ISSN 1475-9462 Diversity Newsletter of the Diversity Council Advocating equality No. 4-5 July- November 2002 Editorial: Struggle for a relevant, “equal” library service
Celebrate Black History Month “Change the World” Conference Reports Struggle for Equality, Diversity & Social Justice IFLA and Diversity Diversity News Diversity Council News and Documents Culture Corner
Dr. E.J. Josey, founder of The Black Caucus of the American Library Association, is the recipient of the American Library Association’s highest award, “Honorary Membership”
Diversity . No. 4-5 (2002)
Diversity Newsletter of the Diversity Council Advocating Equality
Editor: Shiraz Durrani P.O. Box 2908 London N17 6YY e-mail: [email protected] Tel. 020 8545 4061 Fax: 020 8545 3237 http://www.jiscmail.ac.uk/files/CULTURAL-DIVERSITY/
This issue of Diversity is published with financial assistance from Resource (http://www.resource.gov.uk/) and Emerald (http://www.emeraldinsight. com/)
Diversity is published 3 times a year, in March, July, and November. Copies are avail- able free of charge while stocks last — and for a small charge thereafter. Electronic version is available free of charge. The views expressed in Diversity are those of the authors and not necessarily those of the Diversity Council.
The Editor welcomes contributions in the form of articles, book reviews, news, future events etc. on issues of relevance to the work of the Diversity Council. We particularly welcome items on new ideas and practices. We positively encourage those who have not written before to start with Diversity - we will provide all the support and encour- agement you need.
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Black is a political colour… "Where race is concerned, black has always been a political colour - one which describes a broad commonality of experience rather than a particular hue".
- Gary Younge The Guardian. Monday July 29, 2002.
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CONTENTS
EDITORIAL: THE STRUGGLE FOR A RELEVANT, “EQUAL” LIBRARY SERVICE: SHIRAZ DURRANI...... 5 LETTER TO THE EDITOR...... 9 CELEBRATE BLACK HISTORY MONTH ...... 10 PROFESSOR E. J. JOSEY RECEIVES HONORARY MEMBERSHIP FROM ALA: PROFESSOR ISMAIL ABDULLAHI ...... 10 HISTORY OF BLACK PEOPLE ...... 12 COLONIES, COLONIALS AND WW II: BY MARIKA SHERWOOD...... 12 CHURCHILL - THE TRUTH: GARY YOUNGE ...... 16 BRITISH BRUTALITY IN MAU MAU CONFLICT ...... 18 “CHANGE THE WORLD” CONFERENCE REPORTS...... 21 PHILIP POTHEN REPORTS ON THE CONFERENCE...... 21 VISION OF DIVERSITY: ISMAIL ABDULLAHI ...... 23 PROMOTING DIVERSITY AT THE UNIVERSITY OF WOLVERHAMPTON: MARY HEANEY .... 25 DCMS AND DIVERSITY: MARK MASON ...... 31 RESOURCE WELCOMES THE DIVERSITY COUNCIL: CAROLINE LANG...... 37 QUALITY LEADERS PROJECT FOR BLACK LIS WORKERS: SHIRAZ DURRANI ...... 38 TAKING A DAY OUT OF OFFICE: JOHN PATEMAN ...... 39 STRUGGLE FOR EQUALITY, DIVERSITY & SOCIAL JUSTICE...... 43 ARE LIBRARIES CHANGING?: GUEST WRITER...... 43 CASBAH PROJECT: CAROL DIXON ...... 45 HEALTH INFORMATION FOR BME GROUPS: VERONICA FRASER...... 48 O CANADA! - DAVID OWEN ...... 51 DR. MAHBUB AHMAD'S LIFE: RAIHANA AHMED ...... 53 THE NOOSE OF HUNGER - KINGSLEY JOSEPH OGHOJAFOR ...... 55 WHAT’S OIL GOT TO DO WITH IT? - JAAMIT DURRANI ...... 57 PROMOTING DIVERSITY – ANTONY BREWERTON ...... 59 PROGRESSIVE AFRICAN L & I WORKERS GROUP: SHIRAZ DURRANI...... 60 TEN POINT PROGRAM FOR PROGRESSIVE LIBRARIANS: MARK ROSENZWEIG...... 62 BASIC REQUIREMENTS FOR ACHIEVING EQUALITY: SHIRAZ DURRANI ...... 63 NETWORK FOR PALESTINIAN LIBRARIES - ERLING BERGAN ...... 64 ALL CHILDREN DESERVE THE RIGHT TO EDUCATION - KINGSLEY JOSEPH OGHOJAFOR ... 65 WHAT’S WRONG WITH BEING SIMPLE? - JAAMIT DURRANI...... 68 IFLA AND THE DIVERSITY COUNCIL...... 71 THE 3 D’S: DEMOCRACY, DIVERSITY AND DELIVERY- PHILIP POTHEN...... 71 IFLA 2002, GLASGOW: I WAS THERE TOO! KAMALJIT BEDI ...... 73 IFLA, BULLIES AND OTHER MONSTERS – SHIRAZ DURRANI ...... 79 DIVERSITY NEWS ...... 83 1997 YEAR AGAINST RACISM ...... 83 QUALITY LEADERS PROJECT STARTS STAGE 3...... 84 NYA SPONSORS THE QUALITY LEADERS PROJECT’S YOUTH STRAND...... 85
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UNITY IN DIVERSITY CONFERENCE REPORT 2001...... 87 SOURCES OF INFORMATION ON EQUALITY & DIVERSITY ...... 89 TUC’S LESBIAN, GAY, BISEXUAL AND TRANSGENDER CONFERENCE...... 92 CULTURAL DIVERSITY NETWORK NEWS 2001 – 2002 ...... 96 A LITTLE ABOUT THE FAR-REACHING PATRIOT ACT...... 99 WHAT IS DIVERSITY? ...... 100 EQUALITIES NEWS ...... 101 A SHORT HISTORY OF PALESTINE...... 105 THE GENDER AND DEVELOPMENT PROGRAMME ...... 105 GATS AND LIBRARIES ...... 106 THE NETWORK – TACKLING SOCIAL EXCLUSION...... 106 THE NETWORK WEBSITE...... 106 “DIVERSITY TODAY” NEW MAGAZINE LAUNCHES IN THE NEW YEAR...... 107 DIVERSITY COUNCIL NEWS & DOCUMENTS...... 109 THE ELECTED OFFICERS OF THE DC ...... 109 EAST MIDLANDS DIVERSITY GROUP: HILARY WARD...... 109 DIVERSITY COUNCIL – DRAFT THREE-YEAR ACTION PLAN (2003-06)...... 110 DC RESPONDS TO CILIP’S DRAFT CORPORATE PLAN: PHILIP POTHEN ...... 115 CULTURE CORNER ...... 118 PETER NAZARETH REVIEWS JAMEELA SIDDIQI’S THE FEAST OF THE NINE VIRGINS. ....118 MIRZA (ASSADULLAH KHAN) GHALIB - "GODLESS LOVER": JAMEELA SIDDIQI ...... 119 BLACK ARTS ALLIANCE ...... 124 A MESSAGE FROM A PALESTINIAN CHILD TO THE WORLD ...... 126 ORDINARY NEWS...... 126
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Editorial: The struggle for a relevant, “equal” library service: Shiraz Durrani
There has been a quiet revolution in the public library world, reflected in the museum and arts fields as well. This Government has taken a firm grip on the information field and has used a carrot and stick approach to drag libraries to the 21st century. The changes may appear to be disjointed and piecemeal and a casual observer may miss the full impact of the extent and significance of the quiet revolution.
It is important to see the full range of these changes, and also to assess where the gaps are. Among the first initiatives that the Government took and which had an impact on libraries was action in the area of social exclusion. True, this excluded any mention of racism, sexism, classes and class exploitation, and of other aspects of social and economic discrimination and exploitation. But it did try to include these aspects even if in a rather hidden way. The neighbourhood renewal and other similar programmes added weight to the initial changes.
As far as public libraries are concerned, the requirement to plan the service through the Annual Library Plans gave the first indication of where the future lay. The addition of Public Library Standards and the Best Value Performance Indicators were tools added to regulate library services. But this was not all. The full weight of legislation was included in this arsenal to ensure that the old style of doing what heads of libraries felt like doing was a thing of the past. Following the Stephen Lawrence Inquiry recommendations, the Race Relations (Amendment) Act introduced requirements whose full impact has not been seen (not possibly fully understood in the library world) today. Other laws that affect library work are:
• Sex Discrimination Act 1975 & 1986 • Race Relations Act; (Amendment) Act 2000 • Disability Discrimination Act 1995 • Human Rights Act 1998 • Crime & Disorder Act 1998 • Local Government Act 1999 • Europe: Race Directive; Equal Treatment
This is expected to extend to other areas in the future:
• Age, class, marital or family status • Race equality, ethnic origin, language and religion • Asylum seekers • Ex-offenders • Staff & users with learning difficulties/HIV/Aids
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• Sexual preference and orientation • People who are low waged/unemployed • Multi-discrimination • Positive action
As from 2002, Local Authorities have adopted the Equality Standard for Local Authorities that requires evidence of performance on race, gender and disability. It is no longer acceptable to tick a box indicating that equality has been considered. There is now a requirement to produce the evidence of a strategic framework in each of these three areas in the following aspects:
• Policy development & strategic planning • Effective consultation <> Action Plans • Needs & impact assessment; setting targets • Systematic monitoring & reviews • “Championing” and external validation
The Annual Library Plans and the Public Library Standards are currently weak in requiring evidence of reaching out to those who do not have access to service due to physical, cultural, social or economic barriers. Indeed they penalise authorities which put resources in outreach activities, which are not included as one of the standards. But they nevertheless require authorities to address the needs of the so-called “special groups” (thereby reinforcing the thinking that needs of the excluded people are “special” and not the core service). Thus the requirements for Annual Library plans include the following 1:
Services for Special Groups Please say which special groups or individuals you have identified as requiring specific services. State your service philosophy and key points of your policies. (Special groups include ethnic minorities, those unable to visit libraries, people with physical disabilities, people with special needs, travellers, those whose first language is not English and similar groups). Include lending, information and reference services as appropriate.
Local targets As requested in 'Comprehensive, Efficient and Modern Public Libraries', library authorities are asked to state their local targets (i.e. performance measures to which they aspire) for services to children, socially excluded people, ethnic minority communities and people with disabilities in section 7.3. Authorities are
1 Annual Library plan requirements: http://www.libplans.ws/default.asp
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also asked to comment on the impact of regional and cross border patterns of use.
Social Inclusion Does the Plan demonstrate a satisfactory response to social inclusion?
Service Improvements Does the Plan demonstrate that the authority is improving its library service? Evidence which will contribute to this assessment will include new initiatives, staff development, moves to reshape the library service to meet customer requirements, responsiveness to public comments and consultation, the active development of partnerships and increasing use of the services provided.
Thus the cosy world of “comfortable librarianship” is no more – enter the harsh reality of performance indicators, monitoring, assessment and outcomes. Librarians not happy with moving from their comfort zone in this new regulated world had better find some other cosy jobs – if they exist anymore.
So all is well then, we have arrived and these changes will ensure a fair and equal service that will reach out to all. Or is it? The reality is quite depressing: Open to All?2 showed that only 12% of library authorities had needs rather than demand based approach to resourcing; only 16%, 5%, and 6% of library authorities identified refugees, homeless people, and working class (where the need is perhaps greatest) respectively as service priority. So the service is very much provider driven not needs-based. In addition, it is regularly used by no more than about 30% of people, as indicated by Open to all? and subsequently confirmed by the Audit Commission 3.
Are the new laws, regulations and requirements likely to change this situation? Our guest writer in this issue gives a resounding “No” to the question: “Are libraries changing in response to the rapidly changing government agenda? Are libraries really responding to the need to tackle social exclusion? Are libraries mainstreaming social exclusion?”
The writer looks at the danger we face in achieving change:
If we fail to acknowledge the tokenism that exists in tackling social exclusion and the complacency that seems to accompany it, the resistance that there is to tackling social exclusion in libraries and the need for different types of training, there is a danger that any progress that has been made so far will
2 Resource (2000) Open to all? 3 Audit Commission (2002) Building better libraries.
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become “fossilised” rather than built upon. This will not help to put libraries at the heart of people’s lives.
“Tokenism, complacency, fossilization, resistance” are the real enemies of change in the library world today. It is doubtful whether Government library planners are yet aware of the full extent of the resistance that exists, let alone how to handle it to ensure that meaningful change takes place in a required time frame to ensure the emergence of a relevant information service in Britain. The DCMS’s work in developing a new Public Library Strategy to be released later this year is perhaps the best chance to ensure that real change takes place.
So where is the new leadership likely to come from in this rather gloomy situation? Perhaps we need to look outside the boundaries of Britain to see what other people and organisations are doing. The newly emerging “Progressive Library” movement with centres in the USA, Mexico, Scandinavia and other countries as well as recent developments on the African and South Asian fronts are all pointing to a new co- operative, people-oriented approach to information work linking with the real needs of people. The Ten Point Programme reproduced in this issue of Diversity is being adopted by progressive librarians everywhere. It can provide a real basis of working together in a principled way.
In Britain it is small organisations like the Diversity Council, Information for Social Change, LINK and Race, Class and Equality which are leading the way in finding new ways of “relevant librarianship”. The Diversity Council can play an even bigger part in this search for relevance if given real support, resources and independence it needs to adopt a radical agenda without being tied down by bureaucratic rules and indifference that can only stifle its young shoots.
The struggle for an equal, relevant library service is a long one. We have taken only the first steps to date.
Shiraz Durrani 4 10 November 2002
Editorial note
It was decided to combine issue numbers 4 and 5 of Diversity in view of the fact that the Diversity Council has limited resources for producing Diversity. Resource kindly agreed to fund 2 issues (no. 3 and this one) and Emerald have generously agreed to
4 The views expressed here are mine - Shiraz Durrani.
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give £500 per year towards production costs. This will ensure survival of Diversity – although in a limited way.
We return to our regular production schedule with issue no. 6 which is due out in March 2003. It is likely that in view of limited resources, we will be able to have a limited print run and may have to charge a small amount to cover printing and postage costs. The electronic version will continue as usual and copies will be available on the planned “Diversity Council” pages of the Network’s website.
So do let us know if you wish to receive future issues (if not already on our mailing list) and in what form. We hope to ensure that all those who do not have access to the electronic version receive print copies. We also welcome contributions from all on issues of diversity.
The range of items in this issue indicates the wealth of information and views on diversity that needs to have an avenue of expression - Diversity fills an important gap in the information field which no “mainstream” journal has even attempted to fill.
Editor
If libraries are to be at the heart of people’s lives, libraries MUST respond much more quickly to the need to tackle social exclusion. If we do not, as a profession, embrace this view, then libraries will not be at the heart of the lives of socially excluded people with the result that some of the most marginalized people in our society will be denied the opportunities that libraries can offer them to improve their lives - “Are Libraries changing?” Diversity No.4-5 (2002).
Letter to the Editor Thanks for the third issue of Diversity. It is an impressive publication crammed with articles, notices, reviews and assorted nuggets of info. I wish we had a similar publication on diversity issues beyond the info world. The contributors are clearly a dedicated lot. Your own editorial set out the aims of the DC very well and served notice to wavering Library heads. I hope they all join the diversity brigade soon and that the LA extends recognition to DC without delay.
Liz Smallwood's long article on Community Development comes at an interesting time when the Home Office is plugging its own pet phrase community cohesion (apparently borrowed from Canada).
A final small observation: Diversity with its unchanging font is a bit hard on the eyes. Also an article does not always start on a fresh page. These may be cost cutting measures and no doubt we'll see improvement.
Eddie D’Sa Editor, Goan Overseas Digest. 27 May, 2002
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Celebrate Black History Month
As information workers, we should be aware of the lack of information that libraries provide to the communities we serve. It should be our primary job to ensure that we make available to our users and potential users the facts that have shaped our history. One area in which we fail is in disseminating the history of Britain’s colonial and imperialist past which shapes our present and will shape our future. The following section helps to redress the balance somewhat by providing information which few libraries make available to their communities. Perhaps it is time to reassess the role of libraries as collectors and disseminators of information and learning. - Editor
The Diversity Council sends Whereas, at the 1964 ALA Annual warmest congratulations to Prof. Conference, Dr. E. J. Josey authored E. J. Josey on receiving the the resolution forbidding ALA officers “Honorary Membership” of the and staff from participating in state ALA. associations that deny membership to black librarians, which led to the Professor E. J. Josey integration of the library associations Receives Honorary of several Southern states; and Membership From ALA: Professor Ismail Abdullahi Whereas, Dr. E. J. Josey, recognized as the architect of the Dr. E.J. Josey, founder of The Black Black Caucus of the Caucus of the American Library American Library Association, Association, is the recipient of the authored the groundbreaking work American Library Association’s The Black Librarian in America in highest award, “Honorary 1970 – the first book to deal Membership” at ALA annual exclusively with the unique and conference in Atlanta. The citations important issues faced by African read: librarians; and
Resolution on Honorary Membership Whereas, while serving on the staffs for Dr. E. J. Josey. of public and academic libraries and library “Whereas Dr. E. J. Josey has been systems, Dr. E. J. Josey has helped a dutiful and engaged member of the to shape the education and career American Library Association for paths of many minority librarians; nearly one half century – serving on and numerous committees, as an elected member of the ALA Council from Whereas, Dr. E. Josey, as a highly 1970 to 2000, a member of the ALA respected advocate for diversity, has Executive Board from 1979 to 1986, had a significant and personal impact and ALA President in 1984-1985, on the recruitment and mentoring of and many current library professionals; and
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Information Science at the University Whereas, Dr. E. J. Josey, being of Pittsburgh in 1986. In 1984 he was unrelenting in the pursuit of equal elected to become the 101 President opportunity for all people, continues, of the American Library Association in his retirement, to advise and (ALA) lecture about the future of America’s libraries and librarians; now, Dr. Josey played a leading role as a therefore, be it leader for the library profession. As a civil rights activist, he dedicated Resolved that in recognition of his himself to promoting equal rights for lasting contributions to library and all people. As a visionary, meticulous information science, his tremendous planner, hard worker, and a prompt influence in library education and executor, he advocated for societal recruitment, his tireless efforts and change through the establishment of dedication to equality and social coalitions and committees. He justice, and his long and emphasized the social responsibility distinguished career as a librarian, of libraries in assuring equal access author, teacher, and mentor, Dr. E. J. to information to all people. Josey be awarded the highest honor this Association can bestow, During the 1964 ALA Annual Honorary Membership in the Conference he authored a resolution American Library Association.” forbidding association officer and staff from participating in state Dr. Josey has contributed over fifty associations of several southern years of his life to the library states that racially discriminated in its profession and society. Currently membership and he became the first professor emeritus, Department of black to be accepted as a member of Library and Information Sciences, the Georgia Library Association. At University of Pittsburgh, he began his the IFLA Council meeting in 1985 in professional career as a librarian in Chicago, he presented a successful the Central Library at the Free resolution on South Africa, which Library of Philadelphia. In 1954, he read “South African institutions that became an instructor at Savannah adheres to apartheid policies will State College, Savannah, Georgia. continue to be denied the privilege of He served as a Director of Delaware membership in IFLA.” State College Library in Dover from 1955-59. He joined the American His work and contributions to the Library Association in 1952 as a profession and to communities student and has had an active role brought him much recognition, ever since. In 1970 he organized the admirations and a lengthy list of Black Caucus of the American awards, including four honorary Library Association and became its degrees. The author of 12 books and first chairman. He has been a more than 300 articles, he remains member NAACP for over fifty years. active through his writing speaking, He was the chief of Bureau of and professional organizations. Academic and Research Libraries at the New York State Library 1966- In 1992 a festschrift entitled “E. J. 1976 and the Chief of the Bureau of Josey: An Activist Librarian” was Specialist Library Services until he published in his honor by Professor joined the faculty of Library and Ismail Abdullahi. It is an attribute to a
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man that opened the doors in the authorities; the ensuing bloodshed field of library world for his people. sent shockwaves throughout colonial People that have met, admired, Britain. What lessons were learned respected, appreciated and benefited and how did the rebellion shape from his work wrote the contributing modern India? Professor Peter essays. He has enhanced respect for Marshall analyses the impact of the people in the field of librarianship, uprising. and also fought for civil and human rights of all people of the world. Dr. An Overview of the Holocaust Josey has been influential in the The Holocaust was the Nazis' career development of many assault on the Jews between 1933 professional librarians serving as and 1945. It culminated in what the mentor, professor, advisor, and Nazis called the 'Final Solution of the friend. As his first Ph.D. student and Jewish Question in Europe', in which graduate, I am proud to say that his six million Jews were murdered. The support and assistance has helped Jews were not the only victims of many international students from less Nazism. It is estimated that as many developed countries who have as 15 million civilians were killed by attended and graduated from US this murderous and racist regime, library schools. We still continue to including millions of Slavs and be mentored and inspired by his 'asiatics', 200,000 Gypsies and work to bring justice and equity in our members of various other groups. profession of library and information Thousands of people, including science to all kinds of people. Germans of African descent, were sterilised. (By Dr Steve Paulsson).
History of Black people A number of useful articles on history Colonies, Colonials and WW of Black people are available on the II: By Marika Sherwood BBC. Some are listed below. Full Marika Sherwood discusses the part articles and other reports are available that was played by African, Indian and at: Caribbean troops in World War Two. http://www.bbc.co.uk/history/society_c Marika Sherwood is Senior Research ulture/multicultural/ Fellow at the Institute of Commonwealth Studies. Her most Windrush recent books are Kwame Nkrumah:
When the Empire Windrush docked the years abroad 1935 - 1947 (Legon, in Tilbury in 1948, a new chapter in 1996) and Claudia Jones: a life in exile Britain's multicultural history was (London, 2000), and a workpack for written. Discover the history of the schools, Whose Freedom were Windrush generation in the words of African, Caribbean and Indians those who made the journey. defending in World War II? (London, British India before and after the 2000), which was co-authored with Great Rebellion of 1857 Martin Spafford. This article is In 1857 a large part of the Indian reproduced from: army rebelled against the British
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http://www.bbc.co.uk/history/society_c The Fourth Indian Division also ulture/multicultural/ fought in North Africa, Syria, Palestine, Cyprus and then in Italy. India Together with the 8th and 10th In May 1943 Gaje Ghale, in Division it participated in the taking command of D platoon, 2nd of Monte Cassino, after which it was battalion, 5th Royal Gurkha Rifles, moved to Greece. Four men of the though badly wounded, continued to Fourth were awarded Victoria lead a charge against the Japanese Crosses. Over 36,000 Indians were forces on the Tiddim Road in killed or missing in action and Burma. The citation for his Victoria 64,354 were wounded during the Cross stated that he had 'dominated war. Indians received 4,000 awards the fight' with 'his outstanding for gallantry, excluding the 31 VCs example, doubtless courage and already mentioned. The only VC superb leadership....[C]overed in winner from elsewhere in the blood from his own wounds, he led Empire was Cpl. Sefanaia assault after assault'. Havildar Gaje Sukanaivalu of the Fiji Military Ghale was one of 31 Indians who Forces who earned this highest of were awarded the Victoria Cross in all commendations in June 1944 at World War Two. Bougainville.
Troops from the British Empire India also served as an assault and fought in every theatre of war - as training base, and provided vast they had for the past 150 years or quantities of foods and other so. materials to British and Commonwealth forces, and to the There were over two and a half British at home. This necessitated million Indians in uniform during the involvement of more millions of World War II. The Fifth Indian men and women in war work and Division, for example, fought in the war production. Sudan against the Italians, and then in Libya against the Germans. From Africa North Africa the Division was moved Britain's colonies in West Africa, to Iraq to protect the oilfields. After Gambia, Sierra Leone, the Gold this relatively easy posting, the Coast (now Ghana) and Nigeria Division was moved to the Burma also served as staging posts and front, together with eight other military bases. Aircraft destined to Indian Divisions, and then occupied the 'Middle East' and the North Malaya. It was then moved to Java African front had to fly via West to disarm the Japanese garrison Africa and were serviced there. there. The men from this Division Ships bound for India and the 'Near' won four Victoria Crosses. In and 'Far East' which were unable to addition, Indians served in the Royal use the Suez Canal, had to sail via Indian Navy and in the Indian Air the Cape and were serviced and Force which, in recognition of it's victualled at West African ports. war contribution, was granted royal This, of course, necessitated the status in 1945. employment of vast numbers in war work, for example, in building and maintaining airfields and naval bases.
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For example, the US military in which told them to find Accra employed 6,000 men in 'adminstrative means' to reject black construction and other war work. By volunteers. In the U.S, black pilots December 1944 some 5,000 were and doctors who had offered to enlisted in the West African Air volunteer were refused as a result. Corps as groundcrew. A very small number served as aircrew with the Among the specialist units provided RAF. The war also meant increased by West Africa were four Medical demands for raw materials, which Units, comprising orderlies trained were sometimes produced by forced by the West African Army Medical labour. Palm oil, nuts, rubber, tin, Corps. They were attached to bauxite, sisal and food stuffs were British hospitals in Sicily and Italy. among the ever-increasing exports. South Africans were also drawn into Usually produced by mainly British the war. The Native Military Corps owned companies, these exports were formed in 1940. They and the provided the firms with vastly 'Coloureds' in the South African increased profits at the expense of Army were not trained in the use of badly housed and underfed African firearms. Generally, it was not labour. Recruitment in both East thought appropriate for Africans or and West Africa had begun early in people of African descent to kill the war. One East and one West whites but this view didn't apply to African brigade participated in the Indians. Troops from Bechuanaland, re-taking of Abyssinia and one man for example, were at first used as from each was awarded the Military pioneer (labour) corps and for guard Medal. duty in North Africa and Syria. However, in 1943, six Bechuana When the French colonies in West companies were re-trained as anti- Africa were freed from Vichy aircraft crew and stationed in North domination, British West African Africa and then in Sicily. Some, re- troops, no longer needed in such trained for smoke-making, numbers for Home Guard duties, supported the Indian and Maori were moved to Burma, together with assault troops at Monte Cassino. some East African brigades. In all, Bechuana pioneers moved some 166,500 Africans were northwards through Italy with the involved in helping to defeat the Allied troops. Of these 10,000 Japanese. They, and most Indian Bechuana troops, 17 were killed troops, were under White British and forty-two were 'mentioned in officers, as colonials were not despatches' for their bravery. One thought to be 'officer material'. was awarded the MBE and another Although the 'colour bar' in the the British Empire Medal. British services had been lifted for the duration of the war, in fact very Caribbean few Black men - or women - served The British colonies in the West in the British army, and none in the Indies were under direct threat by Royal Navy. With only two German submarines who were exceptions, even qualified Black hunting for oil tankers and bauxite medical practitioners were refused. carriers making their way from the Although Churchill lifted the colour Caribbean to the USA and the UK. bar, he sent telegrams to every On the islands, the available Embassy and High Commission manpower was taken up guarding
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the ports and POW camps, as well large number of sorties' he had as providing the labour for the flown 'against heavily defended increased production of primary targets' in Germany. produce which was demanded by the war. The Caribbean Regiment wasn't recruited until 1944 and posted to However, protests by West Indians Egypt to guard PoWs. There, they at the lack of recruitment for service were in fights with white South abroad, and the need for labour in African troops, billeted nearby, who Britain and RAF personnel, resulted objected to the regiment being in the enlistment of men for RAF allowed to carry arms. ground-duty training in 1941. West Indians were also recruited to fill Other help certain skill shortages to aid the war However, the colonies contributed effort. Rather bizarrely, 800 forestry more than just manpower to the workers were brought from tropical army. In many colonies, the pre-war British Honduras to work in the naval volunteer forces were freezing highlands of Scotland. On expanded. In addition, seamen from their arrival, some discovered that the Empire also crewed British they had to build their own barracks merchant ships. These were usually and they all discovered that they the oldest, slowest ships in which were to be paid less than they had they shovelled coal below decks at been promised. The period of their rates of pay far below that of Whites service was reduced and some doing the same work. Their death were repatriated before their toll was high. Of the approximately contracts had expired. However, 15,000 colonial merchant seamen some remained in the U.K. after who brought food and raw materials they had fulfilled their contracts and to Britain and transported war found other war work. Five hundred materiel to various battlefronts, and twenty men came from the 5,000 perished. Some are buried in Caribbean colonies to work mainly Commonwealth War Graves as far in munitions factories in the north- away as Murmansk. west. About 80 West Indian women, at first only Whites, were recruited Funds also flowed to Britain from for the ATS. the colonies. For example, the Bechuana (total pop. c.250,000) It was probably only the lack of sent £10,400 to purchase two sufficient men with appropriate Spitfires for the RAF, and collected qualifications that forced the RAF to thousands of pounds for the many accept Blacks as aircrew. Some 300 war charities. They also paid extra or so West Indians served as taxes and their government sent aircrew and some 90 men received £50,000 as a free gift to Britain. The decorations. This included 7 25 million people of Nigeria sent a Distinguished Service Orders, and quarter of a million pounds to the 64 D.F.C'.s. Probably the most war charities. This, and other such decorated was Squadron Leader contributions, have to be seen in the Ulric Cross, who was awarded both context of local wages. In Nigeria, it the DSO and the DFC. The citation was only two shillings (10p) per day. for the latter notes his 'exceptional The West African colonies sent a navigational ability' and the 'very total of one and a half million
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pounds to the charities, and their India also had to pay for its two and governments granted Britain £1 a half million in uniform as well as million in interest-free loans. for the highly paid White British officers. Such loans must also be seen in context. In no British colony were One could ask: without the colonial there sufficient numbers of schools contributions, could the Allies have or hospitals, for example. The total won the war? contribution of the colonial empire was £23.3 million in gifts and £10.7 million in interest-free loans, as well as £14 million low-interest loans.
