Time for Tea? And Action on Race

Whatever your thoughts on the Black Lives Matter movement, removing statues, or taking to the streets, if you are not into direct physical action, don’t forget that there are other positive (and needed) steps you can take to help society as a whole when it comes to, not only race, but any inequalities. We have seen lots of companies stating that they are taking the time to reflect on issues raised, but it appears that plans or ideas for action and improvement are lacking. If we do not address the issues promptly, injustice will continue to affect humanity every decade, as it has for the last five or more. 

Do “Black Lives Matter” or do “All Lives Matter”? This is not an argument for me, if you look at equalities itself, this is the first mistake that is commonly made. Equality is seen as treating everyone the same e.g. “All Lives Matter", when in fact that is not the purpose of equality at all. Equality is actually treating everyone according to their needs. If Black Lives Matter, it is because there is a greater need for it to be in focus.

It wasn’t that long ago when equality and diversity messages were key focuses within central government, including clear plans on how to achieve it. Unfortunately as short sighted as it seemed then, austerity measures and lack of real enforcement meant that most of the work was dropped ten years ago. Teams of people who were actually working on establishing true equality and diversity were let go.

The plan then was for the government to lead, by ensuring all commissioned services nationally and locally, also complied with the remits of Equality Act, and took positive steps to achieve such. Though a lot of work and efforts were made e.g writing it in to contracts and policies, not following up and monitoring these actions meant it was never measured and therefore never acted upon. There were other similar plans for recruitment and promotion, on the basis of a more diverse workforce making for a better society. Unfortunately most of these things may still exist, but they are given nothing more than a obligatory nod here and there. Until meaningful measuring is established, how do you know whether you are getting it right or that you need to do more?

Similarly, staff training, where you could openly speak and be challenged, have been left to nothing more than online tick box courses. I believe we need to go back to friendly challenge, to talk openly. On many occasions I have had discussions with people, whose statements would lead you to believe that they are racists. The amount of times I’ve heard I can’t stand ‘x’ people, but you’re not like them so you’re ok! My question to this is usually,so how many of the ‘x’ people do you know? Have you not thought they might all be like me?

Please don’t get me wrong, I’ve even been challenged by superiors in equality and diversity, who have said that some of the words I’ve used have been discrimintory. A close examination and reserarch showed this to be untrue. It was a common myth that had been in perpetuated in equalities, which was not so. If I’d had just taken it as said and not researched it, but more importantly quietly challenged it, I’d have believed that myth and would be instrumental in progressing it.

There is talk of introducing the topic of equality in to school curriculums at an early age. One thing that is clear to me most young people are curious, not racist. Racisim is learnt or comes from, in my view, a lack of belief in oneself e.g. wanting to believe that you are better than others.

It is important that you are open to inviting people to talk openly, challenge and willing to listen. If you close your door on racists, you will perpetuate belief of difference, as they wont see you as a person. Where there are differences, due to culture or belief, invite others to join you or your organisation for a brief time to learn vital lessons.

For goverenment and associasted organisations, it is important to take the lead. Without sincere and open discussions and evalautions (something that’s never really finished), I do not believe things will change. We don’t need new commissions or papers, the work has been done before, we just need to drive it’s importance forward and start focusing on meaningful action.

With regard to the work required, there is reminder below on what was action was promised some time ago. What stopped these promises being met was not being unsure of what to do, but the lack of real commitment and belief in doing it, with the usual lack of resources and change in politcal thought.

1. Make a clear commitment to inclusion- signed and promoted by executives and boards. Make it clear as to what you will actually do. It has to be based on measured outcome based improvements
2. Ensure all policy, processes and buildings are inclusive. Add how you will check and improve these, including marketing and promotion.
3. Set targets for employment, retention and promotion based on population statistics or better. 
4. Look at your customer base for inclusion, if your figure is low for specifc demographic ask why? Check with and promote specific need for demographic. 
5. Promote and celebrate inclusion- there is no reason not to.
6. Educate staff and challenge in a constructive environment. Difference is acceptable, hate is not.
7. Involve staff and local communities from diverse groups to help uncover issues and opportunities to improve, not just equalities, but reach wider market opportunities.