Press Release: Sarah Reed Inquest Verdict

Sarah Reed Campaign for Justice

20.7.17

PRESS RELEASE FOR IMMEDIATE RELEASE

Justice for Sarah Reed begins with health and prison services being held accountable for deaths in custody.

Background

Sarah Reed, a young black woman with a history of mental illness, detained on remand in a single occupancy cell in the healthcare unit of Holloway Women's Prison, was found dead on 11th January 2016. The prison has since been closed. Sarah’s illness was precipitated by the premature death of her six-month-old daughter in 2003, when she and her partner were dispatched from a children's hospice with their deceased baby wrapped in a quilt to find an undertaker. Sarah's mental health deteriorated as a consequence of this trauma. She was also the victim of a vicious assault by a Metropolitan Police Officer, PC James Kiddie in 2012. He was subsequently charged, convicted and dismissed from the police force. This incident further exacerbated Sarah's condition, as did her arrest for an alleged assault whilst defending herself against a sexual attacker in a secure mental health unit.

The inquest into Sarah Reed’s sudden death was held at City of London Coroners Court. It started on Tuesday, 4th July and concluded on Thursday, 20th July 2017. The jury's verdict found that The Inner London Crown Court’s processes of obtaining psychiatric medical reports were not sufficiently timely. The jury found the delay “particularly difficult to understand”. If a timely Fitness to Plead Assessment had been performed as requested by the court, then Sarah Reed would not have suffered a mental health crisis in HMP Holloway and would have received appropriate treatment within a mental health hospital. The jury concluded this delay significantly contributed to her subsequent death. The jury also found that the Assessment, Care in Custody and Teamwork (ACCT) review delays and failures were contributory factors to Sarah’s death, in particular the reduction of observations despite her worsening psychotic condition. They found the reduction of Sarah’s anti-psychotic medication to have been appropriate initially, but strongly criticised the subsequent failure to consider safer alternatives. The jury also found that HMP Holloway staff failed to respond to a request from Dr Timms to review Sarah’s anti-psychotic medication in a timely manner. These failures left Sarah in a distressed state without appropriate treatment. Finally, the jury considered HMP Holloway’s inexplicable decision to cancel Sarah’s visits with family and friends especially detrimental.

Sarah’s legal team was exceptional, however the search for the truth is often frustrated by a lack of resources for families in terms of legal and evidential expertise. We believe the inquest evidence presented, outlining the ways in which Sarah’s behaviour was assessed and managed, the withdrawing of her medication, and the punishments and segregation to which she was subjected are highly disturbing. It paints a distressing picture of the inhumane way a Black woman with mental illness was treated in prison. Sarah’s case, like the cases of Dean Saunders and David 'Rocky' Bennett before her, have highlighted systemic failings of care for people with mental illness and institutional racism within prisons.

The Sarah Reed Campaign for Justice has been supported by a number of individuals, groups and organisations, in particular the social movement Blaksox, Women In Prison, Black Activists Rising Against Cuts (BARAC) UK, and Gender, Education and Enterprise Development for Africa (GEEDA). As far as the Campaign and Sarah’s family are concerned, the facts relating to Sarah’s death remain largely unexplained.

We make the following urgent demands:

1. The Government should commit to ensuring nobody with severe mental illness should be placed in a police or prison cells.
2. Urgent modernisation and reform of the Coroners’ inquest courts processes to give greater equity and justice to victims’ relatives.
3. That Coroners’ inquests recommendations need to be mandatory and enforced by law.
4. In the event a prisoner is identified as having a mental health crisis requiring transfer to hospital, that this takes place within two (2) hours and treated as an emergency, as is the case with a physical medical crisis.
5. That no prisoner identified as mentally ill and/or on suicide watch is screened off as punishment, isolating them from human contact and cutting off visibility when they most need it.

This inquest has left serious questions unanswered:

1. How did Sarah, a woman in poor physical health commit suicide by strangling herself and maintain the pressure past the point of unconsciousness whilst lying face up on a bed, within a ten-minute window?

