We also said our report sought to “approach the issues of racial and ethnic disparities in a balanced way, highlighting both the success stories that the data reveals as well as delving into what lies beneath some of the most persistent and enduring ones”. We are pleased that so many people are engaging seriously with the ideas and evidence we have presented.
The facts and analysis we presented challenge a number of strongly held beliefs about the nature and extent of racism in Britain today.
Sadly, however, in some cases fair and robust disagreement with the Commission’s work has tipped into misrepresentation. This misrepresentation risks undermining the purpose of the report – understanding and addressing the causes of inequality in the UK – and any of the positive work that results from it. For that reason, it is necessary to set the record straight.
We have never said that racism does not exist in society or in institutions. We say the contrary: racism is real and we must do more to tackle it.
That is why our very first recommendation to the Government is to challenge racist and discriminatory action and increase funding to the Equality and Human Rights Commission (EHRC) to pursue investigations.
We reaffirm the Macpherson definition of institutional racism, though we did not find conclusive evidence that it exists in the areas we examined. However, we said that “both the reality and the perception of unfairness matter”, which is why our recommendations are underpinned by four themes – to build trust, promote fairness, create agency and to achieve inclusivity.
There has also been a wilful misrepresentation by some people of the Commission’s view on the history of slavery.
The idea that the Commission would downplay the atrocities of slavery is as absurd as it is offensive to every one of us. The report merely says that in the face of the inhumanity of slavery, African people preserved their humanity and culture. The Commission’s recommendation for Government to create inclusive curriculum resources is about teaching these histories which often do not get the attention they deserve.
The deeply personal attacks on many of us by politicians and other public figures are irresponsible and dangerous. For example, one MP presented commissioners as members of the KKK. Robust debate we welcome. But to depict us as racism deniers, slavery apologists or worse is unacceptable.
This is a wide ranging report, and we hope it will lead to further research and better understanding of the complex causes of inequalities in the UK. Our terms of reference were ambitious and, despite the disruption of COVID-19, we addressed them by drawing upon a wide range of sources and evidence, as well as the lived experience of people, including our own.
We hope that going forward, the report will be read carefully and considered in the round. Our experience since publication only reinforces the need for informed debate on race based on mutual respect.
The 24 recommendations we have made will, in our view, greatly improve the lives of millions of people for the better if they are all implemented.
The Commission, chaired by education consultant and ex-charity boss Dr Tony Sewell, was set up last summer following the death of George Floyd and the subsequent rise of the Black Lives Matter campaign.
Prime Minister Boris Johnson issued the following statement: “The Commission on Race and Ethnic Disparities was launched to conduct a detailed, data-led examination of inequality across the entire population, and to set out a positive agenda for change.
“I want to thank Dr Tony Sewell and each of the commissioners for generously giving their time to lead this important piece of work. It is now right that the Government considers their recommendations in detail, and assesses the implications for future government policy.
“The entirety of government remains fully committed to building a fairer Britain and taking the action needed to address disparities wherever they exist.”
Commenting on the report published yesterday by the Commission on Race and Ethnic Disparities, TUC General Secretary Frances O’Gray said: “Institutional and structural racism exists in the UK, in both the labour market and wider society.
“Black and Minority Ethnic workers are far more likely than White workers to be in low-paid, insecure jobs – such as temporary and agency jobs or zero hours contracts. And Black and Minority Ethnic workers have been far more likely to be exposed to Covid infection and far more likely to die – because they are far more likely to be in frontline roles.
“This is institutional racism. And it traps too many Black and Minority Ethnic workers in poverty, insecurity and low pay.
“We hoped that the Commission would recommend action to stamp out insecure work and make employers act to close their ethnicity pay gaps.
“Instead, the Commission has chosen to deny the experiences of Black and Minority Ethnic workers and be complacent about the UK’s progress towards being an anti-racist society.
“The TUC calls on politicians of all parties to stand with Black and Minority Ethnic workers and commit to ending institutional racism in the UK labour market and society – starting with bringing in mandatory ethnicity pay gap action plans and banning zero hours contracts.”
