Blog Archive

Showing posts with label discrimination. Show all posts
Showing posts with label discrimination. Show all posts

Monday, 18 August 2025

Renewing the call for an Independent Public Inquiry into the Windrush (Home Office) Scandal

 

In 2019 we started a petition calling for an Independent Public Inquiry into the Windrush Scandal.  There have been new calls for such an inquiry and because the matter is now urgent due to the age of  the Windrush Generation, we are renewing our petition call with the update below, setting out why we think this is needed now, which you can also access via the petition  site.




Click here to sign 


It has been a long time since we started this petition with a global pandemic between then and now.  I first called for an Independent Public Inquiry into the Windrush Scandal via the government petition site at the start of 2019 but it failed to gain the required number of signatures to trigger a debate in Parliament within the set six months permitted for such petitions, so we launched this one.

 We at BARAC UK have continued to call for an independent public inquiry since then and feel that we  should continue with this petition to call for one for a number of reasons.

 

The long awaited and delayed Windrush Lessons Learned review, which was published in 2020, had a  narrow and limited focus and did not have the powers or scope of a Public Inquiry with a failure to implement the vast majority of recommendations in any meaningful way.

In 2024 the Home Office came under criticism for failure to release a report into the roots of the Windrush Scandal, spanning thirty years of  racist immigration legislation which continues to this day.

“The Home Office has been forced to release a suppressed report on the origins of the Windrush scandal by a tribunal judge who quoted George Orwell in a judgment criticising the department’s lack of transparency.

For the past three years, Home Office staff have worked to bury a hard-hitting research paper that states that roots of the scandal lay in 30 years of racist immigration legislation designed to reduce the UK’s non-white population.

The 52-page analysis by a Home Office-commissioned historian, who has not been named, described how “the British empire depended on racist ideology in order to function” and explained how this ideology had driven immigration laws passed in the postwar period.

The department rejected several freedom of information requests asking for the Historical Roots of the Windrush Scandal to be released, arguing that publication might damage affected communities’ “trust in government” and “its future development of immigration policy.”

When we were campaigning to expose the Windrush Scandal several freedom of information requests we made to the Home Office were ignored and  had to be escalated multiple times to the highest levels with the Information Commissioners Office to force some sort of response.

 

This year there have been calls by prominent campaigners we have worked alongside with for a public inquiry:

https://www.theguardian.com/uk-news/2025/jun/22/campaigner-calls-for-judge-led-public-inquiry-into-windrush-scandal

https://www.leighday.co.uk/news/news/2025-news/windrush-generation-lawyer-jacqueline-mckenzie-calls-for-home-secretary-to-launch-statutory-inquiry-into-the-windrush-scandal/

You may also be interested in reading this community led inquiry report:

https://westminsterresearch.westminster.ac.uk/item/x15qv/the-windrush-justice-inquiry-report

 

We have quite rightly  seen public inquiries take place into the horrendous Infected Blood Scandal and Post Office Scandal  and we send our full solidarity to everyone impacted by those scandals. But that lead to the question of why has there not  been a public inquiry into the Windrush Scandal? Why are we still having to demand this. Why are we still being treated like third class citizens.

 

Why is this urgent?

 

Because we have seen too many of those who faced injustice because of the Windrush Scandal, including being made destitute, exiled from the UK for decades,  losing homes, jobs, livelihoods, torn apart from loved ones and families for years, stripped of their dignity and human rights, detained and deported, refused entry back into the UK, made stateless and so much more, impacting on mental and physical health and because we have already lost too many people die and because of  time is running out before many more will pass away.

According to the government’s own records, 8,800 claims have been made for compensation, of which disgracefully, only  2,600 have received payments (up to the end of July 2024).  We believe that there are  many more who are eligible  but have not made claims because of how difficult and stressful the process. We know that initial offers have usually been insultingly low and this has meant that people have had to go through appeals too.

In June this year a Windrush Commissioner was appointed, Reverend Clive Foster, the government describe  the role of the commissioner is to ‘provide independent oversight of the government’s  work to address the Home Office Windrush Scandal and ensure the voices of victims remain at the heart of efforts to deliver justice.’

We wish the Reverend well in their new role but this does not address the issues a public inquiry could address, which are to address key questions about what happened, why it happened, who is to blame and what can be done to prevent the same happening again. The latter is crucial because descendants of the Windrush Generation are still being targeted by the Home Office, with no amnesty agreed, there are still deportations of migrant people happening, refugees arriving in the UK, because they have had to flee climate change, persecution, conflict and poverty can be subjected to the new ‘one in one out’ policy  and the deport first and appeal later approach.

 

We would be grateful if you were to share this update with your networks and encourage them to sign the petition so we can grow it  and  that  you ask your local MP to write to the Home Secretary on your behalf calling for a public inquiry into the Windrush Scandal as a matter of urgency giving that time is running out for those directly impacted. If you do not know who your MP is, you can find them here.

 

Many thanks for your support.

#ConductAnIndependentPublicInquiryWindrush




Wednesday, 31 March 2021

Joint BARAC UK and DPAC Press Statement; immediate release - Coronavirus ; end of shielding

 PRESS STATEMENT 
Disabled People Against the Cuts (DPAC) and Black Activists Rising Against Cuts (BARAC) UK


For immediate release 







From today  (31st March), disabled workers most at risk of catching and suffering long term impacts from Covid will have no legal protections against going into the workplace and putting their lives on the line as shielding comes to an end for those who are clinically extremely vulnerable.  

The majority of those shielding have not had the second vaccine and therefore they are still extremely vulnerable.