2. Why were key reports such as Fitness to Plead and important psychiatric assessment reports delayed, causing significant harm to Sarah?

3. Why did Holloway Prison psychiatrist, Dr Darren Bull determine that Sarah was not psychotic, despite overwhelming evidence to the contrary?

4. Why was there a substantive and critical delay in transferring Sarah from Holloway to hospital once a decision was made that she was in need of urgent medical treatment?

Donna McKoy, Chair of the Sarah Reed Campaign for Justice said, “Sarah would be alive today had the Coroners' inquest recommendations been considered mandatory and been backed by the force of law.”

Kate Paradine, CEO of Women in Prison asked, “’What was she even doing in prison in the first place?’ This is the question we at the charity Women in Prison hear most often whenever a woman dies in prison. In 2016, 22 women died in prison with 12 of these taking their own lives. Tragically, their stories are remarkably similar - histories of trauma, abuse, mental ill health and self-harm; often in prison on remand or sentenced for non-violent crimes (84% of all prison sentences for women) – mostly for theft like shoplifting. …The inquest into [Sarah’s] death tells the story of a completely broken system.”

Patricia Lamour MBE of GEEDA pointed out that “Sarah Reed was remanded in custody for the sole purpose of a psychiatric report to assess her fitness to plea. The inordinate delay in processing these reports was a material factor in the circumstances surrounding Sarah's death. No woman, no mother, in fact nobody suffering from mental illness should be detained in either a prison or a police cell.”

Sarah Reed Campaign member Claudia Manchanda said, "I sat through the inquest and heard several examples of what appeared to be evidence of perjury and poor practice by a range of statutory agencies. I think that the evidence given to this inquest should be the basis of charges of perjury, internal disciplinary measures and dismissals, where appropriate."

Zita Holbourne, Sarah Reed Campaign Trade Union liaison officer and Chair of BARAC UK, said that "the gross injustices Sarah experienced, leading to her unexpected death have been of great concern to the trade union movement and, in recognition of the fact that Sarah died because she was black, a woman and disabled due to her mental ill-health, four emergency motions have been carried at the TUC Black Workers, Women & Disabled Workers conferences. The evidence heard at the inquest leaves more questions unanswered. Sarah's family deserves to know the truth."

Deborah Coles, Director of INQUEST stated: “Sarah Reed was an extremely vulnerable black woman with a long history of mental ill health. …. The state’s responsibility for deaths goes beyond the prison walls and extends to failures in mental health and substance abuse provision, sentencing policies and the failure to implement the Corston report and invest in alternatives to custody.”

Viv Ahmun of Blaksox called on the Home Secretary, Amber Rudd, to publish the long overdue report into Black deaths in custody saying, "It's high time the Home Secretary addressed the deepening anxieties of victims and the wider public about the growing number of controversial black deaths in custody. Sarah Reed is just one of many and it is vital that lessons are learned and urgent reform implemented as a matter of priority."

Lee Jasper said, “The horrific treatment of Sarah Reed whilst on remand in HMP Holloway constitutes cruel and unusual punishment of a young black woman suffering mental ill health. The jury’s findings identified critical failures by prison and mental health staff that substantively contributed towards the death of Sarah Reed.”


Contact Details:
Lee Jasper 07984 181 797
Zita Holbourne 07711 861 660
Patricia Lamour 07508 950 589
Claudia Manchanda 07947 306609


Links to articles:

  https://www.theguardian.com/commentisfree/2016/feb/23/sarah-reed-death-custody-paradigm-shift-black-women-blaksox-campaign

 https://www.morningstaronline.co.uk/a-0bf3-Sarah-Reed-was-a-woman,-a-mother-and-a-daughter#.WW90aoHTXqA   http://thejusticegap.com/2016/02/sarah-reed-she-needed-care-not-punishment/

  https://www.theguardian.com/society/2016/feb/17/sarah-reeds-mother-deaths-in-custody-holloway-prison-mental-health

Trade Union Gen Sec Guilty of Gross Sexism Against Black Woman

                     "STILL NO EQUALITY FOR WOMEN IN THE WORKPLACE" 

Former NAPO General Secretary Jonathan Ledger guilty of serious sexual harassment of black female work colleague.

