ment Directive and Action Programme is set to proposal, having variation in definition, be fast-tracked through the European Parlia- will transform existing practice in favour The Next Steps ment, in response to events in Austria, and in of better protection. 1. NICEM will co-ordinate the campaign return for increased parliamentary influence on in Northern Ireland and prepare an the outcome. 2. Positive Action expert briefing for different con- British Labour Euro MPs are playing a lead- The proposal recognises the importance stituencies in order to widen the ing role with Richard Howitt MEP, Co-Rappor- of positive rights in combating discrimina- debate and prepare the lobbying. teur on the Race Directive, Michael Cashman tion as a result of accumulated disadvan- UKREN will coordinate the campaign MEP, Co-Rapporteur on the Action Pro- tages suffered by discriminated groups. It in mainland UK. gramme, with Claude Moraes MEP and Linda provides a positive obligation to the UK 2. The Starting Line Group will prepare McAvan MEP both writing opinion for their government to adopt measures “intended a detailed comment paper on the respective committees. to prevent or compensate for disadvan- proposal which will form the basis of The Labour Euro MPs are holding an infor- tages suffered” on any of the discrimina- the February briefing seminar. mal Roundtable to consult on their work at the tory grounds under Article 13 of the 3. Information on new developments European Parliament London Office at 11am Amsterdam Treaty. will be disseminated to those who on Monday 3 April, attendance by prior show interest in the campaign. arrangement only. 3. Minimum Requirements To submit your views about the package or Since the Fair Employment & Treatment To register your interest contact NICEM to enquire about the meeting please email (NI) Order 1998 has a more powerful pro- (postal address: 73 Botanic Avenue, [email protected] tection than the proposal on grounds of Belfast BT7 1JL [tel: 02890 238645; fax: religion or belief, a safeguard clause is 02890 319485); or the UKREN Secre- introduced stating that the higher level of tariat c/o The Runnymede Trust, 133 EC proposals for a protection will not be undermined by the Aldersgate Street, London EC1A 4JA (tel: proposal's terms: “…no circumstances 020 7600 9666; fax: 020 7600 8529; right to reunification constitute sufficient grounds for a reduc- email: [email protected]). tion in the level of protection against dis- Details of the proposal can be welcomed crimination already afforded by Member obtained either by visiting the Commis- States…”. sion's website [http://europa.eu.int/comm/ Family rights campaigners have dg05/index_en.htm] or by contacting the welcomed proposals from the 4. Litigation EC office for your area, as listed below, European Commission to establish a The proposal allows “associations, and quoting the following documents: organisations or other legal entities” to 1. Communication from the Commission right to reunification for family depen- pursue any judicial and/or administrative to the Council, the European Parlia- dents, says Don Flynn of the JCWI. procedures on behalf of the complainants ment, the Economic and Social Com- amily reunification, though often with his or her approval. This means that mittee and the Committee of the eclipsed in terms of public attention NICEM, any trades unions, the Equality Regions on certain Community mea- by the asylum issue, remains one Commission, the Human Rights Commis- sures to combat discrimination, F of the most intractable problems of British sion, etc., can take direct action for the COM(1999)564 final. immigration policy. However, the prob- complainant. This will give enormous 2. Council Directive on establishing a lems experienced by many in the process support to the victims of discrimination. general framework for equal treat-

The Runnymede Bulletin March 2000 25 of attaining settled family life in the UK • Abolition of visa fees and a require- introduced the Bill in the first place, and deserve to be better understood and ment to decide all applications within for being prepared to enter into an open appreciated by people active in the field a period of 6 months at the outside. and well-informed dialogue with con- of community and race relations. The UK umbrella group campaigning cerned Peers from all sides of the House, Bare statistics do not tell the whole on family rights – Family Immigration with the CRE and with other organisa- story, but even they can seem bad Rights (FAIR-UK) – has welcomed the tions such as the Society of Black enough. In 1998, for example, just under Commission’s proposals as a major Lawyers. As a result of this dialogue, the 50,000 people were accepted for settle- improvement on the situation that cur- Government has agreed to amend the Bill ment in the UK as dependent family rently exists. Whilst it has identified areas to remedy the major defects in the legis- members (excluding nationals of the where the draft directive is in need of lation highlighted at Second Reading in European Economic Area and their fami- improvement, it believes the way forward the Lords. Amendments will be intro- lies). But official statistics show that a fur- is for the British government to commit duced at Committee Stage in the Com- ther 6350 people were refused entry itself to this new attempt to achieve Euro- mons to