Churchill - the truth: Gary Younge
Black history month starts tomorrow, but what we really need is white history month to dispel all the myths
Gary Younge Monday September 30, 2002. The Guardian http://www.guardian.co.uk/Print/0,3858,4511252,00.html
Winston Churchill's finest hour may, years later mustard gas was used yet again, be upon us. More than 50 against the Kurds. Nor did his years after he won the war and lost distaste for the "uncivilised" stop the election, Churchill is the man of there. He branded Gandhi "a half- the moment. On the night of naked fakir" who "ought to be laid, September 11 his biography was on bound hand and foot, at the gates of the bedside table of the then New Delhi and then trampled on by an York mayor, Rudolph Giuliani; now enormous elephant with the new his bust sits on the Oval office desk viceroy seated on its back". of George Bush. In May his name True, despite these flaws Churchill topped a BBC poll of the 100 led his nation to victory in war. But greatest Britons. And last week, the then so did Stalin and it is unlikely televised portrayal of his prewar Russians would put him at the top of years, Gathering Storm, won three their 100 greatest. That Churchill Emmys. remains so revered tells us more There is a certain irony in the timing about Britain than it does about him. of this transatlantic adulation. As We live in a multi-racial nation which Tony Blair and Bush trot the globe champions a mono-racial history. It warning of the evils of chemical puts Sir Henry Havelock, who weapons, Churchill hardly stands out distinguished himself by leading the as a role model. As president of the massacre of thousands of Indians, in air council in 1919, he wrote: "I do Trafalgar Square, and it shamelessly not understand the squeamishness displays its colonial booty. about the use of gas. I am strongly in So as black history month begins favour of using poisonous gas tomorrow we should turn the tables. against uncivilised tribes." A few October is when black people relate
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the truth about our past so we might need more white history; we need it better understand the present and, it better told. is hoped, navigate a better future. It The object here is not individual guilt aims to redress the imbalance in - there are therapists for that - but whose stories are told and how. collective responsibility. Slavery, Thirty-one days may be insufficient, colonialism and empire - propelled by but the purpose is important: it gives economic expansion and justified by us the chance to hear narratives that white supremacy - inform much of have been forgotten, hidden, what Britain is today. The wealth they distorted or mislaid. It is time to ask created funded everything from whether white people would not industry to commerce and roads to benefit from doing the same for the railways in Britain. The poverty they other 11 months of the year. White engendered contributed to everything people are in desperate need of from famine to war and disease to becoming better-acquainted with debt elsewhere. their own history. To deny this is just one more version The very notion of black and white of white flight - a dash from the history is, of course, both a inconveniences bequeathed by theoretical nonsense and a practical inequality. "I am born with a past and necessity. There is no scientific or to try to cut myself off from that past biological basis for race. It is a is to deform my present construct to explain the gruesome relationships," writes Alasdair reality that racism built. So long as MacIntyre in his book, After Virtue. there is discrimination against races, "The possession of an historical we will also need to discriminate identity and the possession of a between them. Yet while blackness social identity coincide." This is not is relentlessly examined, whiteness just true of race but of gender, is eternally presumed. nationality and religion as well. Black history is not a sub-genre of Arguably, one of the principal history. It is not an isolated part of the beneficiaries of historical honesty past with sole relevance to black would be the Irish. people. Logic suggests, you cannot So it does not mean that white have black history without white history is racist history. A white history. There would be no Nelson history month would include many a Mandela, as we know him, without progressive voice. Anti-slavery the architect of apartheid, Hendrik campaigner William Wilberforce, anti- Verwoerd; nor would we have known apartheid leader Trevor Huddleston, of Rosa Parks had it not been for Mr and Rhaune Laslett, who was Blake, the white driver who refused instrumental in organising the Notting to let her sit at the front of the bus. Hill Carnival, would be on the Nonetheless, given the imbalance of syllabus, as would the story of the whose stories are told, the demand Lancashire cotton workers in 1862, for white history months might who supported the blockade of the appear odd. The trouble is not that southern states during the civil war to we do not hear enough about white show their "detestation" at the history, but that what masquerades attempt "to organise a nation having as history is more akin to mythology. slavery as its basis". White people, like black people, need But in place of this reckoning we access to a past that is accurate, have a national psyche that is both honest and inclusive. We do not selective in its memory and particular
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in its perspective. "When it comes to Zimbabwe, India, Pakistan, Sri empire there are several types of Lanka, Sudan and Iraq - to name but ignorance," says Katharine Prior, the a few - where conflicts rage that are historical adviser of the new British directly related to their colonial Empire and Commonwealth Museum legacy. But to look at our foreign opening in Bristol on October 25. policy you wouldn't know it. "There are some who are not aware Black Britons know it because we of the different dimensions of the experienced it first hand. It is those history of colonialism and others who white Britons who have either know only a version. It's a mix of forgotten or never knew, or who received opinions and vast gaps." prefer a version edited beyond both The problem with these "gaps" is not comprehension and credibility, who only that they omit historical truths, need to be taught. The first white but that they distort current realities. history lesson would start with a The ignorance goes all the way to quote from a prominent politician. the top. Only this could explain a "This small island [is] dependent for home secretary who calls on our daily bread on our trade and immigrants to speak the local imperial connections. Cut this away language at home and integrate here and at least a third of our population when the British tradition was to do must vanish speedily from the face of exactly the opposite in the empire. Or the earth." His name? Winston the Labour minister Jeff Rooker, who Churchill. refers to asylum seekers as "young, [email protected] single men who have deserted their Guardian Unlimited © Guardian Newspapers Limited 2002 families for money", when he could just as easily be talking about the staff at the East India Company. The myopia reaches all over the world. Britain once ruled Palestine,
British brutality in Mau Mau conflict
As Kenyan veterans prepare for legal action, secret memos reveal colonial policy of violence to break resistance of suspected guerrillas
John McGhie Saturday November 9, 2002. The Guardian http://www.guardian.co.uk/Print/0,3858,4543050,00.html
Dramatic evidence has been violence towards interned guerrilla unearthed of such systematic British suspects. brutality in the former colony of Kenya that it may require the A former colonial official, Terence rewriting of imperial history. Hitherto Gavaghan, now living in London, secret files show that the then was, according to a memo written colonial secretary, Alan Lennox by the governor, Sir Evelyn Baring, Boyd, sanctioned a policy of authorised to use force. Some detainees allegedly had their
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mouths stuffed with mud and were an attached memorandum he beaten unconscious by his men. described the treatment he witnessed of a group of 80 prisoners The evidence is to be detailed on transferred from a holding camp. As BBC's Correspondent this month to each lorry arrived a group were coincide with the 50th anniversary "hustled off" and made to squat in of the declaration of the state of two rows. They were met by five or emergency in Kenya. The six Europeans including Mr revelations appear to bear out the Gavaghan. Each group of detainees suspicions at the time of was ordered to strip and have their campaigners, like the late Labour heads shorn. MP Barbara Castle, that massive abuses were taking place. She and "Any who showed any reluctance or others unearthed individual hesitation to do so were hit with fists scandals involving security forces and/or slapped with the open hand," during the 1950s, but the Tory he wrote. "This was usually enough government, headed by Harold to dispel any disposition to disobey Macmillan, denied there was a the order to change. In some cases, policy of assaulting prisoners. however, defiance was more obstinate and on the first indication Mau Mau veterans are preparing to of such obstinacy, three or four of visit London next year to discuss a the European officers immediately potentially huge legal action for converged on the man and 'rough compensation. A dossier of housed' him, stripping his clothes off evidence was handed in to the him, hitting him, on occasion kicking British high commission in Nairobi a him and, if necessary, putting him fortnight ago. Campaigners' on the ground. Blows struck were demands include the investigation solid, hard ones, mostly with closed for alleged war crimes and human fists and about the head, stomach, rights abuses of surviving former sides and back. There was no British officials. attempt to strike at the testicles or any other manifestations of sadistic In 1957 Mr Gavaghan was ordered brutality." to assume the position of officer in charge of rehabilitation at the Mwea Griffiths-Jones, who had been a camps. Virtually all members of the PoW of the Japanese during the Kikuyu tribe had taken a secret Mau second world war, continued: "In Mau "oath" and it was considered each of these cases which the impossible to release these men visiting party witnessed on this until they had "confessed" taking it. occasion... the man eventually gave A long "secret and personal" memo in and put on his camp clothes. Mr from Baring to Lennox Boyd Gavaghan explained, however, that describes how their resistance was there had, in past intakes, been broken. It was discovered at the more persistent resistors who had public record office in Kew, west been forcibly changed into camp London, by Harvard history clothing. Some of them had started professor Caroline Elkins. the 'Mau Mau howl', a familiar cry which was taken up by the rest of The colonial attorney general, Eric the camp, representing a concerted Griffiths-Jones, visited the camp. In and symbolic defiance of the camp
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authorities. In such cases it was Mr Gavaghan also wrote that essential to prevent the infection of among other visitors to the camp, this 'oath' spreading throughout the which he admits "attracted a good camp, and the 'resistor' who started deal of notoriety", there was it was put on the ground, a foot Philippe Junod, from the placed on his throat and mud International Committee of the Red stuffed in his mouth. In the last Cross. Mr Gavaghan said Mr Junod resort, a man whose resistance told him: "Do not distress yourself, could not be broken down was compared with the French in Algeria knocked unconscious." you are angels of mercy." Mr Gavaghan told the BBC this month Another section of the 11-page that Griffiths-Jones was only at the memo, headed Use of Force in camp for a short period on one day. Enforcing Discipline, said: The He disputes his account and detainees... are particularly ugly categorically denies that he knocked customers and there is no doubt anyone unconscious or saw anyone that the use of orthodox methods of else being knocked out. non violent persuasion and normal camp punishments for disobedience He describes the force used as would be, and indeed have proved manipulative. "It was in no way to be, useless and ineffective. With punitive force [it was] manipulative possibly a few exceptions they are force. To take somebody's trousers of the type which understands and off it takes a bit of doing. you know reacts to violence." it's a kind of rape. So that is done and then if someone howls, then it Sir Evelyn tells Lennox Boyd in his has to be maybe 10 minutes of covering note that their colonial task enforcement." "depends on our ability to deal with a small number of very difficult men; After he left Mwea, Mr Gavaghan and if we are to do this successfully, was awarded the OBE. Baring wrote risks are unavoidable". This regime to him, calling his work "one of the carried on for 12 months after which outstanding successes of the time only a few thousand emergency". recalcitrant Mau Mau detainees were still behind the wire. Mr Gavaghan is not implicated in the other widespread allegations of In his autobiography Of Lions and torture, rape and murder detailed in Dung Beetles, Mr Gavaghan, now the programme. Witnesses came 80, said he had only lost control forward to recount tortures and once. This was when his loyalist murders committed throughout the guards were dealing with a man eight-year emergency involving who had "adopted the Plasticine doll other white officials and local technique of falling about if pushed soldiers under British command. and adopting postures resembling One man says he was castrated the lava encrusted Roman soldier at and blinded for defying his captors. Pompeii. Partly to associate myself A woman recalls how her two-year- with the frustration of the others, I old child was whipped to death by a hit him back-handed across the white police officer. Women claim face, ripping my knuckles on his that thousands of civilians - mainly teeth."
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women and children - died of mostly in their 80s."What went on in beatings, starvation and disease. the Kenya camps, the Kenya villages was brutal, savage torture Professor Elkins says the scale of by people who have to be suffering and death was far higher condemned as war criminals. I feel than previously thought and the ashamed to have come from a Kikuyu death toll could have been Britain that did what it did." as high as 50,000. Kenya: White Terror screens at John Nottingham, a district colonial 7.15pm on Sunday November officer at the time who stayed on in 17 on BBC2 . Guardian Unlimited © Kenya, said compensation could not Guardian Newspapers Limited 2002. wait because the victims were now
“Change the world” Conference Reports
March 14-15, 2002, Hounslow Libraries Philip Pothen reports on the Conference
15th March, 2002 marks the first anniversary of the Diversity Council
The March 15th event was a those who were bringing about "Change the World" seminar with progress in this area. invited speakers, held at Hounslow Library. The seminar began with a Bob McKee (Chief Exec - LA) re- keynote speech on "The Vision of emphasised his personal Diversity" from Professor Ismail commitment to diversity and Abdullahi (Clark Atlanta University) promised that the new CILIP would who congratulated the Diversity carry on the work of the LA in this Council on its first anniversary. area. He stressed, though, that "Happy Birthday DC", he said, and diversity was one priority among went on to say that visioning is a many journey from the known to the others facing the new professional unknown. He emphasised the organisation. importance of teaching and persuasion as a means of Mark Mason (DCMS) talked about overcoming oppression and the commitment of the DCMS to discrimination and for creating diversity both within its domains but agents of change. Don't ask easy also within the Department and in questions, ask tough questions, he terms of its practices, appointments, said, before saying that there had interview panels, etc. He gave a been 3 black presidents of the ALA. ringing endorsement to the formation Only when the UK had similar role of the DC and said he hoped to work models would real change come closely with the DC in the near about. We had, therefore, as an future. organisation, to confer status on
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A statement from Resource by reflects the student communities Caroline Lang (read by Rebecca being served. Linley) stressed the importance of the DC to encouraging diversity Geoff Mills (Birmingham), John within the library profession, while Pateman (Merton) and Simon Black Hendie McNellie (Commission for (Thurock) all spoke about the Racial Equality) also congratulated benefits of embracing diversity within the DC on its formation. The cause of library services, the importance of diversity was justified, he said, by mainstreaming diversity, and each three gave good examples of factors: law, ethics and business good practice within their services. practice. Discussion during the day covered a Two presentations were dedicated to number of themes: the importance of initiatives designed to promote cross-sectoral collaboration, the diversity. The first was given by importance of alliances and Shiraz Durrani (Merton Libraries) on collaborations across key the Quality Leaders Project, a project organizations, and the importance of which aims to develop black library building on the optimism and professionals into cohesion gained by the formation of leaders of the future through the Diversity Council. mentoring and management training, and to enhance public library A number of suggestions were made services through outreach and for action by the DC. These included consultation activities conducted by the DC being involved in the Annual the quality leaders. Resource has Library Plan steering group, on the given money to proceed to the editorial board of the LA Record, next stage of the project. Other using the newsletter as a voice for bodies have indicated that more the many initiatives that are taking money might be available to extend place, but often in isolation, and to the project. lobby the Society of Chief Librarians.
Mary Heaney (University of These and all other suggestions will Wolverhampton) spoke of a number be taken on board in the coming of initiatives that had been weeks, and an action plan will be put undertaken at the University of forward as a means to apply for Wolverhampton, where 27% of the funding from relevant bodies. students are from ethnic minorities. These initiatives include the Black Evaluation and informal discussion and Ethnic Minority Experience indicated that this first anniversary Project (BEME), the Ethnic Minority event was not only an important Staff Forum and the Desired Staffing milestone but also an enjoyable and Profile. This last initiative seeks to thought-provoking day. improve the proportion of ethnic minority and female staff and to have Philip Pothen a staff profile which more accurately Chair - Diversity Council.
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Vision of diversity: Ismail Abdullahi
John Maxwell in his book, a picture of a preferred future state, a “Developing the Leader Within You” description of what it would like to be identified four visions that he called – some years from now; It is a dynamic ‘levels of people’ 1. Some people picture of the future. It is more than a never see it. (They are Wanderers.) dream or set of hopes, it is a 2. Some people see it but never commitment. The vision provides the pursue it on their own (They are context for designing and managing followers.) 3. Some people see it and the changes that will be necessary to pursue it. (They are achievers.) 4. reach those goals.” Some people see it and pursue it and help others see it. (They are Diversity refers to the equal leaders.) participation of men and women in organizations, regardless of race, I am happy today. I am happy ethnicity, or gender, it also includes because we are able to bring persons who are physically together people who are able to see, challenged as well as those who are to pursue and help us to see it. That concerned about sexual orientation. is what we want. People, who see it, A society free of prejudice pursue it and help others to see it. discrimination, racism, sexism, We are gathered here today not only classism for having a seminar or a conference but also to celebrate our diversity Alan Kay, a scientist and inventor and as a people who represent our once said “The best way to predict world. We are celebrating our unity, the future is to invent it.” Therefore, equality and diversity. visioning is a journey from the known to the unknown, which helps create On behalf of my colleagues in the future from a montage of facts, America and myself, I would like to hopes, dreams, changes and extend my sincere congratulations to opportunities. As Burt Nanus said, members of the Diversity Council, to “There is no powerful engine driving the elected officers and to you all. an organization toward excellence Thanks for your commitment, hard and long-range success than an work, and for making us feel proud. attractive, worthwhile, and As Robert Greanleaf said, “Not much achievable vision of the future widely happens without a dream. And for shared.” That is what a vision is. The something to happen, there must be Diversity Council is a visionary a great dream. Much more than a organization. It provides a visionary dreamer is required to bring it to leadership. As visionary leader, it has reality; but the dream must be there an agenda of diversity librarianship. first.” Thank you for making our A Chinese old proverb says, unless dream true. Thank you for giving us you change direction, you are likely the Diversity Council. Happy Birthday to arrive at where you are headed. DC! As a Diversity Council you are visionary leader because you have I am asked to talk about ‘Vision of adopted the challenges of new Diversity’ what is a vision? According vision, of new world, you are ready to to Scott, Jaffe and Tobe “ A Vision is communicate your
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The Diversity Council’s vision is to Vision, to teach and persuade others develop people who have a lifelong to become a part of it, to change their commitment to social justice and directions toward a new world free of cultural diversity. People, who are racism, exclusion, misrepresentation, change agents, people who facilitate intimidation, subjugation, and change in social system as regards oppression. to libraries. People who will teardown a system of exclusion from our You have organized a team that has profession and instead build a a clear picture of what they are trying system of inclusion. Diversity is to create together, with common adding value to one individual’s life, purpose and a common set of goals. is adding value to community and You have created an atmosphere of organizations. We can say that common commitment; you have without diversity, you have minus created a common mission, values value. Diversity is about people. and vision that brought us together Without diversity you have no for the common good. You are the people, without people you have creators of unity and providers of nothing. The vision of diversity is to people and libraries. You are no eliminate the forces of personal longer a powerless people. You’ve prejudice that causes individual created the body, the voice, and the person to exclude, to oppress, to organization that speaks, thinks, and stereotype based on race, ethnicity, leads on behalf of diversity librarians. gender, religion, sexual orientation etc. Our vision is to eradicate the Albert Einstein said, “To raise new forces of institutional racism that questions, new possibilities, to denies the existence of differences regard old problems from a new through the preservation of similarity angel, requires creative imagination and status quo. The DC’s vision is to and marks real advance in science”. change the current one-up/one-down The future for The Diversity Council frameworks and instead create a is to look at the past and present new frame that holds the inclusion of library situation of UK and around the people who are different one that world; to review diversity issues in values each person’s unique identity, library and information science one that is inclusive and respectful of profession; to review the library human beings. We are proud of profession’s history of diversity having The Diversity Council. The librarianship; to assess diversity Diversity Council represents many opportunities and threats; to identify cultures, nationalities, languages, the critical issues or choices that you religions, and races and is a powerful are facing regarding diversity issues force of human equality and in the future. DC should ask tough harmony. questions such as: what is the current state of diversity in the library The vision of the Diversity Council is: and information science in UK? What to establish a common purpose; to are the services, products and create a common value; to formulate programs? What are the diverse an appropriate overarching goals; to human resources? Funding? keep members focused on larger Policies? and plans for the future? issues; to empower members and confer status upon them; to build a bridge from the present to the future;
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to create a progressive enterprise. It The dream today embattled is about the regaining the dream of with its back against the wall, respect, acknowledging the To save the dream for one, it existence of differences, equality, must be saved for all. and democracy, inclusion not exclusion, of equal opportunity, of Thank you very much! freedom with dignity. As Langston Hughes the Great African American References poet beautifully said, Maxwell, John C. “Developing the Leader Within You” Injoy Inc, There is a dream in the land 1993, Nashville, TN. with its back against the Nanus, Burt “ Visionary Leadership” wall… Jossey-Bass Publishers, 1992, The dream knows no frontier San Francisco. or tongue, Scott, Cynthia D, Dennis T. Jaffe. The dream cannot be kept Glen R. Tobe “Organizational secure in any one locked Vision, Values, and Mission” Crisp place. Publications, Inc. Menlo Park, California
Promoting diversity at the University of Wolverhampton: Mary Heaney
Mary Heaney has been Director of Learning Centres at the University of Wolverhampton since 1996. Prior to that she was Director of Administration and College Secretary at St Andrew's College of Education, Glasgow, a 2 year departure from LIS work which brought her back into Higher Education from BBC Scotland. She started in the BBC in Glasgow in 1978 and undertook a range of roles in Post Production management, management of Library, Archives and Records Management Services, an attachment to the Policy and Planning Unit in BBC London, and work as Recorded Materials and Film Librarian. She began her professional career in the University of Dublin, Trinity College, Modern Languages Library in 1976.
Race Relations (Amendment) Act • Guide for institutions of 2000 further and higher education • CRE’s Statutory Code of Practice on Duty to promote CRE’s Guide for institutions of Race Equality further and higher education 1 • Consultation on draft good • Focus on helping institutions practice guides ended on to 28/2/02
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• meet student needs, • Ethnic minority staff balance encourage them to achieve full potential & raise University of Wolverhampton’s educational standards mission 1/2 • take action to tackle Our aim differences between racial • to be a 1st class regional groups in achievement, university admissions, assessment • create positive, inclusive Our priorities: atmosphere • to enable and encourage individuals to realise their CRE’s Guide for institutions of full potential further and higher education 2 • to achieve academic • Focus on helping institutions excellence through a flexible, to innovative and vocationally • prepare students for full focussed curriculum citizenship in our multi-ethnic society University of Wolverhampton’s • make workforce more mission 2/2 representative of Our commitment: communities served • to make a major contribution • improve staff morale and to the social and economic performance prosperity of the West • avoid losing able staff Midlands • make full use of skills/knowledge of people We strongly support: from different groups • cultural diversity and equality of opportunity in all Issues raised for universities by our activities at home and CRE Guide abroad • Admissions policies • Curriculum design and Students at the University 2001/2 content • Early snapshot at Oct 2001: • Learning & teaching methods 20k of 23k enrolled • Learning styles • 27% indicate ethnic minority • Classroom values background • Assessment processes eg • 10 Academic Schools “Blind” marking • 5 campuses & 4 hospital sites • Student progression and retention rates • Student work placements
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Students within Schools • Focus for conference • Biggest ethnic minority 25/3/02: Race Relations Act: communities in: • Input from Equality • School of Computing & IT: • Challenge Unit on work with 59% universities • Wolverhampton Business • Staffing issues School: 54% • Student employability • School of Legal Studies: 39% • Curriculum issues • School of Engineering & Built Environment: 30% Black and Ethnic Minority Experience Project (BE-ME) Our Student Communities • Partnership: Wolverhampton • Indian: 11% MBC, Wolverhampton College, • Black Caribbean: 4% REC, Lighthouse Media • Pakistani: 4% Centre & UW • Chinese: 3% • Project lies at centre of • Black African: 2% WMBC’s New Direction • Asian Other, Bangladeshi, Mission Black Other: 1% each • Aim: retrieve hidden histories of Wolverhampton’s Action by University black and minority ethnic • Wolverhampton Leadership communities through a video Challenge 1998 signatory archive, record and • UW biennial HE & Equality celebrate their contribution Conference 1998- to the economic, social, • Black and Ethnic Minority political and cultural life of Experience Project (BeMe) the town 1999- • Archive in active use in • Ethnic Minority Staff Forum University curriculum 2000- • Desired Staffing Profile Ethnic Minority Staff Forum 2000- 2000- • Senior Managers Mentoring • Launched by Vice Chancellor Project 2001- & Director of Personnel • Now meets 3 times per year UW biennial HE & Equality • Emerging issues: Conference • staff promotion • Event focused on devising • recruitment panel training and reviewing academic • wider cultural issues school strategies on equal opportunities
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Senior Managers Mentoring • Focus on academic Project 2001- employment • Partnership with Coventry • No national data gathered University from HE Institutions on • Aim: improve leadership skills ethnic or gender profile of of senior managers non-academic staff • Issues emerging: balance between staff and mentors in Desired Staffing Profile: External relation to race and gender Context 2 • Positive action measures: Some findings of PSI report: o public calls for • inequalities between ethnic African Caribbean groups and Asian mentors • ethnic minorities more likely o internal calls for to be on fixed-term ethnic minority staff contracts & less likely to be as mentees professors o positive action to • Underrepresentation: Black assure participation Caribbean, Pakistani and of ethnic minority Bangladeshi: considerably; community on Indians slightly; Black Steering Group Africans overrep; Chinese and Asian Other considerably Desired Staffing Profile: a overrep strategic university priority Executive-level priority 2000- Desired Staffing Profile: External Aims: Context 3 • improve the proportion of Some PSI findings & ethnic minority and female recommendations: staff in all areas of UW • even where groups not business and at all levels underrepresented, some • more closely reflect the minority groups may be student communities we • monitoring needs to serve in our staff encompass job levels and promotions as well as Desired Staffing Profile: External recruitment Context 1 • racial equality work to • Ethnicity & Employment in engage with attitudes & Higher Education, Policy organisational culture not Studies Institute report just formal practices 1999 • racism must be seen as an institutional problem not just
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for ethnic minority staff & • What’s the scale of the students problem? • monitoring to be extended to non-academics UW’s Desired Ethnic Minority Profile: Desired Staffing Profile (DSP) • APT&C staff (grades to Central initiatives: Scale 6): 12% • Development of career maps • APT&C staff (SO/PO for academic schools & grades): 7.6% services: Learning Centres, • Profile at 2001: Personnel & Registry • APT&C staff (grades to complete Scale 6): 10.3% • Limiting applications to • APT&C staff (SO/PO specific groups where post is grades): 2.3% aimed at supporting that • Desired Staffing Profile in group UW Learning Centres 3 • Open discussion with staff • What’s the scale of the on how DSP can been problem? achieved/where barriers • LCs Ethnic Minority profile exist at 11/01 (excluding students): • Involvement of ethnic • APT&C staff (grades to minority staff in all Scale 6): 3.25% recruitment panels • APT&C staff (SO/PO grades): 0% Desired Staffing Profile in UW • LCs Ethnic Minority profile Learning Centres (LCs) 1 at 11/01 (including students): • 9 LCs: Burton-on Trent, • APT&C staff (grades to Dudley (2), Telford, Walsall Scale 6): 14% (2), Wolverhampton (3) • APT&C staff (SO/PO • Library, information, grades): 0% individual & peer group learning space, open access Desired Staffing Profile in UW IT (500 PCs), central learning Learning Centres 4 support • Student employees in • 132 ftes: 246 staff & Learning Centres: 47 - 26 student employees from ethnic minorities • Ethnic profile of LC staff • Focus of their work: IT peer poorer than any other area support of university • Student Living Survey • Desired Staffing Profile in reported in Times HE UW Learning Centres 2 Supplement 2/02:
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• Question on p/t work • Professional image of LIS preferred by ethnicity: poor among ethnic minorities library work selected by 21% • Evidence of progress in of ethnic minority students public libraries little national and 18% of “white” students debate in other LIS areas • 2.2% ethnic minority LA Desired Staffing Profile in UW membership Learning Centres 5 So what are we doing about the Changing the DSP profile in problem? Learning Centres • Career mapping People Matters recommendations • External consultancy • pre-recruitment • Internal DSP Steering Group • encouraging applications • Joining Diversity Council • advertising Group to work on • short listing professional challenges • interviewing • other selection processes Changing the DSP profile in • post interview Learning Centres • retention & supportive Career mapping: what is it for? infrastructure • Provide information for applicants to get a job and Changing the DSP profile in move on from one to another: Learning Centres • familiarisation with the • Internal DSP Steering Group service • Focus on People Matters • routes & connections recommendations between jobs • Clustering of • long-term career planning recommendations to be taken tool forward by smaller task • career advice at entry and groups beyond • Participation of ethnic • optimise development minority staff opportunities • Steering Group progress report to Learning Centre Changing the DSP profile in Biennial Staff Conference Learning Centres July 2002 External consultancy • Study commissioned from People Matters end 2001: Significant issue
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Changing the DSP profile in • Lessons to be learnt from Learning Centres strategic activities in public • Work with Diversity Council libraries Group on professional • Professional challenges image/CILIP/BAILER • Significant expertise in • Input to professional debate group members in other groups eg SCONUL • Action at regional and local level.