We believe it is irresponsible and discriminatory to intersectional disabled people to end shielding at this time and that those most at risk need protections in place. Recent research demonstrates that those with existing conditions such as asthma and diabetes are more likely to get long covid and that long covid is leading to increasing numbers of people becoming disabled as a result. Middle aged women are the  hardest hit by long covid. In addition black and minority ethnic people are disproportionately contracting covid. Six out of ten people dying from  covid have been disabled, according to ONS data. 

The coronavirus pandemic has exacerbated existing discrimination and inequalities which have been amplified through over a decade of austerity. It is unacceptable  for government to leave those most at risk unprotected and at risk of losing jobs. When disabled and black and minority  ethnic people lose their jobs, it takes longer for them to find a new job because of existing discrimination in the labour market.

A spokesperson from DPAC said: 
“The government has always prioritised profit above disabled people’s lives. They have calculated they can get away with this. Their scientific advisors have said there will be a third wave and at least another thirty thousand deaths. How many of those will be disabled workers? It is chilling to think what the motivations behind this could be.”

Zita Holbourne, National Chair of BARAC UK said:

"Black, Asian and minority ethnic people are  up to three times more likely to contract and die of coronavirus and are more likely to work in precarious work with worsened terms, conditions and extremely low pay. Many work in frontline jobs. Lifting protection for those who are shielding is likely to lead to more black workers placed at risk or losing their jobs if it is unsafe for them to travel to workplaces and worse still, more deaths. Long covid is devastating lives and there needs to be urgent action by government to protect the jobs of all those who have long covid to ensure their jobs are protected and that  there is no detriment to pay, pensions and benefits. The intersect between disability plus race, gender, sexual orientation and age cannot be ignored."

Ends

Contact:
BARAC UK
Zita Holbourne 
Tel.07711861660 

DPAC 
Paula Peters
07909594434

Thursday, 13 April 2017

Follow Up Letter to the EHRC from Race Equality Organisations






David Isaac CBE
Chair
Equality and Human Rights Commission
Fleetbank House
2-6 Salisbury Square
London EC4Y 8JX


10 April 2017


Dear David

We would like to thank you and Rebecca Hilsenrath for meeting with us on 27 March and for listening to our concerns. We also appreciate that you are facing cuts to the Commission's budget and have difficult choices to make.

However, we remain concerned about the declining numbers of BAME staff and the recent redundancies at the EHRC. Since you did not offer any workable solutions for addressing our concerns, we would propose that the following steps be taken:

1. Reinstate the staff who have been made redundant.
2. Pause and review the restructure and redundancy selection process.
3. Appoint an independent external agency to oversee and monitor the restructuring. The agency should have proven expertise in equality.

Whilst we are willing to be partners in a wider race consultation group, we do not consider it practical or realistic for the Commission to use us for advice on your employment practices.

We repeat our advice that if your proposals have a disproportionate adverse impact on ethnic minority or disabled staff then you must revisit the process and interrogate it and, given the history, the decision-makers.

We would now like to address your concerns that we have been misled or misinformed and that we have misinterpreted the data.



Number of BAME staff made redundant.
We believe that the number of BAME staff who were made redundant is 9 and not 5 as stated in your letter. Based on the list of names which we have seen, the racial profile is as follows:
Asian: 4
Black Caribbean: 2
Mixed race: 1
Irish: 2

As three people have now accepted CILON, that leaves six ethnic minority staff who are asking to be reinstated.

We also noted from your replies to our questions that:

28% of BAME staff were successful at the ‘expression of interest’ stage compared with 61% of White staff.

16% of BAME staff, compared with 22% of white staff, were appointed into roles at the assessment stage

24% of our BAME staff applied for VE, and 8% accepted offers, compared to 17% of white staff applying, and 9% accepting offers.

From this data, we can only infer that the restructure process - possibly even the culture within the Commission - is racially discriminatory.  We consider your process was far from ‘fair, robust and transparent.’ Somewhere there is a barrier to the progress of BAME staff and closer scrutiny is needed of the process and the decision-makers. Hence, our very strong recommendation that you bring in an external agency to review the process

Employment support and counselling for those facing redundancy
Your letter said that all staff were offered appropriate guidance and mentoring.

We have been told that under the ‘Transition to Work’ programme, staff in Birmingham were directed to Brook St Bureau who offered them part-time jobs in warehouses and other manual/non-skilled jobs. One member of staff was offered a coaching session in Costa Coffee during the lunchtime rush.

We do not consider this was appropriate guidance and definitely not mentoring.

Mitigation
You said you did mitigate adverse impact and for one individual, a job was created. We now understand that was for a disabled member of staff and it was a reasonable adjustment that was made. It seems to us that there hasn’t been any mitigation of the adverse impact of the restructure process on BAME staff.

The referral to Brook St Bureau is further evidence of the lack of mitigation.

Senior BAME staff
We were concerned that the one BAME Director was made redundant. You have informed us the recently appointed Finance Director is from a BAME background. So there is now (still) only one person from a BAME background amongst your directors.

The equality objectives set in 2014/15 stated:

'In our workforce diversity report we identified an under-representation of ethnic minority staff at the more senior grades - Level 5 and above - and disabled staff at Levels 4 and 5.   Therefore we have set the following equality objectives for our workforce diversity to begin to address this…To increase the proportion of ethnic minority staff and disabled staff at Level 5 and above to that proportionate with the Commission’s overall workforce diversity over the next 4 years.'

Of the 64 staff now at level 5 and above, there are three who are from a BAME background. This is equivalent to 5% BAME staff in senior grades.