include indirect discrimination clearance for settlement – over 12% of pean-wide reform of family immigration within the scope of the Bill, and to impose the total. policy. a statutory duty on public authorities to Variations by country in which the The first objective of FAIR’s campaign promote equality and to eliminate dis- application was lodged show that in the is to get the British government to agree crimination. United States only 10 applicants were to ‘opt-in’ to further discussions on the "The inclusion of indirect discrimina- refused settlement applications in 1998, draft directive. Together with the Joint tion will mean that victims of either direct as opposed to the 2430 who were Council for the Welfare of Immigrants, or indirect racial discrimination by public granted entry clearance. This contrasts FAIR has prepared a detailed briefing authorities will have the same degree of favourably with the experience of appli- paper on the Commission proposal and legal protection as victims of discrimina- cants in Nigeria in the same year, who the government’s response to date, tion in the private sector. The introduction saw 760 successful outcomes and 300 which can be obtained from the address of the positive duty will condition and refusals. Applicants in the Indian subcon- below. influence policy-making by the Govern- tinent also saw refusal rates ranging from ment and other public authorities. The around one-third (Bangladesh) to one- Contact FAIR-UK c/o JCWI, 115 Old precedent of the Northern Ireland fair tenth (Pakistan) of all applications. Street, London EC1V 9RT or e-mail Don employment regulations will provide valu- Many dubious aspects to the systems Flynn: [email protected]. able guidance about the form of monitor- for dealing with family reunion applica- ing and enforcement of this positive duty tions cause real hardship for thousands COMMENT which will be workable and effective. Any of people settled in the UK. Delays in the such enforcement mechanism will need decision-making process of one year or to be formulated in consultation with the more are not unusual, and the sheer The Race Relations CRE and others. expense of applying for visas – £240 for "It is to be hoped that the Bill will be each family member – adds to the (Amendment) Bill amended further to widen the definition of already high costs. what constitutes lawful positive action, For these reasons immigration rights On 7 February 2000, concerning and to widen the definition of public organisations have given a warm wel- the Race Relations (Amendment) authorities in line with s. 6 (3) of the come to a proposal from the European Human Rights Act 1998. In addition, the Commission for a directive on the right to Bill and based on his speech at exception in the Bill which permits family reunification. Third Reading, Lord Lester of discrimination on ethnic grounds in the The Commission, using new powers Herne Hill writes: exercise of immigration and nationality granted under the provisions of the Euro- functions should be carefully tailored to pean Community treaty as amended by "The Race Relations (Amendment) Bill is the legitimate needs of the Immigration the treaty of Amsterdam, has set out its a small but very important piece of legis- and Nationality Directorate. Adequate concern that family reunion obstacles are lation. It is small because it deals with safeguards and public scrutiny must be a major impediment to the integration of only one serious defect in the Race Rela- put in place to ensure this exception is immigrant communities. To redress these tions Act 1976; that is, the failure of the not abused." problems the Commission has called for Act to give comprehensive protection to a clear-cut set of family reunion rights for victims of racial discrimination by govern- settled people, and a significant limitation ment departments and public authorities The Legal Section of the Commission on the discretion enjoyed by the national generally and to impose an enforceable for Racial Equality has produced a authorities to date. duty on government departments or pub- useful briefing note on the Race Rela- The main points in the proposed direc- lic authorities to promote racial equality. tions (Amendment) Bill following its tive are: The Bill is important both because that consideration in the House of Lords • The extension of EU family reunion failure of the 1976 Act was a serious fail- (February 2000) supplemented by fur- rights to all EU citizens, and not just ure and because what is done in the field ther Proposals for Positive Statutory those exercising free movement of racial discrimination will influence the Duty recently put forward by the CRE. rights; other anti-discrimination legislation as we The Bill was scheduled for second • Family reunion rights for refugees move towards a comprehensive, coher- reading in the House of Commons on with ‘subsidiary protection’ status (i.e. ent, user-friendly and effectively enforced 9 March 2000, following which it will non-Geneva Convention refugees); statutory code to tackle unfair discrimina- go into Committee Stage. A full • A simplification of rules for the family tion on other grounds. timetable for the passage of the Bill members of ‘third country’ nationals "The Home Secretary and his col- was not available at the time of going (non-EU citizens); leagues are to be commended on having to print.