Napo in their announcement on their website claim that they have apologised to the employee, but this is a deliberate lie. Judge Mark Emerton, acknowledge this was not an apology and stated that on the day of the Remedy Hearing 31/1/2014

Even though the victim was a long-standing member of Unite Union she faced a 'wall of silence', when seeking representation and therefore was forced to self-fund the case herself 

The Claimant's barrister in his submission summarised to the Tribunal that, 'the little value that is attached to the evidence of black women, even the most senior and established ones, demonstrates that racism and sexism is still inherent in the court system. 

In dismissing the majority of her claims including 'unfair dismissal', the court demonstrated its willingness to believe the words of a repeat sexual harasser who continually changed his story right up until the last minute over the consistent evidence of a female victim.' The victim is now considering options as to how she can attract support for her case against NAPO in the Court of Appeal.

BARAC provides support to victims of racism or discrimination in the workplace.  2010 saw the National Association of Probation Officers (NAPO) General Secretary, Mr. Jonathan Ledger resign his post. He had been conducting the most repugnant and disgusting campaign of gross sexual harassment of a senior black woman NAPO official.

Ledger was found guilty by a Employment Tribunal of three serious counts of sexual harassment between June and September 2010. The Tribunal also reported, that based on the evidence presented, it's view on a fourth allegation( that Ledger exposed himself and masturbated in front of the victim ) did take place as alleged on the 4 March 2010, but as the claim was poorly presented, they were unable to rule on that particular claim.

The remedy hearing was heard on 30th and 31st of January 2014 and reporting restrictions lifted.

Lee Jasper co chair of the campaigning organisation Black Activist Against The Cuts ( BARAC ) who provided support to the victim said,

" Jonathan Ledger, former General Secretary of the National Association of Probation Officers conducted a " Jimmy Saville " like reign of terror targeting vulnerable women working in NAPO.  The senior officers of NAPO despite being aware of a history of complaints simply colluded to hound and demonise a black woman colleague with a degree of evil intent that had to be seen to be believed."

He added, " Among the NAPO Executive one man consistently challenged Ledger and provided support to his victims. That man was Harry Fletcher whose resolute stand on this issue was outstanding, NAPO had a fine history of challenging racism and sexism. In the 80/90's They were the leading pioneers in challenging workplace discrimination.

This once proud Union has descended into a cesspit of racism and sexism. Rank and file members will be outraged that they have so terribly let down by a cabal of white trade unionists who have clouded with the activities of their General Secretary, a powerful white man who ruthless and brazenly assaulted women in the organisation.

The victim has reported her complaints catalogued in her work and personal diaries to the 
Metropolitan Police. The Police have been notified of similar complaints involving Jonathan Ledger 
from a number of women who worked in London Probation between 1998 and 2000. The police will support any women with similar complaints involving this individual should they come forward.

The TUC needs to conduct a thorough and transparent public inquiry into this whole matter ensuring the Trade Union movement uses these tragic events as an opportunity to revisit, assess and refresh its demand that Trade Unions uphold the highest standards in promoting equality"

A powerful white man has once again been shown to trample all over the policies, constitution rules and of this once proud Union. The current executive are all implicated and BARAC calls on ordinary NAPO members to take a vote of 'no confidence' in all senior NAPO executive members who colluded with and protected Ledger's campaign of sexual terrorism"

Ledger and Wilson (former Chair) were aided and abetted by a NAPO Officers Group, who once they had received an official victim complaint and a letter expressing serious concern from BARAC, then  conspired to sack the complainant on trumped up charges, instead of dealing with her devastating complaint against both Ledger and Wilson.