In the year 14/15, the figure was 11% (taken from the Commission's Workforce Diversity Report).  So in the first two years of the four year period, the Commission has managed to reduce the percentage of BAME staff in senior grades by 66%! There are still no Level 6 officers who are ethnic minorities. This is zero progress two years in.

And only 1 of the 9 staff at director level and above is an ethnic minority.  

You have explained that you have set a 50% target for shortlists for senior roles at the Commission. But, looking at the restructure table, it seems there are very few senior posts which are vacant.

With regards to Grade 6 and above, we see that since 2014/15 there has been an increase in the number of staff employed at this grade. The number of executive directors has doubled. We agree you need a Chief Legal Officer. However, we question why the Commission needs four executive directors when the total workforce will be only 160 or fewer staff.

We cannot understand how a publicly funded organisation facing budget cuts can justify creating jobs at senior levels where the salary bill will be very high, while getting rid of lower grades where BAME and disabled staff are concentrated.

We consider that it is only fair and just for the financial axe to fall equally across the grades.

Lastly, you will have now read the Supreme Court decision in Essop and others v Home Office [2017] UKSC 27, which the Commission supported. As you know, the court found that in order to succeed in an indirect discrimination claim, it is not necessary to establish the reason for the particular disadvantage to which the group is put.  It is sufficient to show a causal link between a policy, criterion or practice and the disadvantage. We consider there is a strong causal link between the decision to cut jobs in lower grades and the disadvantage experienced by BAME staff.

We ask you to heed the words of Langstaff J in the EAT, to whom the court referred, who said 'a wise employer will monitor how his policies and practices impact upon various groups and, if he finds that they do have a disparate impact, will try and see what can be modified to remove that impact while achieving the desired result.’

We trust the Commission will act boldly, as we suggested, by pausing the process and carrying out a review. Hopefully, we do not need to remind you of your own obligations to ensure the Commission is acting lawfully under the Equality Act 2010 and the public sector equality duty.

At the very least, the Commission should practise what it preaches.

Yours sincerely,


on behalf of those present at the meeting:
Zita Holbourne, BARAC UK
Constantia Pennie, Race Equality Foundation
Simon Woolley, Operation Black Vote
Race Equality Matters
Lord Herman Ouseley

With the continued support of:
Society of Black Lawyers
Blacksox
GMB Regional Equality Forum
Momentum Black Caucus
Northamptonshire Rights and Equality Council
Race Equality Matters (REM)
Wellingborough Black Consortium
Hanef Bhamjee, OBE, Secretary, Action for Southern Africa –Wales
Professor Gargi Bhattacharyya, University of East London, UCU Black Members' Standing Committee
Michael McEachrane, PhD, co-founder of IDPAD Coalition UK

Friday, 3 March 2017

Letter to EHRC from Race Equality Orgs : sacking of black staff

                     





David Isaacs CBE
Chair
Equality and Human Rights Commission
Fleetbank House
2-6 Salisbury Square
London EC4Y 8JX 3 March 2017

Dear David Isaac,

It is with sincere regret that we feel obliged to write to you about the decline in the number of BAME staff at the Commission.

It has come to our attention that the number of BAME staff - especially visible minorities - has been declining for several years without any serious attempt to halt or reverse it.

We understand that twelve members of staff were selected for compulsory redundancy. Only two of the twelve staff are White British. Eight are from a BAME background, four are Muslim, six are disabled.  Apparently, seven of the twelve members of staff were unceremoniously ‘sacked’ by email on 9 February and told their last day would be 10 February.

We further understand there are no visible minorities amongst the senior management team. The only one Black director, who was on the team, was among the twelve workers who were made redundant.  We also understand that all but two of your remaining BAME workers are in the lowest three grades.

We consider this a matter of grave concern.

The legacy commission, the Commission for Racial Equality, possessed a unique racial justice acumen shaped by its diverse workforce at every level and in all departments. We believe if the Commission is not similarly diverse, it will lose credibility, authority and legitimacy with the public.

In our opinion, it is not satisfactory or acceptable simply to say the percentage of BAME workers reflects the percentage in the national population and especially not with main offices in London and Manchester. But this is not just about numbers: the personal experiences and viewpoints, which a diverse workforce brings, are essential if the Commission is to challenge the majority or mainstream beliefs. In a climate of rising levels of racist and Islamophobic attacks and where the majority opinion in GB seems to be anti-immigrant, anti-Black and anti-Muslim, then it is even more important that the Commission’s staff can stand firm against prevailing views. We believe this means recruiting a larger percentage than that in the national population - or even the local population where that is higher than the national figure.

Also worrying is the assessment of these workers as having no skills. Some of them were at the forefront of maintaining good relations in times of heightened racial tensions during periods of riots, the Stephen Lawrence Inquiry, and the 7/7 terror attacks. Such an assessment disregards the value of this work and their commitment to the protection and promotion of equality and human rights. (Presumably, it is a specification for working at the Commission that employees have a demonstrable understanding of discrimination and good relations?).

On a personal front, BAME workers are only too painfully aware of discrimination, racism and social injustice. You are unlikely to know the individuals, but each one will have a personal history of struggle, obstacles and racism. Yet, the Commission has effectively told them they have no skills to hold a job with it and their experiences have been dismissed with the cold despatch of an email.

We realise the Commission’s website says it plans to address any under-representation with positive action measures. This has been the Commission’s answer to the decline in the number of BAME staff since 2011/12 when the numbers started to fall dramatically. Yet, as far as we are aware, the Commission has never used positive action measures, despite its assurances to do so.