DCMS and Diversity: Mark Mason
Four themes to my presentation: • Cultural diversity • Diversity in DCMS • The Department’s sponsored bodies and public appointments • Promoting equality and social inclusion within the DCMS sectors/domains
CULTURAL DIVERSITY 80% are below the age of 25. “Cultural freedom, by protecting Cultural diversity is now at the alternative ways of living, dynamic heart of Britain’s cultural life. encourages experimentation, diversity, imagination and creativity. THE DEPARTMENT FOR Cultural freedom leaves us free to CULTURE, MEDIA AND SPORT meet one of the most basic needs, (DCMS) the need to define our own basic As the title suggests, The needs” Department for Culture Media and Sport (DCMS) deals with a wide Our Diversity, Report from the range of functions. In line with all UNESCO World Committee for other UK Government departments, Culture and Development. the DCMS has some formal aims and objectives. The aim of the The European Commission wants to Department is: encourage and celebrate cultural diversity within the EU. To help “To improve the quality of life for all foster this it is developing a through cultural and sporting European Cultural Portal. activities, and to strengthen the creative industries” In the United Kingdom, we recognise how our culture has been The Department will: transformed by the diverse • Work to bring quality and communities who now make up our excellence in the fields of people. Ethnic minorities now culture, media and sport; comprise 5.5% of the population, half • Make these available to the of whom were born in the UK and many, not just the few;
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• Raise standards of cultural to Ministers, Parliament and education and training; the public • Help to develop the jobs of the • by ensuring probity and value future in the creative for money in spending public industries. money • by identifying the skills DCMS is one of the smallest UK needed and helping our staff Government Departments with develop them around 400 staff, and to help it to • by setting clear rules on carry out this work, it directly conduct and propriety and sponsors and funds over 50 other ensuring they are met organisations. deliver results The Department’s Values • by stating what we and our partners can realistically In DCMS, we: achieve and ensuring that we work together as a team are all equipped to achieve it • by valuing each person’s • by improving efficiency and contribution and treating value for money in the use of colleagues with courtesy and our resources respect • by promoting fairness, This is part of delivering the integrity and equality of Modernising Government White opportunity in all the Paper themes of creating policy that Department’s dealings leads to high quality and efficient • by communicating effectively service delivery, responsiveness to both within and between public needs and requirements and divisions valuing our colleagues and partners. • by encouraging everyone to generate ideas and solutions Four Modernising Government themes work in partnership with others • Better Policy Making • by identifying, and listening • Delivering Quality and and responding to those who Responsive Services are engaged in the activities • Information Age Government we promote • Valuing Public Service • by ensuring that we and our funded bodies fully DCMS Equal Opportunities Policy understand each other’s Statement: purposes and expectations The Department for Culture, Media • by appreciating the wider and Sport is and Equal Opportunities context of Government policy employer. We do not discriminate and collaborating with other against staff or eligible applicants for Departments posts on the grounds of gender, marital status, race, colour, maintain high standards nationality, ethnic origin, religion, • by providing a prompt, disability, age or sexual orientation. impartial and effective service Every possible step will be taken to ensure that staff are treated equally
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and fairly and that decisions on managed, valued and developed, recruitment, selection, training, and how performance management promotion and career management systems are operated. are based solely on objective and job-related criteria. We will actively The headline findings were that: pursue arrangements for flexible • There were some processes working patterns and are committed and skills gaps in relation to to creating a culture where individual people management and differences are valued and performance review. respected. The Department will not • In some cases, negative tolerate any form of discrimination, attitudes and beliefs may harassment or victimisation. We are have influenced both committed to providing a working individual performance, and environment where no one is appraisal markings. disadvantaged. • Improvement actions recommended in the report All staff are required to co-operate in were aimed at: making this policy work effectively! • A better understanding by all of the value of people’s Cabinet Office Research on diversity at work and when Equality in Performance Review in assessing performance. the Civil Service • Better development and In 1999 the Cabinet Office application of people commissioned a study of the management skills in distribution of performance markings performance review. across Civil Service departments and • More consistent application agencies. This showed a pattern of and independent review of the ethnic minority and disabled staff performance review process. receiving lower average markings than white and non-disabled staff DCMS Diversity Objective in respectively, and of women at lower Appraisal Reports grades receiving higher markings than men. Staff in DCMS are expected to: “Demonstrate understanding and A second stage was commissioned application of the Department’s equal in 2000, in an attempt to understand opportunities policy to provide a work the underlying causes of these environment free from unfair differences in markings. This was discrimination, harassment and groundbreaking research, based on bullying. In addition, demonstrate a both qualitative and quantitative commitment to promoting an analysis, and considerably more inclusive work environment in which comprehensive than any research on the Department draws strength from this issue previously undertaken in the diversity of its staff, and ensure the UK. The research found that the that full account of diversity is taken Civil Service is a good employer, and in all aspects of the Department’s has high ambitions for itself. It work.” confirmed that performance review systems were not the underlying Actions for managers to support this: cause of the difference in markings. The key issues are how people are
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Raise awareness of equal environment where the different opportunities and diversity within my qualities and perspectives people team, being proactive and leading by bring to the team are used to example so that everyone feels they maximise outputs. make an important contribution. • Value different approaches to work and encourage innovation. Suggested action: Undertake consultation with and • Discuss equal opportunities and seek feedback from customers diversity at team meetings, from minority groups. Consider actively seeking views and and assess the impact of policies addressing any concerns. on under-represented groups. Encourage participation in equal Actively seek differing viewpoints opportunities, diversity and and perspectives. positive action training. • Encourage and actively support Training the development of a team DCMS programme of equal culture in which our Departmental opportunities training and diversity values determine the way we do workshops, to increase staff things, and in which each person awareness of the importance of is valued for the contribution they these issues. make. • Promote the Department’s The Department’s Management values, a high standard of Board have supported the conduct and behaviour establishment of a network of exemplified by the team. People Equality Advisers. They are not assessed and rewarded for the intended to replace existing contribution they make to the traditional contacts, such as their line team, as well as for achievement manager, personnel manager, the of their operational objectives. DCMS Equal Opportunities Officer, Personally challenge stereotypes the Staff Counsellor, or a TU and biased assumptions about representative, but to provide staff people. with a greater choice when deciding • Leading and managing the team whom they wish to talk to about any acknowledging and valuing the equal opportunities concerns they differences between people and may have. giving everyone an equal chance to succeed. Ethnic Monitoring in the Civil Service • Value diversity and encourage Exercise being undertaken now, creativity and innovative thinking. throughout Whitehall, updating data Challenge discriminatory on staff ethnic origin. Aim for language and behaviour. Identify comparison against the 2001 Census staff development neds and figures, due out in the Summer, in address any barriers to terms of overall employment and development, and ensure that appointment figures and local and development opportunities are regional variations. fairly distributed within the team. • Recognising the importance of Public appointments to DCMS diversity for delivering business sponsored bodies objectives and develop a working Given its size, DCMS is unique in Whitehall for the number and
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diversity of public appointments for expertise can be identified and which it is responsible. DCMS appointed. sponsors over 50 public bodies such as Resource, the Arts and Sports The Department is committed to Councils, English Heritage, Historic taking positive measures to raise Royal Palaces, and the National awareness of public appointments museums and galleries, to the BBC among women, members of ethnic and the Millennium Commission. It minorities and people with covers a total of around 700 public disabilities, and to encourage their appointments to these bodies and participation in public life. An annual about 150 appointments fall due Equal Opportunities Action Plan sets each year. targets for the involvement of groups previously under represented on the These appointments are usually boards of DCMS bodies. unpaid, for five year terms, and appointees generally serve for no The following targets have been set more than two terms on any in the Equal Opportunities Action particular body. The aim is to bring Plan: the best people with the right skills, • 35% representation by women background and expertise to the by 2001, 50% by 2004 boards of DCMS bodies. Ministers • 5% representation by people are also committed to broadening from ethnic minorities by 2001, diversity in public appointments so 7% by 2004 that all relevant views in society are • 4% representation by disabled represented. people by 2004
Candidates are appointed on merit The actual position as at through unbiased procedures that December 2001 is: are transparent, fair and open, take account of equal opportunities issues Gender: Male and are proportionate to the level of 65.5% appointment concerned. (eg Female appointment of Chair of BBC likely to 34.5% be advertised and high profile with considerable public interest, Ethnic Origin: White compared with the appointment of a 87.2% trustee of the Geffrye Museum in All Ethnic [minorities] London. 6.2% Other DCMS procedures have been 2.0% introduced to ensure that the Unrecorded proprieties of appointments are 4.6% observed and to assist in finding the best people for appointment. Taking Disability: a strategic view of the mix of skills 2.7% needed by each board, defining a role and person specification for Departmental Equal Opportunities each vacancy, and seeking the Action Plans are published in the widest possible field of candidates, means that those with the right
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Cabinet Office publication “Quangos • Libraries, museums, galleries – Opening Up Public Appointments”. and archives should aim to achieve the widest possible DCMS SECTORS access to collections and Want to encourage our sectors to knowledge as a base on which work in ways which recognise and to develop their social inclusion celebrate cultural diversity within the activities. UK and the wider Europe, and what • Library and information they bring to today’s nation. services should develop their role as community resource In 1998/99 DCMS chaired a Policy centres, providing access to Action Team (PAT10) which communication as well as considered the role that its sectors information. (including libraries) have to play in • Outreach activities should be helping to overcome social exclusion. an integral part of the role of The report recommends assessing libraries, museums, galleries provision and expenditure on culture and archives. and leisure both geographically and • Libraries, museums, galleries according to the social, ethnic and and archives should be the professional background of users local learning place and and potential users. It recommends champion of the independent that there should be more systematic learner. community consultation and that • Library authorities should local authorities should develop consider what specific services cultural strategies for community need to be tailored to meet the based activities. needs of minority groups and communities. Sock and Libraries collections should reflect the Libraries, museums, galleries and cultural and social diversity of archives have a major role in helping the communities served. to celebrate cultural diversity. By • Where appropriate, museums’ their very nature they are the galleries’ and archives’ repositories of cultural history, and collections and exhibitions gateways for access and education. should reflect the cultural and social diversity of the DCMS has developed a sectoral organisation’s actual and social inclusion policy. This was first potential audiences. published as Libraries for All • Libraries, museums, galleries (October 1999), and following public and archives should consider consultation was revised and how they can further develop included in Libraries, Museums, their role and act as agents of Galleries and Archives For All social change. (January 2001). This document contains fifteen policy objectives Three good examples of how this is including: working in practice are the establishment of an Afro Caribbean • Social inclusion should be library in Peckham Library, a mainstreamed as a policy Chinese language library in priority for libraries, museums, Westminster, and the Islington galleries and archives.
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Library services for black and other Access – to increase equal access ethnic minority groups. significantly, at all levels and to all elements of arts practice, within five Arts Council Cultural Diversity years. Action Plan (1997) Development - To respond to the The Arts Council Cultural Diversity needs of Cultural Diversity and, Action Plan addresses the elements where necessary, regenerate the that work against diversity and roots in order to ensure a healthy constitute barriers to action, providing spread of well-managed, well a strategy for responding to and informed and better resourced arts sustaining diversity. Aims to address and artists in the next millennium. the barriers that exist to equitable cultural development by CONCLUSION concentrating on the four principles Overall, I hope that I have shown of: that there is a lot of action to recognise and sustain cultural Diversity - to create an environment diversity through the DCMS and its in which the full range of diversity agents, both in terms of the and its holistic nature is recognised, organisations’ own activities and and the infrastructure to enhance it is policies, and more widely through improved. the sectors and domains that it supports and represents. We Advocacy – to promote an recognise that there is much more enhanced appreciation of Britain’s that we can, and must do, and Cultural Diversity across cultural diversity is high on the government, locally, regionally, agenda for the future. nationally and internationally.
Resource welcomes the Diversity Council: Caroline Lang Message read by Rebecca Linley:
Apologies from Caroline Lang , Access Adviser that she is unable to attend this event today. However her message was read by Rebecca Linley:
Resource welcomes and supports sense of identity and racial tolerance the establishment of the Diversity even more potentially significant Council. We are committed to than before. We are developing our promoting physical and social strategy for supporting them in inclusion, valuing diversity and promoting cultural diversity and racial ensuring that services are focused equality and have recently appointed on the requirements of existing and a new Cultural Diversity potential users. Recent world events Development Officer to taking this have made the important role that work forward. We will be museums, archives and libraries strengthening our support for the have to play to play in promoting regional cross - domain cultural knowledge and understanding of diversity network groups that have diverse cultures and in fostering a been set up. The Diversity Council
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will provide a focus for taking forward issues. We expect to be able to initiatives relating to developing a provide a grant to assist with the diverse workforce at all levels and production of Diversity News and improving library services for black help to fund phase 3 to extend the and minority ethnic users and we Quality Leaders Project, and wish the hope to work with them on these Diversity council every success.
Quality Leaders Project for Black LIS workers: Shiraz Durrani
The need for QLP • Funding proposal for roll-out: • Stephen Lawrence Inquiry 2002- recommendations What is involved? • Roach & Morrison Report • Each authority selects a QL (1998) • UNL (MRC) conducts project • 3 out of 25,000 Black • Sponsors & project team managers earning £27,000 • Community consultation - • Legal: RR(A) Act; Equalities needs Standards, BV, Human Rights • Service development proposal
Outcomes Learning experienced by QL • Service • Knowledge ( e.g. Best Value) development/improvement • Skills (e.g. leadership) • Directly address social • Attitudes (e.g. confidence) exclusion Staff development • Combating racism • Meet BV, Equalities • New ideas, experiences, Standards, ALP and Library readings Standards requirements • Connecting with communities • Develop the QLP model The future The stages • Roll-out starts in 2002 • Open to All? (2000) • Register interest • Executive Briefing at LA June • QLP Mailing list 1999 • New Advisory Group • LIC & Feasibility Study, April members. 2000 • Pilot Stage 2 – July, 2002: Birmingham & Merton
38 Taking a day out of office: John Pateman
John Pateman has been Head of Libraries and Heritage at Merton since 1998. Before that he was Chief Librarian of Hackney. John was on the DCMS working group which produced Libraries for All - public libraries and social inclusion and he was a member of the research team which published Open to All ? Public Libraries and Social Exclusion. John is also a member of the Library Association Policy Action Group on Social Exclusion. John has written and spoken extensively on class and international aspects of librarianship, with a focus on libraries in socialist countries. John was a founder member of Information for Social Change and edits its journal. He is also a member of Link (a network for North-South library development) and Race & Class. John is a Fellow of the Library Association - and one of its most consistent critics.
Taking a day out of the office is a meet the theme of the conference”. always a big decision. Taking two Given that the theme of the days out of the office is a very big conference was staff development, I decision. Taking two days out of the found this quite revealing. office in March, when all the major budget decisions are being made, is This is not unusual. The Public a seriously big decision – which is Library Group is holding its bi-ennial why I could only be with you today Training and Development School in and not yesterday. What I am getting April. According to the programme at, is there has to be a very good published in the Public Library reason why I am out of the office in Journal, of the 14 speakers at this March – and the Diversity Council is event, 14 are White and 10 are men. a very good reason. Does this represent the users and staff of our public library services ? I was given the opportunity to spend In future, the Diversity Council should two days this week at the Association have a say in the planning, content of London Chief Librarians (ALCL) and speakers at these type of residential annual conference at events. Frensham Ponds. I declined this opportunity because ALCL does not Last week I attended a meeting reflect Merton’s values, vision or organised by the DCMS (sorry, Mark strategic objectives (more of those Mason !) to gather feedback from later). When I looked at the librarians on last year’s Annual programme for Frensham Ponds I Library Plans. There were senior could not see anything of relevance librarians present from across to the Merton agenda – the ALCL London and the south east of agenda is set by white/middle class England. Needless to say, they were managers, for white/middle class predominantly white/middle class managers. When I asked the and male. It is hardly surprising that organiser the ethnicity of the when one – and only one - race conference speakers her reply was related issue emerged from last “I’ve no idea re ethnicity – I booked year’s Plans, this passed without the speakers who were best suited to comment. This issue concerns the Diversity . No. 4-5 (2002)
setting of local targets for library Record. In the January 2002 edition services to ethnic minorities. It was there were 143 photos of people, of reported that 28% of local authorities whom 6 were Black and 137 were had provided targets related to White. What is interesting is that, services to ethnic minorities. This is a when I complained about this to the shocking figure, but the only editor, in the February issue there comment made was that it was “not were only 43 photos of people, of yet satisfactory”. I think that it is whom 41 were White and 2 were absolutely scandalous and Black. The figures for March were 51 disgraceful that fewer than 3 out of photos, of whom 43 were White and 10 library authorities set local targets 8 were Black. The editor seems to for library services to ethnic have dealt with my complaint by minorities. But no one else in the cutting down drastically the number room shared my view. They were still of photos of people (playing safe) basking in the light of the finding that and marginally increasing the 85% of authorities had adopted the 6 proportion of Black images. point plan in “Libraries for All” and The Diversity Council should be 77% had also adopted the policy represented on the editorial board of objectives from “Libraries, Museums, the Library Association Record and, Galleries and Archives for All”. I have of course, have its own journal as a to question these high figures, given Group of the Library Association. the very low figure for services to ethnic minorities. This is not There is much that can be criticised surprising, given that all 12 members about the Library Association’s of the Annual Library Plan steering attitude, approach and apathy group are White (and 11 are men), towards diversity issues, such as its and all 10 members of the Annual lack of action and response to both Library Plan assessment team (the Roach & Morrison and Stephen people who assess Annual Library Lawrence, but I do not want to dwell Plans) are also White (and 7 are on the past. In my view an men). So we have a situation organisation that is willing and able to whereby : the Annual Library Plan accept criticism is a confident process is designed and determined organisation ; and an organisation by a white / middle class steering that is willing and able to accept group ; Annual Library Plans are criticism and self-criticism is a written by white/middle class confident and mature organisation. managers for white / middle class In this spirit, the Library Association service users ; and these Plans are should be willing and able to accept evaluated by white/middle class criticism from the Diversity Council, assessors. regardless of whether the Diversity In future the Diversity Council should Council is inside or outside of the be represented on the ALP steering Library Association. group and be involved in the drafting and assessment of Annual Library It remains to be seen if CILIP is to Plans. become a confident and mature organisation. One early indicator will One final example should suffice to be the way in which Equal make my point. I have started Opportunities and International monitoring the content and images affairs are dealt with by CILIP. In the contained in the Library Association old LA these were relegated to
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secondary status as sub committees their duties, whether involved in ; in the new CILIP they should be at policy, procedure, service the heart of the organisation, and the development, needs assessment, Diversity Council should play a consultation, service delivery, significant role in developing CILIP monitoring or promotion”. As Head of policies on diversity and other issues. Libraries & Heritage in Merton, it is my job to put these words into action Moving on to my organisation, at the in the library service. Evidence of this beginning I referred to Merton’s happening includes : a new strategy, values, vision and strategic structure and culture for the service ; objectives. To give you a flavour of a needs based approach, with these, I will quote from Merton’s new appropriate redirection of resources Equal Opportunity & Valuing (or, as I prefer to call it, redistribution Diversity Policy : “Merton Council is of wealth and power) ; consultation committed to promoting equality of with service users and non users ; opportunity and social inclusion, empowerment of managers and staff eliminating unlawful discrimination ; challenge of procedures and and promoting good relations practices ; service development, between employees and between including a new Equal Access communities of all backgrounds. Service and outreach approach ; and Merton’s objective is to ensure that rigorous monitoring of performance all sections of the community have targets and evaluation of outcomes. full and equal access to employment In the future I would like the Diversity and services appropriate to their Council to externally assess the needs. No-one will be excluded on impact of these, and other initiatives, the grounds of gender, disability, in Merton and in other library race, colour, nationality, ethnic or authorities. national origin, age, HIV status, social or economic status, legal I would like to end with a warning. immigrant status, disability, marital We face an uphill struggle to status, sexual orientation, religion, convince many Chief Librarians, political beliefs, trade union library managers and staff that membership, carer responsibilities Diversity is an issue which they and irrelevant criminal records and should address and take seriously. convictions”. Because it does not affect them I welcome this broad definition of personally, and because they do not diversity because it is inclusive, and I have to think or worry about it, many believe that similar thinking should White/middle class librarians do not guide the Diversity Council, which think that issues such as race and should seek to encompass all class matter or are important. They aspects of diversity and social think that the class war is over and exclusion. that the Stephen Lawrence report has dealt with institutional racism. “An inclusive and fair Merton will They have what I call a Daily Mail benefit everyone, and the value mentality. To illustrate my point, I will placed upon diversity and inclusion quote from the editorial of the “Mail should be evident to everyone. Every on Sunday” (10 March 2002). This Councillor, employee, contractor and was written in response to a new sub-contractor has a responsibility to Government drive to monitor the adhere to this policy in carrying out ethnic background of public service
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staff and users, as part of the Race to the real thinking behind this Relations (Amendment) Act 2000, project, namely the downgrading of which comes into effect in May. The old-established values and their new law will require public services replacement by Leftist multi- to use the results of ethnic culturalism. All free citizens of all monitoring to draw up anti- colours, races and creeds should discrimination programmes, and refuse to have anything to do with target services to those in greatest this intrusive and damaging need. The “Mail on Sunday” inquisition”. response was headlined “Race inquisition will just divide us more” This is how many Chief librarians and went on to say “The Government and library managers think. It is is embarking on a scheme of race evident in their attitude, behaviour classification on a scale not seen and Annual Library Plans. They since the abolition of South Africa’s would never say it to your face. But apartheid laws. Instead of adopting they believe it in their hearts. In this official colour blindness, we must paper I have given some suggestions bow to the theory of “institutional of how the Diversity Council can racism” (in quotation marks). This is intervene and make a difference to a recipe for eternal conflict invented library services. by the extremist American Black Panther Stokely Carmichael, who But the biggest challenge that the called Hitler a “genius” and once Diversity Council faces is to win the urged the people of Brixton to arm hearts and minds of library policy themselves with handgrenades. The makers and senior practitioners, to official listing of the English as a change the culture of our profession minor ethnic sub division, equivalent and to create library services which to the Kosovars, is a dispiriting clue are truly open to all.
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Struggle for equality, diversity & social justice
Are libraries changing?: Guest writer
Are libraries changing in response to the rapidly changing government agenda? Are libraries really responding to the need to tackle social exclusion? Are libraries mainstreaming social exclusion? I think that the answer to these questions must be a resounding “No.”
One of the main factors in preventing libraries are not. Thus a tiny library services from really tackling percentage of our budget aimed at social exclusion is a certain tackling social exclusion is not complacency. Assurances that, for enough. We must not, therefore, be example, 20% of the budget is being complacent about that which is made spent on social inclusion mean little available for social inclusion, nor when it transpires that 15% is for should we trumpet it as really moving things that are being done already. forward when, in fact, it is almost a Of course, not all social inclusion is token gesture. new. But if we consider that there is a whole raft of recent legislation – Of course, there is some wonderful DDA, RRA, HRA – and the new work going on in libraries up and Equality Standard for Local down the country and many Government, the requirement to authorities are looking at ways in mainstream etc we can begin to see which social exclusion may be that there is much that is “new” to do tackled. For this we can be grateful. and that it is not sufficient to count, But we must not be fooled. Whatever for example, housebound services as libraries are doing it is NOT enough. contributing significantly to our social It is over 2 years since Libraries for inclusion agenda. If libraries are All was published. One might doing all these “new” things already reasonably expect that libraries, in then we might not have such cause that time, would have developed for concern. However, libraries are many services to help tackle social not doing these things – as exclusion and really moved forward attendance at CILIP courses would with this agenda. But, speaking to indicate. Indeed a recent DDA colleagues in different parts of the course at CILIP was oversubscribed country, this appears not to be the to such an extent that a second case. If libraries are to be at the heart course had to be run shortly after the of people’s lives, libraries MUST first. We all know that CILIP courses respond much more quickly to the are not cheap. We all know that we need to tackle social exclusion. If we are extremely busy. Why, then, do not, as a profession, embrace this spend all that money on courses view, then libraries will not be at the looking at various aspects of social heart of the lives of socially excluded inclusion, and time out of the office to people with the result that some of attend them, if libraries are already the most marginalized people in our responding sufficiently to the social society will be denied the inclusion agenda? The fact is,
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opportunities that libraries can offer even embracing to outright them to improve their lives. resistance. Unfortunately, the latter seems to be norm in libraries. So why do I feel this way? A recent Despite targets and clearly defined training course in tackling social goals, it is possible for staff to find exclusion, aimed at managers, many subtle ways of subverting the highlighted some of the issues for change process. This is one of the me. The focus was very much on main factors in preventing change good practice - good practice, that is, and we ignore it at our peril. Having in developing “on the ground” identified it as an issue, we also fail services that are socially inclusive. to talk about it at our peril. Difficulty in There was some very good practice dealing with resistance does not, highlighted and it is always useful to necessarily, make us bad managers. share good practice and to hear what Rather it highlights the entrenchment others are doing. However, over 2 of resistance. Training is urgently years after Libraries for All was needed to provide managers with published should not managers be skills to deal with this kind of further ahead? Should not managers resistance. Those of us who feel that be looking at those issues that we have ideas on tackling social prevent us from embedding socially exclusion, those of us who wish to inclusive practices across our mainstream social exclusion (in line services and prevent us from moving with government policies) must find ahead quickly, rather than looking at ways to take this forward. Training the practices themselves? Clearly, may help us in this regard. Thus my the lack of engagement by some appeal to trainers is to develop the managers with these kinds of issues agenda for social inclusion training to would suggest that there is a need ensure that not only are you for this kind of training. providing training aimed at those who are “lagging behind” in social However, there is an urgent need for inclusion, but training aimed at those training aimed at those taking a more who wish to take it forward but are strategic view of tackling social prevented by resistance. exclusion and embedding socially inclusive practices across our If we fail to acknowledge the services. In my experience, the main tokenism that exists in tackling social problem in tackling social exclusion exclusion and the complacency that is not the lack of ideas being seems to accompany it, the generated within our ranks but the resistance that there is to tackling lack of enthusiasm for the notion of social exclusion in libraries and the tackling social exclusion. All change need for different types of training, is difficult. Librarianship has been there is a danger that any progress (still is?) a very conservative that has been made so far will profession and one that seems to become “fossilised” rather than built find change especially difficult. upon. This will not help to put Responses to change can vary libraries at the heart of people’s lives dramatically from acceptance and .
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CASBAH Project: Carol Dixon
Identifying and mapping national research resources for Caribbean studies and the history of Black and Asian people in Britain
CASBAH was established in January 2000 as one of 54 projects funded by the Research Support Libraries Programme (RSLP). The project's work has centred on the identification and mapping of research resources for two subjects - Caribbean studies and history studies relating to the Black and Asian presence in Britain. The ultimate outcome of research activities conducted over the past 2 years was the launch of an online database in May 2002 containing summaries of archive materials, printed sources and audio-visual collections housed in the UK that are relevant to the project's subject areas.
Since the project's inception Black and Asian presence in CASBAH have conducted the Britain and the location of following activities: important UK-based research • 15 on-site surveys in selected collections for Caribbean studies repositories throughout the UK, within the higher education sector from which samples of relevant and throughout the wider archival materials have been community. summarised for the project's • Design and marketing of the database. project's web site at • A nation-wide survey of printed http://www.casbah.ac.uk. and audio-visual materials, administered through the design To-date the success of the project and distribution of a CASBAH has been demonstrated through the questionnaire to over 180 ever-increasing usage of the targeted libraries within the public CASBAH web site, both nationally and academic sectors, and also and internationally. Over 20,000 to specialist repositories for film people regularly visit the site each and sound collections. month and hundreds more have read • Liaison work with resource about the project's activities and managers within the library and findings via the following series of archives sectors in order to make conference presentations and recommendations on dissemination events: collaborative collection • Seminar presentation at the development initiatives between Society for Caribbean Studies key resource providers for the annual conference on July 4th project's subject areas and, thus, 2000, Lucas House, University of improve the distributed national Birmingham. collection of research resources • Training session at the Ethnic for Caribbean studies and UK Minority Archives Training Day, Black and Asian history studies. organised by the East Midlands • Awareness raising, outreach and Region of the Society of training work to disseminate key Archivists. findings about the longevity of the • Presentation to information
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management students at Thames Valley University, 31st May 2001. In addition to reading about the lives • Presentation at the AGM of the of key figures in UK Black and Asian Black and Asian Studies history, such as the anti-slavery Association (BASA), 9th June, campaigner Olaudah Equiano University College London. (c.1745-1797), the Shakespearean • Project display at the RSLP actor Ira Aldridge (c.1805-1867), the Dissemination Event, 14th June Liverpool-born photographer and 2001, Business Design Centre politician John Archer (1863-1932), (Islington, London). WW2 heroine Noor Inayat Khan • Presentation during the launch of (1914-1944), and the journalist and the West Midlands Cultural political activist Claudia Jones (1915- Diversity Network, 18th June 1964), etc. visitors can also find out 2001, Herbert Art Gallery and where they can get access to Museum, Coventry. material on subjects ranging from • Lunchtime seminar presentation Pan-Africanism, the history of the at the Society for Caribbean East India Company, the literature of Studies annual conference, July the Caribbean diaspora, the UK anti- 3rd 2001, University of slavery movement and immigration Nottingham policies in Britain. • Introductory presentation at the CASBAH Black History Month Although the CASBAH database only Dissemination Event, 15th has a selected, demonstration October 2001, Institute of sample of c.500 records its work Commonwealth Studies, provides an insight into the vast University of London. wealth of research resources yet to • Presentation at the annual be uncovered in UK archives that conference of the Black and pertain to the histories of African, Asian Studies Association Caribbean and South Asian peoples, (BASA), 27th October 2001, and is a marker for future research Channel 4, Horseferry Road, and online documentation within London. these subject areas.
Ultimately the number of people The following repositories have been using, and benefiting from, the identified by CASBAH as housing CASBAH database throughout 2002 some of the largest collections of and beyond will also determine the research resources for Caribbean, project's success. Black and Asian history studies in the UK: The database is freely accessible via • University of London Library = http://www.casbah.ac.uk and c.11, 000 monograph and anyone visiting the site has the periodical titles option to browse the lists of archives • University of Warwick Library = and libraries surveyed, conduct free- c.5000 titles text searches of the data or select • University of Essex Library = topics and themes from the c.5000 titles database's index of subjects, • Institute of Race Relations Library personal names and corporate = >3300 titles names. • University of Liverpool Library = >
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3000 titles literature • Orchard Learning Resource • Goldsmiths College, University of Centre (University of London = c.70 audio-visual items Birmingham) = c.3000 titles pertinent to Caribbean history • University of North London and social anthropology Library = c.2500 titles • Concord Video and Film Council • University of Sheffield Library = = c.50 film titles pertinent to Black c.2000 titles and Asian history studies • University of Leicester Library = • Southampton Oral History c.2000 titles Archive = c.65 sound recordings • Oriental and India Office containing some material on the Collections: British Library = > post WW2 history of Black and 1000 titles Asian peoples in Britain • North West Film Archive = c.50 Significant collections of audio-visual film titles pertinent to Black and materials specific to the project's Asian history studies subject areas are also housed in the • Ahmed Iqbal Ullah Race following repositories and all their Relations Archive = 40 sound details have been summarised on recordings and 10 video the CASBAH database: recordings pertinent to the history • National Sound Archive = c.1200 of race relations in the UK items pertinent to Caribbean studies To find out more about the CASBAH • British Film Institute = > 200 film project, please visit the web site titles pertinent to Black and Asian http://www.casbah.ac.uk , or write to: history studies • Overseas Film and Television CASBAH Project (Caribbean Centre (OFT) = c.200 film titles Studies, Black and Asian History) pertinent to Caribbean studies; Institute of Commonwealth Studies, c.70 film titles pertinent to Black 28 Russell Square, London WC1B and Asian history studies 5DS, UK. Email: [email protected] • Cambridge South Asian Archive = >200 film titles pertinent to Report by Carol Dixon South Asian diaspora studies (out CASBAH Project Officer (January of c.1200 films on South Asian 2001 - May 2002) countries) To contact Carol Dixon, please email • Commonwealth Institute = c.50 [email protected]. videos and c.50 sound recordings on Caribbean and South Asian
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Health information for BME Groups: Veronica Fraser
HEALTH INFORMATION FOR BLACK AND MINORITY ETHNIC GROUPS: Developing the National electronic Library for Health and NHS Direct Online as inclusive health information services: Workshop report by Veronica Fraser, Bob Gann and Cathy Herman.
The National electronic Library for Health (NeLH) and NHS Direct Online (NHSDO) were established under government priorities5 to improve the health of all and to make information about healthy living and health decisions easy to find. NeLH and NHSDO both serve NHS clinical staff, health professionals and managers as well as and patients and the public although the priority audience for the NeLH is clinicians, health professionals and managers and for NHSDO is patients, carers and the public. A key feature of both sites is that that feature evidence based health information to support health care decision making.
5 ‘Information for Health: an Information Strategy for a Modern NHS’ 1998.
