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OVERVIEW Fear of confronting all white and/or all Muslim schools about their contribution, or rather lack of "Removing the Fears" contribution, to social and racial integration. The Bradford District in West Yorkshire is one of the Fear of establishing a corporate identity for the best known multi-cultural centres in Britain and District as a whole as most people outside the City represents a unique challenge to race relations. and immediate surrounds do not see themselves as part of Bradford. People in Keighley see themselves The District was once blessed with economic wealth as totally separate from Bradford and there are many and prosperity. But with the demise of the wool other villages and towns also reluctant to share any industry and the decline in manufacturing, the District association with Bradford as an identity. Where there has seen a slide in its fortunes. It has struggled to is community pride it is often seen as very local and redefine itself as a modern, 21st century, not district-wide. competitive, multi-cultural area and has lost its spirit of community togetherness. What is now desperately needed is a powerful unifying vision for the District and strong political, As a result, the Bradford District has witnessed municipal and community leadership. In addition, the growing divisions among its population along race, District needs a people programme that creates social ethnic, religious and social class lines - and now finds harmony, rejects racial hatred, brings communities itself in the grip of fear. together and shows them how to value people of all backgrounds. Fear of people talking openly and honestly about problems, either within their communities or across The challenge is to reverse the trend of "them and us" different cultural communities, because of possible and promote a sense of pride in the District and its repercussions, recriminations and victimisation. people. This report consciously refers to the collective people of Bradford as Bradfordians. Like it Fear of leading and managing effective change or not essentially all residents of the District are because of possible public and media criticism. Bradfordian regardless of gender, race, culture or religion. The term should be embraced with civic Fear of challenging wrong-doing because of being pride as it offers a single common identity to a labelled "racist" - and that applies across all ethnic diverse population. groups. Already in place is the 2020 Vision, a major Fear of crime even though the police say that violent regeneration initiative launched in the District last crimes are on the decline. year by Bradford Vision - the same organisation which commissioned this review. It represents all the area's Fear of confronting the gang culture, the illegal drugs key groups, including Bradford Council, the police, trade and the growing racial intolerance, harassment health authority, local businesses, voluntary groups and abuse that exists. and faith communities. not prejudice 1 COMMUNITY PRIDE The ultimate aim of the Vision is to create a District when the wealth left the District. From all where people are justifiably proud of where they live, backgrounds, people want to see civic and community learn, work and play. And part of that overall aim pride at the heart of the economic revival and this includes a commitment to create a District whose should be supported by a People Programme that people respect and celebrate differences in gender, values the talents, qualities and experiences of all race, culture, and religion. people across the District. Greater awareness, better understanding, respect and Such leadership would institute and sustain tolerance are values that individuals, groups of people organisational, social and community change and organisations endorsed at the many meetings the programmes, involving enlightened and dynamic review team attended. partners and stakeholders from all sections of the community, including businesses, older and young The review team found that barriers can begin to fall people, women and men, non-disabled and people when people feel able to discuss, listen and learn in with disabilities and across all social, ethnic and an environment that allows them to make mistakes religious communities. and learn from them. Furthermore, it enables people to focus on their common interests and concerns and New initiatives are needed which will introduce social to be more mindful of the differences that do exist inclusion, eliminate institutional discrimination, between different communities. highlight the strengths, successes and achievements of the District and work endlessly to promote What was most inspiring was the great desire among diversity. They must bring people together so that young people for better education, more social and they can learn with and from each other as part of cultural interaction and commitment to contribute the drive to shape a new positive Bradford District and achieve personal success. Some young people identity. have pleaded desperately for this to overcome the negativity that they feel is blighting their lives and The review has made a number of suggestions which leaves them ignorant of other cultures and lifestyles. it believes will help promote social harmony. The review also identified excellent examples of good They form the basis of a proposed People Programme community-led initiatives which promote positive role which would promote the many good things happening models and encourage social and multi-cultural in the District to help build trust and confidence interaction. It is these forms of positive, socially across all communities. Leadership, public education inclusive initiatives that must be supported and initiatives, communication strategies and social developed. programmes will be at the heart of this. So where does the Bradford District go from here? The whole of the District would need to be involved in the Programme but particular emphasis should be Leadership is crucial to instigate and sustain any placed on children and young people who are best change. A vibrant and dynamic leadership should work placed to champion the changes and promote a to ensure that civic pride and a corporate identity is people-first culture. established. People said that the city pride went 2 There are a number of main strands to the ! Equality and Diversity contract conditions: programme: In order to promote social and cultural mixing as well as good race relations, equality and diversity ! Citizenship education in schools: Primary conditions should be inserted in all contracts of schools were given the option to include this in grant-aid, public-financed investments, all their lessons from September 2000 and it supplies and contracted services as well as in becomes a compulsory subject in secondary partnership projects/programmes. schools in September 2002. The review recommends that the Bradford District embraces the theme of citizenship in its schools and builds If the Bradford District is to meet successfully the on the national initiative to ensure all its young challenges posed by its present circumstances and its people learn about diversity and the need to uniqueness, there has to be immediate action to respect people from all social, religious and initiate change to end racial self-segregation and cultural backgrounds. cultural divisiveness. ! The creation of a Centre for Diversity, Learning The first priority for the District's leaders is to create a and Living: This would become a centre of "can do" culture and to eliminate the culture of fear. excellence focusing on the people of the All of the recommendations in this review report can Bradford District and how they can share their be achieved - but there will be no gain without pain. diverse experiences. It would provide expertise, advice and guidance for all the District's The following recommendations are only a part of the institutions and organisations on a range of issues solution - their success depends on the people of the including inter-faith/cultural studies, anti- District and their desire to champion change for the discrimination activities and best practice. It benefit of all communities. would also provide support and advice for individuals in discrimination or racial harassment ! Emergent leadership must take forward the vision, cases. mission and values which engage, harness, use and value the talents and abilities of all sections of the ! A Behavioural competency framework for the District's diverse cultural communities. workplace: The aim of the framework would be to encourage ! Highlight positive features of the District in all all organisations to ensure their staff are aware social and economic programmes, as well as of the District's many different social, cultural marketing the District's strengths through events, and religious communities and their needs. publicity and communications. It would outline 'standards of behaviour' for employees and would seek to ensure that staff ! A dialogue-driven leadership and communication demonstrate their understanding and experience programme to convince local people of the of the District's diverse communities in the benefits to be gained from the District's diverse workplace. It is suggested that the framework cultural, ethnic, faith and multi-lingual could be piloted by the Council and developed communities and, to do so through interacting for use by other organisations. and working together. not prejudice 3 COMMUNITY PRIDE ! Prioritise children and young

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