But, more importantly, we do not consider that BAME staff or job applicants lack the skills for a position at the Commission or that positive action is necessary to equip them with the necessary skills. Given the nature of the work, we think it is, quite frankly, an insult to suggest that they lack the skills. The Commission had BAME senior professionals, lawyers and directors but almost all have gone. And we believe it will be difficult to recruit BAME staff with this poor history as it doesn’t inspire confidence or respect.

Whilst we’ve welcomed your recent statements on race hate crime, we do not believe you can or should speak for our communities. And whilst you might consult us as stakeholders, we also want to see our communities represented amongst your workforce - and not just in lower grades. Until we see progress in this area, you risk losing our trust and confidence.

We take this opportunity to remind you that the Paris Principles on the status and functions of national human rights bodies require such bodies to be ‘established in accordance with a procedure which affords all necessary guarantees to ensure the pluralist representation of the social forces (of civilian society) involved in the protection and promotion of human rights.’ The Principles also require them to work with others ‘to combat racism, to protect particularly vulnerable groups (especially children, migrant workers, refugees, physically and mentally disabled persons)...’

Unfortunately, we doubt whether the Commission can meet these obligations.

We were also appalled by the brutal manner by which the Commission terminated the contracts of those made redundant on 9 February. We understand they were served with redundancy notices by email while they were on strike - a strike called by the trades unions - and told the next day would be their last day. Trade union rights are protected human rights. And the requirement for ‘pluralist representation’ includes trades union representation.

This behaviour must be unprecedented for any employer. But, we rightly expect more from the Commission than other employer. But, even if the Commission followed a lawful process, we still expect a fair and compassionate process - to do what’s morally right, not just what is lawful.

We would like to conclude by affirming our support for a strong and effective national equality and human rights body which is diverse at all levels - and not just in terms of race but other characteristics. (We are also worried by a similar decline in the number of disabled and older staff).

Sadly, we now have serious doubts about the Commission’s credibility, authority and legitimacy with our communities.

We would welcome an opportunity to discuss our concerns with you in a meeting.

Finally, please kindly note other organisations share our concerns but they were unable to sign at this time.

Yours sincerely,

Lord Herman Ouseley
Hanef Bhamjee, OBE, Secretary, Action for Southern Africa –Wales
Professor Gargi Bhattacharyya, University of East London, UCU Black Members' Standing Committee
Peter Herbert, Society of Black Lawyers
Michael McEachrane, PhD, co-founder of IDPAD Coalition UK
BARAC UK
Blacksox
GMB Regional Equality Forum
Momentum Black Caucus
Northamptonshire Rights and Equality Council
Operation Black Vote
Race Equality Matters (REM)
Wellingborough Black Consortium




Please reply to:
REM
c/o Coral Rose
8-9 Frith St
London W1D 3JB
email: raceequalitymatters@hotmail.com

Monday, 9 January 2017

TUC Survey exposing the reality of racism faced by Black Workers



The TUC is launching an online survey to expose the everyday reality of racism faced by many Black workers.  This is the first time that a survey of this kind has been carried out across the trade union movement and we want to get a large response. 
The trade union movement is committed to eradicating racism in the workplace. However, for many workers experiencing racism at work is part of their everyday life. This may take the form of racial harassment from a manager colleague, customer, or client and can result in being denied access to promotion or training.
Please can you:
  • Put our banner promoting the survey on your website (banner attached please forward to your web team with the following survey link http://bit.ly/racismatwork )
  • Promote through Black workers committee and other committees
  • Send information on the survey to branches
  • Promote through trade union newsletters, magazines etc.

We are asking non-unionised as well as unionised workers to complete the survey. The information provided will be treated in confidence and the survey can be completed anonymously.
We are also keen to hear from anyone who has witnessed any form of racial harassment or discrimination.
If you have any questions please contact Wilf Sullivan wsullivan@tuc.org.uk  or Natasha Owusu nowusu@tuc.org.uk
Please circulate and complete this short survey on Racism at Work http://bit.ly/racismatwork
Thank you for your support.

Tuesday, 1 March 2016

Survey for Young Black Workers on your experience with Trade Unions




BARAC is regularly contacted by young black workers seeking advise, support and representation due to workplace issues because their unions have not supported them or because there is no union presence at their workplace  and they don't know how to access union support.

Young black people are most likely to be in temporary and casual jobs on low pay due to cuts and austerity and face instititutional racism in the labour market as well as age discrimination with employers increasingly taking advantage of them, imposing changes to terms and conditions and irregular working hours and patterns with the increased use of zero hours contracts.

The young black people coming to us have experienced a range of issues from unfair disciplinary action, unfair dismissals, harassment and bullying, direct and indirect race discrimination and institutional racism in workplaces.  They experience detrimental treatment when compared to white colleagues and older colleagues.

They have had to find out about trade unions themselves with no union presence in their workplace and no trade union session in their induction  / training prograamme and experienced difficulties in getting representation and advice when needed.

As a result of this BARAC has decided to conduct a survey of the experiences of young black people and trade unions.

We plan to present the results to the TUC and Trade Unions.

The survey is completely anonymous and if you share your contact details with us in order to join the BARAC mailing list and keep in touch with us we will not share your contact details with anyone else.

It is aimed at those aged 16 to 28 years of age who identify as being black or BME.

Please use the link below to start the survey and share  with other young black people you know.


Survey: Trade Unions & Young Black Workers

Wednesday, 11 March 2015

A WHOLE GENERATION OF YOUNG BLACK PEOPLE REJECTED & FAILED



A WHOLE GENERATION OF YOUNG BLACK PEOPLE REJECTED IN THE LABOUR MARKET  & FAILED BY GOVERNMENT. 