26 The Runnymede Bulletin March 2000 NOTICES Racially motivated crimes are on the tary Sector and Arts programmes. Both increase in Britain’s rural areas. Recent programmes continue to operate in Eng- Home Office figures show that racial inci- land and Wales but are no longer open to People with limited dents are up by 6% in England and to application from organisations in Scot- Wales, and in Scotland have climbed by land and Northern Ireland. leave in the UK 35%. The Commission for Racial Equal- The three existing sub-programmes to ity (CRE) estimates that racial attacks are Strengthening the Voluntary Sector In February the National Association of under-reported by a factor of ten. If (Skills and Effectiveness, Mergers and Citizens' Advice Bureaux issued an evi- adjusted accordingly, this would mean Joint Working, and Knowledge and Skills dence report entitled: ‘A person before the that the annual number of racial attacks is Exchange) are combined into one simpli- law: the CAB case for a statement of rights in excess of 150,000. fied programme. for people with limited leave in the UK’. The RREAP aims to help establish The Arts programme continues to sup- Their findings are that most of these support networks for isolated individuals port arts projects in educational and com- people do not understand their rights and in rural areas and provide a national munity settings, and retains a Small entitlements in the UK. Also that central voice for rural communities on race Projects fund and Knowledge and Skills and local government agencies fre- equality. Speaking at the launch, Exchange fund. quently also do not understand the ever RREAP’s chair Roger Stott said: “I am Revised guidelines for programmes more complex law relating to people delighted that with NCVO's help RREAP are available from the Baring Foundation entering the UK. These people can con- is being launched as an independent at 60 London Wall, London EC2M 5TQ sequently be denied the right ‘to recogni- charity. The seeds of hard work put in by [e-mail: baring.foundation@ing- tion as a person before the law’, a our partners will finally see fruition – and barings.com]. fundamental principle of the International we can now go on and help to stem the Covenant on Civil and Political Rights. terrible damage done by racism in our Hardship can be the result, and people's rural communities.” Conferences problems can be compounded by long- An evaluation report of the work car- term removal of their documents. ried out by the Rural Anti-racism Project Criminology in the New Millennium The report makes four strong recom- is available from: RREAP, c/o NCVO, A day conference on ‘Criminology in the mendations, one of which is that ‘the Rural Team, Regents Wharf, 8 All Saints New Millennium’ will be held on 26 May Immigration and Nationality Department Street, London N1 9RL. 2000 at St Alban's Centre, Baldwin's Gar- of the Home Office issue anyone who is dens, Holborn, London EC1. Discussing not a British citizen who applies to enter Race, Gender and Criminal Justice or remain in the UK with a statement of BEMIS Process in the New Millennium will be: rights’. Other recommendations are • Prof. Roger Graef – Policing of Black related to this basic issue. The Black