Commenting on the Commission on Race and Ethnic Disparities: The Report, Dr Hodon Abdi, co-chair of the Royal College of Emergency Medicine’s Equity, Diversity and Inclusion Committee, said:“We are disappointed in the findings of this report in relation to health.
“Last month, the Workforce Race Equality Standard report was published and its stark findings demonstrated the difference of experience between ethnic minority staff and their white counterparts.
“The findings of the WRES, while shocking, revealed that NHS health workers from ethnic minority backgrounds find it harder to progress in their career, are less likely to be appointed in roles they are shortlisted for, and were more likely to suffer bullying, harassment and abuse from both patients and from other staff, than their white colleagues.
“The report presented the reality that many of our colleagues from ethnic minority backgrounds face. The report was a positive starting point to begin a discussion and it presented an opportunity for health organisations to acknowledge the severity of the problem in the NHS and begin to actively tackle them with tangible solutions.
“Sadly, the CRED report seems to have ignored the findings of the WRES. We, however, are committed to addressing all equality, equity and race issues and will continue to provide proactive solutions to real problems our members and ED staff face.”
Dr David Chung, co-chair of the Equity, Diversity and Inclusion committee, said:“The NHS staff survey 2020, published earlier this month, found that ethnic minority staff were more likely to be deployed onto covid wards and our own survey found that ethnic minority staff were less likely to be risk assessed, less likely to have access to appropriate PPE, and were less likely to have PPE fitted.
“The CRED report suggests a very different story and fails to recognise what is in plain sight. That, within the NHS systemic and structural racism is prevalent: across recruitment; pay; career progression and opportunity; and the experience of bullying, harassment, or abuse.
“We must be honest about racism and not gloss over the issues. We must take a proactive approach in tackling these issues and we must better support and protect staff from ethnic minority backgrounds and act to make the NHS a more equal and accepting workplace.
“If we fail to acknowledge racism within the NHS, we could fail to recognise any racism towards patients. There is a link between structural racism and health inequalities and we must admit that so we can begin to address it.
“In the College’s Equity, Diversity, and Inclusion Committee, we are fully committed to recognising and addressing all issues around equity, equality and race. Racism and disparities are unacceptable in our College, they are unacceptable in Emergency Medicine, and they are unacceptable in the NHS.”
Out Now: ‘Dear Daughter: Your Life Matters’ by Edinburgh Interfaith Director Iain Stewart
Iain’s new powerful anti- racism song was released in support of Black Lives Matters and United Nations Day for the Elimination of Racial Discrimination.
Iain said: “I urge you to take action to fight the blight of racism by sharing the song on your social media channels. Together we can end racism!
“The song is dedicated to the parents of black or mixed-race children who like me worry that their children will have to face racism as they grow older.”
The four main areas highlighted for improvement are:
Improving processes to report racist incidents
Improving the culture in schools to clearly show zero tolerance of racist conduct
Managing racist incidents sensitively and ensuring ongoing support for anyone reporting racist conduct
Reviewing the curriculum to ensure it does not perpetuate racist or colonialist attitudes
The move comes after the completion of an investigation into claims made following last year’s Black Lives Matter campaign. The claims were made by former and current pupils who complained that a number of high schools were failing to deal with racist incidents properly and that a culture of racism existed.
The main focus of the investigation was on St Augustine’s and Holy Rood RC High Schools but also included Craigmount, Drummond and Firrhill.
In total 73 complaints were received via social media and emails, and 30 complainants agreed to be interviewed.
As part of the detailed and wide-ranging inquiry, evidence was gathered through interviews with the complainants, school staff and by examining school records. The three-month long investigation was overseen by an independent equalities adviser.
Although schools demonstrated many effective examples of responding appropriately to alleged racist incidents, the overall conclusion of the investigation was that more could be done within schools to develop a firm anti-racist perspective.
There was no evidence, however, to support complaints that schools enabled racism.
Interviews were carried out by senior Council officers skilled at working with young people and trained in equalities and anti-racism.