By Zita Holbourne, National Co-Chair BARAC UK 












When Black Activists Rising Against Cuts (BARAC) UK was formed in 2010 a primary focus for our campaign was the expected impact on young black and minority ethnic (BME) workers of austerity and cuts amplifying the discrimination towards them in the labour market that already existed.



Over the past five years the disproportionate impact of cuts on this group has been largely ignored or disregarded by government, politicians and media alongside the double impact on black and minority ethnic women and black workers generally.



When young black people are featured it is to demonise them and blame them rather than to look seriously at the crisis they face, which has included the scrapping of EMA, tripling of university fees, lack of work opportunities,  discrimination in the labour market and the increase in zero hour contracts and casual work as the only option when they do get a foot in the door, as well as the knock on impact of their families being  hit by poverty because of job cuts, increased pension contributions for public sector workers, pay freezes, low pay and discrimination at work.  There are over a million young people unemployed but one in two young BME people are without work.  But in addition to this, the failure to adhere to the McPherson recommendations arising out of the Stephen Lawrence Inquiry, means that institutional racism in the police forces still impacts on young black people.  They are racially profiled and targeted disproportionately in stop and searches, up to 33 times more likely to be stopped than their white counterparts.  They face racial and religious stereotyping and harassment in education, the workplace and wider society. 




Today the Labour Party has released a report based on official figures from the House of Commons, revealing that there are now 41000 16 to 24 year olds from black and minority ethnic communities long term unemployed – a 49% rise since 2010, with the number unemployed for more than a year having risen by 50% since the con-dem coalition.  A Labour Party spokesperson has declared his astonishment at the figures but the question is what is Labour doing and what commitment are they giving to address this horrendous situation? 


Equality Impact Assessments are treated largely as a tick box exercise.  When a  Judicial Review was taken by a union because redundancies impacted disproportionately on black (and disabled) staff a  judge ruled that a made up retrospective diversity impact assessment was suffice to demonstrate due  regard indicating that the courts have no real understanding or training on EIAs and the equality duties. When black workers or applicants do wish to pursue legal action the fees for Employment Tribunal prohibit austerity stricken would be claimants from lodging cases.



In 2010 BARAC served a Freedom of Information request on the Treasury asking them for an Equality Impact Assessment to demonstrate what consideration they had given to the impact on race of their proposed cuts.  Their response was to cite public interest immunity as a reason for not making the EIA public.



The cuts to the EHRC have meant that work on enforcement has reduced despite a damning report produced by the CRE just before they ceased to exist which demonstrated that the majority of public sector organisations were failing to comply with the equality duty.




In a speech to the CBI in November 2012 David Cameron said he was ‘calling time’ on equality impact assessments describing them as ‘bureaucratic nonsense’ and ‘tick box stuff’. He said they were unnecessary because there were enough ‘smart people in Whitehall’ who would think about equality when developing policy.



As a mother of a young black man I have witnessed first-hand the soul destroying attitude of employers towards young black people in the labour market and had to advise, campaign and represent some of those young black people in cases against educational institutions and workplaces / industries.



My son is in his final year of university but when he approaches employers in the industry he wants a career in and has studied for the past three years to work in he is largely ignored. Letters seeking not just paid work but internships, work experience, shadowing etc. are ignored and he does not even receive a response the vast majority of the time.  When he does it is to inform him that he must have experience in order to be successful in securing opportunities to gain experience. The whole point is that he needs the opportunities to gain experience to apply for jobs. One employer for a part time job he applied for working in a coffee shop told him that he wasn’t suitable even though he had recent experience in the catering industry, because he wasn’t experienced in making coffee. What happened to training people to do a job? How long would it take to train someone to make coffee?  The truth is that it has nothing to do with experience but an excuse to reject young black people by employers, many of whom have no regard for equality legislation or policies. 

 

 The experience of many young BME people trying to enter the labour market is that employers are not interested in giving them opportunities or investing in them for the future. Many public and voluntary sector employers are still cutting jobs as part of the con-dem coalition’s austerity measures and when young black people do get jobs they often experience a climate where institutional racism and harassment and bullying are allowed to thrive. Every day is a battle for survival; job satisfaction and security are alien concepts.  The jobs available are minimum wage, casual and temporary posts and mostly zero hour contracts.  This means that they can’t plan for the future, save, rent a home – let along think about buying one - and they don’t know if they will earn enough to survive from one week to the next. 






Cuts to the public and voluntary sector mean that the opportunities are no longer there for a new generation of black workers. There were over 37,000 less BME public sector workers in 2012 than 2010 with the biggest losses in the South East with 12,702 less BME workers. Of the 17,000 voluntary and community organizations working with minority ethnic communities in the UK, 53% had received funding from statutory sources and many of these organisations have been forced to close their doors because of funding cuts.  Forcing public sector workers to work longer in order to receive their pensions mean that young people will be practically middle aged before they event get a foot on the career ladder in the public sector.


 


Instead of blaming each other for this crisis political parties ought to be seriously looking at an urgent and robust action plan to address this horrendous discrimination and not just talking about it but putting their words into action.  Young black people don’t have a whole lifetime to waste in poverty and misery waiting for government to address this and should not have to live like third class citizens in the meantime – a whole generation being failed and rejected.


 


In the wake of a general election, black communities don’t need to hear from political candidates how terrible it all is – we know this – we are living and breathing it and as a parent it fills you with anger, dread and pain in equal measures to know that a worse future is being passed to your children than was passed to you by your parents who faced horrific racism.  What we need to hear and see is real and urgent commitment, effort and action to address this gross discrimination.  In the meantime we should consider boycotting those employers who discriminate against young BME people. 