and Ethnic Minority Infrastruc- People The full report can be obtained from ture in Scotland (BEMIS) was launched in • Dr Eleanor Cole – Africans and NACAB [115-123 Pentonville Road, Lon- October 1999 with the active endorse- African-Caribbeans and Mental Health don N1 9LZ; ISBN 0 906072 43 3; £5]. ment of Jackie Baillie, MSP, Deputy Min- • Sheila Kitzinger – Mothers and Babies ister for Communities. behind Bars “The key aim for BEMIS is to provide • Jason Khan – Housing and Other Rural racism the capacity building this sector needs to Problems facing Black and Asian Peo- challenge the racism that hinders its ple on Release from Prison The Rural Race Equality Action Pro- growth”, said Board Member Nina Giles. • Cynthia Winfred – Black Children, gramme (RREAP) was launched at the Jackie Baillie reiterated the commitment Young People and Youth Justice Annual Conference of the National Coun- of the Scottish Parliament to racial equal- For further information contact the cil for Voluntary Organisations on 9 Feb- ity, and used the occasion to announce organiser, Dr Ruth Chigwada-Bailey, 98 ruary 2000. RREAP has been formed to an initiative to look at funding for the Aldridge Avenue, Stanmore, Middx HA7 work with the voluntary, statutory and black and ethnic minority voluntary sec- 1DD [[email protected]]. other agencies in rural areas to promote tor, to be carried out by the Voluntary race equality. It has developed out of the Issues Unit. Mental Health for Black work carried out by NCVO’s Rural Anti Information on BEMIS, The Race and Asian Communities Equality Advisory Forum in Scotland, Racism Project (RARP), and is being ‘Visibility and Invisibility’, a conference events and work for racial equality in the launched to combat the damage and addressing current issues in mental Scottish voluntary sector overall can be destruction caused by racism in Britain's health for Black and Asian Communities, obtained from the SCVO, Fleming House, rural communities. takes place on 13-14 April 2000 at the 134 Renfrew Street, Glasgow G3 6ST Perminder Dhillon who was the RARP University of Leeds. Organised by the [0141 332 5660]. Its bi-monthly publication co-ordinator and is now involved in set- Leeds Community & Mental Health Ser- Connect is edited by Farkhanda Chaudhry. ting up the new trust said: “The work we vices Teaching NHS Trust, with support initiated with the voluntary sector was a from The Black Mental Health Resource step in the right direction. The work needs Centre, this conference ‘provides an to be developed and sustained which The Baring Foundation opportunity to augment understanding requires top level commitment and and critical thinking about the impact of resources. But RREAP is going beyond The Baring Foundation is a grant-making race and culture on mental health’. this and we will work with the business, trust which supports UK-based voluntary Details from: Gail Exley/Susie Good the statutory and educational institutions organisations. Effective from 1 January (April 2000 Conference), Staff Develop- to ensure that race equality reaches all 2000 the Foundation is introducing ment Unit, High Royds Hospital, Men- parts of the rural life.” changes to its Strengthening the Volun- ston, Ilkley LS29 6AQ.