48 In March 2002 we held a workshop Jazz reminded participants that black to help establish priorities for and minority ethnic (BME) developing the NeLH and NHSDO to communities form 6% of the UK better reflect the health information population with 90% living in major needs of all and to improve coverage cities and 50% in London. 85% of of health information relevant to BME are under the age of 40 but the black and ethnic minorities living in older population is set to increase the UK. dramatically (100-200%) over the next ten years. BME and children The day was planned with Cathy born in Ireland have higher rates of Herman an independent health long term illness than any other information consultant who designed group with coronary heart disease and facilitated the workshop to (CHD), stroke and diabetes more maximize opportunities for feedback common in BME communities than in and discussion. The bulk of the day other groups. Issues for health was spent in small group sessions services to grasp include language with a final plenary to identify and (over 200 languages and dialects), agree priorities for service cultural and religious understanding development. and sensitivity, asylum seekers and refugee families and institutional Veronica Fraser from the NHS racism. Information Policy Unit and Veena Bahl from the Equalities Strategy Key discussion points Group at the Department of Health The group discussions recognised introduced the day with information the uneven pace of development of on relevant government and the two services and argued strongly Department of Health Strategies. that each service needed a clearer Jazz Bhogal, Ethnic Health identity with NHSDO a health service Development Manager, NHS user site and NeLH clearly focussed London, then spoke on the ‘Health on clinical staff. Participants praised information Needs of Black and the content on diabetes. They also Minority Ethnic Groups. The welcomed the development of NHS afternoon session included work in DO as a multi channel service with progres . Dr Zuber Ahmed presented digital TV offering real opportunities Mypil.com (www.mypil.com). Karen for local health information provision. Chouhan from The 1990 Trust NHSDO also has the benefit of presented Healthweb personal contact with staff and (http://healthweb.blink.org.uk.) and access to Language Line. Abdul Razzak presented the Ethnic Consultation that genuinely involved Health North West website ,a North patients, carers and the public in the West Public Health Observatory NHS should be used by health project, that provides information and information services (3)Greater use intelligence for Ethnic Health in the could be made of contact with local North West (www.ethnichealth- community centres and voluntary northwest.net.) organisations. This would also overcome lack of awareness about Health information needs of BME 6 NHSDO and NeLH.
6 BME is used throughout the article to The main aim of the workshop was to refer to black and minority ethnic capture the key points from the communities. Diversity . No. 4-5 (2002)
discussion and plenary sessions and Learning from current activity and make recommendations for NeLH research and NHS DO for service Over the next few years both NeLH development and NHSDO aim to do more to map current web site initiatives and Recommendations include using incorporate research that has already NHS The National Service been carried out in to the health Frameworks to determine topic information needs and priorities for priorities and to maximise impact. black and minority ethnic groups. Some national pilots could be developed around both a clinical Involvement and access focus e.g. Coronary Heart Disease The proposed Commission for (CHD), Diabetes ,and, a social focus Patient and Public Involvement in e.g. how to register or change GP. Health (CPPIH) will set national More information is needed on diet standards and will also operate and lifestyle and reference to fuller locally within communities. These sources of information and expertise local networks will build capacity such as websites, good practice and with communities for involvement. networks. The long term goal is for NHSDO to be available in minority ethnic NeLH could focus on building up languages but in prioritising topics resources on cultural competency for translation use should be made and effective ways of working with of research such as The Health diversity. A further gap was identified Survey for England (1999) that has in mental health information provision already identified key conditions and particularly for refugees and asylum illnesses relevant to Black and seekers who may have suffered minority ethnic groups. trauma and be depressed and anxious. NeLH could address the Future research wider public health agenda, e.g. The workshop raises several areas biodiversity, air quality and could for future research. These include provide information about health the effectiveness of a variety of systems in other countries. media – are there differences in the Complementary and alternative effectiveness of telephone, World medicine should be included where Wide Web, leaflets? And the wider there is an evidence base. issue of the role of health information in changing behaviour – of clinicians Both information services could work and of patients. There is a need to in partnership with race equality identify the information priorities and councils building on the Race training needs of clinicians, health Relations Amendment Act to professionals and managers to fulfill encourage good race relations as a their duty to promote race equality. formal part of health How can effectiveness be professionals/clinicians learning and monitored? How best can we involve appraisal. Australia was quoted as a information users themselves in the best practice example with a production of evidence based multicultural communications information? strategy. Next steps and further information
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NeLH and NHS Direct Online are modules to help health information now building these targets into work providers and intermediaries drive programmes for the next three to up quality. The specification for five years with some initiatives NeLH Virtual Branch Libraries already underway. NeLH have requires the inclusion of BME and recently licensed two major culturally sensitive resources. knowledge products Clinical Evidence and The Cochrane Want to know more ? Library for all to use. A research Diversity readers are encouraged to survey carried out by UCE, look at NeLH and NHSDO web Birmingham, is due to report shortly sites. Public libraries may wish to on how NeLH is used in public consider building local links with libraries and this will give us more NHSDO and NHS library and ideas about improving accessibility. information services to support (4) Both NeLH and NHS DO are knowledge sharing and joint committed to improving the training. relevance to BME of the information already available and the ease of Veronica Fraser finding the information you need on NHS Library Adviser any topic. A programme of Department of Health Information translation and audio recording of Policy Unit NHS Direct Online’s Health [email protected] Encyclopedia is currently under way. BME representation on the Bob Gann NHS Direct Online Editorial Board Director, NHS Direct Online has also been strengthened to [email protected] provide advice on culturally sensitive service development. The Catherine Herman Information Policy Unit has creativite commissioned the Centre for Health 25.Whittington Road Information Quality (ChiQ) London N22 http://www.hiquality.org.uk/ to 02088887925 produce toolkits and training [email protected]
O Canada! - David Owen
Perusing the online newsletter of the “Since taking over the position of the IFLA Section for Library Services to National Librarian, Roch Carrier, Multicultural Populations I came committed himself to re-establishing across an article 7 which the National Library’s leadership in commenced as follows: the provision of library services to Canada’s multicultural communities.”
Hang on, haven’t I read that 7 Zielinska, Marie F. British Library report somewhere before? on the responses to the New Strategic Directions Survey. www.bl.uk/about/strategic/consultation
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Silly me, what I had read previously technology training on was an article in the Library of the technologies Congress Information Bulletin 8 for users. which reported a speech in August iii. Making government 2001 by Roch Carrier in which he set publications out how on becoming the fourth available in multiple national librarian of Canada on 1st formats, concurrent October 1999 he recognised that “the with print, including e- 3.1 million blind, visually impaired texts and and print handicapped Canadians websites. had not been represented in the iv. Providing resources to program of the National Library of support Canadian Canada.” publishers and alternate format So what did he do to address the producers in using needs of these disabled people? master files to create The steps were as follows: multiple formats in a • He created a national task force timely and affordable in collaboration with the fashion. Canadian National Institute for v. Establishing federal the Blind. appropriations to • They published a survey which increase the volume of “demonstrated the need for the materials available to National Library to make Canadians with print accessibility a major program”. disabilities. • Consequently, he created a National Council on Access Mr Carrier stated, “These National with representatives of all Council recommendations are now interested parties, including part of the National Library of publishers. Canada’s Strategic Plan.” • They developed a work plan for the National Library. The “most And what did he do about addressing urgent issues” include: the needs of Canada’s numerous ethnic groupings? In August 2000 he i. Updating the National established a Working Group on Library’s Union Collections Policies whose mandate catalog and increasing was “to review and to refocus the as much as Library’s collection policies to support possible interlibrary the National Library’s leadership role loan and document as the key source of the nation’s delivery in multiple published heritage, and also to formats. define requirements to build a more ii. Providing appropriate broadly based collection for all assistive Canadians, including collections in heritage languages.”
8 In an interim report the Group Fistick, Robert. The word from Canada: recommended that the Aboriginal Roch Carrier speaks at Library. Library of Congress Information Bulletin, September and the Multilingual Resources and 2001, pp190 and 193. Services be studied in greater detail
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to produce specific recommendations “based on consultations with the Does anybody want to volunteer to communities.” They also surveyed conduct a literature search for similar 22 Canadian public libraries active in reactions to the British Library’s this field and incorporated their leadership role in addressing recommendations in the report. diversity issues to contribute a similar article for Diversity? If so, here’s a In September 2001 the National tip. Don’t start with the “Report on Librarian announced the creation of a the responses to the New Strategic new permanent post of Co-ordinator Directions Survey”.3 for Multilingual Resources and Services to implement a plan to O Canada! improve services to multicultural Our home and native land! communities via public libraries. True patriot love in all thy Extra resources have been allocated sons command. to this work program for which “The National Librarian deserves highest David Owen praise and gratitude from all 25.06.02 Canadian ethno cultural communities.”
Dr. Mahbub Ahmad's life: Raihana Ahmed
Chronological events and activities of Dr. Mahbub Ahmad's life, by Raihana Ahmed.
Dr. Mahbub Ahmad’s 65 years of life was honoured by the Government of can be divided into three sections: Bengal , during British India with a first his academic life and career, gold ring for his service to the second his international careers and community. positions and third, his total • Passed I.Sc. from commitment to serve the community Anandamohan College in 1954 and the creation of God. in First Division • Passed B.Sc. (Honours) in His message to his family was: Statistics from Dhaka simple living and high thinking, and University in 1957 and Masters always work to please the Almighty in 1958 God, not any other human being. He • Came with scholarship in 1962 was reluctant to accept the CBE at London School of (Commander of the Order of the Economics & Political Science British Empire) in 2001 but was for Ph.D. in Demography. His persuaded by his family members to supervisors were Prof. D.V. accept the honour from Her Majesty Glass and Mr. Norman Carrier. the Queen for the sake of the Bengali Taught under-graduate Muslim community in Britain. students Demography at LSE as a Research Officer. Born in 1937 in Barisal. His father • Obtained Ph.D. in 1966 was the Late Sirazuddin Ahmad, who
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• Joined Dhaka University and Association (BIRDEM) at the later became Associate request of Dr. (Prof.) Professor. Was acting Head of Mohammad Ibrahim, as his the Department until June Scientific Advisor (a honorary 1972 position) • He was a founder member of the Institute of Statistical His job was to advise Prof. Ibrahim Research & Training (ISRT) of on every issue of BIRDEM, to form a Dhaka University along with Trust so that BIRDEM can survive Dr. (Professor) Kazi Motahar and run smoothly in his absence, he Hossain and Prof. Mohammad devised a system of patient Muniruzzaman. circulation according to appointed • His research projects were time by the hour and minutes, Demographic Studies in East introduced and improved the Pakistan, Matlab Research Biotechnology Department of Project in collaboration with BIRDEM by helping them to make Cholera Research "spectro photometers" locally so that Laboratories (now ICDDRB), the patients can buy them cheaply Family Planning in East organised Fourth World Diabetes Pakistan, Diabetic Association, Congress in February 24-27, 1989 etc. took charge of BIRDEM in July 1989 • Married in 1970, resigned from so that Dr. Ibrahim can travel to the Dhaka University and came to U.K. for his check-up. Dr. Ibrahim England in 1972 with a Post- returned to Dhaka and passed away th doctoral Fellowship at the on the same day in his own bed (6 London School of Economics September 1989). Within 10 days of with a scholarship from the Dr. Ibrahim's death Dr. Mahbub Population Council, New York. Ahmad left BIRDEM and came back • Joined World Fertility Survey in to his family in London. 1973, a project initiated by the International Statistical Institute A new chapter began in his based in The Hague. He joined adventurous career on return from at the request of Sir Maurice Bangladesh. He completely devoted Kendall, a world authority in himself to voluntary activities and Theoretical Statistics. social services. Some examples: • Established Ruposhi Bangla in • Chairman, Asian Elderly October 1974 as a resource Group of Merton (1989-1993) Centre on Bangladesh, Bengali • Founder Chairman of Millat language, literature and culture Asian Housing Association • Joined the Cairo Demographic (1989-2000) Centre (CDC) as a United • Member of Tooting & Balham Nations Expert in 1978 at the Law Centre request of Dr. (Professor) S.M. • Executive member of Merton Huzzayin (former Minister, Commission for Racial Equality Geographer and later Director • Secretary of Ruiyyat-i-Hilal of CDC) Committe • Secretary of Council of • Left CDC in June 1982 and Mosques, South London joined the Bangladesh Diabetic
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On Friday, 19th of March 1999 he came on him on Friday, 12th of April had his first stroke which left him 2002 after mid-night at 1-30am. He paralysed on the right-side of his was taken to St. George's Hospital body. He regained some mobility by ambulance and breathed his last after intensive physiotherapy. On on Sunday, 14th of April at 8-30am, Friday, 23rd of February 2001 he had his two daughters were sitting by his another stroke. This was a mild one bedside. but made him weak on the left-side. He lost some of his mobility which He looked very peaceful and seemed he regained after a lot of hard work. to be ready to reunite with the He was a real fighter and did not give Almighty Creator, whom he wanted up his faith in God. He was never to please all his life. completely bed-ridden and his mental capability was as fine and Raihana Ahmed sharp as always. Then the last blow May, 2002
The noose of hunger - Kingsley Joseph Oghojafor
Reasonable people all over the world in general and Africans in particular were disappointed in June this year when many of the world’s leaders refused to attend the United Nations World Food Summit in Rome.
The summit organized by the Food people live each day in hunger and and Agriculture Organisation (FAO) 24,000 others die everyday from was supposed to seek the hunger, is not to be handled with kid understanding and compassion of gloves. the industrialised and rich countries to see to it that the number of Africa, of course, is worse hit. All starving people all over the world is over the continent it is one story of cut by half by the year 2015. hunger and starvation or the other. It is estimated that up to 15 million Out of all the 29 wealthy countries of people in Southern Africa are the Organisation for Economic currently at the risk of starvation. Cooperation and Development Hundreds of people have so far died (OEC) and all the other countries of in Malawi because of hunger and Western Europe and North America, more than 3 million more people now only Silvio Berlusconi of Italy and face starvation with no immediate Jose Maria Aznai of Spain attended way out. Not left out in the hunger the summit. It is even rumoured that scourge too are Zambia, Lesotho, Berlusconi attended only because he Swaziland, Mozambique, Angola, was the host. and Zimbabwe. In Angola, nearly half a million people face starvation. It is indeed a shame that the leaders These are of course the alarming of developed countries would give so cases. There are many other African little priority to the tragedy of hunger. countries where food has become A situation whereby 800 million notoriously difficult to come by. It is
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not uncommon to find starving It should be pointed out that though children richly illustrated by their the rich countries are not to blame for base rib cages. Hunger has become the hunger in Africa (though many the order of the day in Africa. Picking believe otherwise, especially looking rubbish food in the refuge dump is no at colonialism and neo-colonialism), longer strange in the streets of most they owe it to humanity and countries in Africa. Food that is themselves to lift a finger and assist supposed to be a very common and Africa. Africa cannot do it alone, affordable ingredient has now especially with some sit-tight African become even more scarce than gold. leaders who would continually prefer But despite all these, the rich still to enrich themselves at the detriment don’t care. They go about it this way of their people. In the persons of Late because things are okay in their own Savimbi of Angola, Mugabe of countries, so to hell with the others, Zimbabwe, Emperor Bakassa of the especially Africans. Central African Republic, the late Mobutu Sese Seko of Zaire, Idi Amin This is sad. It is equally barbaric. A Dada of Uganda and Late Sani situation whereby about 1.2 billion Abacha of Nigeria (to mention a few), people in the world live on less than Africa is in dire need of help from the 1 dollar per day is not one to be peoples and leaders of the toyed with. It is also estimated that developed countries, lest they get 45% of Africans live on less than 70 crushed by their own evil leaders. pence a day. Rich nations of the Africans need to be saved from itself. world cannot afford to continue being The world has become a global complacent about all these. In a village where we should all be our world that is gradually shrinking daily, neighbours’ keepers. It is not fair for such complacency can be one country to sit by and watch as dangerous, even from the millions get killed of hunger and perspective of enlightened self- starvation in another country. The interest. If hunger has become the rich countries of the world owe it to order of the day in countries that the Africa and other third world countries richer nations depend on as a caught in the quagmire of this market, then it means that hunger monstrous poverty as a moral duty to can, like the desert, encroach upon do the much they can to save these the frontiers of these uncaring people. Wealth is given to people by industrial giants. God so that they can help others who do not have. The words of Tony Blair have to be taken seriously (even though from Tony Blair’s words should be a his actions it shows that he is just all challenge to other rich country talk and no action). When he came to leaders. They cannot continue to Africa he said “the state of Africa is pretend that all is well with the world. scar on the conscience of the The world is sick and hungry. They world….but if the world as a cannot continue to go about their community focus on it, we could heal normal day to day lives as if nothing it”. Good talk, but will they focus on is amiss. They have to come it? They have started proving they together with the leaders and won’t, with their action recently when peoples of these affected countries they shunned the World food summit. and find a solution out of the hunger
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crisis that is rocking the affected president said, “when peace has countries. been broken anywhere, the peace of all countries everywhere is in Their continuous lack of care might danger”. His statement is applicable benefit them right now, but in the today as regards the hunger crisis in long run they would have let the Africa and other third world countries whole world down by not doing what because, “when the availability of they can do to make the much- food has been broken anywhere, the needed change. Just like what availability of food of all countries Franklin D. Roosevelt, the 32nd U.S everywhere is in danger”.
What’s OIL got to do with it? - Jaamit Durrani Reproduced from The Badger, Sussex University newspaper.
There are those, I am sure, who are questioning the nature and motivations of some on campus, in Brighton and across the UK, who are opposing military action by the USA and the UK against Iraq. Specifically I am speaking of the cloud of uncertainty which arises, to varying degrees, when someone mentions the underlying motivations of the war to be simply that three letter word, O-I-L. Surely it’s not all as simple as that? Surely there are many factors at work here – domestic security, the establishment of democracy and stability in place of a brutal despotic regime, perhaps deflection of political failings at home…? Why must we always harp on about oil?
I would like to argue for the centrality companies in the world. In 1998, of oil to US foreign policy by John J. Maresca Vice-President of mentioning that now largely forgotten International Relations at UNOCAL (in the media) country, Afghanistan. (yes, many of these multinationals Recently a friend suggested to me have International Relations that the war in Afghanistan had been departments!) gave a short but a complete failure – after all the detailed speech to US Congress. It’s bombing, the fighting (which, let’s not subject was the matter of the forget, continues to this day), the massive, untapped oil and natural thousands of civilians dead and gas reserves lying underneath the injured, the millions displaced and Caspian Sea in Central Asia. Our deprived of their livelihoods, the US friend the VP correctly pointed out has not even managed to capture that since the collapse of the Soviet Bin Laden or Al-Qaeda yet! I would Union, this area has suddenly like to propose, however, that in fact become ‘available’ in the sense that the war in Afghanistan has been an it is not being guarded by the unqualified success. Now bear with Russians any more. Now clearly, me on this one while I explain, by first from the point of view of UNOCAL, introducing to you (if you have not gaining access to those oil supplies already heard of it), the name would be a huge boost for business ‘UNOCAL’: a US-based multinational and an advantage over their oil conglomerate which is one of the competition. Furthermore, as they largest, if not the largest, oil are a US-based company, such an
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acquisition would naturally be in the devastating attack on the World interests of the US economy as well. Trade Centre. There is a link So we’re all agreed, ladies and between this group and the gentlemen of Congress, he repressive, horrible, evil, continued, that getting hold the fundamentalist Taliban regime. Caspian oil supplies would be most George Dubya is on the telly, saying beneficial. The question is, then, he will not distinguish between how to get it out of there? Maresca terrorists and those who harbour now proceeds to explore all the terrorists. Hence Afghanistan must various possible routes through be attacked and the Taliban must be which an oil pipeline could be built so overthrown. A year later, a man that it could be refined, processed named Hamid Karzai, a supposed and sold. Through Russia? Out of ‘true’ Afghanistani, a man of the the question – they are unlikely to people, the one to heal the rifts allow ‘foreign’ oil to pass through between age-old tribal feuds and their country. China? No, again, the build the foundations of a new, pipeline would be too long and democratic Afghanistan. What is not expensive. That leaves the route said about Karzai: before his foray from Turkmenistan, Afghanistan, into into statesmanship, he used to be an Pakistan or India, from where it could executive of a certain US-based comfortably be distributed on the multinational oil company… none world markets. The problem being, other than UNOCAL! What else: he however, that while UNOCAL had is a former CIA operative, and has previously been in talks with the lived and worked in the United States Taliban about the possibility of a most of his life. And finally, the nail contract for an oil pipeline through in the coffin, the final piece of the their country (this was back when the jigsaw: since Karzai came to power, Taliban was a friend of the US one of his first acts as Prime Minister government), the talks had since was to restart negotiations in May broken down and things were 2002 with a consortium of oil unlikely to change. The conclusion, companies, with UNOCAL at its then? Yes, we’ve been waiting for head, about the construction of a that… the speech ends with the VP certain pipeline. At this very of IR at UNOCAL suggesting that the moment, as you read this, an 850km only realistic way of getting the oil out long, $2 billion oil pipeline is being of the Caspian Sea would be if there constructed through Afghanistan. was some sort of regime change to a more ‘friendly’ government. That, The story above should, I hope, be a ladies and gentlemen, would be in clear example of the close interaction the interests of us all. between the state, in this case the US government, and multinational And there we have it. From the business. The oil reserves in Iraq speech of an oil company executive are the second largest in the world, given to Congress in 1998, we can after Saudi Arabia (whose ‘friendly’ see the blueprint for US foreign government has already allowed US policy in years to come. In companies to “invest” in its oil September 2001, after George W. reserves). But the majority of Iraqi oil Bush and his gang of ex-oil execs is nationalised – i.e. it is not owned have come to power, a group of by a multinational company, but by Islamic fundamentalists carry out a the Iraqi state. What isn’t
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nationalised has been contracted out British governments too. It is this to various European companies. A prospect that underlies all the “regime change” to a more friendly, rhetoric, the moral and quasi-legal Karzai-like government would open justifications for a war on Iraq, and it the door for privatisation of all Iraqi is for this reason that some of us oil, as well as meaning the automatic anti-war activists keep on going on termination of all current private about the O word. contracts (perhaps we can see the French, German and Russian Jaamit Durrani governments’ opposition to the war in a different light now…?). This To contact the Sussex University prospect represents a veritable gold Coalition Against the War (SUCAW), mine for US and British companies, please send an email to and, therefore, for the American and [email protected]
Promoting diversity – Antony Brewerton How do we promote diversity in our profession?
When I worked at Reading I contacted several key players in the University, although we covered profession to try to find some many nationalities amongst the staff, answers and contributions to the this never really reflected the Newsletter. Philip Pothen has written diversity that we found amongst our about the first year of the Diversity student base. At the time, I was Council and Shiraz Durrani has working closely with Social Work and addressed the issue of recruitment Youth Work tutors. One of these and retention in the public library colleagues asked me one day why sector. I am hoping this will start to we did not have more staff from open the debate and generate even ethnic minorities. I had to admit that more articles for future issues. The the vast majority of the people who online version of the SCONUL applied for posts in the first place Newsletter is available at: tended to be white and middle-class - http://www.sconul.ac.uk/publications/ very much the stereotype. newsletter.htm.
Why is this? And how can we So what do you think? If you have change this? How can we positively any advice or experiences relating to promote library and information work this issue that you would like to share to all sectors of our society? I would love to hear from you.
When SCONUL (the Society of Antony Brewerton College, National and University Editor, SCONUL Newsletter Libraries) decided to make an issue c/o Oxford Brookes University of its journal, the SCONUL Library, Headington Campus, Newsletter, a special “staffing issue”, Headington, Oxford. OX3 0BP tel: the challenge of attracting applicants 01865 483139 from diverse backgrounds came up email: [email protected] as one of the most pressing themes for managers to tackle.
59 Progressive African L & I Workers Group: Shiraz Durrani The following message was sent to a number of interested African and other progressive librarians on September 7, 2002. There has been much interest in the proposal and the PALIG will become active early in 2003. Anybody interested in joining the proposed Group should write to Shiraz Durrani at [email protected].
Date: Sat, 7 Sep 2002 13:13:17 -0700
There has been some discussion in USA; the "Study Circle in Political recently about the possibility of and Social Library Science" in forming a Progressive African Mexico, and other organisations in Librarians Group. This was several European countries as well discussed, for example, at the as the recently-formed Network for Glasgow IFLA meeting, as well as at Palestinian Libraries. There has a meeting of African and British been some progress in bringing librarians held at Merton Libraries in these groups together and there is London in September 02 (organised an on-going discussion to form an by Book Aid International). It was international forum for progressive generally felt that the voice of librarians. Such unity is essential in progressive African librarians was the current climate of globalisation missing in places where decisions and the wholesale takeover of every about libraries and services to social institution and service by African people were being discussed transnationals for profit. The ethos of and decided upon. The traditional, public service is in danger of being established library associations tend replaced by the greed of privatised to be apolitical and ineffectual in industries/services for profit. It is not bringing about meaningful change appropriate that progressive African and remain conservative in outlook. librarians are missing from the They seem to be more interested in exciting international movement of preserving the status quo and do not progressive librarians at this critical want to rock the boat which is point in time. necessary if we are to have a fairer distribution of services and resources The theme of next year's Berlin IFLA on principles of equality and social meeting is around access and one of justice. the suggestions made for the Africa section was to focus on the political, At the same time, progressive economic and social reasons why librarians in other parts of the world African peasants and workers are have started organising. There is, for denied access to information and example, "Information for Social knowledge that they need and that Change", "Race, Class and Equality", they should have by right. We need and "LINK" in UK; the Social to ensure that IFLA discusses OUR Responsibilities Round Table of the agenda and takes decision based on American Library Association (SRRT the needs of African people. In is by far the largest progressive Merton, we are moving towards a library association in the USA) the needs-based service with the "Progressive Librarians Guild" also potential and actual users Diversity . No. 4-5 (2002)
themselves deciding what their needs are. African people also have Can those of you interested in this a right to a needs-based library initiative please indicate their interest service and it is the job of so we can start getting a sense of progressive librarians to provide such what the general feeling is. At the a service. There is also immense same time, please pass this on to resistance to change from those who other progressive librarians who you benefit from the current imbalance. think may be interested in joining us They benefit beyond their need, on the basis of the ten point plan. I beyond their contribution to social am copying this to a few people who production and out of all proportion to are active in "Information for Social their number in population. This Change", "Race, Class and Equality", resistance can only be defeated on SRRT, "Professional Librarians the basis of joint action and plans. Guild", etc. African libraries can begin to act in the interest of African But we cannot work in isolation as people with the active support of all decreed by colonialism and progressive librarians throughout the imperialism. We must come together world. and form an organisation which can demand attention and action from Tutashinda! those who control power and resources. We need to take control Shiraz Durrani and decide on the direction of African library service. At the same time, such an organisation needs to be united on the basis of a common vision and principles. Progressive librarians everywhere are adopting the "Ten point program presented to the groups which met at the Vienna conference of progressive librarians, 2000".9
This message is to those who I believe may be interested in coming together to form an activist group of librarians who are willing to improve services from African libraries on the basis of the attached "Ten point programme". If there is sufficient interest in forming such a democratic group, we can immediately set up an organising committee which can decide on the future direction of the Group, and at the same time ally itself with similar progressive groups in other parts of the world.
9 The 10 point Programme is reproduced in this issue of Diversity.
61 Ten point program for progressive librarians: Mark Rosenzweig
The Ten Point Programme was developed by Mark Rosenzweig for the groups which met at the Vienna Conference of progressive librarians sponsored by KRIBIBIE in 2000.
1. we shall work towards an liberalism and corporate international agenda as the basis globalization) in order to lay the of common action of librarians basis for effective action in our everywhere actively committed, spheres of work. as librarians, to social justice, 6. we will support cooperative equality, human welfare, and the collection, organization and development of cultural preservation of the documents of democracy. people's struggles and the 2. we will unite librarians and making available of alternative information workers in opposition materials representing a wide to the marketization of public range of progressive viewpoints goods, to privatization of social often excluded as resources resources and to outsourcing of from the debates of our times. services and will oppose 7. we will investigate and organize international treaties and efforts to make the library-as- institutions which advance workplace more democratic and destructive neo-liberal policies. encourage resistance to the 3. we insist upon the equality of managerialism of the present access to and inclusiveness of library culture. information services, especially 8. we will lead in promoting extending such services to the international solidarity among poor, marginalized and librarians and cooperation discriminated against, including between libraries across borders the active solidarity-based on the basis of our joint provision of information commitment to the Universal assistance to these groups and Declaration of Human Rights and their advocates in their struggles. related covenants which create a 4. we shall encourage the democratic framework for exploration of alternative models constructive cooperative of human services; promote and endeavours. disseminate critical analysis of 9. we will organize in common with information technology's impact other cultural and educational on libraries and societies; and progressives, to help put issues support the fundamental of social responsibility on the democratization of existing agendas of international bodies institutions of education, culture, such as IFLA and UNESCO. communications. 10. We shall oppose corporate 5. we shall undertake joint, globalization which, despite its interdisciplinary research into claims, reinforces existing social, fundamental library issues (e.g. economic, cultural inequalities, into the political economy of and insist on a democratic information in the age of neo- globalism and internationalism Diversity . No. 4-5 (2002)
which respects and cultivates which prioritizes human values cultural plurality, which and needs over profits. recognizes the sovereignty of peoples, which acknowledges the Copyright Progressive Librarians obligations of society to the Guild, 2000. individual and communities, and
The power of information
Congratulations to the new Progressive African Library & Information Workers Group - PALIG ! Let's work together so that it actually becomes true that "information is power", but also, and so importantly, so that the power of information serves the people! - Mark Rosenzweig, co-founder, Progressive Librarians Guild (PLG), NYC. (November 6, 2002).
Basic requirements for achieving equality: Shiraz Durrani
Taken from material prepared for the “Combating Racism, Managing Equality” module for the Quality Leaders Project, 2002.
