REPORT
ENSURING JUSTICE: VALUING AND CELEBRATING DIVERSITY
26TH NOVEMBER 1999
Report of the conference held at the Church of Christ the Cornerstone in Milton Keynes including responses to the Stephen Lawrence Inquiry Report by Churches, Authorities, Organisations, Companies and Educational Institutions.
The welcome and introduction to the day and concluding remarks were given by Murdoch MacKenzie. The Keynote Speaker was Joel Edwards. Introduction to Group Work was given by Maureen Rock. The Challenge to the Churches was articulated by Glynne Gordon-Carter and Ruffo Bravette. Seminars relating to the Management of Change were led by Police Superintendent Ewart Watson and Maureen Rock (In Commercial Settings), by Beverley Ruddock and Andrew Flack (In Educational Settings) and by Canon Ivor Smith- Cameron (In the Churches)
Whilst the main purpose of the day was to activate and conscientise the participants the following extract from some of what was said may be useful not only to those who attended but to others as well. The Seminar was sponsored by The Oxford Diocese Committee for Racial Justice, Churches Together in Buckinghamshire and the Milton Keynes Christian Council. (Further information is available by ringing 01908 265053) Special thanks to Peter Williams and the Staff of the Church of Christ the Cornerstone for their arrangements and cooperation.
The following documents are available should anyone wish to have copies.
1) Thames Valley Police Community and Race Relations Strategy Document
Contact Superintendent, Community and Partnership Unit on 01865 846647
2) A Christian Response to Racism - The Stephen Lawrence Report
Report and Action for the Churches Part I (Part 2 available early in 2000)
Contact Churches' Commission for Racial Justice on 0171-620-4444
3) Seeds of Hope in the Parish - Study Pack
Theological reflection on issues of racism.
Committee for Minority Anglican Concerns
Contact 0171-898-1442
4) Inside but Out A study of African Immigration into the U.K.
Contact Churches' Commission for Racial Justice on 0171-620-4444
5) The Stephen Lawrence Inquiry - Implications for Racial Equality and other papers
Contact Milton Keynes Racial Equality Council 01908 606828
6) The Stephen Lawrence Inquiry Report
Towards an Agenda for Action for the Church of England
Rt Revd John Sentamu, Bishop for Stepney
Contact Milton Christian Council (01908 311310) or Church House 0171 898 1000
7) The Macpherson Report - Initial Briefing + Questionnaire
Contact Churches' Commission for Racial Justice on 0171-620-4444
8) The Challenge to the Churches of the Stephen Lawrence Report
Glynne Gordon-Carter Contact 0171-898-1442
9) The Challenge to the Churches of the Stephen Lawrence Report
Ruffo Bravette: Methodist and Ecumenical Leadership Racism Workshops
Contact 0171 467 5180.
INSTITUTIONAL RACISM The Macpherson Report defines institutional racism as:
The collective failure of an Organisation to provide an appropriate and professional service to people because of their colour, culture or ethnic origin. It can be seen or detected in processes, attitudes and behaviour which amount to discrimination through unwitting prejudice, ignorance, thoughtlessness and racist stereotyping which disadvantage minority ethnic people.
KEYNOTE ADDRESS by REVD JOEL EDWARDS, the GENERAL DIRECTOR OF THE EVANGELICAL ALLIANCE
The following are some of the salient points made by Joel in his address.
Speaking as a former Probation Officer Joel saw Sir William McPherson's Report as a challenge to all of us, to examine our own embedded racism.. He saw the Stephen Lawrence Affair as having a place among the great 'wake up calls' of history, such as the Dreyfus Case a century ago or the more recent Scarman Report. The danger, once we have all expressed our indignation, is the tendency to drift back to sleep. The Dreyfus case had little effect on the growth of anti-Semitism, while the Scarman Report appears to have had few significant lasting results.
What new things can be said about Stephen Lawrence? The Report with its 47 chapters, 335 pages, over 100,000 pages of documents from 88 witnesses provides an accurate summary of the situation in Britain today. For the past 30 years black people have been over-policed and under-protected. Political correctness does not protect minorities, rather it generates a moral paralysis whereby we no longer know what is right and wrong. It is not just a police issue. We are all challenged by what has happened. The McPherson Report is an advance on Scarman in so far as it recognises institutionalised racism. ‘A racist incident is anything perceived as racism by the victim or any other person.'