Parents or supporters were invited to be present during interviews and support was available from the independent third sector agency, Edinburgh and Lothians Regional Equality Council. As well as detailing their concerns, complainants were also asked what outcomes they were looking for.
Complainants have now been issued with a personal letter summarising their complaint and detailing the conclusions and next steps relating to their investigation. They have all been offered face to face meetings to fully discuss the findings and the actions the Council proposes to take.
The authority has committed to auditing its current plans to improve equalities in schools, to ensure that all actions identified from the report are included.
These include supporting all schools to: appoint pupil and staff equalities co-ordinators, embed additional guidance for dealing with racist incidents and provide staff training to review the curriculum so it does not perpetuate racist or colonialist attitudes.
In addition, an annual equalities award (Saroj Lal award) will shortly be announced. This has been created in honour of Saroj Lal (1937-2020), Edinburgh’s first Asian primary school teacher and a leading figure in the campaign for race equality and social justice in Scotland.
It will be launched by summer 2021 and is designed to raise awareness of diversity and equality. The award aims to shine a light on the impact of prejudice and the potential to use art for positive change.
Councillor Ian Perry, Convener for Education, Children and Families at the City of Edinburgh Council, said: “Firstly I want to apologise unreservedly to any of our young people who felt their concerns or reports about racism were not taken seriously or that their school has not dealt with any incidents properly.
“I want to thank everyone who has come forward and brought these allegations to light for sharing their personal accounts and recollections and to the staff who took part in the inquiry.
“This will have been very difficult for our young people but hearing their voices has allowed this investigation to take place and has shown clearly what is needed to drive forward positive change in our schools.
“This was a very thorough investigation and as a result we now have a clear and very robust action plan which can only strengthen our commitment to dealing with racism. Ultimately, we all want every young person who attends our schools to feel safe and supported as they go through their education. I hope that the lessons learned from this investigation will mean that many more young people feel that this will improve as a result.”
Councillor Alison Dickie, Vice Convener for Education, Children and Families at the City of Edinburgh Council, said: “I’m so sorry that young people have felt their voices weren’t being heard and have had to resort to being part of this investigation to help bring about change.
“I want to praise them all for showing such strength in coming forward to raise these issues with us. They have all shown great patience and co-operation while their complaints were being investigated. While this will have been a difficult process, it is only by hearing their voices that we can fully understand the experiences that young people have and make improvements.
“Racism is an issue that needs both city and Council-wide action. This is about a change of culture and systems. Although there is positive work taking place across our schools, we fully realise that much more needs to be done. This involves listening to young people who have experienced racism and placing them in the driving seat of our work towards race equality.
“Already, as a direct result of that direct voice, we are working to increase staff training, develop an anti-racist and culturally inclusive curriculum and empower young people with lived experiences across our schools to lead on improving our procedures for the reporting of racist incidents.
Foysol Choudhury MBE has been involved with the Edinburgh and Lothian’s Regional Equality Council (ELREC) since he was a teenager and has been an active campaigner for equality and good race and interfaith relations in Scotland.
He has served the ELREC as a Trustee, company secretary, Vice Chair and he is currently its Chairman.
Sir Geoff Palmer was the first black professor in Scotland, he is a Professor Emeritus in the School of Life Sciences at Heriot-Watt University in Edinburgh, Scotland. Sir Palmer is also a prominent human rights activist and is involved in a considerable amount of charity work in the community.
He wrote a series of articles for the Times Educational Supplement from 1969 to 1971 on way to improve the education of children from ethnic minorities. Currently, he is the Honorary President of ELREC.
Irene Mosota is a social entrepreneur and the founding director of the Giving Voice Initiative (GVI), which is supported by Knowledge-Bridge.
Knowledge-Bridge is an Organisation development consultancy that provides training on Translating Race Equality and Diversity Strategies into Action.
Foysol Choudhury MBE has been involved with the Edinburgh and Lothian’s Regional Equality Council (ELREC) since he was a teenager and has been an active campaigner for equality and good race and interfaith relations in Scotland. He has served the ELREC as a Trustee, company secretary, Vice Chair and he is currently its Chairman.
