HO diversity sep04 by jRlV16S


									                                                                      BACP House, 35-37 Albert Street, Rugby,
                                                                      Warwickshire, CV21 2SG
                                                                      Telephone 0870 443 5252 Fax 0870 443 161
                                                                      Minicom 0870 443 5162 E-mail bacp@bacp.co.uk
                                                                      All calls charged at BT National Rate

17 September 2004

Strength in Diversity Consultation
Home Office
50 Queen's Anne's Gate
London SW1H 9AT

Emailed at: ccresconsultation@homeoffice.gsi.gov.uk

Dear Team

Re: Strength in Diversity: Towards a Community Cohesion and Race Equality

The British Association for Counselling and Psychotherapy (BACP) is a Learned
Society and a member-based Professional Body that has been servicing the needs of its
members for over 25 years. Today we have over 22,000 members, working to the
highest professional standards. BACP is accomplished at holding together a diverse
group of people and therapeutic styles within a common frame whilst pursuing the goal
of professional development. The Association is recognised by legislators, national
organisations and the public alike as the professional body and leading voice for
counselling and psychotherapy in the UK.

BACP welcomes the development of a race equality strategy and are encouraged by the
breath of consideration within the Strength in Diversity paper. We are though,
disappointed that there is no acknowledgement or discussion on the often hidden
problem of 'internalised racism'. For some in the UK, this is equally as detrimental as
more direct forms of racism and therefore necessitates recognition.

As the term suggests, this form of racism is internalised, within individuals, groups
and/or small communities and can occur across cultures irrespective of 'race'. It may
show itself in ways such as 'Black on Black' crimes, the use of propaganda, unhelpful
language, and using competitive tactics to highlight the 'suffering and neediness' of a
specific culture, or the provision of a service to only those of a specific nationality.

Internalised racism is a very sensitive issue within ethnic minority communities and
many attempt to keep the issue 'behind closed doors', refuting its existence. Its inclusion
within a race equality strategy is essential to ensure a wider acceptance of, and the need
to address, the problem by increasing awareness and informing anti-discrimination

We would be happy to discuss this point further if you are interested.
                                                                                                             Investor in People

                                                                                       Chief Executive: Laurie Clarke
                                                                                        Treasurer: H R Thompson FCA FCCA
                              President: Dame Fiona Caldicott DBE,MA, BM, BCh, HonDSc FRCPsych,FRCP, FRCPI, FRCGP
                                        Vice-Presidents: Professor Cary Cooper, Baroness Shreela Flather, Dr Leonie Sugerman,
                                                                          Sheriff Nigel Thompson CBE, Lady Julia Tugendhat
                                                  1       Company Limited by guarantee 217320 registered in England & Wales
                                                                                                    Registered Charity 298361
The BACP response to set consultation questions follows.

1. How can we ensure that people feel a sense of pride in being British – without
   feeling they have to leave other traditions behind? How can we ensure that
   pride in bring British is combined with respect for other people’s identities?
   What role can shared values play in this?
   The establishment of shared values start within the school environment with
   teaching and development materials focused on the benefits of diversity and
   understanding that fundamentally we are all human beings. Racism is often 'learnt'
   through the family environment.
   Local authorities also have a key role to play not only within the voluntary and
   community sectors, but also within the full range of local services, from health and
   social services to business enterprise. They should also ensure their own anti-
   discrimination practices and staff diversity is exemplary.
2. In what ways can we promote British citizenship for all, particularly among
   young people?
   One way could be to develop a more inclusive youth club resource and culture.
3. How can we ensure that all communities see racism, racial and religious
   harassment and hate crime as unacceptable and are able to act to drive them
   This comes down to better public education and anti-discrimination laws that have
   'teeth' to back them up. Whistle-blowing situations should be followed-up with
   transparent and public inquiries.
4. How can we most effectively respond to the threat from political and other
   forms of extremism, including understanding and tackling its causes?
   Better public education, more transparent dialogue with 'extreme groups' and even-
   handedness in acting on legislation.
5. How can we build on the progress that has been made and ensure that the duty
   on public bodies to promote good race relations makes a real difference in the
   way that public bodies deliver race equality and community cohesion?
   Public bodies could be encouraged to explain and discuss the results of race relation
   promotion and the models used for implementation, as part of transparent
   governance and reporting.
6. How can we more effectively target policies to tackle the specific disadvantages
   experienced by different sections of the population, within a strategy that
   delivers equality for all?
   Regular and transparent reviews about strategy and legislation implementation and
   effect that could inform future developments may be one way forward.
7. What more should be done to embed race equality in the delivery of public
   The provision of free core training for all staff, provided both as a self-development
   tool and as a team-building exercise, based on an interactive model of teaching.
   Ideally, equality and diversity training should be seen as essential as Health and
   Safety training.

8. What further actions can we take that will ensure public sector workforces are
   representative of the communities they serve?
   The provision of achievable and positive action targets may help. For example
   ethnicity workforce numbers reflecting local community ethnicity. Though this may
   be difficult to achieve, a focus on the issue may help raise awareness and debate on
   causes behind unrepresentative workforces.
   However, the most important requirement to promote equality and diversity within
   an organisation is the development of a safe and supportive environment for all
   individuals, whether staff or service-users. In this we see a 'sense of safely' as
   crucial. This often means challenging stereotyping belief patterns and taking firm
   and decisive action to combat any harassment or bullying. It also requires the skill to
   avoid replicating the very problem that is being addressed in the group whose
   behaviour is trying to be changed. It can be beneficial for organisations to have
   access to an employee assistance provider (EAP) that may include qualified
   counsellors, coaches or mentors to help individuals and employers to deal
   successfully with problem situations.
   Another key factor is good communication with open and honest debate that allow
   people the chance to view their thoughts and be heard, without being victimised for
   their opinions. Trust that support will be given when needed is paramount. The
   object is to integrate anti-discriminatory practice in daily life and work and to avoid
   the past deficiencies of 'tokenism'
9. How should we work with the private sector to promote race equality?
   Initially the provision of incentives such as free training may be the best way
   forward, with a marketing drive tailored to employment agencies and
   Personnel/Human Resource services. A public and employer education campaign
   may also help.
10. What more can we do to build relationships and understanding between people
    from different backgrounds?
   Develop attractive and safe family friendly settings such as football, community
   centres and community events etc.
11. How can we ensure that we have an open debate around how to properly
    manage migration and prevent abuse of asylum, which doesn’t fuel prejudice
    against Black and minority ethnic communities?
   Have more regular open debates and encourage community feedback, especially
   from the diverse sections of society. It is also important to ensure the public can see
   that they are being heard by appropriate government (local or central) action. All too
   often government exercises appear to be little more than public appeasement
12. What more should we be doing to support integration of new arrivals – and to
    involve existing citizens in this as a two way process?
   Maybe something similar to a 'buddy system' where new arrivals have someone to
   act as a short-term host or central contact point would be beneficial. The voluntary
   sector could be involved.

13. How can we ensure that, in the true spirit of civil renewal, public service
    reforms consistently build cohesion and foster understanding between people
    from different cultures?
     Continual audit and review of aims and outcomes, which includes the community,
     seems appropriate.
14. Do you have any other comments?
     We have none.

We hope you find these comments of interest and use. I reiterate that we would be
happy to discuss our understanding of the issues surrounding 'internalised racism' at any
time in the future. My email address can be found below.

Yours sincerely

Alan Jamieson
Deputy Chief Executive



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