 

 









Friday, 6 February 2015

REPARATIONS: AFRICA CENTRE RISE CAMPAIGN: PROTEST OUTSIDE THE ROYAL COURTS OF JUSTICE 11TH FEB 10AM TO 1PM

Africa Centre Rise is challenging the dubious sale of the lease of The Africa Centre, Covent Garden, which took place despite them owning the freehold to the building.


BARAC UK is supporting the campaign and the legal challenge. Zita Holbourne, National Co-Chair of BARAC says:

'Reparations are way over due and as austerity amplifies racism and injustice, leading to deepening poverty and economic and social oppression,  those with the power continue to benefit in wealth and riches from the enslavement of African people during the Transatlantic Slave Trade.  The Africa Centre freehold  was given to African communities as part of reparations, however they retained the leasehold which they have sold without consulting the communities that the Centre served, without carrying out an Equality Impact Assessment or any regard or respect, putting profit before people.'

We ask you to join Africa Centre Rise on 11th February outside the Royal Courts of Justice between the hours of 10am and 1pm (for whatever period you are able to) at a protest to coincide with the oral hearing taking place that day to decide if their Judicial Review Action can go ahead.

Please bring banners, home made placards, flags and whistles. 


If you plan to attend the hearing, please note that it is listed as Hiikmah versus Westminster Council, Capco Capital & Counties. Hiikmah is a member of the community who took up the task of challenging this injustice so please give her all the support you can.



Painting by: Zita Holbourne

Africa Centre Rise says:

'Our voices were silenced and marginalized by the Private Company Big money holders, the Local Authority and the Trustees

We were not consulted or treated fairly. We were discriminated against. and to coincide with the oral hearing to decide if their Judicial Review application can go ahead, Please support and show love to Africa Centre Rise! The Community Development Land Trust ..uplifting and empowering Africa, her people and diaspora

Africa Centre Rise is uplifting us by challenging and taking a legal action - judicial review for our community rights and the community floor space of The Africa Centre, 38 King Street. Covent Garden.




Supreme/High Court Hearing - Royal Courts of Justice- The Strand WC1
11 February 2015 10am to 1pm

Our history is important to know who we are ...we have been erased from the area without any consultation, involvement or engagement.

We were not consulted or treated fairly. We were discriminated against.'


Contact: AfricaCentreRise@gmail.com or barac.info@gmail.com for more information
or visit the website: www.africacentrerise.co.uk



22-01-2015 17-20-52






Wednesday, 28 August 2013

Dr Martin Luther King: What happens to a dream deferred?

 

What happens to a dream deferred?

Does it dry up
like a raisin in the sun?
Or fester like a sore--
And then run?
Does it stink like rotten meat?
Or crust and sugar over--
like a syrupy sweet?

Maybe it just sags
like a heavy load.

Or does it explode?

Langston Hughes

As we celebrate the 50th anniversary of Dr Martin Luther King’s 1963 world famous ‘I have a dream speech’ and mass march on Washington there is a temptation to simply remember the dream speech and forget the radical politics of King himself.  Since 1963 and more so since Kings assassination in 1968 there has been an concerned Disneyesque attempt to portray King as above politics.

He has overtime become canonised as meaning all things to all people in the kind of historical revisionism that sprays vanilla all over radical black history. 

The March on Washington for Jobs and Freedom was one of the largest political rallies for human rights in the history of the United States. Organised by a consortium of civil rights, trade union and religious organisations and leaders, the march helped push through the US 1968 Civil Rights Act.

Let us not forget that King posed the most acute threat to the global white supremacy and American imperialism. Many tend to forget just how radical King was, as we snuggle up in our ‘post racial world’ wallowing in the neoliberal romantic delusion that King’s dream of a non-racist society is now fulfilled all because we have a black man in the Whitehouse.

King believed in confronting America’s Jim Crow racism with radical non-violent action - with the emphasis here on action.  As a Baptist minister King was not content with the theological torpor that saw black Christian’s response to crushing racism focused on prayer and inaction.  King took what he saw as his living gospel onto the streets and spoke truth to power. For King Christ was a revolutionary.

I remember talking with the Rev Jessie Jackson about King. He told me that when King initially wanted to go  to the epicentre of Southern racism,  Birmingham Alabama he faced fierce opposition from a number of high profile African American Pastors who wrote a public letter castigating King as a rabble rouser and opposing his intended visit. He was viewed as a dangerous radical even by his own.

King knew that utilising the moral force of non violent protest alongside building a unified consortium of progressive organisations around a set of specific goals that they could move mountains.  He also knew that by focusing on Jim Crow racism, economics and poverty he was confronting the very essence of injustice faced by African Americans. He sought to reach out and form alliance with striking trade unionists and became a passionate advocate speaking out against the Vietnam War and if he were alive today he would no doubt be speaking out against Americas intended war in Syria and the cruel apartheid of Israel.

Britain is one of the world oldest and some might say advanced democratic nations in the world. Britain espouses the universal principles equality before the law for all its citizens regardless of race or faith. The political tradition in Britain is one of hypocrisy, the rhetorical political articulation of lofty human rights principles that obscures the reality of a culture of racism that infects both the delivery and implementation of domestic and foreign policy service.

There is still no black in the Union Jack.

In Britain, black citizens are equals only in terms of legal theory law but remain third class citizens in everyday life.  Yes there are British laws that are supposed to protect us from discrimination but this legislation is cumbersome, unnecessarily complex, unaffordable and inaccessible to the vast majority of Black people seeking legal redress from discrimination.