Joel went on to say that accountability is non-negotiable. There is a need for objective investigation of misdemeanors in the police. The price of developing trust may mean losing face. Often police who come in from outside to a multicultural society have great difficulty. The holistic approach in McPherson is greatly to be welcomed as it takes for granted that the whole of society is involved. Some of the recent positive developments may be regarded as ‘gain out of pain’. The Government have moved fast. The Home Office have responded immediately. Possible changes in the law regarding retrial and the Home Secretary's Action Plan are to be welcomed. Commissioner John Grieve has been extremely helpful and there have been police meetings with multi-cultural people.
The Christian Church and other faith communities have an important part to play in building real relationships within a community. It is important not to build shrines to justice or injustice over the Stephen Lawrence Report. We can use the current situation to build better communities and not to erect walls. There should be no place for hate which only destroys. Hate is a process by which the victim victimises himself. After recounting an incident of racial prejudice which he suffered regarding the production of a passport on platform 9 of Koln station in Germany, after which he actually cried, Joel quoted the example of Nelson Mandela who was able to look at his oppressors and say ' I love these people '. Like Mandela we need to allow our love to outshine our anger and move beyond hatred.
Towards the end of his talk Joel encouraged people to take these issues into the schools and show how spiritual values and respect for people of different backgrounds can contribute to peace and, harmony. Whilst all of us were traumatised over Stephen Lawrence's death we cannot hold our trauma indefinitely. This Report can bring the right kind of climate for change. It is prejudice plus power which equals racism and this can be combated not only by building links between school and home but by the power of the media if they would make a link between lasting values and commercial interests. Joel ended by saying ‘By all means be angry but do not let the sun go down on your wrath’.
GROUP WORK
Three questions supplied by Joel were discussed in groups.
1. To what extent is the Lawrence Inquiry likely to become just 'another report' in 10 years time ?
2. What is the single most important lesson for the Church as a result of what we have learned from the Inquiry ?
3. How do we maintain a healthy balance between shock and anger and being positive?
The following points were made:
Question 1. The Report is more holistic than Scarman and significantly identifies institutional racism. Some major changes have already happened, especially in prisons and in the police where there is some sign of a change of attitudes. But the situation requires continuous reassessment. The position of travellers in Milton Keynes is a case in point. It was noted that this Report seemed to have reached a more grass-roots level than Scarman. It was pointed out that in Milton Keynes the Council had already held workshops and created action plans. Whilst it was felt that the present report was much more focussed than Scarman it was overwhelmingly agreed that we are all responsible for ensuring that it is not just another report.
Question 2. Many churches have been slow in responding to social injustice. Whilst the right things have been said by denominational social responsibility departments, little has been done to help individuals handle their own in-built prejudices. In church and society everyone should be treated equally. In order to build bridges we should invite others to meet us so that we can find out about them and they about us. Whilst it may be accepted that there is racism in the church the question is who has actually accepted it? Changes through councils, structures and committees will only come if we get the right people in significant posts. Whilst the opposite ought to be the case, there is a sense in which it is in the very nature of the church to exclude people. Allied with this, racism is a 'taboo' subject and there is a need for individual Christians to be much more involved in the actual running of their local churches. There is a need for clergy and laity to work together and for community groups to be involved. Th be really involved may mean people of different communities accepting styles of worship with which they are not familiar and especially a different type of worship than that normally experienced by the white community.
Question 3. Our own ego can motivate or subjugate. If it is used positively then it can be a great power for good. Another group put it another way in saying that anger should motivate via creative anger. People must have the courage to be personally involved in taking on issues. The media could help by informing people via 'soaps' such as Eastenders. It was also said that anger must be creatively channelled and that structures may be put in place whereby young people would be able to express their frustration. Another group said that we need to work on it in order to keep our integrity and to find constructive channels for anger. Other groups said very similar things in answer to question 3.
THE CHALLENGE TO THE CHURCHES
The challenge to the churches was clearly articulated by Glynne Gordon-Carter and Ruffo Bravette. Full texts of what they said are available (see page 1, 8 and 9 above ). The following are a few of the significant points which they made.
Glynne explained the work of the Committee for Minority Anglican Concerns. It is chaired by The Rev. Rose Hudson-Wilkins, previous to that Bishop John Sentamu was the Committee’s Chairman. After explaining the structure of the Church of England she explained that an agenda for action by the Church of England had been drawn up and that in the third week of November 1999 the first part of an Action Plan had been presented to the General Synod. It included initiatives between local churches and the police, police Chaplaincy, educational initiatives within the Church of England's 5000 church schools with a valuing cultural diversity project. There is also an attempt to look at Church of England statistics with questions on ethnicity and a defined base from which to set targets. Training days for senior clergy are also taking place as with Bishop John Gladwin in the Guildford Diocese.