The details of her complaint revealed that Ledger had constantly and indecently propositioned her, suggesting that she and her young daughter join him in a threesome and showing her naked pictures of his partner stored on his phone and in March 2010 trapping her in his office, unzipping his trousers and masturbating in front of her. Despite her detailed grievance, 

Tim Wilson and the Officers Group that included Ledger decided that they would hear the grievance against themselves, whilst subsequently initiating disciplinary procedures. This well-known ‘management’ tactic of counter allegation on receipt of a grievance is not only unlawful; it also breaks every single rule in the trade union book.

There was a formal challenge about the process and the clear conflicts of interest. Ledger and Wilson rejected these and decided they would personally adjudicate the complaint against themselves, only supported in this despicable act by the cowardly NAPO Officers Group.

When the complainant refused to take part in this charade she was sacked. Indeed, in March 2012, a temporary female employee of NAPO submitted a grievance against Ledger for sexual harassment, including sending her emails and text messages of an explicit sexual nature, using work email and during work hours. Amongst the allegations made by this other female employee was that Ledger put his hand up her skirt and said he wanted to “f*** her until she moaned and groaned.”

Ledger confirmed under cross-examination, inappropriate behaviour towards a third female employee of NAPO (although she did not make a complaint). Ledger who does not smoke and was seen to have taken a cigarette from her mouth, put it in his mouth, lick it and put it back into her mouth.  This was a sexual act to demean a young Muslim woman, who he knew would be reluctant to complain as an administrative worker. Ledger was using NAPO headquarters, as is his personal fiefdom and relied upon his power as General Secretary to bully, intimidate and ensure all such complaints were bought off or buried.

There is one ray of light in this depressing tale. The one NAPO official who has consistently supported the complainant and relentlessly challenged the scandalous behaviour of NAPO officers is Harry Fletcher, himself a white male.

The victim can be accessed via Lee Jasper.

End.

Co Chair of BARAC

Lee-Jasper@live.com

097984 181797

TRADE UNION RACISM AND SEXISM NEEDS TO BE CONFRONTED

Trade union racism and sexism needs to be confronted.

Imagine an all too familiar tale about the abuse of white male power, predatory sexual harassment and institutional racism in Britain today.

Which organisations or institutions come to mind?  Parliament you might think or maybe the Police Service or private sector perhaps, but rarely would you think of such a tale applying to a trade union. Yes that’s right a trade union.

The British left has been left reeling of late with serious allegations about the alleged rape of a young woman in the Socialist Workers Party by a senior member of their Central Committee and the complete and utter failure of that organisation to investigate this issue in any serious, meaningful or effective way

 

Racism and sexism of the British Left is an issue that dare not speak its name. Despite black workers joining Trade Unions in huge numbers, there are only a handful of senior black Trade union officials and no General Secretaries. There are not enough black leaders of left movements generally and the political priority attached to issues of institutional racism and representation within left movements has been jettisoned.

These are serious charges that point to the belief that some Trade Unions seem to be unwilling to challenge highlight and expose the racism implicit in the cuts. The most quoted example is the failure of the former Equality and Human Rights Commissioners and TUC senior representatives, Baroness Prosser and Kay Carberry OBE who failed to challenge racism, allowing disproportionate cuts to affect black workers at the Commission, despite this being brought forcefully to their attention. The signal that was sent to the left was that race is no longer our priority.

Unbeknown to the majority on the left, there is genuine and growing discontent among black Trade Unionists who want to see their unions fighting growing public sector cuts but also fighting the disproportionate impact on black employees and wider community.

Many people seeking support and advice often approach me in my capacity as Co-Chair of Black Activists Rising Against Cuts (BARAC).

Over the last 2 years I have heard numerous examples of desperate workers facing appalling racism who have tried and failed to convince their unions that they have a real and legitimate case against their employer.

I have heard so man similar anecdotal examples, sufficient in number and in such harrowing detail as to indicate to me that some trade unions are themselves discriminating against their own members.

Time and time again people tell me that securing effective union representation, in seeking to challenge workplace racism, is virtually impossible. It usually involves them having to work extraordinarily hard to convince some officials that they are victims of racism at work. One person told me “…it’s almost as if they are embarrassed by the issue”. They report, when it comes to racism, too many trade union officials share the same culture of denial that is evident among some of the worst UK employers.