The powerful reality of engrained cultural racism in Britain eats Government and corporate policy for breakfast, subverting polices with no obvious overt racial bias into Jim Crow like discrimination. Criminal justice and stop and search are powerful examples where black youth in particular face constant criminalisation through the exercise of laws powers and procedures that are ostensibly race neutral, but become at the point of implementation ruthlessly discriminatory services that deliberately target black people for differential and unfair treatment.

The huge increase in Islamophobia and racist attacks particularly on religious building and Muslim communities across the UK in the wake of the tragic killing Lee Rigby poses a danger for us all. The erosion of very civil liberties King died for , the extent to which Muslim communities are routinely demonised in the eyes of the press and he growing climate of hostility point to an urgent need to bring together black and Muslim organisation in common cause in opposing racism. Unity is the perquisite to any real attempt to challenge institutional and cultural racism.

We are routinely denied justice.

Seeking real justice from race or faith discrimination in Britain is unobtainable to the many and affordable only to the wealthy few.  This results in the genuine grievances of Black and Muslim citizens being dismissed by a Coalition Government who have ensured that race equality and anti-racism are seen as political projects of the left, often pursued at the expense of white working class Britons. A classic case of divide and rule.

The Government not only virulently attacks the concept of multiculturalism and anti-racism but has chosen to further inflame community relations by demonising immigrants and asylum seekers in a brazen attempt to defer public attention away from the austerity driven economic crisis caused primarily by reckless bankers. This deception is pushed hard by Tory PM David Cameron, Lib Dem Clegg and Chancellor Osborne supported by some sections of the press and media.  The consequence of this are that the mood music in Britain has changed and had become distinctly hostile particularly for Black, Muslim and migrant communities who form the bulk of discriminated masses in Britain today.

The Home Office anti-immigrant ‘Go Home’ advertising vans show both the depth of culture ignorance and political cynicism within the Home Office that employs a strategy that pays lip service to equality whilst failing to acknowledge the reality and mass scale of British institutional racism and discrimination.

If the terrible effects of what the Tories call  ‘colour blind’  Government,  intent on promoting division were not in themselves bad enough,  austerity is now the new powerful magnifying lens that has amplified all levels racism and injustice. 

Racism, economics and mass voter registration.

As Dr King knew well that the three social evils of racism, poverty and lack democratic engagement represented a formidable social apocalypse for Black communities seeking to escape disadvantage. Here in Britain austerity is pushing communities who prior to the economic crisis of 2008 were already suffering criminally high levels of poverty and unemployment and are now seeing those rates skyrocket. The awful reality is we see these discriminatory cuts impacting particularly upon black women and young people.

Britain’s poorest black communities are being massively overrepresented in public sector redundancies. Cuts to frontline services leave deprived communities descending into the twilight zone of the entombed underclass, permanently imprisoned in the inner city slums they are forced to live in. What we are seeing in our communities is the corrosive absence of both hope and opportunity consigning yet another generation of Black British young people to a lifetime of discrimination and injustice.

The growing level of discontent and anger remain largely unrecognised by the both press and politicians leaving some of Britain’s poorest most diverse cities smouldering tinder boxes of explosive rage. That anger has been directed internally with a rising level of violence that sees babies killing babies, black women suffering domestic violence and the sexual abuse of young girls, As poverty tightens its grip so will these evils intensify as communities  are crushed under the burden of ideological austerity that favours the rich and racism that favours whites.

The riots of August 2011 were the canary in the coalmine giving due warning of the terrible social dislocations to come; increased rates of institutional racism and discrimination in criminal justice, acute racism in the private sector and the labour market generally, overcrowding as a result of the shortage of housing, race inequalities in  health , particularly mental health are all portents of communities that are bursting with energy and talent with no pathways to success available to them.  Dr King spoke of the frustrations that those denied the fundamental principles of equal citizenship and justice for all when he said

‘Those that make peaceful revolution impossible make violent revolution inevitable’

In 21st century Britain the most advanced and oldest democracy in Western world 50 years after Dr King’s speech British Black people remain third class citizens in a supposed first class democracy. 

For Britain to become a nation that lives up to it ideals of equal citizenship and equality before the law, requires not just the absence of overtly discriminatory policies, that does not itself result in an absence of discrimination, what is that required is the presence of strong anti-racist policies and of easily accessible and affordable legal protection against race discrimination.

The implications are profound in terms of where we go from here in the UK. Do we allow this Government to bequeath another generation of black young people first class injustice and third class citizenship? 

The reality is we are all being pushed back racism is increasing whilst disadvantage in on the rise. Nationally those that we could and should be in the forefront of the debate have failed us. The work of Operation Black Vote inspired by King is critical to providing the leverage necessary to get legislative and policy changes.  There work represents a core strand of activity that must be central to any effective strategy for change.

Black Voluntary Sector.

The British Black voluntary sector, once the radical champion of our communities has left the field of battle having been kowtowed beaten and dismissed by this Government. In 2010 Minister Eric Pickles slashed funding to a range of national black organisations and kicked them out and then closed down all of its race equality consultation forums.  Academic in nature and having ditched the politics of campaigning for a managerial approach to tackling racism. The sector retreated into the world of policy speak and sought to depoliticise the fight against race discrimination focusing on policy rather than politics. In doing most have now become largely mute on the issues of the day or worse ignored by the press as result of their mediocrity and as result  have become dislocated from and unaccountable from the very communities they purport to serve.

Like British World War one generals, these black professional black leaders love grand titles and big grants that inevitably focus on adding yet more volumes of academic research set to gather dust on library shelves  or they announce yet more new organisations  ‘consortiums’  that are created to access funds rather than solve real problems. 