1. The vision and strategic should decide what services are objectives of the service should needed, and how these should be ensure that you move in a met through a consultation direction which can create an all process. They can make an inclusive service. informed choice only if they are 2. An “equality” culture; effective made aware of the different types leadership; commitment to of services and different ways of change. delivering them. 3. The service needs to be based 4. Often there is a policy vacuum in on the needs of users and libraries and without an potential users, not on the wants appropriate policy framework the of current users or on staff's service just drifts. The next stage perception of what the services is to plan and monitor the should be. There may be a need service. A strong performance for changing the focus of the management culture needs to be service and there may be a need connected to the acquisition of to redirect resources in order to correct information from the meet the needs of management information system. excluded/marginalised groups. 5. The principle of equality and The main point should be to meet social justice should be the unmet or new needs of mainstreamed and embedded in people. Again, it should be the the culture, policy and strategies users and potential users who of the service. Legal
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requirements in terms of RR(A) often the building-based service Act, Human Rights, Equalities has not met the needs of all. A Standard etc should be examined partnership approach is also for implications for the library relevant. service. 10. Once these (and other) 6. Injection of new ideas, skills conditions for a relevant service and practices are in place, then is the time to 7. The staffing structure should look at community profile and enable a service based on the assess the needs of above. Management communities. competencies in JDs/person 11. Compare usage from specs. should ensure that your management information with staff have the appropriate community profiles. Target competencies. Staff should marketing of your service to those reflect cultural and diversity in the who are not currently connected society as a whole, particularly at to service. management levels. 12. Identify and address 8. One needs to be equipped to obstacles to change: active deal with resistance from staff and covert resistance, and from managers in changing reluctance to move from the direction of the service from a “comfort zone”; lack of ideas "want-based" one to a "needs- and innovation; lack of “push” based" one. from potential users, etc. 9. Attention will need to be paid to an outreach approach as too
Network for Palestinian libraries - Erling Bergan [email protected] 06 September 2002 16:23
Our meeting in Glasgow, discussing suggestions and information for the the situation of the Palestinian next update. libraries and how to contribute to their development, was very Then there is the fact-finding mission interesting we talked about, due to take place in and constructive. At the end of the December. This is now in the hands meeting, I agreed to take a of FAIFE. I will keep you informed coordinating when initiative for a network of supportive there is any new development. librarians. This has to be done step by step. A web-site is out there now And then there is of course the (http://www.bibforb.no/lip/), with question of supportive actions for a few texts and links that hopefully libraries are new and interesting to some of in Palestine. In the meanwhile, you. please send me what you know and I will update the site at least once per think on this matter. month this fall. Please send me
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85 03 16 64 Erling Bergan Mobile: + 47 91 31 80 01 Editor, Librarians Union of Norway Post: Runnen 4, 6800 Forde, Email: [email protected] NORWAY. Tel: + 47 57 82 07 65; Fax: + 47
All children deserve the right to education - Kingsley Joseph Oghojafor
Firstly, I will like to introduce a strong and we do nothing collectively or statement that has been offered to individually about it. support why there should be free education for all children worldwide. The crux of the matter is that the literacy of children and adults “A mere 1% of what the world worldwide is useless and a sign of spends each year on armaments wickedness when millions of others (weapons) would be enough to in other parts of the world are stark provide education to every single illiterates. In other words, the love person on earth” according to the professed by people worldwide in the Global Campaign for Education. face of so huge a number of illiterates worldwide shows a sign of It is indeed a wonder that only 1% of hypocrisy. Of what importance will what the world spends on our education be when majority of armaments is enough to provide children worldwide are not educated? education to every single individual It will affect the whole world because worldwide, yet there are still millions they will become a burden on the of uneducated children all over the rest of the world. world. This shows how wicked and careless the world has been to the What I intend to say now pertains plight of the uneducated and more to those in the developed suffering children worldwide. countries of UK, US, etc. Go to their schools and ask their kids the There are lots of people all over the following questions: Hands up if you world who profess to love. I beg to didn’t want to come to school today? call them hypocrites, for there cannot How many of you have ever said that be real love anywhere in the world school is boring? Do you prefer to sit when little children are allowed to at home and not come to school? suffer in other parts of the world. It is Many of them will say how they hate the duty of everyone to help in coming to school and how they hate alleviating the sufferings of children doing assignments, how they hate worldwide. It is not enough for us to doing sums, etc. Their daily dose of be enjoying life on an individual teachers and homework may seem basis; we have to help others in awful, but they and their parents making life meaningful to them. Life should, for one minute, imagine will have no meaning to us as being denied all chance of an humans if we know that children are education. They should consider suffering in other parts of the world facing a life deprived of the ability to
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read, write or do simple sums. A life signs of this goal being achieved are where their kids will wake up each so far not good. I am worried that this day with chores upon chores, things undertaking will fall short in the way a to go and hawk under the hot sun previous one did: in 1990 at a and across hundreds of miles, with conference in Thailand, universal no hope at all of going to school. primary education was promised by 2000. We are now in 2002 and the This kind of life is of course situation is far from improved. horrendous for them to even Uneducated children are still seen contemplate. Well, I want to say to roaming the streets hawking, stealing them that this is the plight of children and engaging in other social vices. in Africa, Asia and other parts of the world. They cannot sit down in the I cannot however deny that there has comfort of the developed world and not been any difference since then. think they love, when millions of There were indeed improvements children here are suffering and in during the 1990s, for example the need of love and care. percentage of the 625 million primary aged children in the world missing Going into statistics of real life events out on school dropped from 20% to we will find that nearly 120 million 18%. But what we are insisting on is primary aged children worldwide that in some parts of the world, such have never been to school at all. And as sub-Saharan Africa and Southern it is calculated that a further 150 Asia, the numbers of those excluded million that do start lessons will have remained the same or worsened, to drop out before they have really mainly because increases in learnt anything. Why? Because of population cancelled out what growth lack of money to continue. What kind there was in the number of children of a life is this? It is time for ordinary going to school. So it is still back to people to put pressure on the square one for these children. It is politicians and governments across like nothing has been done to better the world to ensure education for all their conditions at all. children in the world soonest. It is also time for ordinary people all over A major concern is the education the world to contribute their own gender gap that results in no quota by offering any kind of help to schooling for millions of girls. In fact, children all over the world. in the 1990s the gap did narrow by 2% between boys and girls (8-6%) A few months ago the Global but the figure masks how in some Campaign for Education highlighted countries, and for girls living in rural this problem during a week of action areas, the chances of an education when ordinary people were being remain far slimmer. asked to put pressure on politicians across the world to ensure education In Africa this is worse because it is for all by the year 2015.That was the assumed that females are expected promise that 180 governments to get married and so it is a waste of signed up at the World Education money if their parents send them to Conference two years ago in Dakar school. We have situations where (In Senegal, West Africa). Charities only the males are educated when and NGOs that focus on developing the parents do not have the money to countries are concerned that the send both to school.
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the dangers of HIV/ AIDS. That is In Asian countries poor girls marry why there is wisdom in the saying young and are expected to live with “educate a man and you educate an their husbands’ families. Meeting individual, but educate a woman and school fees is a huge problem for you educate a nation”. For while a many families anyway and girls’ man goes to work all the time, it is parents sometimes see educating a the woman who stays at home most daughter who is likely to leave as a of the time to care for the children, waste of money. Girls are sometimes teach the children manners and put off when schools are a long way others. So the kind of person a child away or lack facilities for them such will grow up to be is dependent on as separate lavatories. Parents can his or her mother. also be unwilling to let them walk to school or attend classes where they It is time for all people worldwide, will encounter boys and men. In especially those in the developed country districts things become even world to do their best to help in harder for girls because they are fulfilling the 6 goals of EFA, which frequently burdened with chores. are: • Expanding and improving In rural Rajasthan in India, as many comprehensive early child- as six in ten girls receive no hood care and education schooling. The charity Plan especially for the most International helps to support an vulnerable and disadvantaged educational project there called children. Balika Shaivir (girls’ camp). Once • Ensuring that by 2015 all enrolled, young women receive six children, particularly girls, months’ free education to help them children in difficult catch up on their schooling. As well circumstances and those as acquiring reading, writing and belonging to ethnic minorities, mathematical skills the girls also have access to and complete, learn about health issues. Though free and compulsory many other charitable organizations education of good quality. would love to follow the gesture by • Ensuring that the learning charity Plan International, but they do needs of all young people and not have the finance to do this. That adults are met through is why some of them in Africa are equitable access to trying the best they can do now by appropriate learning and life- offering amazingly subsidized skills programmes. education for children and completely • Achieving a 50% free education for some who are improvement in levels of adult completely helpless. literacy by 2015, especially for women and equitable access I hereby add my voice to the call for to basic and continuing Education for All world wide including education for all adults. of course females. It is increasingly • Eliminating gender disparities recognized that educating young in primary and secondary women is a very effective way of education by 2005, and tackling many of the other problems achieving gender equality in that face developing countries, such education by 2015, with a as how to spread information about
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focus on ensuring girls’ full Life is full of pains, but and equal access to and does it get better? achievement in basic Will people ever care education of good quality. about each other? • Improving all aspects of the And make time for quality of education and those who are in need? ensuring excellence of all so Each of us has a part that recognized and to play in this great measurable learning show we call life. outcomes are achieved by all Each of us has a duty especially in literacy, to mankind to tell numeracy and essential life Those we know and skills. those we don’t know That we love and care On a final note I will like to remind us for them. of a poem written by a young girl who If you don’t care about committed suicide some years ago. others, you will not be The greatest pain in life punished is not to die; You will simply be It is to be ignored….. ignored…forgotten… It is to have people As you have done to think that you don’t others. care It is to be forgotten So whether you are white, black, It is to be left in the coloured, etc, show someone, dust all alone somewhere, sometime, somehow, It is never getting help that you care today. It takes so little from anyone that can of our time to smile, give a hug, a help word of encouragement or just to It is for humans to be show or say ‘I care’. too busy to care for others…..
What’s wrong with being simple? - Jaamit Durrani
Reproduced from No. 16, (2002) of Poda Poda, the magazine of the School of African and Asian Studies at the University of Sussex. We are constantly reminded of how the world’s economic, political and social structures and situations are very complex and intricate. But, as Jaamit Durrani explores, the repetition of this mantra can put a barrier in front of understanding the true nature of the world.
When the Egyptian novelist, doctor, she filled me with inspiration. It was feminist, progressive thinker and one of those rare, precious liberation activist Nawal el Saadawi occasions when words and ideas came to talk at Sussex in May 2002, can clear a million paths in your
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mind, giving you an unparalleled takeovers (sorry, I mean adrenaline rush and insatiable investments) in the first place by appetite for more; when you are left threatening to withdraw further ‘aid’ – with tingling sensations that remain you are assured that the situation is for hours, of outrage and sorrow, of much more complicated than that; action and reflection – and above all that to make these links so loosely a powerful sense of clarity. It seems and connect them to world poverty is I wasn’t the only one either: the foolish and ‘unscientific’. Similarly atmosphere in the lecture theatre when you connect President Bush’s was palpably electric, the audience War on Terrorism in Afghanistan and hanging off her every word, and we the subsequent ‘regime change’ to a responded with a standing ovation. friendly government to the fact that at For me, this wasn’t just a case of this very moment a US-funded oil being seduced by skilful oratory; it pipeline is being built through Central was the sheer ease and defiant Asia, you are a conspiracy theory nut confidence with which she made the or worse, a terrorist sympathiser. connections between the struggles of And when you suggest that the oppressed peoples across the world, current global economic order between elements and peoples functions as an extension to colonial which make up a system of exploitation you are fobbed off as oppression, between past and ‘loony left’ or a raving Bolshie. present. Perhaps I risk being misunderstood It is precisely these sorts of here. I am not for a moment connections and simplifications that suggesting that the world does work are time and time again met with on such simple, polarised causalities, dismissive accusations of nor that the world’s rich sit around a oversimplification, fudging the issue, table cackling over how they are and even propaganda for some going to screw the poor. I fully sinister hidden agenda. It is okay to accept that there are complex, relate an Ethiopian peasant to a overlapping mechanisms at work, Colombian trade unionist insofar as and each situation has its they are poor, or lack basic access to peculiarities and specific contexts – water or healthcare, or that they indeed I want to learn and explore simply both live in an ‘undeveloped’ those peculiarities. My point, country. But the moment you begin however, is that these connections to point out that the surplus outflow do exist, inasmuch as they are from the peasant’s plantation goes simplifications. To say that the almost entirely to a particular Palestinians are being oppressed by multinational based in London, and the Israeli occupation is to examine the profits from the Colombian’s one specific plane of socio-economic water company go to another relations, mentioning nothing of the multinational based in Florida, broader intricacies of the situation in and…hang on, both these the Middle East. Marx used this companies are subsidiaries of an methodology in his work: the world is even larger corporation in New York, too complex, he argued, to swallow whose former chief executive now everything whole; we need to break it happens to sit on a decision making down into a series of fundamental committee for the IMF, who abstractions in order to comprehend incidentally force these multinational and analyse it.
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technocrats at the first whiff of I am also not trying to claim that any (heaven forbid) clarity or simplicity. simplification is good, no matter what And so, gradually, this mindset seeps it states. It seems to me that the into everybody’s consciousness, and reason that certain simplifications we unwittingly stop ourselves from and abstractions come to be asking questions or making repeated so often is that they are the connections for fear of being most pertinent and fundamental to a simplistic. Ultimately this is divisive – situation. During the struggles for we focus on our differences as independence throughout colonial individuals, our perception that the Africa in the 1950s and 1960s, the world is complex beyond our simplification of Pan-African understanding blinding us to our Nationalism, based on a shared similarities as part of a single human experience of oppression of blacks civilisation. This reticence in by European colonial masters, was approaching a world so complex used to unite people to fight for their breeds the logic of looking after one’s freedom. It was not true that each ‘own kind’, and all the potentially and every black African in every horrible social consequences that country was exploited by the same brings – racism and prejudice, the person or group of people in the break-up of communities, and the same way, nor that there is popular justifications for war. something inherently different about Europeans – but it was necessary to I believe that it is absolutely essential make perhaps crude generalisations that we accept and confront these in order to overcome the most assumptions within and around us – immediate contradiction in the that we turn around ‘simplification’ system, and then move on. from being a dirty word to something positive that we can use to better With postmodernism and western understand our surroundings. And at liberalism came the idea that such the same time we must resist the generalisations are meaningless – temptation of forgetting that they are consequently the very word just simplifications, a means to an ‘simplification’ has a negative end rather than the absolute, final undertone and is seen as truth – a mistaken belief which, for unacademic and unprofessional. me, is what characterises extremism. This blocking of the process of Let us not be afraid to unequivocally making generalisations has the effect state, for example, that in the United of stopping you thinking a certain States today black people are way, so we think of the world as too oppressed by white people, so long vast, too complex to grasp, and as we recognise that this is obviously instead become content to leave not the be-all and end-all of the things unquestioned. A central part situation, as perhaps the Nation of of this is an assumption that the tides Islam would conclude, but one stage of history are somehow ‘natural’, that of many in our quest for globalisation is ‘inevitable’, controlled understanding (so a further stage by abstract, unseen, and almost god- may involve both race and class). like forces. The retort that “we must Our appreciation of the world is recognise that this situation is very always only an approximation complex” is repeated continuously by towards the true reality, and when we politicians, journalists and make a simplification it brings our
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approximations closer to that reality. further debate to be sent to Poda Surely this is better than blindly Poda ([email protected]). rejecting simplicity altogether in These views are themselves not a favour of settling for an abstract rigid, final conclusion but an notion of complexity, which in fact approximation of my current takes us further away from the truth. understanding - Jaamit Durrani, University of Sussex. I would very much encourage any comments, criticisms or points of
IFLA and the Diversity Council
The 3 D’s: Democracy, Diversity and Delivery- Philip Pothen
This year’s IFLA (International are these themes merely flags of Federation of Library Associations) convenience that we can wave to conference is to be held in Glasgow reassure government - and ourselves in August. It has as its themes these - that we mean business? 3 Ds – Democracy, Diversity and Delivery. Thousands of visitors from Libraries are built upon the very around the world will be congregating concept of democracy. The freedom in Glasgow to learn about each to access information, to be others’ experiences in these and supported in our discovery and use other fields, to exchange information, of information, is and should be to network, to build partnerships, and central planks of all our work. This is to promote international cooperation. also the key to a number of current It is not too fanciful to suggest, government agendas, and in the therefore, that these thousands of main libraries are responding to the people, that the eyes of the library challenges that the growing world, in fact, might also cast an eye requirements of these agendas are on the situation as it exists in the host beginning to impose. However, I country itself as far as these themes suspect that the full implications of are concerned, to ask of it precisely these agendas have not yet been how much it has achieved in these truly understood. There are, for fields, what importance it genuinely example, large numbers of people attaches to them and how it who continue to remain beyond the proposes to bring these themes reach of the activities that our together and to found a true services aim to serve. The growing democracy of information access and emphasis on online forms of provision in this country. information access and provision, far from bringing information to the And perhaps it is a good time to ask homes of all our citizens, as was the same questions ourselves. What once envisaged, might in fact end up is the position as far as these vitally exacerbating the very divides it was important issues are concerned? considered it might overcome. If Have we truly set about addressing libraries are to become vanguards of the huge challenges that our democratic provision to our profession faces in these areas, or communities, it must surely be time
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to think more radically, and more we will only ever pay lip-service to creatively about how we might reach these ideals until we establish those communities who remain democracy, diversity and delivery as untouched by our current efforts to entwined themes that stand and fall overcome exclusion. together, that stand at the very heart of our profession. Library services to This, I think, is where the issue of the few by the few is the danger if we diversity comes in. Our society is an fail to see the fundamental extraordinarily diverse one; this of connection here. course goes without saying. Nevertheless, the fact that it “goes And what of delivery? Connections without saying” does not mean that it abound here too. How, after all, can doesn’t also need on occasion to be we deliver services to all our said! Libraries, librarians and library communities until we have accepted workers know a great deal, from that needs are diverse, that many years’ experience, about user democracy entails certain needs, about how to find out about fundamental notions of equality and them, how to set about meeting fairness, that all have rights to seek them, and so on. However, the and to access information, and that challenge of diversity is to go beyond resources need to be distributed this, to translate this knowledge into accordingly. These are not just rights an ever-renewing way of meeting the enshrined in law, but fundamental diversity of needs and requirements requirements upon which our our communities of users have. The libraries and information services are responsiveness of our services to predicated, without which they can changing needs, to new and ever- mean little except as a privilege for a more diverse needs - the needs of minority. As such these issues stand refugees for example, the needs of as perhaps the most important and those not touched by the digital certainly the most challenging that revolution, of those groups excluded our profession and our libraries have not only from the country’s prosperity to face. but from the most basic provision that they are entitled but The IFLA conference will, I’m sure, nevertheless excluded from seeking be a magnificent event, one of – will be the mark of our ability to debate, learning, networking, meet all our users’ needs. And these partnership and friendship. However, can only be achieved by a certain in all the enjoyment of this great restlessness of our services to gathering of library workers from appraise themselves, to reach out around the world, let us take a further, to challenge structural moment to reflect on the true obstacles to the delivery and meaning of our 3 Ds, to understand accessing of information, and to do that one of them without the others is so in innovative and challenging a contradiction in terms, that one of ways. them without the others means nothing in fact, and to reflect on how We need to do this internally too, to much we therefore still have left to understand how our own profession achieve. excludes. My great suspicion is that
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IFLA 2002, Glasgow: I was there too! Kamaljit Bedi
I was very pleased to attend the IFLA suggested that “computers seem as conference in Glasgow, supported by omniscient as the eye of God ever”. a CILIP grant and my authority, Greenwich LIS. It took place at the Edwin Morgan, (Poet Laureate for magnificent Scottish Exhibition and Glasgow) composed a “Welcome” Conference Centre located on the poem especially for the purposes of banks of the River Clyde. The the conference; “Glasgow, London, conference theme was “Libraries for Europe, everywhere, the poet’s Life: Democracy, Diversity, Delivery” words may vanish into air. But they and a sub-theme of “Building on the are words of welcome.” past: Investing in the future” The ceremony with music of a Scottish flavour and British culture IFLA represents Library Associations ended on a celebratory note for throughout the world, with a total IFLA’s 75th birthday. membership of over half a million professionals. Over 4,000 delegates I attended a diverse number of from 122 countries took part in the sessions & workshops for four days. conference. As a first-time attendee, There was an excellent range of I was overawed and never imagined speakers. Some were very good and that the conference would be on effective and some were more such a large scale. CILIP held an academic. But I enjoyed most of the IFLA “first-timers” briefing and IFLA presentations. Some of them are also arranged a first timers session, particularly worth mentioning. both of which were extremely helpful and gave me the opportunity to meet PUBLIC LIBRARIES and talk to other colleagues. Still, it Jacquie Campbell presented a took me some time to adjust, as such thought-provoking session on the was the packed schedule. But IFLA challenges that public libraries in the Express, the daily newsletter came to UK have been facing in the last few my rescue. It provided information, years. The studies in 1997 and 2002, changes, additional speakers or carried out by the Audit Commission, cancellations, transport found that audio visual materials and arrangements etc. I.T. services are on the rise. Some serious issues faced by libraries– Christine Deschamps gave her Expenditure has risen by 10.5% per Presidential address during the 1,000 population, while visits to opening ceremony, in French, libraries per 1,000 population have although interpretation was provided. decreased by 17%, resulting in a Poetry played a big part in the massive increase in cost per visit. Opening Ceremony as Seamus The study also found some other key Heaney, the Irish poet and Nobel challenges – reduced opening hours, Prize winner was the keynote decline in book loans, poorly located speaker. He commended the central buildings etc. She also talked briefly theme of the conference and about the national strategy to address these challenges –e.g.
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Annual library plans, public library The speaker was involved in a standards, Best value reviews, project to plan and train rural teacher targeted funding. librarians and was impressed by their strong commitment. She spoke about the final outcome She also noted that although libraries that access to libraries is improving were bad or non-existent, the as authorities are now starting to demand for books was -and is- address problems to meet standards. immense. There are also projects The Government in October will and various NGO’s that are trying to launch a National Strategic improve the situation, such as the Framework for Public Libraries. It is Zimbabwe Book Development too early as yet to say what will Council (ZDBC). Public and school happen, but it is hoped it may bring libraries should be main targets for some changes to the planning aid from developing countries in process and a review of Public order to create a situation where the Library standards. developing countries could reach the ability to help themselves; Libraries from the UK to Zimbabwe, “Power of libraries can make the from Singapore to USA gave very difference between poverty and true different experiences, but with one development” essential message in common; Libraries are for life-long learning, Kiang-Koh Lai Lin (Singapore) democracy with accessibility for Since 1995, an increase in the everyone. building of community libraries and children’s libraries in shopping malls LIBRARIES FOR CHILDREN AND and housing estates has made YOUNG ADULTS library visits more convenient. The Karen Usher (UK) lecture covered the various services The Speaker essentially gave us an for children and young adults, which insight into how the UK approaches have been prototyped at the and implements the idea of libraries community and children’s libraries. for children and young adults. A service that really stood out was an Commented that children’s Library initiative that essentially brought the Services move with the times and library to the target group (young continue to do their best to serve the adults), in an area where young diverse needs of their customers. adults congregate (“Library@Orchard”). The service Uno Nilsson (Swedish, but spoke of has proved to be very popular. her experiences in Zimbabwe) What was also unique was the way She spoke about the “Children’s that the NLB encouraged the Reading Tent”, the aim of which is to participation of students from various show the power of the children’s educational establishments to come library. This scheme has proved to up with a design/concept of the be so popular that school classes interior for the proposed “Library for from all over the country come just to Teens” read, listen to a story-telling session, or to watch or participate in theatre or Virginia Walter (USA) music connected to books or The focus in this lecture was on an reading. innovative approach in young adult services – librarians are beginning to
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focus on adolescents themselves, as course assignments for students rather than on books or information. to research into and to present their Various initiatives have been findings. Students implemented to actively encourage were to bring into focus social, teens to take part in programmes cultural and political issues designed to positively develop them. underpinning the 2 areas of study. For example, the Speaker spoke of a The purpose of assignments was to strategy where teens operated a encourage students to evaluate computer design and copy store at a concepts/ definitions applied by non- library in North Carolina. PNG authors and to show the By adopting youth development as importance of these concepts to the an operating principle, public libraries PNG society. can become part of an essential web of support for young people and their Rochna Srivastava (India) families. The need of assessing reading habits and information use in the field WOMEN ISSUES of women’s studies (WS) was the Women, Democracy and concern of Rochna. Among the participation in the Information objectives was “ to investigate the Society. personal reading habits of scholars Ann Goulding (UK) /activists in the field of WS in India. She discussed women being left Her scope included “ This study will behind in the Information Society. help NGOs /Institutions in the field of That men have more access to WS in “better” collection computers and the Internet than Development of their libraries on the women and the barriers preventing basis of information use pattern. women from doing the same as men. Methodology provided and Tables of Women in the information society Statistics given on the breakdown of and the Internet are all reviewed by respondents including “Introduction the paper. and Category-wise. Breaking of It also presented selected results of respondents frequency of visits to Masters research projects Institutions Library and Purpose of undertaken in the Department of visiting the Library. Resources on Information Science at the net were also provided. She also Loughborough University. gave the agenda for the future Cyber feminism is hotly discussed. direction ”constant dialogue between Cyber feminism is a philosophy, the users and the information which acknowledges, first that there professionals.” are differences in power between women and men especially in the Rochna gave suggestion for the digital discourse and secondly that future direction e.g. “separate studies cyber feminism wants to change this using different variables may be situation. carried out to determine the influence of each variable on the Reading Margaret J. Obi (Papua New Guinea) habits and the use of literature in the She underlined how she developed 2 field of WS.” areas: PNG as an Information Society and the relevance of Information Literacy for PNG Information society from 2000 – 2002
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LIBRARIES SERVING Many libraries in institutions for the DISADVANTAGED PERSONS elderly offer reading circles and Services to the elderly. Three discussion groups. This particularly speakers working actively in helps elderly with memory problems. Denmark, Sweden and Norway gave an inspiring account for a better Oddgeir Synnes (Norway) service to a growing number of Creative writing for the elderly in the elderly people. library. Although courses have been held in Gyda Skat Nielson (Denmark) nursing homes and at a clinic for the The Speaker concentrated on elderly suffering from dementia, the services to the elderly who are able lecture focussed on the seven to live in their own homes but are courses that took place in public unable to visit a library. libraries. Commented on the importance of Emphasised that the elderly possess establishing a personal relationship experience, valuable knowledge and with an elderly patron (an initial visit creative abilities – “they are books by a librarian is made to the elderly never leafed through” . person who enables a better Posed the question whether enough understanding of the patron’s needs). respect is given to their spiritual Elderly have diverse interests, it was welfare, their mental capacity and noted that the more recent their creativity. generation of elderly is better The writing courses mean much to educated and therefore has higher the participants and can often be expectations of services provided by therapeutic. One particular the library. There has been an participant commented that she did increased demand in books in not suffer her usual winter foreign languages – primarily depression as a result of the writing English, French and German. course. Importance of liasing with other As a consequence of these writing agencies (nurses, social workers) courses, the libraries and its services Services of the library can make a have experienced an increase in very big difference to their quality of interest. life. Services may help to reduce health Reading workshop care expenditures. The workshop was lively, interactive and very well attended. Speakers Birgitta Irvall (Sweden) talked on Reading, Promotion and Importance of reading as a way of Practical Approaches. staying alert and interested in all that John Y. Cole of the USA and Maria happens in your community and in Vedenyapina from the Russian the world. Federation. The Speaker concentrated on library The first speaker, John, talked about services provided to the elderly in the Library Mega project – Pushkin institutions (for example, care reading methodology and exchange homes). of people and ideas between Russia Library services to different kinds of and the USA. institutions for the elderly are the Maria spoke about Reading responsibility of the municipality and Promotion programmes, for example, its public library. publicity (“Lets read like Pushkin –
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we all love Pushkin. What about Over 100 exhibitors from many parts you?”), selection of the target groups of the world took part. There were and the centres for Reading. product demonstrations and stalls, ranging from advanced new tools Reading Workshop; “What shall I and content to practical techniques read next?” Developing tools for for reading stories to groups of reader support by J. Eric Davis (UK). children. IFLA 2002 Exhibition Guide He discussed the partnership could be a useful information tool in between author and reader and the the workplace for the latest business promotion of fiction writing and services, from bookbinders, to reading. He lamented on the public Electronic Library Management library’s unspectacular spending and System. decline in borrowing. He enthused The stalls from CILIP, the British about the “Reader support at the Council and IFLA are particularly Macro Level” – the UK National worth mentioning due to their display Literacy Trust (2002) website materials and extremely helpful and includes an extensive listing, for approachable example: staff. World Book Day (March) International Children’s Book Day The poster exhibition contained (April) nearly 60 posters with beautiful National Share a Story Month (May) displays of projects, activities or new Swap a Book Day (September) developments in different parts of the world were featured. Presenters He also mentioned reader support at were there to explain. I particularly the Library Interface, stock rotation, enjoyed viewing “Political conflict and Readers’ Advisers. That Library and Sri Lankan Libraries”, “Diversity Information Statistics Unit (LISU) at through exchange,” Teenagers Loughborough University has workshops, Distance education, developed Reader Support Tools; for diversity in delivery for the world and example, the publication of guides to many others. Unfortunately, there English Fiction – “Who else writes was not enough time to see like? A Reader’s Guide to fiction everything. Authors” and “Who next…? A guide I was also able to attend a number to Children’s Authors”. of social events and tours:
Briony Train – University of Sheffield Civic reception (19th August) by the (UK) presented the findings of the Lord Provost of Glasgow at the International Reading Survey with a Planetarium Shows at Glasgow response from 18 countries. Survey Science Centre. Thousands of stars was about reading for pleasure only. were shown by the amazing Zeiss She spoke on the reading promotion, Starmaster Projector. for instance partnerships, reading policy, activities, staff skills and Gala Concert (20th August) training. presented by students of the Royal Solutions – mainstreaming, Scottish Academy of Music Drama at sustainability, evaluation, empathy the Royal Concert Hall, Glasgow. and respect. Attended a Reception (22nd August) at the National Museum of Scotland. Exhibition and Posters session
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The Edinburgh Military Tattoo (22nd accessible by other means of August), on the grounds of transport. Edinburgh Castle, was the most Heard of it before? Someone said spectacular show in the open air “there is always something new from space I have ever seen. Africa.” Commentator – the voice of the castle – brought the audience I attended more lectures than my cheering together- pipers, drums, Report could cover. I had to limit bands played stirring tunes- myself due to time and space marchers and the audience joined in constraints. However, I must the great chorus of singing and emphasise that all the Lectures were applauding. An unforgettable equally important and useful. experience. All in all, it was an incredibly Loch Lomond (23rd August). Cruise stimulating conference, which on Loch Lomond, which incorporated broadened my understanding of magnificent views of the islands. issues faced by libraries in other countries. I was tired afterwards but All of the social events and tours the educational and networking proved to be a lot of fun, were opportunities were great. I have educational and provided wonderful shared my experiences with opportunities to meet other attendees members of ALAG, and the Diversity and to sample the sights of Scotland. Council and my colleagues at work in Greenwich. I have already discussed EXTRA ACTIVITIES with CILIP and IFLA for help and Library visit - very enjoyable visit to sponsorship to help me produce a the Glasgow Library and one of the booklet of relevant people in the UK, newly developed learning centres. Europe, USA and Canada who are Special features- small counters in responsible for catering for socially the building and colourful information excluded groups or their commitment pack. to equal opportunities.