Sir Geoff Palmer was the first black professor in Scotland, he is a Professor Emeritus in the School of Life Sciences at Heriot-Watt University in Edinburgh, Scotland. Sir Palmer is also a prominent human rights activist and is involved in a considerable amount of charity work in the community. He wrote a series of articles for the Times Educational Supplement from 1969 to 1971 on way to improve the education of children from ethnic minorities. Currently, he is the Honorary President of ELREC.
Irene Mosota is a social entrepreneur and the founding director of the Giving Voice Initiative (GVI), which is supported by Knowledge-Bridge. Knowledge-Bridge is an Organisation development consultancy that provides training on Translating Race Equality and Diversity Strategies into Action.
Timetable:
5:30 Welcome and Introductions
5:40 Geoff’s Talk
5:50 Irene’s Talk
6:00 Q&A
6:10 Breakout rooms
6:30 Discussion in the big group
7:00 End of the event
The event is hosted by:
ELREC is a charity committed to promoting equality and opportunity for all. We aim to support and empower people with protected characteristics and tackle discrimination and prejudice. Furthermore, we seek to engage with diverse minority communities to understand, empower, and address energy efficiency, reduction of carbon emissions, and climate change.
Knowledge-Bridge is an Organisation development consultancy that provides training on Translating Race Equality and Diversity Strategies into Action.
Edinburgh College Students’ Association is an autonomous, student-run campaigning and membership organisation that promotes, defends and extends student rights and provides services and representation at Edinburgh College, Scotland.
A new campaign building on the City of Edinburgh Council’s work to create an inclusive and diverse workplace has been launched.
Designed to foster a culture where all people feel their differences are valued, respected and accepted, Inclusivedinburgh will highlight the many benefits that a diverse workforce brings.
Guided by the Diversity and Inclusion Strategy which was approved by councillors last year, the City is working to attract and retain a representative Council workforce which reflects the diversity of Edinburgh’s citizens. It is hoped that the internal campaign will help to make sure that everyone’s voices are heard and that all employees feel welcome.
Councillor George Gordon, Equalities ‘Champion’ for the City of Edinburgh Council, said: “We’ve worked extremely hard to grow as an inclusive employer and bring our diversity and inclusion strategy to life.
“Following many months of meetings, I’ve seen firsthand how this has involved tremendous efforts by our HR team and our colleague networks plus input from unions. I’m pleased to have been involved and I’d like to thank everyone who has got us to this point.
“It’s fantastic to now see all of the measures we’ve put into place brought together under Inclusivedinburgh. We’re committed to advancing equalities in everything we do and there is no better place to further foster an inclusive culture than within our own workplace. We are a disability friendly employer and we have solid networks in place to support all colleagues to achieve their best. Our LGBT+ and BAME networks are also thriving.
From developing our understanding of colleagues’ personal situations to creating our own benchmarking tool so that we can keep track of progress – we’re continuously bettering our policies and recognising the value of a diverse workforce. This campaign is about sharing best practice and helping staff while also striving to be even better.
“We’re proud of how far we’ve come and this new campaign helps our ambitions for workplace equality to stand out. For Edinburgh to be a fair City, we must do all we can to improve the quality of life for those who face inequality. Better still, we must aim to stamp out discrimination and prejudice, wherever it occurs.”
Councillor Lezley Marion Cameron, Chair of the Council’s Cross Party Working Group on Equalities, said: “As the City of Edinburgh Council, and as a major employer, it is vital to listen and to learn from the lived experience of colleagues from groups which are under-represented in our workforce and our city.
“The enthusiasm and participation of staff in our LGBT+ and our BAME colleague networks has been and continues to be crucial to how well we listen, learn, and respond proactively in our efforts to ensure we are an employer, in both word and deed, which values diversity and difference as a strength and key measure of our organisational health.
“I warmly welcome the launch of the Inclusivedinburgh campaign to promote respect and equality within and throughout all management tiers and service areas of the Council. This cements our commitment to attracting and retaining a workforce more reflective of all the Edinburgh citizens we represent and serve.