Black members feel that there is pervasive culture of doubt and when the raise race dispute cases they are generally disbelieved and feel unsupported, with officials regularly refusing to sanction paid legal representation at employment tribunals.

The charges from black workers extend beyond the trade union movement. The is the strong perception that because Labour local authorities as a group are one of the most frequently cited employers in race employment tribunal cases, affiliated Trade Unions are simply refusing to take action.

The question here is why are Labour authorities failing to effectively tackle race claims by their employees, making decisions that result in a disproportionate number of black workers being made redundant and why are most trade unions failing to take any meaningful action?

This is a most serious charge that alleges the close link between unions and the Labour Party is resulting in a failure to represent black workers and a failure to challenge the racism of Labour local authority employers.

Where they do manage to secure representation, they find that far too many Trade Union full time officials are lacking in expertise and experience about the complexities of employment race discrimination legislation.

It is said that black workers are being sacrificed to save white workers jobs and in the fight against racism the trade union campaign against fascism has taken absolute precedence over the fight against institutional racism. In highlighting these major issues it’s always helpful to have concrete examples and unfortunately we have many we could share but one of the worst cases I’ve ever witnessed has to be the following case.

This week has seen the National Association of Probation Officers (NAPO) General Secretary, Mr. Jonathan Ledger resign his post with immediate effect.  NAPO informed its members of Ledger’s sudden departure in a brief email which can also be seen on the union’s website:

"Following the end of a difficult employment tribunal Jonathan Ledger has decided not to re-apply for his job as NAPO's general secretary and has ceased his employment with NAPO.

Jonathan Ledger has had a long career with Napo and we thank him for the work he has done for members and wish him well for the future. "

 

The “difficult employment tribunal” referred to relates to the case of one of the most senior black women in the British Trade Union movement. The employment tribunal took place in Croydon over two weeks during December 2012. The case has concluded and all parties are waiting for a written judgement.  Jonathan Ledger was due to face 6 allegations of gross misconduct, but shamefully the Officers took the easy and disgraceful option and paid Ledger a ‘an undisclosed amount “ all paid with NAPO members money.

What unfolded during this important employment tribunal provided a shocking and sad commentary on a culture and climate of collusion and the deeply oppressive practices existent within the NAPO Officers group.

Jonathan Ledger and Tim Wilson, Chair of NAPO, have been accused of racial and sexual harassment after complaints that Ledger had conducted a virulent campaign of sexual harassment and racism against a senior black woman official in NAPO. Tim Wilson in talking about her in relation to budgets and money is alleged to have said “black people cannot be trusted with money”, and that the Vice Chair, Dino Peros, should “watch her body language, when he asks questions about money to see how she reacts.”

 

It was further alleged that upon hearing that the complainant’s daughter had converted to Islam, Ledger is reported to have asked her “Where did you go wrong as a parent?”

Ledger and Wilson were aided and abetted by a NAPO Officers Group that conspired to sack the complainant on trumped up charges, instead of dealing with her devastating complaint against both Ledger and Wilson.

Instead she found herself facing a range of serious counter charges and endured a relentless attempt to force her to accept a compromise agreement, forcing her out of her job. She became seriously ill with extreme stress and depression as a result.

The details of her complaint revealed that Ledger had constantly and indecently propositioned her, suggesting that she and her young daughter join him in a threesome and showing her naked pictures of his partner stored on his phone and in March 2010 trapping her in his office, unzipping his trousers and masturbating in front of her.

Despite her detailed grievance, Tim Wilson and the Officers Group that included Ledger decided that they would hear the grievance against themselves, whilst subsequently initiating disciplinary procedures. This well-known ‘management’ tactic of counter allegation on receipt of a grievance is not only unlawful; it also breaks every single rule in the trade union book.

Ledger and Wilson appointed one Sian Griffiths to investigate the grievance. This is someone who is not only a close personal friend of Ledger’s, having stayed at his house on numerous occasions, but she had also been the subject of a previous complaint by the complainant.