@ Your Library I hope to put some of the ideas into The Campaign for the World’s practice. For example one idea, Libraries was perused by IFLA and which particularly made me smile ALA to promote all types of libraries was that one of the librarians I spoke throughout the world, be it academic, to, told me that she regularly puts school, public or special libraries and some books which have not been to educate the public to be aware of borrowed into the newly returned the importance of libraries and books trolley to be borrowed by librarians. readers. Also equally fascinating were the DIY members’ registration What an innovation! and user friendly counters. Donkeys help provide multi-media There is more to the valuable library services - radio, telephone, conference experience. fax, email, internet with a collection of books and other printed works in the I have to follow up on all of my Nkayi District, Zimbabwe as some of contacts with email messages. As a the remote areas are hardly result of giving out my business cards, I have already received emails
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enquiring about British suppliers and exhibition for developing and particular CD’s. I also have to follow promoting the service. up on my contacts made with the exchange of business cards during Kamaljit Bedi the conference, with email messages Senior Library Manager and I am going to contact at least Greenwich Library and Information three speakers. As part of my follow Service up, I shall also be looking at new Directorate of Public Services tools, which I collected from the 25 September 2002
IFLA, bullies and other monsters – Shiraz Durrani
Getting started The process of registration revealed I had been well prepared for another hidden aspect of IFLA: the attending the conference. CILIP very deep inroad that business had made thoughtfully organised a pre- in the work of IFLA. I was provided conference meeting to teach the with a name badge, which said in big “first-timers”, as we came to be bold letters something like “ESCOM”. called, on how to survive the week- I protested to the registration person: long ordeal. It made you feel like a “Surely there is some mistake here – child going to school for the first time my name is not ESCOM”. She very into the hostile world of bullies and helpfully suggested that perhaps I other monsters. The theme of the could hide the ESCOM bit by conference may have been covering it over with my name badge “democracy” but the sharp “class” – which I promptly did. divisions between those who had been attending the IFLAs for The two IFLAs decades and us new comers were IFLA is, as the name suggests, an made painfully obvious. I wondered organisation of library organisations. what I had let myself into: a mission Most of its members are impossible to wonder aimlessly in the associations. This of course means presence of thousands of people that a large part of its business is who all know where to go for coffee carried out as between and cakes, and me sitting all by organisations, years before IFLA myself not knowing how to order meets, and usually behind closed coffee. I was not disappointed by the doors. This is the rather hidden part IFLA organisers, either. Very of ifla-work and ideas of democracy helpfully they provided a label which I and diversity tend not to be the was supposed to carry around me guiding principles in many of the saying I was a “First Timer” so that member organisations. CILIP itself some kind old timers could rescue has a rather opaque version of these me every time I looked a little lost at principles. If IFLA is to have a real the deep philosophy expressed by meaning to library and information the old worthies. I did not see workers (professionals?) in UK, then anybody carrying the label “tenth this mist on working with IFLA needs timer”, but I may have been too to be cleared and more transparency dazed to look. needs to be brought in.
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The other IFLA, in contrast, is Having said this, many sessions human, transparent, democratic and were interesting, informative and reflects world diversity. This is creative. Some sessions that made perhaps the most dynamic and living an impression me (for the right or part of IFLA; it is here that the real wrong reasons) included: future of IFLA belongs. Just as the • The “public libraries; democracy, UN needs to be transparent and delivery and diversity” session needs to practice (as opposed to was interesting for me for the preaching) principles of democracy, simple reason that the talk “Public so does IFLA if it is to become libraries in the United Kingdom” relevant not only to information had little meaningful to say about professionals, but also to the the actual theme of the communities and peoples on whose Conference: democracy, delivery behalf the profession is supposed to and diversity and lacked details of work. what libraries in UK were doing to address democracy and equality. Some sessions I had expected details of Stephen Attendance at some of the sessions Lawrence Inquiry was a useful experience. Giving a recommendations, Race CD-ROM with conference papers Relations (Amendment) Act, sounds a good idea and removes the Human Rights Act, the Equalities necessity of having to carry tons of Standard, DDA… paper with you. But it also means • Women’s Issues: “Women, that few people have had time to democracy and participation in read or glance through papers in the information society”. This advance to see if they were really provided a useful opportunity to relevant to their needs. Perhaps a hear about developments in an summary of all papers should have area where perhaps we have not been included in the registration pack developed many creative ideas to allow for a quick look at themes and practices in the UK. Also being presented. Alternatively, good to meet some progressive sending the CD-ROMs in advance of women activists from around the the conference would have ensured world. that those who attend the meetings • Africa: “delivering information to are a little more aware of the issues the community in the new under discussion. After all, the millennium: a challenge for purpose of a conference is not to librarians in Africa”, together with lecture or to be lectured at, but to the final session of the Africa have a meaningful debate on ideas section of IFLA provided a and experiences. This, I felt, did not valuable opportunity to meet take place to the extent it should several friends from Kenya 10 have. (including the Chair of IFLA Africa Section) as well as people from 10 I have since had the following note from other parts of Africa. It was Al Kagan, African Studies Bibliographer obvious that African librarianship and Professor of Library Administration needs to liberate itself from the Africana Unit, University of Illinois Library. colonial-imperialist mould it USA: “You probably don't know that many of the IFLA papers are posted on their seems to be sitting in. website well before the conference”. I stand corrected! - Shiraz
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Poster sessions provided an the organisation needs to take interesting insight into the reality of leadership and come to grips with information work around the world. this important topic which library This section was in sharp contrast to associations around the world are the highly commercialised displays actively discussing - and taking from the major companies who see necessary action. ISC found IFLA as a vast source of profit. The IFLA undemocratic in that posters session, on the other hand, information about this highly represented grassroots, activist relevant meeting was not librarianship with themes like political allowed to be advertised in the conflict and Sri Lankan libraries; daily IFLA paper, IFLA Express. Library Service to Mobile users; So much for censorship hiding Access to online resources in the under the guise of some petty developing countries (Cornell technicalities. University); A for Accessibility (USA); • A number of individuals and International Friends of the organisations, including ISC, met Alexandria Library; Diversity through to discuss the need for supporting Exchange (USA); Mobile and Palestine libraries. A network of Outreach Library Services in interested people has been set Thailand; Setting up an International up to explore how the librarians Leadership Institute (USA); Virtual can support the development of Libraries for Economic Development libraries in Palestine. IFLA also (Ghana); The PADDI Project (N. agreed to send a delegation to Ireland); training for a future Palestine to prepare a report on (Iran)…all worth a deep study, and the library reality there. there were many lessons for British • Perhaps the most fruitful “fringe” librarianship. This should have been meetings I took part in were held kept for the whole conference period in the café where it was possible and not removed by Thursday. to meet old and new friends. This provided the most important Fringe meetings opportunity to connect with the I found the fringe activities rather large number of progressive more interesting and relevant than people attending IFLA. the official programme. These included: Some people, some organisations • The Information for Social I met a large number of interesting Change (ISC) and LINK people and groups. Information for organised a fringe meeting whose Social Change has been working theme was “The profit virus: closely or will work closely with them. globalisation, libraries and They came from many countries, education”. This well attended including Cameron, Cuba (Marta meeting heard speakers from the Terry, the President of ASCUBI, is a World Development Movement, very inspiring person. She is very President of the Norwegian much aware of the wider political Library Association, the IFLA world in which libraries operate. She representative to the WTO should certainly be invited by CILIP Seattle Ministerial, and past for the next AGM as we have a lot to President of the Canadian Library learn from her), India, Iran, Kenya, Association. I don’t think CILIP Malawi, Mexico, Nigeria, Norway, officers were present – a pity, as
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South Africa, Tanzania, USA and conferences? Could an IFLA Zimbabwe. And of course lots of volunteer not have been people from UK. programmed to support people with disabilities? Questions, and more Some positive outcomes questions… ISC was able to make personal contacts with may people and So, was it worth it? organisations we have been in The final question then: did IFLA contact for a long time. Thus we meet my expectations? The answer consolidated the International is yes - and no. The official IFLA Progressive Librarians Group. I also was remote and beyond approach, established links with many African shrouded in mists and mysteries. It librarians and we are in the process is particularly important for the of forming the Progressive African organisation to open itself to all, Librarians Group. The Network for especially to first timers – and this supporting Palestinian libraries was does not mean only organising another notable achievement. formal introductory meetings. There has to be a genuine transparency, Is IFLA ready for change? empowerment and democracy in the A case study to give a flavour of how way it operates. IFLA puts into practice its slogan of “democracy, diversity and delivery”: An organisation like IFLA needs to A librarian from Ethiopia needed to focus on real issues that prevent free be on a wheel chair. She had to access to information, knowledge come with her daughter to push the and opportunities for development to wheelchair; they had to walk from the people everywhere. It cannot turn its place their taxi dropped them to the face away from conditions that create IFLA office where wheelchairs were poverty, oppression an inequality on stored. We went for lunch to a local the world scene. It has the potential restaurant once, and the wheelchair to be a powerful voice for social had to be pushed for about 20 justice on a world scale. I think it has minutes through hazardous traffic. not risen to the challenge and the They had to hire a taxi to attend the real potential for leading and ISC fringe meeting which was held influencing change is being lost. some way off from the conference centre. I would not be surprised if Yet there was enough life in the the daughter never ever goes near a unofficial IFLA, in the commitment library. No arrangements had been and enthusiasm of individuals who made for the librarian to be taken to participated, to make this a Edinburgh as part of a tour organised conference well worth a visit. And by IFLA, as the organisers had not there is always hope that the “big prepared for a person on a wheel organisation” can be woken up from chair, although this had clearly been its deep sleep and make its mark in a indicated. world of oppression, smart bombs, stealth wars and inequality – and join Does IFLA know about DDA? Could the forces that are daily facing death they not have organised electric in order to create a just and equal wheelchairs so daughters do not world. have to be dragged into the
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Diversity News
1997 Year against racism 11
Your Christ is Jewish Your car is Japanese Your pizza is Italian And your couscous Algerian Your democracy is Greek Your coffee is Brazilian Your watch is Swiss Your shirt is Indian Your radio is Korean Your holidays are Turkish Tunisian or Moroccan Your numerals are Arabic Your writing is Latin And … you accuse your neighbour of being foreign.
11 Translated from a notice in the small Catholic chapel in the medieval village of Olargues in the Languedoc. Submitted by Edward Dudley May 2002.
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Quality Leaders Project starts stage 3
The following letter was sent to all Heads of Public Libraries by Caroline Lang, Resource:
As you are probably aware, the Finally, QLP can help you to meet Quality Leaders Programme for your social exclusion targets in your Black Library and Information Annual Library Plan, and can form Workers (QLP) has been part of your six point plan for tackling successfully piloted in Merton and social exclusion within the Public Birmingham libraries. This Library Standards. Your service, staff programme has proved to be an and service users have a lot to gain effective mechanism for both from QLP and nothing to lose. developing Black library workers, and for developing a new or improved Resource supports the QLP and we library service to Black communities. are funding the next phase, involving This programme, managed by the ten library authorities. This will be University of London Management operated on a strictly first come first Research Centre, uses an innovative served basis, so I would urge you to management development approach apply straight away. CILIP fully towards service development which endorses the QLP as part of its is known as “management Continuing Professional development through service Development Framework. development”. So, if you want to develop your services and your staff, For information about the pilot join the QLP. schemes contact John Pateman at Merton and Geoff Mills at There are additional benefits to Birmingham. To join the scheme or joining the QLP. This programme find out how it works, contact Dean also addresses a number of recent Bartlett at the University of North policy areas surrounding social London or Shiraz Durrani at Merton. exclusion and the provision of Any library service joining the needed public services to Black scheme has to sign a contract with communities. These include the the QLP which states quite clearly Roach and Morrison report and the what each service will get from, and Stephen Lawrence enquiry. The must give to, the scheme. Senior context of the modernisation and management commitment and reform of public services through sponsorship for the scheme is legislative frameworks such as Best essential, as is time off for the Quality Value and the Race Relations Leader and the QLP Team, and a (Amendment) Act 2000 places an small operational budget. obligation upon public service providers to include measures The inputs are relatively small, but targeted specifically at Black the outcomes are substantial. Within communities in Best Value six months you will have a fully performance plans. The Human developed Quality Leader and a well Rights Act adds another dimension researched plan for a new or to rights of Black communities and improved library service for your workers. Black community, based on
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community consultation. The new commend this scheme to you and scheme starts on 1 July 2002 and urge you to apply. you need to register expressions of interest or applications by 1 June. I Caroline Lang Access Adviser, Resource
NYA sponsors the Quality Leaders Project’s Youth Strand
The National Youth Agency’s Partnership in Innovation programme has provided funds for a youth strand of QLP. This is expected to start in towards the end of the year. Details of QLP and the Youth strand age given below:
The Quality Leaders Project (QLP) young people are for Library and Information Workers mainstreamed in accordance is a well-established approach to with the real needs of young combating social exclusion within the people. library and information services • To provide new skills to library sector. The QLP approach is one of workers so that they can management development through develop and deliver new and service development as it aims to innovative services needed by tackle the dual challenges of young people. providing value for socially excluded • Develop, plan and implement communities and also equal new services for young employment opportunities, both people in partnership with the within a coherent Best Value youth themselves, and with framework. Due to recent funding other stakeholders. successes, the QLP Steering • To increase social cohesion Committee is currently engaged in by encouraging inter- two different QLP initiatives. The first generational work and by of these is focussed upon the social encouraging different exclusion of Black and Minority communities to work together. Ethnic (BME) communities, while the second (the QLP-Youth programme) Outcomes of the Project is focussed upon services to young • An innovative model of people, with a special emphasis providing services to young upon refugee and asylum seekers. people in a partnership The QLP Steering Committee are approach which empowers now looking for two authorities to young people. participate in the BME strand, which • Staff development: the has just started, and a further six development of new skills and authorities to participate in the Youth expertise by Quality Leaders strand, which will be starting very and Quality teams from soon. participating authorities. • Service Aims of the QLP-Youth Project development/improvement: • To refocus public library new services to meet new or service so that services to
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unmet needs of young people, • The participating local especially from excluded authorities which will be able communities and potential to improve services and also users who may not have been meet many of its legal reached by their authorities. requirements while satisfying • The development of a QLP other criteria such as Best Training Manual for use by Value, Equalities Standard for other public service providers Local Authorities, Annual in the development of new Library Plan and the Public QLP projects. Library Standard • Establishing a link between requirements. Best Value performance • The library service as a whole processes and social as the Project will act as an exclusion performance targets engine of change to meet within the participating local and national organisations and at the same requirements. time meet relevant • Personal and professional requirements of the Equality development for Quality Standards and EU legislation Leaders (QLs) who will on equalities. acquire new skills and • A new partnership approach experiences. bringing together various • Development opportunities for organisations currently the QLP Teams who come working in isolation. from all communities.
Who will benefit from the Project If you are interested in finding out • Young people, especially more about the QLP, or to register young refugees and asylum your authority’s interest in taking part seekers, in the participating please contact: authorities. • The local communities as a Dr. Dean Bartlett whole because as the public Deputy Director, Management library develops new services Research Centre using new approaches to London Metropolitan meeting local needs which University (North Campus) have not been met before, it Stapleton House, 227-281, will enhance social cohesion Holloway Road and enable a significant sector London N7 8HN. of the community to be Tel: 020 7973 4825. E-mail: empowered. [email protected]
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Unity in Diversity Conference Report 2001 Manchester 2001 Conference report by Philip Pothen
For the first time Under One phrase “institutional racism”, and of Umbrella was the setting for the the need of all organisations – “Black Contribution to British including the library and information Librarianship” conference. Which profession – to tackle the was fitting in that one of the central fundamental inequalities that exist in themes of each of the speeches at terms of membership, retention, the conference was the extent to career structures and progression. which issues of race and diversity Only 2.2% of members of the Library had finally moved to the mainstream Association are of black or minority of debate within the profession. The ethnic origin, he said; while the founding of the Diversity Council, a percentage drops to 1.9% for grouping of the major organisations chartered members, and while in the field has energized the figures have been improving slowly, activities and concentrated the minds there is still clearly much to be done. of everyone within these groups on achieving LA group status for the But if, as Shiraz Durrani said, it is Council. “Our time has come,” said time to stop talking and to start doing, speaker after speaker, and there was an update on the Quality Leaders the sense that the next Umbrella Project suggested that there is much would see debate enjoined fully that is being done even now. Run by under the shelter of the larger the Birmingham and Merton conference. authorities, the pilot project aims to reach black and ethnic minority Central to this new sense of purpose communities through quality leaders is the active support and who report directly to the Directors of encouragement of the Library library services. This specific remit Association. Chief Executive Bob towards outreach on the part of the McKee has pledged his personal quality leaders means not only that support to the progress and activities they can develop their own skills as of the Diversity Council. He spoke of leaders of the future under the his trip to the USA where the work of mentoring of senior figures, but that the Black Caucus of the American the service as a whole benefits and Library Association has ensured that learns from the specific programme the debate is considerably more of outreach that the quality leaders advanced there. We have much to undertake. This fusing of the learn from the States, said Bob personal with the professional is McKee, while highlighting the surely a key element of any attempt importance of unity to the cause of by the Diversity Council to challenge diversity, as well as the importance the professional barriers that exist in of activists working within the terms of recruitment and career professional organisation. Only in progression. The commitment, this way, he said, can the profession enthusiasm and expertise of Alan as a whole meet the challenges of a Lewinson and Michael Junor, the two diverse and multi-racial society. It quality leaders of the pilot project was he, indeed, who used the who both spoke to the conference
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were obvious to all and gave the Theatres for Manchester City clearest signal that professionalism, Council, made this point about the advocacy, commitment and profession very graphically in her improved, responsive services are speech to the conference in which not contradictions within affirmative she spoke of her involvement in action programmes but can deliver Manchester’s failed bid for the outcomes that benefit all. It is clearly, national stadium, the successful bid then, for the directors and senior for the 2002 Commonwealth Games managers of library services and in her organisation of Take authorities within local authorities and That’s final concert. Diversity indeed in other sectors to take up the !) More importantly, perhaps, a challenges and great opportunities message – and it would undoubtedly presented by the Quality Leaders be an unconscious, if still highly Project. powerful, message - to the next generation of librarians from these Anne Thompson, Gulshan Iqbal and communities that public libraries was John Vincent reminded the audience somewhere their “home”, the sector of wider issues of social exclusion to which they should “naturally” and lifelong learning, and of the aspire, would surely be an history of these questions of race unfortunate, retrograde and even and diversity within the profession, reactionary step. As I’ve said, there vital questions if we are to are clearly crucially important understand how we might influence services to black and ethnic minority the future within the mainstream of communities to be delivered debate. But if there was one worry specifically by the public library about the conference and of the service, but these communities are future of the Diversity Council, it also present in our schools, our would be that the debate seemed colleges, and universities, and are overwhelmingly biased towards the served by archives, museums, concerns of public library services. In industry, charities and much else, so a sense this is hardly surprising since that the message needs to go out public services are clearly central to that the profession as a whole addressing the wider questions of welcomes and actively seeks black social exclusion and racial inequality. and minority ethnic candidates But it would be an irony indeed if the because in all sectors there is Diversity Council were not to important work to be done, one of emphasise to budding would-be which is the advance of the cause of library and information professionals diversity and racial equality. from black and minority ethnic communities that the profession as a In connection with this, the whole is perhaps the most diverse of conference reminded me of my own all professions, that there are experiences of teaching on an immense opportunities that exist for Access to Library and Information these young or older people within Studies course at a Further other areas of the profession outside Education college in the early 1990s. of public libraries, where they might It was a course for black and minority also make significant contributions ethnic students who wanted to and within which they can have become librarians, and I challenging careers. (Liz Phelan, remembered being greatly surprised Acting Director of Libraries and at the wide variety of their aspirations
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for their careers, not only in public that the Diversity Council will need to libraries, but also in industry, law, meet if is, to use Michael Wills’ education and publishing. These phrase, “to make the difference.” were clearly young people who had quite definite wishes for themselves, But there were any number of signs and who wished in particular not to that the putative Council would be have their career choices the equal of such challenges as this. circumscribed by expectations, If, as Bob McKee said, libraries are a education, or worse, ethnic symbol of the enduring values of background. The challenge is then tolerance, equality, democracy and for professionals from minorities in all fairness, then the future work of the sectors to become involved with the Diversity Council springs from the Diversity Council, to become fundamental values of the library and advocates for the profession as a information profession. As such, the whole and to bring the perspective of conference marked something of a diversity to the concerns of lifelong watershed for the place of black and learning, widening participation and minority ethnic librarians in the social exclusion with which our profession, both as a reminder of profession is currently quite properly how much still needs to be done, but grappling on a number of fronts. as a celebration too of a new unity This, it seems to me, is advocacy in and sense of purpose. its widest sense, and is a challenge
Sources of information on equality & diversity From: TUC and Equality - http://www.tuc.org.uk/equality/
The TUC campaigns against discrimination at work and in wider society. You can find out more about our work on equal rights for women and men and part-timers’ rights, equality for black workers, lesbian and gay rights, and disability issues. The TUC also campaigns for a better work/life balance, see the working life section. The TUC changing times website gives employers and unions practical guidance to achieve a better work-life balance in the workplace.
Some recent documents available on your pension - a TUC guide for this subject are: everyone at work, London Mardi Gras, DRC Legislative Review, Breaking the Silence on Domestic Domestic Violence, Perspectives on Violence race equality in Europe. 26.6.2002 A report on the findings of delegate surveys and workshops on domestic TUC urges Home Secretary to violence, TUC Women's Conference withdraw segregation clause from the 2002. 27.6.2002 Immigration and Asylum Bill SERTUC, the TUC for London, the Equality Officers Newsletter 9 - June South East and the East of England, 2002 has appealed to the Home Secretary, Includes information on TUC Equal David Blunkett, to think again and Pay Seminar, Age Positive, Planning drop the Government's plans to
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segregate the children of asylum Regulations seekers from the mainstream This submission welcomes changes education system. 14.6.2002 proposed by the DTI to laws protecting part-time workers. it also Trade union equality officers identifies other problems with the newsletter No 8 current regulations and suggests a Includes information on London number improvements. PDF version Mardi gras, LGBT Committee, Escort available for download. Charity, LRD, Women's Gold Badge, Fixed Term Employee Regulations, Domestic Violence, Conferences. The Commission for Racial Equality 22.5.2002 works in partnership with individuals and organisations for a fair and just Trade union equality officers society which values diversity and newsletter No 7 gives everyone an equal chance to This newsletter includes information work, learn and live free from on Implementing the employment discrimination, prejudice and racism. and race directives, black and asian Elliot House, 10-12 Allington Street, workers suffer wage discrimination, London SW1E 5EH, Tel: 020 7 828 first national older lesbian 7022, e-mail: [email protected] conference, broken rainbow conference, do you need information Guide to the Race Relations Act on sex discrimination and equal pay, 1976 may day event, ensuring equality, do Guidance on the Race Relations Act we need protocol 12? Modern rights 1976, provided by the Home Office. for modern workplaces:TUC charter, TUC national women's school, Race Relations Act 1976 Tolpuddle. 24.4.2002 Full text of the Race Relations Act 1976 on the Home Office website TUC Response to DTI Consultation Stephen Lawrence Task Group on changes to Part-time Worker Campaign
The Refugee Council
The Refugee Council is the largest provide organisation in the UK working with services for asylum seekers and asylum seekers and refugees. We give refugees, and provide authoritative publications and training on refugee practical help and promote refugees' issues. rights in the UK and abroad. Our objective is to ensure refugees' rights Refugee Council publications are respected and that they have recommended for libraries include: access to safety, dignity, the means to resources live and the opportunity to reach their for teaching refugee children including bilingual folk tales and word full potential. books; resources for teaching children and We support other voluntary, public young adults about refugee issues; and private organisations who an
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ESOL teaching package Lingo; the www.refugeecouncil.org.uk/publicatio magazine for refugee rights inexile ns. To have a publications catalogue and the subscription based sent to you call Victoria on 020 7820 Information Service a reference tool 3092. for advisors and people working with refugees and asylum seekers. Victoria Logan Marketing Officer, Refugee Council, Details about these publications as 3 Bondway. London SW8 1SJ well as a range of free reports, Tel: 020 7820 3092. 30 September information and advice leaflets are 2002 available online at
Auditors to examine racial equality in the public sector Government inspectorates should begin auditing race equality in public sector bodies by April, the Commission for Racial Equality (CRE) has said.
The CRE has developed a 'Single body' to fight framework to enable inspectorate discrimination bodies to monitor racial equality in From: public-sector organisations and http://news.bbc.co.uk/hi/english/uk/n ensure they are complying with the ewsid_1988000/1988277.stm Race Relations (Amendment) Act Wednesday, 15 May, 2002, 14:09 2000, Seamus Taylor, director of GMT 15:09 UK strategy and delivery at the CRE, told PM. The equality body is now Plans are being drawn up to create a meeting with all the inspectorates to single body designed to deliver help them incorporate the framework equality and fight all types of into their auditing. discrimination. The proposal is described by Cabinet Office Minister “We are meeting the inspectorates to Barbara Roche as the "most talk about adapting the existing significant" review of its kind for 25 framework,” Taylor said. We are also years. putting together protocol on how we Mrs Roche says it is not possible to would work with each inspectorate have six commissions dealing with on issues of race equality.” six separate strands of discrimination, including race, The CRE formed the framework with gender, sexual orientation, religion, the Chief Inspectorate Forum, whose age and disability. members include Ofsted, the Audit Commission, Prison Inspectorate But some campaigners fear the and Commission for Health shake-up could mean their ability to
Improvement. bring about change will be diluted if http://www.peoplemanagement.co.uk they have to operate through a single /news_item.asp?id=7662 body. 10 Oct 2002 Mrs Roche will tell a conference in London that a "major culture change" is needed if a real shift towards
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equality is to be achieved in Britain. Disabled rights campaigners fear the A review of the role a single body loss of the Disability Rights could play will be completed within Commission (DRC) would affect their six months, with firm proposals to be battle for equality. DRC chairman revealed in the autumn. Bert Massie said: "A single commission might work to the Mrs Roche told BBC Radio 4's Today advantage of all and be a programme that doing nothing was tremendous opportunity to tackle not an option, especially with the new multi-discrimination, but it should not laws on age, religion and sexual precede a single Equality Act." orientation. The minister believes new ways are Tessa Harding, head of policy for needed to involve those who think Help the Aged, said a single the current equality machinery does commission could hinder the not help them. "catching up" still needed over age discrimination. That could include employers who She said: "Age discrimination, at were reluctant to seek advice for fear work and elsewhere, is very of being reported. Mrs Roche added: widespread, and so taken for granted "If you are a woman with a disability that it is rarely even noticed. and you are facing disadvantage in employment, is that because you are "We need a commitment from the a woman or because you have a government that age will be fully disability." included in a single commission."
TUC’s Lesbian, Gay, Bisexual and Transgender Conference http://www.tuc.org.uk/equality/tuc-5200-f0.cfm#TopOfPage Accessed 06 July 2002 Speech made by Barbara Roche, Minister for Women and Equality to the TUC’s Lesbian, Gay, Bisexual and Transgender Conference, Thursday 4th July 2002
First of all, let me say, as the Minister Having said that, I also think it is responsible for Equalities, how important to stress that we have delighted I am to be speaking at this come a long way, especially in the conference, now in its fifth year. last decade. Some of the changes have undoubtedly come about as a I would also like to thank the TUC for result of the campaigns that trade organising this event which simply unions and the TUC have waged, would not have happened ten or 15 and I recognise the contribution you years ago. There has clearly been a have made in driving forward the change in attitudes since the days debate. For instance, the when many - if not most - lesbian Government recently allowed a free and gay employees felt they had to vote on an amendment to the keep their private lives secret, Adoption and Children Bill that would although I recognise that we still allow unmarried couples - including have a long way to go. same sex couples - to jointly adopt.
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And as recently as last month, the movement is Civil Partnership Government announced plans to Registration. publish proposals for legislation on sex offences as soon as I was intrigued to read a description parliamentary time allows. of myself in the Pink Paper, as the I believe that when this is debated in ‘very short (think Kylie with more Parliament, attitudes in the House padding) pocket sized politician who will be very different this time round has been handed’ this issue. compared to the views expressed Although the paper advises its during the Sexual Offences Act in readers not to buy a hat as yet, I can 1967. Then, MPs referred to tell you that that we have made real homosexuality as ‘an abnormality’, a progress. ‘dire handicap’, a ‘great sin’. One MP recommended that parliament think In November, I announced that the about how to ‘reduce the number of Government would be looking at the faulty males in the community.’ It’s issue of civil partnership registration hard to believe now that these were with its associated rights and MPs speaking in favour of the bill. responsibilities. This work is now being undertaken by a dedicated Unfortunately, I can’t claim that team of officials at the Women and repealing all legislation is Equality Unit. uncontroversial. I don’t need to remind you that there was fierce But it’s important to say that opposition when we tried to repeal registration raises a number of Section 28. I know that this complex issues for Government, not legislation offends gay men and least in terms of the financial and lesbians, as indeed it offends me, not administrative implications. And as I least because it stigmatises a section am sure you will understand, we of the population for no reason other cannot commit ourselves to making than their sexual orientation. changes before we have completed However, let me reassure you that our analysis. Of course, there are the Government is considering some areas where the recognition of carefully how to proceed on this. same sex partners has already occurred. For instance, following the I am also aware of the continuing appalling bombing in Soho, the problems faced by transgender criminal injuries compensation people who want full equality under scheme was changed to allow a the law. These issues were same sex partner to claim examined in a Working Group report compensation in fatal cases. As a presented to Parliament in 2000. The local MP, I was only too aware of the working Group is now being awful consequences for the people reconvened to report progress to caught up in the bombing - two of my Ministers later this year on the constituents suffered terrible injuries. remaining obstacles to granting full legal recognition to people in their As some of you here may be aware, acquired gender. the Government recently carried out One issue that has been the subject a survey of people from LGB of much debate and discussion organisations to help inform our work among the lesbian and gay on civil partnership, so thanks to
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those Unison members who community more widely, so we will responded. be implementing the European The Cabinet Office sent out 3,000 Employment Directive to outlaw questionnaires in total - 1,000 each discrimination (both direct and to UNISON, the Lesbian and Gay indirect) in the workplace on the Christian Movement and Stonewall - ground of sexual orientation by the to help us build up a picture of end of 2003. lesbian and gay relationships. The UK government played a very Overall we had a 48% response rate active and significant role in the - very high indeed - which clearly negotiations to implement the reflects the strength of feeling out directive- and I am grateful for the there about this subject. support of the TUC, Stonewall, EOC and other partners in that process. This shows how seriously we are taking the work on civil partnerships. Clearly, implementation of the It has given us information about directive is badly needed - as figures same sex relationships that will help from the TUC suggest. One report us understand better the implications showed that 44% of employees have of civil partnership for Government. suffered harassment on the grounds of their sexual orientation. And I am happy to say that today is the first time that the findings are Some of the stories are truly being made publicly available - and shocking - one gay man ended up you are the first audience to hear trying to commit suicide after a noose them. and a ransom note were left on his Overall there was almost total desk at work. The final straw came support for partnership registration - when his colleagues found out where 98%. he lived, and damaged his house. What came across very strongly is The man was never able to return to that lesbians and gay men are no work. different from and just as diverse as the public as a whole. Very often But not all discrimination is so assumptions are made about the blatant, although it can be just as instability of gay and lesbian damaging. Some lesbian and gay relationships. Those assumptions are employees find themselves socially not borne out by this survey, which ostracised, others are barred from found that the average length of promotion or put under extra cohabitations was ten years. pressure at work.