There is also co-operation with other churches. The Roman Catholics have guidelines. The Baptists have a Declaration on Racism and Ethnic violence. The United Reformed Church have appointed The Rev.Marjorie Lewis-Cooper as their Multi-Racial, Multi-Cultural Development Worker, and are identifying steps towards equal opportunities. The Churches' Commission for Racial Justice which is fully ecumenical has inaugurated Racial Justice Sunday.
The work of the Methodist Church was explained by Ruffo Bravette, Director of Methodist and Ecumenical Leadership Racism Awareness Workshops. He explained that though working for the Methodist Church he is not a Methodist. Since 1981 the Methodists have recognised racism and in 1985 ‘A Tree God Planted’ was published which stated that racism is unacceptable and is a sin. Ruffo’s paper was too wide-ranging to be adequately summarised here, and is well worth reading. He described the 32 Districts of the Methodist Church and the 32 Warlords with whom he had to deal. His racism awareness and black consciousness workshops enable Methodists to have a brief tip-toe through the minefields of race. He said that the 'police' were a metaphor for all other institutions and that violent behaviour had been going unchallenged.
Future policy should no longer focus on black people as the source of the problem. It is racism and not black people which needs targeting. There is a need for constant vigilance and churches need to develop comprehensive race-monitoring systems. The development and integration of black people using SMART techniques and a pragmatic approach is necessary. No one is born a racist. It is caught. Excellent leaflets about the work of MELRAW were made available.
SEMINARS – THE MANAGEMENT OF CHANGE
Due to lack of time the work of the seminars was curtailed somewhat but the following is a brief over-view.
In Commercial Settings
Maureen Rock gave out packs from the Commission for Racial Equality. The Milton Keynes Racial Equality Council works in partnership for a just society with Milton Keynes Council, Thames Valley Police, Victim Support Scheme, Council of Voluntary Organisations, Youth Information Service, Community Mediation Service,
Community Safety Forum, Ernployers, Chamber of Commerce TEC and all Minority Ethnic Groups in Milton Keynes. The work is particularly supported by the Commission for Racial Equality, the Milton Keynes Council and Milton Keynes Community Trust.
Maureen has excellent leaflets available covering all the work of MKREC which are available from MKREC, Acorn House, 377 Midsummer Boulevard, central Milton Keynes MK9 3EP Tel: ol9O8 606828 Fax 01908 2009 Email: Racequality @ Netscapeonline.co.uk
Ewart Watson of the Thames Valley Police Department emphasised that everybody needs to be involved and that this involvement is very practical. The Thames Valley Police Department is going through a real change and the Chief Constable has seen the change through. Back in 1984 with the Scarman Report people thought because they had a document that the job was done. What was lacking then but has been rectified now was the singular significance of leadership particularly at Superintendent level.
Police Officers now use such tools as the recommendations of the Stephen Lawrence Report. There are 4 main categories. 1) We will investigate racist, homophobic and minority crimes. 2) We will train staff to work with partners in order to reduce these incidents. 3) Intense training of staff is being undergone so that officers are not left in any doubt as to what it is all about. 4) There is great emphasis on the recruitment, retention and promotion of officers from minority ethnic groups. There is also close working with the anti-racial harassment group in Milton Keynes. Together with the Racial Equality Council we have seen an increase of reporting of racist incidents because these are now seen as a crime. The police have to get it right first time. The question is - how do we then take it up another gear ? One answer to this is in the form of the Community Safety Unit.
In Educational Settings
Beverley Ruddock, Senior Educational Psychologist, used a video to show an experiment used in the 1960's by a school teacher in the United States. In order to show children the futility of racism she told them that blue-eyed children were superior to browneyed children and treated them in that way. The next day she reversed the roles. It was immediately noticeable the way the inferior group deteriorated and as far as learning was concerned it took them twice as long to do a task. This happened the other way round when the roles were reversed.
If within the space of two days the behaviour of children can be affected so dramatically it is easy to conclude what racism does to people and how it operates. One small experiment helps us to understand the damage caused by racism. Bishop Tom Butler used the example of this video on Thought for the Day and said it was such an eye-opener that it should be used in every school in the country. Andrew Flack, Director of Education and Library Services Milton Keynes Council, explained the way in which recommendations 67, 68 and 69 of the McPherson Report were being implemented in schools in Milton Keynes. Every OFSTED inspection was now required to take these recommendations on board. Due to lack of time and also having seen the video, Andrew abandoned his prepared speech and emphasised just how much work there was still to be done and how fundamental were the issues which had to be tackled.