There was a formal challenge about the process and the clear conflicts of interest relating to Griffiths. Ledger and Wilson rejected these and decided they would personally adjudicate the complaint against themselves, only supported in this despicable act by the spineless NAPO Officers Group who insisted that Griffiths was ‘independent’ and that despite these legitimate objections the “investigation” was to go ahead.

This “kangaroo court” was supported by the entire NAPO Officers Group who had consistently failed to take any action when Ledger’s abhorrent behavior was brought to their attention.

It is further alleged that Ledger has had a long history of such serious complaints relating to the sexual harassment of women, all of which was known to the most senior officers at NAPO.

When the complainant refused to take part in this charade she was sacked. Indeed, in March 2012, a temporary female employee of NAPO submitted a grievance against Ledger for sexual harassment, including sending her emails and text messages of a sexual nature, using work email and during work hours. Amongst the allegations made by this other female employee was that Ledger put his hand up her skirt and said he wanted to “f*** her until she moaned and groaned.” 

He also allegedly sexually assaulted a third female employee of NAPO (although she did not make a complaint). Ledger who does not smoke, was seen to have taken a cigarette from her mouth, put it in his mouth, lick it and put it back into her mouth.  This was a sexual act to demean a young Muslim woman, who he knew would be reluctant to complain as an administrative worker. Ledger was using NAPO headquarters, as is his personal fiefdom and relied upon his power as General Secretary to bully, intimidate and ensure all such complaints were bought off or buried.

There is one ray of light in this depressing tale. The one NAPO officer who has consistently supported the complainant and relentlessly challenged the scandalous behavior of NAPO officers is Harry Fletcher.

It was during Fletcher’s time as Assistant General Secretary of NAPO that the organisation developed a radical suite of equality policies and campaigns.

 

Anti-racism and anti-sexism policies were pursued in a public campaign that exposed institutional racism in the criminal justice system. What was a progressive culture of challenging discrimination has been replaced of late with an insidious culture of corruption and collusion among a dangerous clique of senior NAPO officers. The worrying thing about all this is that both Jonathan Ledger and Tim Wilson are/were Probation Officers. Tim Wilson has gone back to his role as a probation Officer in Northumbria.

Sadly, the new Co-Chair of NAPO, who is a woman, Lisa Robinson, supported the behavior of Ledger and Wilson and was a member of the panel that dismissed the complainant. I am informed that Robinson has been questioned by the Police for her association with a known criminal, Christopher O’Neill, aged 50, an ex- service man, currently on remand for fraud and stealing £150,000 from a charity he worked for.

The trial is due to start later this year in North Wales. Wilson and Ledger were warned about this and told it could have a negative impact on NAPO and its members but the warning was ignored.

There is a touch of Jimmy Saville about this deeply sordid case. NAPO seemed to be enveloped in a culture of denial, cover up and conspiracy to shield Ledger and by extension NAPO from repeated accusations of sexual harassment. Not only were the victims of this Ledger fundamentally failed but a signal that sent out left women feeling unable to complain about his behavior and those that did were bullied intimidated and threatened.

NAPO rank and file members deserve much better. There is a proud and progressive union brought low by a renegade officer group in the grip of a dangerous sexual predator. NAPO members must demand accountability. There should be a full, open and public inquiry into the actions of NAPO officers groups and disciplinary actions should be taken against all those found to have colluded with these disgusting and oppressive practices. Ledger payout should be recalled and any pension entitlements be reviewed. He should not be able to walk away smiling with a tidy sum of members money to finance his predator lifestyle.

To add insult to injury this Officer conspiracy to prevent both the National Council and rank and file from finding out was going at the same time as NAPO is campaigning hard to block Governments attempts to privatise the probation service.

More generally the British Left and Trade Unions in particular like to pride themselves on their rock solid commitment to tackling racism and sexism.

Decades of work around equality laws, workers rights and representation of their members and the support given to various community based campaigns including justice campaigns are all examples of where the Trade Unions have delivered on the issue of race.