“Recent progress towards this includes introducing guidance and support for those who are transitioning; and those who are going through the menopause; Unconscious Bias e-learning for Council managers is also happening which supports our aim that no-one experiences discrimination of any sort during our recruitment process; and creating and circulating a colleague calendar which raises awareness of dates and events of particular significance throughout the year, for example, Ramadan and Carers Week.”
The Edinburgh City Vision 2050 states that Edinburgh aspires to be a fair, inspired, thriving and connected city. The Inclusivedinburgh campaign aims to work towards that vision and the Council’s ambition to place respect, equality and rights at the heart of the workplace.
Commenting on the brand, staff member Bobby Nwanze said: “As the chair of the Council’s BAME colleague Network, it’s refreshing to receive such amazing support.
“Working closely to promote cultural awareness and tackle discrimination in the workplace will help us to become a truly diverse Council.”
Equalities ‘champion’ George Gordon explained this further when he wrote in the Evening News this week: “To become a fairer city where everyone can benefit from Edinburgh’s success, we need to take united action against inequality.
“So, as we rebuild our communities and the economy from the COVID-19 crisis, we’ll be taking lessons learned from lockdown and listening intently to the voices of residents from our minority and traditionally disadvantaged groups. We have a chance to shape a ‘new normal’ for the city and this is an opportunity we will not miss.
“Within the Council, we’re already seeking out views from our colleague networks on how we can better promote diversity and inclusion amongst staff and in our recruitment processes. Just this week we’ve launched a new campaign to highlight the policies we have in place to make our workplace culture one of the most inclusive in Scotland.
“The Poverty Commission is pulling together feedback from people who have been unfairly disadvantaged by COVID-19 and I’m in touch with equalities networks to truly understand how certain groups have been impacted.
“We’re on the cusp of a global recession and we need to make sure we put the right measures in place to support people at risk of unemployment or reduced opportunities, so that we can aim to create a more level playing field in a post-COVID economy.
“During the last few months, we saw our usual way of life and leisure activities taken away from us. But not being able to enjoy society fully with a trip to the theatre or day out with family is a battle people with certain disabilities face year in, year out.
“That’s why the Scottish-government backed Spaces for People programme which promotes wheelchair and wider access to high streets and other parts of the city is such an important measure for Edinburgh. As businesses re-open again, we want to make sure everyone can get out of lockdown and enjoy everything which makes Edinburgh such a great city to live in.
“All of us have also experienced a very different type of August without the buzz and packed High Street of the Fringe. And, as we develop plans for re-introducing events next year and designing our winter festivals, we also need to push for accessible routes for those who need them.
“Of course, our moves to make Edinburgh a more disabled friendly and equal city are not merely a response to the current crisis. This is something I’ve been championing since coming into my Equalities role and we’ve worked hard to highlight the rights and needs of disadvantaged residents in everything we do.
“Our ban on ‘A’ boards has been hailed as a success by equalities groups like the RNIB and Edinburgh Access Panel. I’m proud that Edinburgh was the first city to introduce this. We were also the first to bring in new-build planning rules to promote the latest, safest design for disabled residents.
“Personally, I’m pleased we were also able to reach an agreement on necessary wheelchair spaces on buses and our swift and ongoing response to the Black Lives Matter movement is also going to change our City for the better.
“I stand ready to advocate for what we need to keep achieving, now and over the next 12 months to come.”
Do you believe everyone in North Edinburgh has the right to feel safe?
Has Black Lives Matter meant something to you, your family, friends or neighbours?
Would you like to be part of a creative way to think about a community that feels safe for all and without racism?
Come and be a part of designing and creating a powerful Community Mural at North Edinburgh Arts.
This is for anyone from any background and any ability. We want everyone to be part of this to create something inspiring. We believe everyone has a creative voice that can make change.
For more info or to get involved, please email rosagarman@pchp.org.uk or text/WhatsApp 07595 589 343.
Council outlines plans for stepping up capital’s response to Black Lives Matter
A review of Edinburgh’s links to slavery and colonialism and a series of work strands to enhance diversity and inclusion across the City at the heart of a Council-wide response to Black Lives Matter.