65% of the respondents are in That is why we must ensure the cohabiting relationships (compared directive has a real impact on the to 62% of the general population); ground. And that means 86% would consider registering a implementing it in a way that fully relationship; and 83% of those in a engages business. relationship said they would register So our first priority has to be getting their current relationship the legislation on employment and But more immediately, I recognise training right, and ensuring that the that we need to continue to tackle rights and obligations under the discrimination against the LGB
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directive are understood and widely UK’s leading organisations which supported. recognise the importance of diversity to their overall business success. We shall, of course, monitor the The Cabinet Office has also joined impact of the new legislation. This is Stonewall’s Diversity Champions not the end of the road in terms of scheme - which the Government as the Government’s commitment a whole has endorsed - which towards creating a fair and just encourages employers to recognise society. the needs of lesbian and gay staff.
I have looked at your resolutions for The Foreign and Commonwealth this conference with interest. I note Office now offers the same overseas your concerns about a potential allowances to married and unmarried loophole in the employment directive officers including same sex couples, in terms of religious organisations. and have launched a campaign ‘Know Before You Go’, which gives I want to talk about this important information to British LGBT travellers point. Our legislation allows religious going abroad. organisations to recruit staff on the basis of their religion or belief where I would endorse the comments of the that is necessary to preserve the FCO official recently quoted in the organisation’s ethos. However, this Pink Paper who said: ‘We represent does not allow religion or belief the UK as a society. If we are not organisations to discriminate on going to do this inclusively, it isn’t other grounds. That means - and this worth the candle. This is not a is important - it will not allow a bleeding heart, move-with-the-times religious organisation to justify kind of thing.’ dismissal of an employee simply because of his or her sexual BP, the biggest employer in Britain orientation. and one of the largest in the world, As you are probably aware, the announced last month that it is directive will also have an impact on targeting gays and lesbians for pensions, although whether recruitment to ensure that it attracts employers have to pay out benefits the most able people in a very from pension schemes to same sex competitive market. partners will depend on the rules of the scheme. Essex police is actively recruiting Where the rules say that benefits gay, lesbian and bisexual and should be paid to married and transgendered officers. And, just this unmarried heterosexual partners, it year, the Home Office agreed would be directly discriminatory to funding for the first time for the deny those rights to same sex Lesbian and Gay Police Association. partners. I’m sorry I can’t stay to listen to the I am pleased to say that some debates because of other employers have already recognised commitments, but my officials will be the value of the diversity agenda. here for the rest of the conference Last month, the Cabinet Office and and I look forward to hearing the Barclays Bank launched a report results of your discussions. listing more than a hundred of the
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I hope that we will continue to work TUC will continue to play an together on various issues, and I’m important role on a number of confident from our experience during different fronts. the Article 13 negotiations that the
Cultural Diversity Network News 2001 – 2002 Resource, the Council for Museums, Archives and Libraries is supporting the development of the Cultural Diversity Network, working closely with regional coordinators. Networks are now established in most regions. The Cultural Diversity Network was set up in 2000 and its aim was to bring like minded people together to address the issues of cultural diversity in regional groups. In the two years since the Network has been running much good work has been undertaken which has gone to shape the overall role of the network. The main focus of the Network is on ethnically based cultural diversity but since the demographic profile of each area is different, each regional group will have its own priorities.
The network has a number of forward at a national and regional purposes both at a regional and level. I will be working very closely national level including: with the single regional agencies across the UK to ensure that cultural • developing networks of shared diversity is developed, sustained and contacts rooted in each region. We are hoping • providing support, information to build capacity and momentum and advice across the domains of museums, • sharing examples of good archives and libraries by co- practice ordinating various cultural diversity • facilitating pilot projects and events and activities for the Diversity evaluation Festival from October to December • organising training and staff 2003 to be staged across the development regions. • raising the profile of cultural diversity work Resource is committed to developing • lobbying for greater support this important area and has provided some funding through the Area This is the second edition of the Museum Councils in the past. This newsletter and it aims to provide you year’s grants will be channelled with a regional and national update. through the Single Regional Agencies where they have been set Resource: The Council for Museums, up. Archives and Libraries are developing the role of Cultural My colleague Caroline Lang, the Diversity through their core values. Access Advisor for Resource, was They have appointed me (Rajiv instrumental in facilitating the Anand) as their Development Officer network and developing it along with Cultural Diversity to take this agenda each regions cultural diversity coordinator. It is my duty now as
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Development Officer Cultural National Update Diversity to make sure that cultural diversity provision is taken forward The Race Relations Amendment and made sustainable by being Act 2000: rooted in the SRA’s agendas. The Race Relations (Amendment) Act 2000 provides new laws for race This approach is being further equality. It strengthens the Race facilitated by the JISC email link Relations Act 1976. It also which I have put together for the complements the Crime Disorder Act network and other stakeholders. To 1998 which made specific offences join the list go to the following of racist violence and harassment. website: http://www.jiscmail.ac.uk/lists/CULTU The government is profoundly RAL-DIVERSITY.html committed to race equality. The Stephen Lawrence Inquiry stressed From this web page you can enter that if racism is to be eliminated from your email address to join the list. our society, there must be a From the same page, you can look at coordinated effort to prevent its earlier messages, search the archive growth. This needs to go well and manage your membership. beyond the police services. It is Please give the web address to other incumbent upon every institution to members of your regional group and examine their policies and practices anyone that you think may be to guard against disadvantaging interested and they can join the list sections of our community. The themselves. Race Relations (Amendment) Act 2000 is a key part of that. It is the This list will be updated regularly and first significant amendment to the I will be including new and interesting Race Relations Act 1976 in 25 years. articles and issues which the It: coordinators and other can log onto. • Meets a recommendation The list is for people in the museums, made in the Inquiry Report archives and libraries domains and that the full force of race for people who have an academic relations legislation should and professional interest in cultural apply to the police. diversity issues. If you have any • Goes further, strengthening interesting news you can make it the 1976 Act by outlawing available through the list. This will race discrimination in all enable a joined up approach and public functions. keep each other updated. I also anticipate that debates between • Moreover, places a positive individuals will happen over time duty on public authorities through the list. actively to promote race equality – that is to avoid race Rajiv Anand, June 2002. discrimination before it occurs.
Many Museums, Libraries and Archives are bound by the general duty of the Race Relations Acts which includes Local Authorities, National museums and other public
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bodies including cultural http://www.homeoffice.gov.uk/raceac organisations such as Resource. t/welcome.htm There is a general duty to promote race equality and special duties Resource’s Cultural Diversity relating to employment which require Strategy: monitoring the number of ethnic Resource believes that MAL have an minority staff recruiting and the important role to play in promoting number of applications arriving from knowledge and understanding of ethnic minorities. diverse cultures and in fostering a sense of identity and racial tolerance. Specified bodies should : Recent domestic and world events • Eliminate unlawful racial have made this role even more discrimination potentially significant. • Promote equality of opportunity; and Resource needs to have a clear • Promote good relations strategy to demonstrate: between people of different racial • how it intends to fulfil its groups obligations under the Race Relations (Amendment ) Act 2000 The aim of the general duty is to • how it intends to support make the promotion of racial equality museums, archives and libraries central to the work of those public in complying bodies named in the Act. It expects • how it will promote cultural these bodies to take a lead in diversity as part of its aim of promoting equality of opportunity and ensuring access for all good race relations in the workplace • how it will provide strategic and thereby avoid and prevent leadership, advocacy and advice unlawful discrimination. The CRE in this area recommends that as public bodies must consider the following four Cultural diversity is a difficult concept steps in order to meet the general to define precisely, it refers to the duty: multiple components that make up • Identify which of the functions today’s society and can have many are relevant to the duty. different implications. For Resource’s • Set priorities for these strategy ‘cultural diversity’ is taken to functions, based on their mean ethnicity-based diversity in its relevance to race equality. broadest sense. Cultural diversity • Assess how all these functions can be seen as part of the wider and related policies affect race access and equality agendas that equality. include equal opportunities, human • Consider how the policies rights, social inclusion and audience might be changed, where development, however it requires necessary, to meet the specific initiatives because of recent general duty, and make the race equality legislation and the need changes. to support MAL in adapting to the needs of contemporary users. A For further information on the act, log statement and our action plan, onto the Home Office Website approved by our Board at the end of
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May will be on the website this information that you need about month. Resource plus you will be able to get many various interesting links We will be carrying out an internal relating to the domains. I am going review and supporting the CD to be updating the website with Network and the Diversity Festival as cultural diversity issues which you all a way of addressing the issues will find interesting and helpful. I identified. hope to showcase activities relating to cultural diversity on the website The CD Strategy for Resource was soon put together by Caroline Lang working with a group of board Case Studies Database members and staff before I was in The case studies database is post. The Strategy was developed managed by Resource and we are through a series of meetings held by very keen to keep it up to date. At a Working Group which included present, we have 132 case studies Resource Maura Crozier, Justin across the three domains. I would Frost, Vic Gray, Viv Griffiths, Caroline like to encourage people to submit Lang, Alan Watkin and Lola Young. interesting material related to cultural diversity in the museums, archives Resource’s Website: and libraries sectors to Rebecca You can log onto the Resource Linley who manages the case website by entering our web address studies database. You can contact which is http://www.resource.gov.uk. Rebecca on 020 7273 1432 or email By doing this, you will have all the on [email protected].
A little about the far-reaching Patriot Act...
From: [email protected] July 03 2002
"Librarians around the country [US] are reporting that FBI agents have been visiting branches to check records. The University of Illinois conducted a survey of over 1,000 libraries and found that 85 libraries were approached in January and February by federal or local law enforcement seeking September 11- related information about patron reading habits.
"Publishers and librarians are most concerned about section 215 of the Patriot Act, which gives the government authority to seize books or records with a court order obtained through a nonadversarial hearing in a special 'secret' court. Not only can libraries be compelled to turn over records, but the law prohibits the library from disclosing the existence of the order. The law also overrides state and federal laws shielding journalists' source material."
Chiara Petro
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What is diversity? Cabinet Office Website http://www.diversity-whatworks.gov.uk/whatisdiversity.htm Accessed 30 June, 2002
Its easiest to explain diversity by contribute to your team, regardless of talking about how it impacts in a your age, race, gender, working- team. A diverse team is a team in pattern, religion or disability - in fact, which: regardless of anything to do with • Every member of staff, what you look like, what your whatever they look like and background is, how you operate: all however they operate, that is important is they contribution maximises their potential and that you make. By your colleagues, value to the team; peers and managers at all levels • everyone is valued as an individual and not as a member You can expect that your department of a group; has in place policies which outlaw • everyone is themselves and harassment and bullying; that it looks seeks to be successful as at the way all the HR processes themselves rather than affect you and groups of staff like conforming to a mould. you; and that it consults you and listens to you voice. Diverse teams transform constantly And you can expect to be invited to what they do and how they do it to play your part because to work in a meet business objectives to get the Civil Service which truly values most out of every member's talents. diversity means we all have to be on Diverse teams are made by every board. . We all have to make the one in the team, not by personnel or change and change the culture now HR staff. They come out of an because equality and diversity for all environment in which no-one feels must be the norm. Your colleagues bigger or better or more important will want you to respect and value than anyone else, because every them just for what they contribute as member believes that what is most you expect them to respect and important is the team and the value you. business. There are levers in place to measure What diversity is not our progress. Think about how you Diversity is not about reducing can offer your view and make things standards; it's not a distraction from better. Contribute to surveys, the business; it's not about language discussion forums, networks, etc. so or political correctness. It's not about that we get the complete picture of removing our prejudices - only about where we are at. recognising that they exist and Unless the ethos of the organisation questioning them before we act. changes we are climbing a never ending hill. What you bring to your Diversity and you team is unique we can all offer You can expect to be respected and something and make a difference valued for who you are and what you
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Managers who value diversity appearance, disabled, able bodied, You need to lead by example, women, men, black and white - only encourage and enhance your team the contribution we make. by exploring and using all their talents. Whatever those talents are If managers fail to develop the and whoever has them, try to use culture of change, trust and value, them to improve and extend the way they will continue to struggle with we do our work and meet our workload, priorities and outputs and objectives. Everyone must be continue to lose out on the real included and brought on if we are to untapped talent we have. If be a truly successful organisation. managers succeed the Service will Nothing matters - working pattern, be a truly 21st Century Employer. educational background, or
Equalities News Disability Access A-sites.org: NLB's online gateway to accessible websites
A new initiative is NLB's online library launched portal of accessible web sites: From September 2002, the Disability A-Sites. These sites have been Discrimination Act (DDA) 1995 (as selected because they are designed amended by the Special Educational for Needs and Disability Act 2001), will accessibility. In other words, they can make be read by blind and partially it unlawful for providers of education sighted people who use screen and related services to discriminate readers and other adaptive against disabled people. technology. This month, the DRC has published http://www.a-sites.org/ two Codes of Practice for schools and Copyright (Visually Impaired post-16 education. Persons) Bill http://www.drc- The Copyright (Visually Impaired gb.org/drc/Documents/schoolscop2.d Persons) Bill has successfully oc completed its passage through the House of Commons and is expected to Digital watchdog needs sharper teeth proceed through Proposed new digital communication the Lords and pass into law by the regulations intended to safeguard the end of October. The bill, a rights of users do not offer enough backbench protection to visually impaired measure which has gained people, government support, will legalise the civil servants were told at a public limited meeting organised by the RNIB non-profit production of accessible earlier digital versions of copyright material. this week. http://www.communicationsbill.gov.u DDA Education Codes of Practice k/text_only/text_only.html
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• £3.88m was paid out in DRC National Conference 2002 compensation; The 2002 DRC National Conference • Compensation costs will be held on Monday, 11th increased - overall £350,000 November at more was paid out in 2001, the Radisson SAS Hotel in than in 2000 Manchester. From: http://www.drc- http://www.equalitydirect.org.uk/ gb.org/drc/informationandlegislation/ newsrelease_020327.asp W3C Voice Recognition Software A 'Speech recognition grammar Equality Direct specification', allowing voice-based Set up by the Advisory, Conciliation application authors to create rules and Arbitration Service (ACAS), describing what users are expected along to with the Disability Rights say after listening to prompts, has Commission (DRC), Commission for been released by the World Wide Racial Equality Web (CRE) and the Equal Opportunities Consortium http://www.w3.org/ . Commission (EOC), Equality Direct According to the standards body, this is a will benefit people with visual confidential helpline providing free impairments, and is the first of a advice to employers on any equality series of voice-based software trials. issue in the workplace, such as http://www.w3.org/TR/speech- disability, race, sex, age and flexible grammar working hours. http://www.equalitydirect.org.uk/ Gender Equal Pay Women earning half of men's Increase in compensation payouts average pay According to a survey produced by It may be the 21st Century but the Equal Opportunities Review, last women’s pay in Britain is half that of year there was a 10% rise in men's compensation awarded against earning according to a government employers found guilty of report yesterday. The weekly discrimination. For disability average income for women during discrimination, there was a dramatic 2000-2001 was £133, compared with 85 per cent rise in compensation £271 for men, according to a report payouts, due in part to the relative by the governement's women and newness of the legislation in this equality unit published by the area. The survey showed in 2001: Departm,ent of Trade and Industry. • 329 successful unlawful discrimination claims; Childcare shortage still acute • 118 successful sex The shortage of childcare is still discrimination claims; acute, according to the Childcare • 85 successful race Trust, discrimination claims; with access to childcare dependent • 56 successful disability on where families live, their income discrimination claims; and employment status. Contact the
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National Childcare Trust: Cambridge Centre for Public Law's www.daycaretrust.org.uk Report, Equality: a New Framework, The Report of the Independent Gender and Innovation Website Review of the Enforcement of UK The website of the Promoting Anti-Discrimination Legislation SET(Science, Education & (Hepple, Coussey & Choudhury, Hart Technology) for Women Unit. in the Publishing, July 2000). Office of Science and Technology. This site contains information and The Bill seeks to address the serious background on various related defects of current equality legislation, subjects including Equal Pay and a setting out a single framework for statistical bank. eliminating discrimination and http://www.set4women.gov.uk/set4w promoting equality between different omen/employment/index.htm people, regardless of their racial or ethnic origin, religion or belief, sex, Transsexuals to win legal rights marital or family status, sexual The latest Strasbourg ruling will orientation, gender reassignment, make a vital difference to age or disability. It has been drafted transsexuals. Britain's 5,000 in response to the Government's transsexuals are to win legal rights continuing failure to conduct a after the landmark European Court of widespread review of the present Human Rights (ECHR) ruling. The fragmented, inconsistent and decision two weeks ago, in a case unsatisfactory system of legislative brought by Christine Goodwin, protection against discrimination and comes not before time. It is 32 years to give effect to the since Lord Justice Ormrod in Corbett recommendations made by the v Corbett in 1970 effectively dealt a equality agencies and independent blow for transsexuals, removing the experts for the reform of the law. It mechanisms that existed for goes beyond the minimum provisions transsexual people to have their birth required by the EC Race Directive certificates amended to reflect their (2000/43/EC) and the Employment new gender, and which, for all Directive (2000/78/EC) in tackling all practical effect, enabled them to grounds of unfair discrimination in all marry. spheres of activity, including http://www.local- employment, education, the provision regions.odpm.gov.uk/consult/procure of goods, facilities and services, the /tf/pdf/byatt.pdf disposal or management of premises and the management of private Legislation Guides members' clubs. It extends the positive duty requirements of the Equality Bill 2002 Race Relations (Amendment) Act The draft Equality Bill has been 2000 beyond race to sex and drafted for the Cambridge Centre for disability. The basic aim is to ensure Public the equal protection of the dignity Law by Stephanie Grundy, in and worth of every individual through conjunction with Professor Bob a single coherent legal code. The Bill Hepple QC, Lord also establishes a single body, the Lester of Herne Hill QC and the Equality Commission for Great Odysseus Trust. The Bill gives effect Britain, with a range of statutory to the main recommendations of the powers to oversee the
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implementation of the Bill and to encourage and enforce observation Statistics of the Bill's requirements. Monthly Digest of Statistics from the National Statistics Office The Bill places emphasis on positive http://www.nationalstatistics.gov.uk/st duties to promote equality, which do atbase/Product.asp?vlnk=611 not depend upon the proof of fault by an individual complainant. Basing Race Discrimination itself on British and international Job Schemes have failed minorities, experience over the past four admits minister. decades, it seeks to encourage an The Government pledged yesterday inclusive, pro-active, non-adversarial to break the "glass ceiling" that approach to fair participation and fair prevented access while providing effective black and asian workers getting the remedies and sanctions. We believe jobs they deserved. Patricia Hewitt, that is in accord with the UK's the Trade and Industry Secretary obligations under EC law, said she was deeply concerned that international law and European well-qualified workers from the ethnic human rights law. minorities were being passed over by employers in favour of white people. Current Status: She called on the Civil Service to The Equality Bill will be introduced by lead the fight against discrimination, Lord Lester of Herne Hill QC as a admitting that even her own Private Members Bill in the House of department fell short on providing Lords later in the year. Meanwhile, equal opportunities. the draft Bill is to be the subject of public consultation following a The law in a nutshell - New CRE Launch Meeting in the House of leaflet on the RR(A)A Lords on 30 July 2002 attended by A new leaflet which explains how the representatives from the equality amended Race Relations Act could agencies in Great Britain, Northern affect you. http://www.cre.gov.uk/ Ireland and the Republic of Ireland, Government Ministers and officials, Taken from: Equalities News from the TUC, CBI and the Federation of DIALOG - July 26th 2002 Small Businesses, specialist NGOs Contact: Mike MacAuley and leading academics. The Information Manager, Diversity in consultation period will run from 30 Action in Local Government July 2002 until 30 September 2002. (DIALOG) Responses should be sent to the. Workforce and Diversity Issues, Employers' Organisation for local To download the bill use the link government below: Direct Dial: 020 7296 6763 http://www.odysseustrust.org/equality Email: mailto:michael.macauley@lg- .html (Accessed: 19 October 2002). employers.gov.uk
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A short history of Palestine An interactive history of Israel http://www.guardian.co.uk/flash/0,5860,720353,00.html This is an excellent summary of the history of Israel-Palestine conflict. With maps and short notes, it traces the roots of the present unrest over the following important dates in the history of the struggle: 1930; 1947; 1949; 1956; 1964; 1967; 1973; 1979; 1981; 1987; 1993; 2000; 2002.
The Gender and Development Programme http://www.africaonline.co.ke/femnet/gender_e.htm The African Women's Development and Communication Network (FEMNET). Accessed 05 August 02 gender equality, equity, equal control and distribution of Background resources and benefits, as The African Women's pre-requisites for sustainable Development and African development. Communication Network (FEMNET) identified gender The mission of the Gender responsive planning, and Development programming, Programme is to work implementation, sensitisation towards a democratic and and advocacy as its priority gender responsive, socially for the 1990s, soon after the and economically just order, NGO Forum '85 and the and to ensure that the gender Third World Conference on variable is mainstreamed at Women, during which the all levels of development in Nairobi Forward Looking transforming this continent. Strategies were adopted. In The Programme was also 1989, FEMNET launched the adopted with the aim of Gender and Development ensuring that women Programme as a strategy participate on an equal towards the positive footing with men at all levels transformation of the social, of development in all spheres cultural, economic and and levels of African political structures; and the development. achievement of gender equality in the Africa region; Publications as a priority for the '90s and • Delusions, Essays on Social beyond. Construction of Gender • The Road to Empowerment FEMNET's gender trainers • The ABC of Gender Analysis, are competent and a Framework of Analysis professionally qualified • Directory of Gender Trainers women and men who are in the Africa Region committed to the struggle for • Gender and Development, a FEMNET module.
105 GATS and Libraries The webpage at Libr.org on "GATS and Libraries" now contains 27 items and has just been reorganized by me and Fiona Hunt. It is the definitive study resource on the GATS and Libraries. It will continue to be expanded in the coming months.
GATS may seem like a somewhat esoteric issue to those with more immediate concerns, but I think it is very much worth learning about.
The page is at http://libr.org/GATS/ Rory Litwin Libr.org
The Cybrarian Project
Welcome to the Cybrarian Project Website. The aim of this site is to give you details of the Department for Education and Skills' Cybrarian Project. This project is being managed by the e-Learning Strategy Unit within the Department. The vision for Cybrarian is:
"to assist in decreasing the digital divide by facilitating access to the internet and to learning opportunities for those who currently do not, or cannot, use the internet because of a lack of skills or confidence or because of physical or cognitive disabilities." Further details from: http://www.dfes.gov.uk/cybrarianproject/index.cfm
The Network – tackling social exclusion
The Network Website The Network Website is ‘live’ at last! The site’s address is: www.seapn.org.uk
The Network is a network of public libraries, museums, archives, other organisations and individuals committed to tackling social exclusion.
Our aim is to assist public libraries to tackle social exclusion through interaction with their local communities. This will be achieved by:
• putting the research findings from Open to All? and other policy initiatives into practice • providing information on current initiatives to tackle social exclusion and to explore how these may be applied to public libraries, museums, archives and related local services • drawing on current practice and exploring developments in the contribution that public libraries, museums and archives make in tackling social exclusion, and to record and share these within the Network and more widely Diversity . No. 4-5 (2002)
• assisting in creating opportunities for developing joint approaches to tackling social exclusion.
To do this, we run courses, seminars and conferences, as well as in-house training sessions, and we publish a monthly Newsletter. We respond to national social exclusion initiatives, both at a general level and also those which specifically apply to libraries, museums and archives services.
CSG Website The CSG Website will serve as an introduction for libraries, archives and museums staff to the work that is going on to tackle social exclusion at Government/national/regional levels and within the three domains, with links to sites with more detailed information. Our own site is intended to look in much more depth at particular issues and areas, and to act as another communication point for and from Network members.
The address is: www.cilip.org.uk/groups/csg/si/index.html [From: The Network Newsletter: tackling social exclusion in libraries, museums, archives and galleries. Number 11, August 2002].
“Diversity Today” New magazine launches in the new year
Diversity is rapidly emerging as the Through home and international new buzzword in politics and news, research digests, policy and business. But what exactly does it practice features Diversity Today mean? This is where Diversity will bring you up to date on the latest Today comes in. thinking, trends and practical application in real organisations Diversity Today is a new monthly involving real people. magazine, which aims to inform managers what is what in diversity. We at Diversity Today believe What the law says, what the strongly in professional development government expects, what and so devote six pages to legal companies are doing about it and update, book reviews, conferences what the benefits could be for their and training opportunities. We also own enterprises. provide a forum for dialogue with colleagues through the letters and Diversity Today is not on a comment pages. This is open to crusade to make managers feel everyone and anyone who has guilty or humiliated. Its main purpose something to say about diversity in is to celebrate and showcase best general or about what is in an issue practice and achievements. To show, of the magazine in particular. by example, that diversity is not just another politically correct liberal We also believe that away from their concept, but has real tangible and desks managers are people too and measurable benefits. are interested in a range of things.
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We provide for this in our Life&Style your department, your team, which of and Innovations pages. Each month your staff is making a difference. We we will scour the world to bring you British are notorious for not blowing the latest in gadgets and gizmos, all our own trumpet tell us about it, and at the cutting edge of style and Diversity Today will blow it for technology and point you towards you, very loud. unusual ideas to help you relax and reward yourself. Valery Small Finally the success of Diversity Editor Today will depend as much on your contribution as our efforts. We can Huria Choudhari only write about what we know News Editor about. So you have to let us know what is happening in your company,
For more information please contact: Huria Choudhari Diversity Today Subscription News Editor Department Diversity Today Unit 2, 65 Whitechapel Road, London 020 7650 2000 E1 1DU Unit 2, 65 Whitechapel Road. London Fax: 020 7650 2001 or Email: E1 1DU [email protected]
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Diversity Council News & Documents
The elected officers of the DC
March 14th was an internal meeting to elect officers of the Council and to agree a constitution and way forward.
The elected officers of the DC are:
Chair - Philip Pothen Vice-Chair - Gulshan Iqbal Treasurer - Haiyan Kang Secretary - Kalvinder Dale
The DC agreed to proceed with setting up a Diversity Group of the LA/CILIP which will be open to all members of the LA to join. Rules were agreed and an application to the LA will proceed in the next week or so. The DC also agreed to maintain the DC as a federation of organisations with its current focus, and independent of the LA/CILIP, but possibly as an Organisation-in-Liaison (OiL) with CILIP. This will give us a level of independence to carry forward important aspects of the agenda which an LA Group would not be able to do.
East Midlands Diversity Group: Hilary Ward
Library authorities in the East Midlands have recently established their own group to enhance services to minority cultural communities. Called the East Midlands Diversity Group, it includes representatives from all the library authorities in the region, and will operate under the auspices of the East Midlands Society of Chief Librarians. The original idea for forming this group came from Kamlesh Khetia, Senior Asian librarian at Nottingham City libraries. It is through his hard work that the group is now established and working together in partnership to improve and develop services and to share good practice. Two very informative meetings have now been held, with information and ideas exchanged. The group is currently working on services to refugees and asylum seekers. This has been a very positive and encouraging start and will hopefully lead to a productive partnership, which will result in improvements to services across the region.
Hilary Ward Principal Librarian Northamptonshire Libraries and Information service.
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Diversity Council – Draft Three-year Action Plan (2003-06) The Diversity Council has produced a draft three year Action Plan which will be finalised early in 2003. If you have any comments, additions or suggestions, please send them to Philip Pothen at [email protected].
Mission statement active participation at all levels Members of all races, and cultures of the profession are welcome to join in support of • To monitor, evaluate and Diversity Council principles, aims and improve the profession’s objectives. The Diversity Council records in the areas of was constituted to address the Black recruitment, career and Minority Ethnic (BME) concerns • development, career of library, information, archive and • advancement and general museum professionals and workers, working conditions and those from diversity • To provide appropriate 12 communities . The DC covers information on LIS issues of race and religion, of culture qualifications and training and ethnicity, of social class and a opportunities to library range of other factors – relating for • workers from diversity example to gender or sexuality, age communities or disability – which express the • To advise on all appropriate differences between us. The aspects of library school Diversity Council is committed to education, qualifications and equal opportunity and social justice accreditation as it affects for all. students from diversity communities and the Aims and Objectives community as a whole The Diversity Council exists to: • To establish a programme of • To provide a forum for groups conferences, training events who share the DC’s mission in and workshops to address the pursuit of common goals core concerns for which the • To serve as a forum for DC was established librarians from diversity • To reward and recommend communities to ensure their throughout the profession good practice in service delivery, publications, cultural
12 Excluded communities are hereafter activities, education and referred to as "diversity communities" (DC). • training, publicity and These are communities excluded and • promotion, and race relations. disenfranchised on the basis of the factors • To provide a forum for the outlined in this Mission Statement. This is not an exhaustive list of factors, nor an lobbying of CILIP in order to exhaustive list of excluded groups. These recommend action and communities have their own specific needs, positive practices in regard to but share a common legacy of exclusion its diversity and equal and disempowerment. This constitution opportunities policies needs to be read with these communities in mind too since the DC seeks to champion • To monitor and influence the equal and fair share of power and activities of the Committees, resources for all elements of these groups and Council of CILIP excluded and diversity communities.