However, it has to be said that senior level TUC support for the abolition of the Commission for Racial Equality and the creation of an all encompassing Equality and Human Rights Commission has been a critical error of immense proportions that led to an increase in rates of racism in the workplace, obliterated accessible legal advice for black workers resulting in the issue of race and racism disappearing off the political agenda.

 

Despite this I don’t think many could argue that in the main, the Left and the Trade Union movement has been a force for good in challenging discrimination.

The TUC support of the Lawrence family and their work with anti-fascist / anti-racist organisations such as Unite Against Fascism opposing the BNP and English Defence League are all cases in point.  However many black trade unionists feel that whilst there is a focus on and resources put towards opposing far right groups the same cannot be said about much needed work on tackling workplace racism and under representation of black members in union structures. The TUC Race Relations Committee is currently reviewing the progress made by the Trade Union movement on the TUC Stephen Lawrence Task Force Recommendations.

 

The work of Unions such as the PCS and others shows that there is a real commitment to tackling racism but progress remains largely patchy and inconsistent among too many trade unions. What is absolutely clear is that whilst much has been done there remains so much more to do.

Black workers need proper representation and support from officials who are both empathetic and experts in race employment law. The lack of such representation and support has resulted in many black workers seeking out black officials who become overwhelmed with the number of cases that come their way. It is these few black trade union officials alongside their progressive comrades who continually push, argue, campaign and demand changes to Union practices. They bear a disproportionate burden in seeking to ensure anti-racist practice becomes mainstream in Trade Unions.

The theme for this year's TUC Black Workers conference that takes place 12-14 April is aptly entitled ‘Putting Race Back On the Agenda'. If progress is to be made we will need to see the TUC support the demand for the adoption of a radical new approach to tackling these issues. That would include things like the political prioritisation of challenging institutional racism, defending the concepts of multiculturalism, adoption of race equality strategy including ambitious targets, a clear ethnic monitoring framework, improved race employment training for Trade Union reps and a drive to improve representation at senior levels.

As Co-Chair of BARAC, I can tell you that Black Trade Union members consistently report having difficulties in securing expert professional representation from their Unions when seeking to challenge workplace racism.

Time and time again I am approached by black trade unionists that feel let down, dismayed and angered by the quality of support they can expect from Unions.

Too many full time Union officials and local representatives, it seems, don’t understand the complexities of the law in relation to racism in the workplace. I have hundreds of anecdotal cases where it is alleged that officials have been at best entirely unsympathetic towards claims of racism and in some instances openly hostile to handling race claims.

Add to that the often repeated complaint that black workers rarely get access to legal representation in taking cases to the Employment Tribunal even when they have, what appears to be an incredibly strong case. Again I cannot count the number of cases refused legal support from Trade Unions that have gone on to win at a subsequent Tribunal with alternative forms of representation. The reality is though the vast majority of race Employment Tribunal cases where the claimant has no legal representation fail.

Black trade unionists are marginalised with the Trade Union movement because of a culture of racism that continues to blight the lives of black workers. Fancy ass trade union policies, wonderful worded motions and anti-fascist demonstrations are necessary but not a sufficient response to tackling the racism we have seen at NAPO.

The Trades Union Congress General Council needs an overarching radical race equality policy with clear targets, sanctions and key milestones. They should instigate a root and branch independent investigation into these cases and the wider problems of representation and discrimination faced by black trade union members.

The TUC should revisit and refresh specific policies for increasing representation of black trade union officials; there is no strategy or process of ethnic and faith monitoring of trade union decisions and the allocation of resources to race grievances.

We need to expertly train union officials to equip them with the necessary expertise to ensure they can represent all their members.  Trade Unions need to be in the forefront of fighting workplace racism and have policies in place that ensure, they take seriously and act upon internal complaints of racism from black members and prevent the sometime inadvertent, sometimes calculated, collusion with racist management practices.