Following calls from elected members in June to see the Council strengthen it’s commitment to tackling discrimination and response to BAME issues, officers have started work on an action plan which was approved by the Policy and Sustainability Committee on Thursday (23 July).
The plan features work to appoint a panel to lead a series of workshops in the coming months, with the aim of reviewing features like street signs and statues, the Council’s employment policy and procedures and projects looking at diversity in schools.
This independent Review Group will develop parameters and a workplan to be presented to Council with support from the Equalities Champion and Equalities Working Group.
The report also outlined the strengthened approach to equalities and the Council’s commitment to develop a policy on Equalities, Diversity and Human Rights.
Council Leader Adam McVey said: “Edinburgh is one of the most inclusive, diverse and welcoming cities in the world yet we must always strive to do better. Our ambition is to consign racism and prejudice to history.
“There is absolutely no place for intolerance in Scotland’s Capital City in 2020 and the Black Lives Movement has provided us with a real opportunity to have an open and honest conversation with ourselves and with our communities.
This report offered ideas for enhancing diversity where we can and I’m looking forward to the appointment of the Independent Review Group with emphasis on imput and leadership from the wider BAME community.
“I want to see us consider all options for rectifying the glorification of slavery and colonialism in our streets and for supporting diversity in our city, right across the Council and in each of our schools.”
Depute Leader Cammy Day added: “This is an important and timely piece of work which will help us to build on our equalities programme, making sure we take action where we can in response to lessons learned from the Black Lives Matters movement. It’s important we listen to and act upon the views of the BAME community.
“In recent months we’ve already committed to review our museum and gallery collections through the lens of BAME history. We’ve also put a temporary plaque in place to more accurately tell the history of the statue of Henry Dundas, a man who had links to the slave trade.
“We’ll also look at how we can highlight this side of Edinburgh’s history to our young people, parents and teaching staff so that they have the support and tools they need to make black history a core part of school life.
“Steps like these can help us understand the wrongs of the past and dismantle their harmful and persistent legacy in present day racism, so that prejudice can finally become a thing of the past.”
Giant new artwork – Justice for Sheku Bayoh – at Edinburgh’s Usher Hall joins the rapidly expanding Mural Trail as Scotland’s artists and arts organisations combine their voices to support Black Lives Matter
Scotland’s Black Lives Matter Mural Trail is expanding rapidly. The addition this week of 5 new artworks at Edinburgh’s Usher Hall takes the total to 24 (across Edinburgh, Glasgow and Inverness) with over a dozen more planned in the coming weeks, in Stirling and Dundee, as well as Glasgow and Edinburgh.
The latest additions are by Kirkcaldy artist Abigail Mills aka Abz including an impressive 5.5 meter x 6.5 meter print on the Usher Hall’s Glass Wing, and a further 4 images next to Lothian Road.
Striking, colourful and thought provoking, Abz’s work reflects her regular job as a tattoo artist, but goes far beyond that, reflecting her Scottish/Jamaican heritage and self identifcation as a “queer artist”.
The Glass Wing artwork – Justice for Sheku Bayoh – is inspired by the death in 2015, in police custody in Kirkcaldy, of Sheku Bayoh (now the subject of a recently announced public enquiry).
Aamer Anwar, lawyer for the Bayoh family, said: “The family of Sheku Bayoh & his partner Collette are deeply grateful to the artist for this mural which encapsulates for them their long struggle for justice & truth.
“It’s time that those who fly the banner of #BlackLivesMatter realised that there are also many George Floyds in the UK and their families need your support”
Abz’s work joins The Neon Requiem’s 3 portraits of female inspirations in his life – The Healer, The Nurturer and the Teacher, on display at the Lyceum Theatre, text contributions by Annie George at The Traverse Theatre, and a further 6 posters featuring words by some of Scotland’s leading BAME musicians including Emili Sande, Young Fathers and Findlay Quaye, making a remarkable cluster of creative activity by BAME artists/writers, at Edinburgh’s “theatre hub”.
“This is hugely significant, and not just for art and culture” – Cllr Donald Wilson, Culture Convenor, City of Edinburgh Council