The Runnymede Bulletin March 2000 27 CONTINUED FROM P8 policies in leading organisations in the UK Contents and on advice from organisations such as 4. Leadership from a few companies the CRE (Commission for Racial Equal- Reappraising the 1 A core group of 10 companies had ity) and RFO (Race for Opportunity). Corporate Face in Europe actioned between 65% and 80% of the They ensure that there is an appropri- best practice policies mentioned in the ate infrastructure in place – with a Keynote Presentation I: Mo Mowlam on Government as a Lead Player in survey, exercised consistent leadership business case, good quality data, and Cultural and Institutional Change 2 and (not surprisingly perhaps) included leadership. They then take action on the many that tended to have a higher repre- recruitment front to attract ethnic minori- Keynote Presentation II: Digby Jones sentation of ethnic minorities amongst ties with the skills they need, take steps to on Leadership,Diversity and Work- place Cultures 4 their employees. In the one company open up resourcing of jobs internally, and amongst this group where ethnic minori- support their managers and employees by Panel Session 5 ties were significantly under-represented, providing race awareness training. Fur- A Summary of the Research Findings 8 they had recently increased their intake of thermore, they ensure that race issues ethnic minority graduates from 4% to are integrated not only into the ways in The Stephen Lawrence 19%. which they recruit and retain their employ- Report: One Year On 9 Interestingly, all 10 organisations were ees, but also into their more general busi- Randeep Kaur Kular in the business of providing services ness strategies and relationships with direct to the public (including 5 financial MEB Ð Emerging Themes 13 customers and other business partners. Reviewing the Responses services companies and 3 retailers) and The task for companies, therefore, is they had all developed a business case to address themselves to removing all Research Programmes: for race equality. obstacles and to harness the diversity I: Ethnic Minority available to them, using it to build Experience in EU Countries 17 ‘When’ There’s a Will stronger, more competitive organisations. Enid Wistrich and David Smith There’s a Way II: Transnational Communities 21 This suggests that once organisations The research report, 'Moving On Up? Steven Vertovec have seen the commercial significance of Racial Equality and the Corporate racial equality, they are prepared to invest Agenda: A Study of FTSE-100 Compa- III: Consultation Ð Lip service appropriately in its development within nies', is currently available from Cen- their organisation. or empowerment 22 tral Books, price £8.95 Rushanara Ali The steps taken by the leading compa- ISBN: 0 9538164 0 0 nies are simply sound strategies that Tel: 020 8986 5488 Legislation: 24 would be the norm for any other business fax: 020 8986 5821 NICEM and the Article 13 Directives issue. The various best practice options email: [email protected] of the Amsterdam Treaty are based on our extensive experience of EC proposals for a 25 right to reunification welcomed The Race Relations (Amendment) Bill 26 Policy Implications of the Research Michelynn Laflèche of the Runnymede Trust Notices 27 comments: The research has a very strong, clear message to give. What we found was that ethnic minorities are seriously under-represented at senior levels and are, overall, missing from the board- Bulletin No. 321, March 2000. ISSN 0965-7762 rooms of the top companies. This is not a surprising finding – anecdotal evidence suggested this prior to The Runnymede Bulletin is published doing the research, but now we can say ‘we quarterly by The Runnymede Trust know 133 Aldersgate Street this is the case’. We can now say, something is not London EC1A 4JA right, something is not working here. Tel: 020 7600 9666 What is surprising, however, is that this evidence Fax: 020 7600 8529 of discrimination is not always recognised – many E-mail: [email protected] Website: www.fhit.org/runnymede organisations honestly believe that they do not dis- Michelynn Laflèche, Deputy criminate; they are satisfied that the policies they Typeset and printed by: Chief Executive of the Run- St Richards Press Ltd. nymede Trust: “evidence of have in place, and the way in which they work in discrimination is not always Leigh Road, Chichester, recognised”. practice, are adequate. Yet, the ‘numbers’ tell a dif- West Sussex PO19 2TU. ferent story, and ethnic minorities in these same Tel: 01243 782988 companies tell a different story. What this shows is that the issue of institutional Bulletin Editor: Ros Spry racism, institutional discrimination, is real. Subscriptions Administrator: Omar Khan But what we also learned, without a doubt, was that there are some compa- Copyright © 2000 The Runnymede Trust and nies that are doing well – that have effective policies in place and have devel- individual authors. oped practices that are making an impact both on the ‘numbers’ and on the The opinions expressed by individual authors sense of respect, sense of inclusion and the well-being of ethnic minority staff. do not necessarily represent the views of The Runnymede Trust. Further, we can also now say it is the companies which have recognised the In 2000 the Bulletin is to be commercial advantage in investing in cultural diversity that are succeeding in the published in March (321), June (322), battle against racial discrimination. And what this shows is that institutional September (323) and December (324) racism can be tackled, and the best practice to do so is being developed. Annual Subscription (Yr2000) is £20.00

28 The Runnymede Bulletin March 2000