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and fully participate in all • Expansion of the Diversity CILIP activities and structures mailing list, and greater to ensure that CILIP is encouragement of on-list meeting the needs of debate and discussion members from diversity • Seek greater participation communities from groups currently not • To pursue collectively members of the DC opportunities for greater • Encourage more regional elected representation within groups to join the DC CILIP • Continue the development of • To support and promote the “Diversity” newsletter as a efforts to achieve meaningful forum for discussion and communication and equitable dissemination of ideas representation in regional LIS • To set up a web site which associations and on local provides a forum for professional governing and information about resources, advisory boards of libraries job opportunities, training • To support and encourage events, dissemination of good library services which will practice, etc. meet the informational, cultural and linguistic needs of Aim diversity communities, and to To serve as a forum for librarians encourage the development from diversity communities to ensure of authoritative information their active participation at all levels resources about diversity of the profession issues and the dissemination of this information to the larger Action community • To sponsor the creation of a • To liaise with other librarians Diversity Group as a broad- nationally and internationally based membership through the national library organisation which can associations and ensure that all CILIP organisations members interested in • To collaborate with cross- Diversity issues can make a sectoral agencies, archivists, contribution museums, educationalists, • To establish strong relations writers and artists, and with other groups within CILIP publishers to ensure that the – such as the Library DC agenda benefits from Assistant’s Group, cross-sectoral collaboration International Group, Career Development Group – to 1. General ensure that members of other Aim CILIP Groups are able to To provide a forum for groups and influence their membership in individuals who share the DC’s the pursuit of DC goals mission in pursuit of common goals • To influence other groups and bodies within CILIP to Action embody principles of equality
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and diversity in their library workers of training structures and objectives opportunities and routes towards further professional 2. Training, qualifications and attainment professional education • To disseminate such Aim information through the To monitor, evaluate and improve the newsletter, mailing list, and profession’s records in the areas of other methods recruitment, career development, • To be directly involved in career advancement and general initiatives such as the Quality working conditions Leaders’ Project, Spectrum, and others, as members of Action Advisory Groups, etc., and to • To influence debates within help in the dissemination of CILIP concerning routes to appropriate information membership, chartership, etc. concerning these in order to offer alternative • To advise library authorities routes to non-traditional and employers in all sectors of entrants into the profession the training and career needs • To address the under- of all library workers from representation of BME library diversity communities workers in the professional reaches of the sector Aim • To sponsor research into the To advise on all appropriate aspects reasons for the relative lack of of library school education, BME entrants into the library qualifications and accreditation as it and information profession affects students from diversity • To take part in recruitment communities and the community as a drives, marketing whole. opportunities, etc. in order to provide more targeted Action approaches towards • To advise and influence the encouraging more potential work of library schools in their library and information teaching of issues as far as professionals from diversity they relate to library and communities information services to diversity communities Aim • To provide mentoring, training To provide appropriate information and other support services to on LIS qualifications and training library students from BME and opportunities to library workers from diversity communities diversity communities Aim Action To establish a programme of • To provide, in collaboration conferences, training events and with appropriate partner workshops to address the core bodies, such as the Library concerns for which the DC was Assistants’ Group, targeted established printed materials advising
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Action Action • To plan and organise an • To represent the views of annual “Unity in Diversity” diversity communities on the Conference, sponsored by Equal Opportunities and CILIP Diversity Panel, Council, and • To undertake three training other bodies events each year, possibly in • To pursue Organisation in collaboration with other Liaison status for the DC, in groups and bodies addition to the establishment • To play a full part in the of the Diversity Group biennial “Umbrella” event, • To establish and foster strong through the Diversity Group relations with other organisations in the field, such Aim as Re:source, the Network, To reward and recommend Information for Social throughout the profession good Change, DCMS, etc. as a practice in service delivery, means of leveraging change publications, cultural activities and action from CILIP education and training, publicity and promotion, and race relations. Aim To monitor and influence the Action activities of the Committees, groups • To establish, in collaboration and Council of CILIP and fully with CILIP, the setting up of participate in all CILIP activities and Diversity Awards in order to structures to ensure that CILIP is confer esteem on individuals meeting the needs of members from and organisations who are diversity communities establishing good practice in their library and information Action services to diversity • To produce an annual communities statement evaluating CILIP’s • To highlight and publicise annual performance as far as examples of good practice it relates to the aims and throughout the library and objectives of the DC, CILIP’s information community, assurances as given in its through the newsletter, corporate plan, the mailing list, conferences and appropriate legislation, and workshops, and through other performance indicators professional journals and newsletters, etc. Aim To pursue collectively opportunities 3. CILIP for greater elected representation Aim within CILIP. To provide a forum for the lobbying of CILIP in order to recommend Action action and positive practices in • To organise and coordinate regard to its diversity and equal an annual slate of candidates opportunities policies. to seek election to CILIP Council, and other bodies
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LIS working with diversity 4. Organisations and services communities • To disseminate case studies Aim and examples of good To support and promote efforts to practice in the provision of achieve meaningful communication library and information and equitable representation in services to diversity regional LIS associations and on communities local professional governing and • To encourage library advisory boards of libraries authorities to adopt guidelines nationally. in their provision of library services to diversity Action communities • To seek representation within regional groups, branches 5. Partnerships and organisations in order to Aim create local and regional To liaise with other librarians networks of LIS who are nationally and internationally through serving diversity communities the national library associations and • To take part in the regional organisations such as IFLA, COMLA agenda of Re:source and and BCALA. other national bodies Action Aim • To establish and maintain To ensure that the DC creates a truly regular contact with BCALA, national network through meeting the the Library Services to needs of LIS from the regions. Multicultural Populations Group of IFLA, COMLA and Action other international bodies • To hold three DC meetings through the regular exchange away from London per year of information in newsletters, • To ensure that at least half of etc, all DC training events are • To collaborate with groups regional training events such as the International Libraries Group to ensure that Aim the DC addresses To support and encourage library international perspectives on services which will meet the issues of diversity informational, cultural and linguistic needs of diversity communities, and Aim to encourage the development of To collaborate with cross-sectoral authoritative information resources agencies, archivists, museums, about diversity issues and the educationalists, writers and artists, dissemination of this information to and publishers to ensure that the DC the larger community agenda benefits from cross-sectoral collaboration Action • To provide a pool of central Action and authoritative resources for
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• To establish and maintain provision of library and links with appropriate information services organisations such as • To ensure that the diversity Re:source, BASA, BMA, RSA, needs of LIS in the academic, and others corporate and other sectors • To promote cross-sectoral are met by partnerships with collaboration in training appropriate bodies, such as events, conferences and SCONUL and other CILIP workshops, etc. groups. • To establish “observer” status within the DC for cross- sectoral organisations related but not directly involved in the
DC responds to CILIP’s draft corporate plan: Philip Pothen
The Diversity Council welcomes the opportunity to respond to CILIP’s draft Corporate Plan. The following are the main comments made after consultation with members:
1. As a “high level” document the connection with this, the Diversity plan will inform much of CILIP’s Council welcomes the commitments activities over the coming three given in the “Education” section of years; as such, however, the period the draft plan to develop alternative of consultation has been too short, routes into the profession, but especially for dispersed and wonders whether other commitments distributed teams and organisations given in this section might not also to coordinate their responses be used to dilute this objective. In effectively. No doubt this is due to other words, the stipulation on the tight schedules; nevertheless, at this discipline and rigour of professional time of year, it has not been possible qualifications - with which none could for the Diversity Council to have as in principle disagree - could be seen widespread a debate about this in some quarters as being a strong document as should have taken reason to resist attempts to develop place. mechanisms which might enable non-professional workers to enter the 2. The Diversity Council welcomes profession and professional the strong commitment given to the association. The general point here issue of the diversity of the library is that the two objectives are not and information domain in the vision contradictory or mutually exclusive. statement (p.2). This is clearly an important issue for black and minority 3. In relation to the vision statement, ethnic library workers who are it might also be noted that the vision disproportionately represented in the is of an inclusive community that non-professional or para-professional reflects “the full range of depth and reaches of the profession. In diversity of the library and information
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domain”. Given, however, that one of their organisations. Disability the issues that the profession faces legislation is also increasingly is the fact that it does not reflect requiring of such organisations that adequately the diversity of society as they address their own practices. a whole, that a wider statement might Whether or not CILIP is covered by be needed here, especially given the all these Acts, it nevertheless has a fact that the vision concludes with the moral responsibility in this area to, as Institute “demonstrating the it says, “practise[] what [it] importance of the library and preach[es]” (p.3) information profession in society.” It might be asked how this latter 6. The Diversity Council welcomes objective could be realized without the possibility of a bursary scheme the wider commitment to a more for black and minority ethnic library diverse professional domain, one staff, but wonders whether this, which reflects the society it aims to instead of being the flagship for serve. If CILIP seeks to “benchmark CILIP in this area, ought instead to itself against other Membership be part of a wider strategy for bodies” (p. 3) and professional encouraging a greater diversity of organisations, which of course, it membership, which of course is the should, it might wish to do so against ultimate objective. To focus on what these wider criteria suggested here. might be a high-profile initiative, however commendable it might be in 4. The Diversity Council welcomes itself, is no substitute for truly the commitment given to the engaging with this major challenge “principle of equality of access to which will need activity across a information, etc.” (p. 3), but wonders number of areas. Examples of such whether this aim might justify a more activity might include working with championing role than the merely library schools to encourage young “supportive” role that the plan black and minority ethnic suggests, given the centrality of this undergraduates and trainees, issue to our profession and to society support to Access to Librarianship as a whole. There is a huge courses, more targeted recruitment opportunity for our profession in this and advertising, etc. While it is area, and the wording here fails to understood that the draft plan is a put this possible role for our “high level” document that in general profession sufficiently strongly. does not go into specifics, nevertheless, it seems strange that 5. CILIP has a major leadership role the bursary scheme should be the to play in the profession, and while only one mentioned, which seems to the acknowledgement of this role is highlight the absence of and need for made in the area of “enterprise” a more coherent and all-embracing (p.3), this could be made explicit in strategy. many other areas, such as the diversity agenda, in terms of its own 7. CILIP has set itself the target of employment and other practices, developing “a satisfactory CILIP activities, structures, etc. The Race response to the equal opportunities Relations (Amendment) Act makes it and diversity agendas” and to the a requirement for publicly-funded issue of pay and status. These are in bodies to demonstrate how they are general to be welcomed but - and overcoming discrimination within this is not just a matter of semantics,
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but ties in specifically with the point agenda is one of the most important made above in 6 - that these issues that it faces. The agenda and commitments are somewhat the challenges are complex ones; minimalist. Firstly, the word CILIP will be only one part of this “satisfactory” is, even in a general agenda and of these challenges for and “high level” document, entirely our profession. All organisations meaningless. Satisfactory to whom? associated with our profession have Satisfactory according to what responsibilities and contributions to criteria? Why only “satisfactory”? make in this area, as do all Furthermore, the word “response” is individuals. However, CILIP does a curious one and implies two things; have an important role as leader, as firstly, that a response can be made exemplar, as voice for all its and the agenda effectively dealt with members, and as promoter of a in that response, while as mentioned vision of our profession as one that above, what is wanted and needed is has a central role to play in a an ongoing and coherent strategy. democratic, diverse and dynamic Secondly, it seems to imply that society. While this plan lays out these various agendas are external much of what this vision might issues that arrive on a doorstep and achieve, and in the area of diversity therefore need to be responded to, the plan makes some important while, once again, what is needed is statements, nevertheless the points a genuine engagement with these made above speak of a lack of an challenges, an engagement which overall strategy in this area, or of the carries with it enormous and exciting expression of a need for such a possibilities for CILIP as it seeks to strategy, which, in the view of the play the role that it should in these Diversity Council, appears to be the areas, rather than the chore that most serious omission. these two distinctly uninspiring bullet- points suggest instead. Dr Philip Pothen Chair – Diversity Council These next few years are important ones for our profession. The diversity
117 Culture corner actress. The producer/director, an Englishwoman who knows Urdu, has BOOK REVIEW a script about a Lucknow courtesan, Tameezan, who was obsessed with Peter Nazareth reviews Jameela the musician the Grand Ustad (“He Siddiqi’s The Feast of the Nine Who Lights up the Universe”).Asians Virgins. in Pearl offer a lesson to India about multi-religious, multi-ethnic harmony. Jameela Siddiqi: The Feast of the But there is a hitch: “this kind of give- and-take among the settlers from Nine Virgins. London. Bogle- India, was only possible out of a L’Ouverture. 2001. xii + 335 pages. L sense of having a common enemy — 10.95. ISBN 0904521249. Review by: the Black Man.” Yet people cross Peter Nazareth 13 barriers, as music does: “Everything [email protected] and everyone made music. Every moment of time was filled with the Jameela Siddiqi was a student at magical sounds of being. Every living creature sang in unison, Makerere University in 1972 when her exalting the glory of creation. The Uganda citizenship was taken away crickets sang special songs to and she was one of the Asians welcome the rainy season. The expelled by Idi Amin. She has worked mosquitoes composed symphonies in England as a television to celebrate the warm, clammy documentary producer and nights. The snakes rattled in syncopated glee, the geckos tapped broadcaster; received a Sony Gold their tongues in time to the buzzing, Award for her BBC series Songs of the on-off dance of the fire-flies. And Sufi Mystics; written about music, Nature’s Light and Sound Show was including Bob Dylan; translated Urdu aptly complemented by man-made Hindi poetry; produced CDs. sounds.”
The novel, too, is full of music, and Her first novel is primarily about the when the right ghazal is composed, expulsion of Asians from an East the movie begins to fall into place. African country called Pearl— But in the last thirty pages, stars and Churchill called Uganda the “Pearl of time planes collide, leading to a Africa”—which “was never home, but Bollywood (“Dream Machine”) was the homeland.” The leader of the ending. We have been reading a country after a coup is a Muslim who script by Ash who took material from announces the expulsion of Asians the computer of Sonia. The because of a dream. The story is characters are doublings, “twins” of juxtaposed with the making of a the “real” ones. The script-writer is movie in England financed by a rich the “chautara” (half breed), son of the man who was a shopkeeper in Pearl actress, Mohanji’s daughter-in-law, whose only condition is that the who had thrown him into a bush. He movie star a certain Bollywood is a phoenix who arises through the script. He makes his mother and 13 This review was written for World grandfather confront each other. Literature Today, Norman, Oklahoma, Sonia’s platonic but controlling a quarterly. - Peter 13-06-02 relationship to him becomes that of
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the Producer to a Personal Assistant in England was the daughter of who is a bisexual in a loveless Tameezan. The Widow, now Zarine, marriage while Ash’s stepfather gives is a qualified dream teacher. “Once unconditional love to his mother. they learn to dream properly,” she People pursue love in various forms: says, “they learn there is no dividing the Groupie wants to sleep with the line between dreams and reality.” gods and the Composer with the Muse (he is obsessed with the Jameela Siddiqi brings light to the Producer, who married him for three Age of Kalyug (darkness and days). The largest love is beyond the treachery) by providing clues that script. The person who cleaned the glow when re-read. We understand lavatory was drawn to Mohanji’s through various art forms the life and daughter, the seamstress called the values of a shopkeeper, Widow, and had vowed (dreamed) shopkeeper’s wife, seamstress, that he would free her. He became courtesan, teacher, guru, religious the leader of Pearl and announced leader, student, musician, composer, the Expulsion, thus keeping his producer’s assistant, script-writer, promise. Her songs and rhythms had groupie, Dictator... The Feast of the unconsciously laid the foundations in Nine Virgins is a brilliant novel that the Composer, then a boy brought frees the feminine to orchestrate a up as a girl, whose mother, a new recital. teacher, did not know that her mother Peter Nazareth University of Iowa A & WI - Uganda
Mirza (assadullah khan) Ghalib - "godless lover": Jameela Siddiqi
"When there was nothing, there was God If nothing had been, God would have been My very being has been my downfall If I hadn't been, what would it have mattered?"
These were the words of a poet who futility of human glory and the had been dubbed "Godless" by the hopeless predicament of a Islamic establishment of his time. Yet loving soul trapped within the his Urdu (and Persian), verse shows limitations of a human body. a constant pre-occupation with God, oscillating between joyful ecstasy Mention Urdu poetry and the first and hopeless despair. Biblical and name that comes to mind is Mirza Koranic figures appear frequently Ghalib, (1797-1869), alias Mirza and true to the tradition of mystical Nawshah. All through his life, as well poetry, Ghalib's themes cover every as over a hundred years after his minute nuance of the lover's aching death, this 19th century poet of north heart: the agonies of unity and India has achieved a reputation that separation from the Beloved, the precedes his work. Although often despised by his contemporaries for
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his "over-Persianised" Urdu, his Ghalib's attitude of philosophical enigmatic turn of phrase and his doubt rooted in his own experience, seeming disregard for all religious was mistaken by superficial readers ritual he is, nevertheless, the most for atheism. His use of the Urdu frequently quoted Urdu poet of the language, drawing heavily on its sub-continent, so much so that it is classical Persian parent tradition, often difficult to keep a sense of and his love of ambiguity further perspective about Ghalib. An complicates the situation. Despite the eminent Indian scholar once deliberate obscurity, his use of the declared: "There are only two Urdu language is unmatched by any inspired books in India - the sacred other Urdu poet. Vedas and the Diwan of Ghalib." Ghalib himself would perhaps have In so far as God is about love, it retorted to such unconditional could be argued that Ghalib, more adulation in his own inimitable way: than most, was closer to the truth in "Save me from my friends!" terms of the real nature of the relationship between the Creator and Ghalib himself would certainly have the created: Ghalib says it boldly, exploded the presumptions of his without really saying it. He states it starry eyed followers who ascribed to like a philosophical truth, with him at various times qualities that he mathematical balance. himself would perhaps have scoffed at: a philosopher, a patriot, a Had nothing been, only one of four nationalist, a reformer, an alternatives would have been: astronomer, and even a Sufi or a mystic. On the last two, Ghalib has 1. It would not have mattered, as written: there would have been no distinction between being and "To embellish the content of my non-being. It is only the act of verses, I have added a bit of Creation that has brought astronomy about the duality of Creator here, and a touch of mysticism there. and created. Otherwise, apart from a talent for 2. If the nothing had been, the words and rhythm, what else do I Creator would still have been. have?" 3. The created would have existed within the Creator, Ghalib's many well known ghazals man would have lived in God. (rhyming couplets in Urdu) have 4. Man would have been God. been sung and recorded by numerous performers in India as well Ghalib was born in Agra into a family as in Pakistan. Since Urdu poetry descended from Aibak Turks who relies heavily on oral tradition and wound up in Samarkand after the rhythmic recitation, catch-phrases downfall of the Seljuk kings. Ghalib's from Ghalib's poetry have made their grandfather left his home in Central way into everyday Urdu speech in a Asia to seek his fortune in India way that would be unimaginable, for during the reign of Shah Alam (1759- instance, in the case of a poet of the 1806) He was employed in the army English language. as a high ranking officer, and his sons followed suit. Ghalib's own father died in action while the poet
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was still only nine years old. He was kind that developed in Delhi during raised first by his Uncle, and then by the early eighteenth century. The his mother's family. In accordance most honoured poet of the day would with upper class Muslim tradition, he be invited to preside over the had an arranged marriage at the age gathering, and a candle be placed of 13, but none of his seven children before him. He would then invite the survived beyond infancy. After the various attending poets to read out marriage he settled in Delhi. In one their poems and the candle of his letters he describes his would, in turn, be passed to each marriage as the second performing poet. imprisonment after the initial confinement that was life itself. The Many interesting anecdotes have idea that life is one continuous been narrated and written about the painful struggle which can end only colourful mushai'ra's at the court of when life itself ends, is a recurring the last Mughal Emperor Bahadur theme. One of his couplets puts it in Shah Zafar. These reports usually a nutshell: tell of the witty verbal exchanges, couched in pure poetical form "The prison of life and the bondage between the wayward Ghalib and the of grief are one and the same more restrained Zauq. (Ibrahim Zauq Until the onset of death, how can was poetry tutor to Zafar.) man expect to be free of grief?" Accusations were frequently hurled at Ghalib, especially for his "over- While Persian remained the official Persianised" Urdu and for the language of Mughal India, the Urdu obscurity of some of his imagery. At language had acquired an immense one such gathering someone from popularity for its poetry in the Mughal the Zauq camp is supposed to have capital. Since Urdu was a relatively charged: young language, synthesising various diverse linguistic elements, it "We understand Mir, and we know became the fashion to engage an the work of Sauda But what he Urdu poetry tutor,(or Ustad), to (Ghalib) says, only he understands perfect one's art of writing poetry. or God understands!" The ability to write poetry was as necessary in polite society as the And building on the theme of Ghalib's ability to use a vagueness, another poet adds: personal computer these days. Besides, no man could seriously "What of it, if only you alone can hope to woo a woman without being understand your own poetry? able to produce some stunning To be relished, one person must say, original verse. As such, poets were and another understand!" generally held in high esteem and eagerly sought after and patronised Ghalib would rise against the insults by princes and noblemen alike. with typical verses like this one:
Poetry contests were known in "O God, they never have, and never ancient Greece and Rome, and even will understand what I have to say in pre-Islamic Arabia. But there is no Give them a different heart if you fixture comparable to the Urdu can't give me a different tongue." Mushai'ra (gathering of poets) of the
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Ghalib knew that his mastery over themselves intellectually the Urdu language was unequalled, disenfranchised as definitions of and he could also hold his own with education had the greatest representatives of moved from being literate in Persian Persian poetry.Ghalib was in fact so and Sanskrit, to mastering the sure of himself and of his own poetic language of the new invaders. The genius, that this single fact may have Muslim nobility resented this steady contributed to the general hostility of growth of British power, while the his contemporaries, as well as those Hindus, by and large, welcomed the in positions of power. His best known introduction of English education. For self congratulatory couplet goes the Hindus it simply meant straight to the point: relinquishing the Persian language of their Muslim rulers in favour of the "There are many other good poets in language of modernity, progress and this world, development. And they say that only Ghalib says it differently!" The Emperor Zafar, himself a poet of some standing, remained a helpless Ghalib lived through the twilight of on-looker to the tragic aftermath of Mughal rule in India, age the Indian Revolt of 1857, which characterised by change. His life resulted in the India Act of 1858, coincides with the death throes of the transferring power from the British 800-year old Mughal Empire. Most East India Company to the British of Ghalib's adult life was plagued Crown. While the grandeur of the with grief: the death of his children, Mughal Court gradually began to one by one, alongside endless, futile decay, the almost powerless Zafar, appeals to the British authorities to who remained but a figurehead of get his full share of his ancestral past glory, devoted his time to silent property. Part of prayer and to writing poetry, until his family pension was restored as eventually he was banished to he was nearing his death. He died in Burma where he languished in a 1869 aged seventy-two and stone Rangoon jail. deaf. Ghalib was buried in the Nizamuddin area of Delhi, also home Apart from the infant deaths of his to the shrines of the Sufi Master children and his never-ending Nizamuddin Awliya and his favourite financial struggles, Ghalib's life was disciple, the multi-faceted poet- characterised by notoriety. He was musician Amir Khusrau Dehlavi. known for gambling, drinking and being in debt. The first edition of During Ghalib's adult life, the whole Ghalib's Urdu divan was published in philosophy of life was undergoing a 1841, the same year that he was change, with traditional concepts of arrested and fined for gambling. He society and morality being was arrested on the same charge in challenged by the new order of 1847, and again, in that same year, things. The Persian language, until the second edition of his divan was now the official language of Muslim published. Since he had never been India, was gradually being pushed given to praying or fasting, his critics into the background in favour of were quick to write him off as English. Men of learning, among an atheistic drunk, who indulged them Ghalib himself, found himself in the idle pursuit of
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composing love poetry. Mainstream Islam in 19th century India had not "Loves knows no difference between recognised love as one of the life and death components of the faith. Religion I live only when I see that infidel for was about God, and God was only to whom I'm dying." be feared and worshipped in a strictly prescribed way. Within this context, The theme of an uncaring and some of Ghalib's verse was blatantly seemingly indifferent Beloved is blasphemous but did not lead to a further refined in stressing the "fatwa": oneness of Divinity itself:
"I know the truth about the promise of "For God's sake don't lift that veil heaven Still, it's a nice thought to from the Ka'aba, O cruel one keep the heart amused." Or else, even here, that same infidel may reveal Himself." In Ghalib's poetry, love can only ever be true if it is unconditional. If you The death of the ego-self is the lose your heart to someone, then it is single-most important pre-requisite also necessary to lose your voice, so for Ghalib's prescribed brand of love: that you lose the ability to complain about unrequited love: "May this life turn to dust, if I can't be a stone "When you give your heart to That lies constantly at your someone, threshold." Why measure the sounds of your lamentations? Ghalib was fully aware of his non- For when the heart is no longer in its acceptance among the great and the place good, and among those who had Why should the tongue remain in the appointed themselves custodians of mouth?" Indian Islam. Self-consciously, and often wittily, he picks up and echoes Love is also about having faith in the their views by reaffirming his own beloved, however faithless He notoriety: Himself may be,.and irrespective of whether lightning itself strikes the "These leanings towards mysticism, love-nest: this eloquent oratory,(O Ghalib), You could have been a Wali, if only "Don't be afraid to bring me tales you weren't such a drunkard." from the garden As I sit imprisoned in darkness Ghalib's genius for irony is stunning. That lightning which is said to have The Urdu language comes into its struck yesterday own in the fine art of sarcasm. There May not have hit my nest, after all?" are more beautiful, refined and sophisticated ways to insult someone For Ghalib, in typical Sufi fashion, in Urdu than in almost any other love creates a condition in which life language. By applying the classical and death become indistinguishable: Urdu tactic of belittling oneself, When you live for love you die, and Ghalib manages to taunt the real when you die, only then you really "Walis" for not being drunk enough, live: (with love), while at the same time
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singling out his own poetic genius Why should I grieve at being and eloquence, albeit sarcastically beheaded? bemoaning his partiality to liquor. If my head was not torn from my body, Ghalib's poetry is the product of a It could still only remain bowed. civilisation standing on the brink of change and conscious of it. He Ghalib lived through an age delights in the enigmatic and the characterised by the ending of an old obscure. Everything is subjected to order and the emergence of a new wit and passion: one. Symbolically he became a bridge between the two. As a person "With such joy he remained woefully misunderstood, I walk before my executioner but as a poet he proved he was That from my shadow ahead of his time. His poetic The head is two steps ahead of the sentiments have stood the test of feet" time in so far as the human condition remains ridden with uncertainty The joy of facing the executioner is about the future, yet hazy about the one of Ghalib's favourite mystical past. And in Ghalib's own words, themes: "who lives long enough to tell the tale?" "Don't ask those who are pregnant with joy Over my den of darkness, How they feel when they see their Grief presides with a heated passion place of execution A single flame the only witness, For it is the Eid of their expectations And come morning, that too is That the sword should emerge silenced. naked. and Extracted from an original article first published in "SUFI" - Jameela Siddiqi Since I'm desensitized to pain,
Black Arts Alliance
What is BAA? sexual preferences. To this end we programme performances, seminars, Founded in 1985 Black Arts Alliance colloquiums, exhibitions and is the largest network of Black artists workshops across as many in the UK. Working on a not-for-profit communities as our limited finances basis, we exist to remove the permit. marginalisation that Black arts and 'Black' - is a political expression and cultures can experience within the refers to all people from African, mainstream arts infrastructure. Asian, Caribbean and the Americas We believe that the arts are not elitist origins. It acknowledges and respect but can be both appreciated and the diversities that exist and created by all people regardless of concedes the different historical race, gender, differing disabilities and
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experiences that have been through both professional and encountered and survived. personal contact. Whilst thirteen is not old in the history BAA is not a promotional agency and of Black cultures for a British based whilst it attempts to assist enquiries it Black arts organisation we know we cannot be considered to fill the gaps are ancient but we will not die out that exist within the arts. Far too because we actively recruit the next often enquiries are received from generation and the next generation artists, teachers and promoters who will in turn recruit the next which should be on-hand information generation. If we do not do this the at the Regional Arts Board. BAA state of isolation might come into cannot consider itself to be the major existence again and again. The source of information on Black art. Youth Committee does not simply We aspire but are naturally limited. gather to meet, but to ensure that the In isolation the artist suffers. . . We organisation is meeting their needs. are not alone. We actively seek to From 1996 - 1999 a panel of work alongside and in partnership emerging artists have overseen a with others. After thirteen years we three year project funded by the exist today because of that factor. National Charities Board where we Many mainstream galleries, theatres, have worked with young Black men community groups and independent in the communities of the North promoters have become our West, specifically Merseyside and colleagues, project partners, Greater Manchester. Here our supports and advisers. priority is for the young adults to guide us in our work with their peers. Because Britain is only an island and not always the most hospitable one With immediate effect please note the at that, we travel out into Europe new contact address for Black Arts (IETM, Independent European, Alliance at: Theatre Managers), across to America (TAAC), The Association of Black Arts Alliance, PO Box 86, American Cultures; BTN, Black Manchester. M21 7BA Theatre Network, BTS, Black Telephone 0161 832 7622 Fax 0161 Theatre Summit and many more). In 832 2276. e-mail: this way the organisation is enriched [email protected]
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A message from a Palestinian child to the world
The following two pieces are taken from the programme presented at the Young Vic Theatre, London July 2002: Alive from Palestine; stories under occupation by the Palestinian Al Kasaba Theatre and Cinematheque organisation which was established in 1970.
Once upon a time, there were little children While playing in the neighbourhood A plane flew over their heads And launched an attack Assaulting their childhood You don’t see the children playing in the neighbourhood anymore.
Ordinary News Georgina Asfour
…Eventually we saw that all paths were closed to us, we witnessed the deaths of hundreds of martyrs, military blockades, thousands injured, flying planes shelling and spreading destruction. The important fact is that that events like these began to seem ordinary. We’ve grown accustomed to the new reality. It has become normal for hundreds to be killed, and for houses to be demolished and for… Until finally, we have all been reduced to no more than a very ordinary, boring report in the daily newspapers. So, in your opinion, what isn’t ordinary? What does life have to be before it becomes unusual?
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Diversity connections
Join Diversity mailing list: http://www.jiscmail.ac.uk/lists/DIVERSITY.html
Read “Diversity” http://www.jiscmail.ac.uk/files/CULTURAL-DIVERSITY/
Read QLP News No.2 http://www.resource.gov.uk/documents/culturalqlp.pdf
Connect with The Network – tackling social exclusion: The Network Website: www.seapn.org.uk
Connect with the Community Services Group of CILIP www.cilip.org.uk/groups/csg/si/index.html
Connect with Information for Social Change http://www.libr.org/ISC/
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