BARAC will continue to press the case for Black Trade Union members and will be seeking your support in doing so. 50 years after Dr Martin Luther King’s world famous “I have a dream” speech we take the opportunity to promote a national conversation on race and racism.

BARAC will be holding a fringe meeting at the TUC Black Workers Conference on our 'MLK50 Equality In Our Lifetime 2013 campaign'. 

This year long campaign is our attempt to promote a national discussion and dialogue on race, racism and race discrimination. We invite organisations to join us in exploring these critical issues. A BARAC activity for MLK50 includes seminars, public meetings joint three-day residential conference in partnership with other National black organisations and a finally national march against racism and for jobs and justice.

 

The MLK50 Parliamentary launch takes place on 11 March 2013 6-8pm in the Houses of Parliament and is open to the public. Speakers include Doreen Lawrence (invited), George Galloway MP, Equality Activist Donna Guthrie, Bell Ribeiro-Addy, Society of Black Lawyers and Khi Rafe from the Mary Seacole Campaign.

 Lee Jasper, Co-Chair BARAC UK

HISTORY LESSONS TO BECOME PALE MALE AND STALE UNDER CON-DEM PROPOSALS

PAINTING BY ZITA HOLBOURNE

HISTORY LESSONS TO BECOME PALE MALE AND STALE UNDER CON-DEM PROPOSALS

The Con-Dem coalition have proposed that the history curriculum is changed to become more ‘ traditional’ removing black and women historical figures in favour of white men.

History is history and in a world where race and gender discrimination is increasing rather than decreasing it is even more important for the great achievements of black people and women to be known, acknowledged and celebrated particular because most of them had to overcome race and gender discrimination to achieve what they did in order to become the great historical figures and positive role models they have become.

Austerity cuts have impacted disproportionately on equality groups and now it seems cuts to history lessons are headed the same way. It would seem that the Con-Dem coalition are not satisfied with discriminating against women and black people in the present day they want to see us wiped out of history too, disregarded and forgotten.

But what of the children who will be deprived of knowing about the great achievements of women and black people – what kind of message does this send to children in our multicultural and diverse schools – that the only people to ever achieve anything throughout history are pale male and stale?  That women and black and minority ethnic children are second class citizens? Why does the government want to create an education system where the only people who are acknowledged and celebrated for their achievements are white and male? What will this do for the morale of girls and black children? 

 History lessons at school should enrich and inspire - demonstrate that despite the odds stacked against them women, black people and black women like Mary Seacole,  facing multiple discrimination overcame and achieved their dreams, goals and ambitions, fought the systems that worked against them and excelled in their chosen fields, helped others and made valuable contributions to the communities and societies that they lived in leading to some of the rights that many people take for granted today. It is important that children understand how enslavement of African people was fought, how women got the vote and that they know both the positive and negative contributions made by British people through history.

That’s not to say that the lives and achievements of white men cannot inspire also but history lessons should not be restricted to the achievements of one race or gender. Children need a diverse range of role models including black and minority ethnic, white, male, female, LGBT, straight and disabled people and our history was not formed by the lives of white men alone. There should be diversity in the historical figures that are studied in school history lessons. It’s not just important for girls and black children, the white boys need to grow up understanding the value and worth of women and girls and people of all races and religions. 

Teaching school lessons in this way is how prejudices and divisions grow. We should be promoting equality, diversity and multiculturalism in all aspects of the curriculum. Where we came from is just as important as where we are going. It gives us a grounding and a more positive and stable starting point to move forward from.

Today over 40 well known including politicians, trade union leaders, performing artists, authors, academics and activists,  black and white,  women and men united in their stand against government proposals to remove black and female historical figures from the curriculum by signing an open letter to the Secretary of State for Education Michael Gove.

The letter and full list of signatories can be viewed here:

OPEN LETTER TO MICHAEL GOVE 

I hope that Mr Gove will do the right thing and reconsider his proposal and provide a history curriculum we can all be proud of.

Zita Holbourne

National Co-Chair, Black Activists Rising Against Cuts

PAINTING BY ZITA HOLBOURNE