These top down approaches fail to enjoy community legitimacy or mass support and get us nowhere. The frantic and desperate competitive scramble within the black voluntary sector organisations is in stark contrast to the work done at regional and local level where the fight against racism and disadvantage remains overtly political. It is said that national black organisations have thrown the local black voluntary sector under a bus to save their own skins and salaries. Where was the huge campaign against the discriminatory nature of these cuts? Where were the legal challenges or press campaigns to highlight these issues? Fact is the local regional black voluntary sectors were left abandoned as some national Black organisations saw an opportunity to expand their imagined empires.

We now hear that there is to be yet another national top down ‘initiative’ RaceNet . In the current context with local black voluntary sectors decimated and communities facing acute needs on the ground this amount to nothing more than simply reshuffling the deck chairs on the Titanic. Our focus should be supporting existing organisations survive not creating new ones.
What seem to be happening is the intellectual asset stripping of ideas from other organisations by members of this consortium seeking to access funds and claiming the credit for projects and ideas that originated elsewhere. Its the type of voluntary sector behaviour we see in white middle class proprietary organisations now replaced by a proto black middle class.
 
It is illustrative that in my experience a large number of ‘voluntary sector professionals ‘simply disappear once they are no longer being paid such is their commitment to our struggle. Our struggle for equality has to be overtly political, noisy, strategic radical, troublesome and mass based. King knew that intimately it’s time to make dramatic interventions on the issue of race or be forever dammed by future generations as failing to secure their future free from racism.  In this endeavour we cannot fail.

Black MP’s or MP’s who happen to be black?

In addition to understanding that racism is a deeply political project that requires ultimately a political response. Dr King ensured he had a political self-financed independent movement.  He understood the importance direct action focussing on racism, economics and voter registration. He knew that ultimately his struggle would cost his life.  He utilised radical grassroots politics and a radical Christian theology.  In the UK we have Black and Muslim politicians that have are trapped in the suffocating confines of their neo liberal social democratic party politics. That leaves most as representing nothing more than tokenistic black face in a high place.


Such is their lack of vision that our representatives in Parliament or the House of Lords have never ever had a collective discussion much less agree on a cross party strategy for race equality.

Why for example, do we not have a Parliamentary Black Caucus for Black and ethnic minority. Its not as though the issues are not urgent and pressing. This  Government is pushing back all the gains we made in the last 30 years back and yet still no leadership from Parliament - we have to ask ourselves why is that?

The answer is that most are more concerned with their own careers rather that as the late Bernie Grant MP did or indeed Diane Abbott MP does today speak out and lead on the critical issues of the day. Most are so concerned at not being seen as black in a misguided attempt to ingratiate themselves with their political masters that they are literally frightened of their  own dark shadow and tend not to stand in the sun.

Seriously though in such perilous times we have to aks why  MP's and members of the Lords who do want to work together on race issues on which they share a consensus not form a Parliamentary Black Caucus that could champion our cause for equality ?


Alongside this Parliamentary impotence we have the sleeping giant the Black Church.  Theological conservatism and the fragmentation of the black church means that too many Pastors simply refuses to get involved in politics despite the towering example set by Dr King.

Add to this that there is no forum for  Black Christian and Muslim dialogue on race and faith equality. We remain dived separate and weak as a result of a stunning lack of vision given our obvious electoral power. If we could get together and agree on some basic demands we could make much better progress working together . At the moment we are alienated from each other and as a consequence are weakened in our attempts to get justice. If religious bodies were to come together we could transform British society for the benefit of all.

Where do we go from here? What’s to be done?

We need to create a team of committed activist prepared to work free in an inclusive radical campaigning Race Equality A Team, made up of Black and Muslim activists that takes the fight to Government, institutions and the private sector. In a country the size of the UK we  need no more than 10 committed experts in their respective fields to commit to work with us to ensure a step change in the fight against racism in Britain.  We need serious activists who are prepared to do the work necessary to get race, disadvantage, inequality back on the political agenda in the run up to 2014/15 local and national elections.  Dr King taught us that without sacrifice there can be no progress.

That’s why Black Activist Rising Against the Cuts (BARAC) will be making a number of interventions designed to fill obvious gaps in our struggle for equality and designed to cut through the current political inertia and ineffectiveness in the fight against racism.

In terms of strategy Dr King and the Civil Rights movement employed legal, economic and voter registration empowerment strategies. Given the problems we face here in the UK we need to adopt the same basis for our struggle today.

First we need to focus on educating our own community about the nature scale and impact of racism and how power operates. Little is known about the full effects of racism on our communities and we must be fully informed about the challenges we face.

 
Secondly we need to back Operation Black Vote’s national voter registration campaign that could, with the right backing, be  capable of registering unprecedented numbers of voter ahead of the 2014/15 UK  elections.

 
 
 
 
Thirdly we will be consulting communities about a strategy of civil disobedience allied to legal challenges to highlight and confront racism and injustice focusing on access to human rights, combating economic exclusion through the direct challenge of consumer action.

Fourthly we will be holding an annual national black political conference entitled The State of Black Britain that will examine and set the priorities for action

Finally to deliver this and to counter the poisonous narrative of the Government of race we need a new national anti-racist movement made up of broadest possible alliances across society to drive forward the fight to achieve a society where British black citizens can at last emerge as equal citizens in a free and equal society.  The critical challenge is can we deliver race equality in Britain in our lifetime and are we prepared to sacrifice and commit to whatever course of action is necessary to secure the future for our children? To achieve that we  need to do something we have never tried before - unity, civil disobedience in pursuit of a clear set of political goals. Seize the time
 
Join us

Twitter @LeeJasper and @BARACUK  

Email Lee-jasper@live.com.