In the Churches
Canon Ivor Smith-Cameron, as the first Asian person to be appointed a Chaplain to the Queen, spoke out of a huge wealth of experience in projects for racial justice, urban mission and inter-faith cooperation, especially in the Diocese of Southwark. Ivor made many significant points including the following:
To bloom where they are planted means people from ethnic minorities asking themselves whether they are seen within church congregations but also whether they belong elsewhere. What is being done to reflect the diversity of local congregations ? The further you go up the hierarchies the less diverse the structures become. This requires a persistent hanging in there because changes have to be wrought through structures. Thus there is a need to challenge church structures constantly and patiently. Alongside this there is the ongoing problem of white people telling black members what is best for them.
Then there are issues of leadership. As far as ministry and training is concerned, it is not always easy for people from minority ethnic communities to offer themselves for leadership. Friends won't push you because they don't want you to be disappointed. But there is a real need for such people to offer themselves for leadership. The Association of Black Clergy is challenging the churches about all of this in relation to conditions and vocations. It is essential that all training within the Church and especially ministerial education takes place within a multi-cultural context or at least against a multi-cultural background. This must not be an add-on because it is essential to look at the bigger picture of world history not just from a white colonial perspective.
It is also essential to use languages other than English in liturgy, music, prayers and dance so that everyone can feel a sense of ownership and belonging. In the struggle against racism we should also realise that we are irreversibly multi-faith. We don't have to do things on our own because all faiths are against racism. In our local churches we have to realise the urgency of all of this. We only need to consider that 16% of prisoners in male prisons are black and 26% of women prisoners are black. Well-meaning magistrates, many of whom are church members, may have no real understanding of the issues with which they are dealing and the churches need to ensure that big changes take place. How many of the church staff in Milton Keynes have undergone race-awareness training?
God has given us a new blessing in terms of our diversity. It is our mind-sets which need changing. But unfortunately for many churches racism is not high on people's agenda. There is a need for establishing a framework for bringing about change because there is often nothing to challenge entrenched racist attitudes. People too easily divorce their faith from their actions and it should not be the sole responsibility of black people to challenge the situation.
Thanks were expressed to all who had taken part and to Ann Boutflower for scribing. One participant wrote: ‘While attendance at the conference was less than expected, I found the very diversity of those who did attend a source of personal celebration. I met many old friends and made several new ones. For me an excellent day of honest appraisal’.
Murdoch MacKenzie
4 January 2000
The welcome and introduction to the day and concluding remarks were given by Murdoch MacKenzie. The Keynote Speaker was Joel Edwards. Introduction to Group Work was given by Maureen Rock. The Challenge to the Churches was articulated by Glynne Gordon-Carter and Ruffo Bravette. Seminars relating to the Management of Change were led by Police Superintendent Ewart Watson and Maureen Rock (In Commercial Settings), by Beverley Ruddock and Andrew Flack (In Educational Settings) and by Canon Ivor Smith- Cameron (In the Churches)
Whilst the main purpose of the day was to activate and conscientise the participants the following extract from some of what was said may be useful not only to those who attended but to others as well. The Seminar was sponsored by The Oxford Diocese Committee for Racial Justice, Churches Together in Buckinghamshire and the Milton Keynes Christian Council. (Further information is available by ringing 01908 265053) Special thanks to Peter Williams and the Staff of the Church of Christ the Cornerstone for their arrangements and cooperation.
The following documents are available should anyone wish to have copies.
1) Thames Valley Police Community and Race Relations Strategy Document
Contact Superintendent, Community and Partnership Unit on 01865 846647
2) A Christian Response to Racism - The Stephen Lawrence Report
Report and Action for the Churches Part I (Part 2 available early in 2000)
Contact Churches' Commission for Racial Justice on 0171-620-4444
3) Seeds of Hope in the Parish - Study Pack
Theological reflection on issues of racism.
Committee for Minority Anglican Concerns
Contact 0171-898-1442
4) Inside but Out A study of African Immigration into the U.K.
Contact Churches' Commission for Racial Justice on 0171-620-4444
5) The Stephen Lawrence Inquiry - Implications for Racial Equality and other papers
Contact Milton Keynes Racial Equality Council 01908 606828
6) The Stephen Lawrence Inquiry Report
Towards an Agenda for Action for the Church of England
Rt Revd John Sentamu, Bishop for Stepney
Contact Milton Christian Council (01908 311310) or Church House 0171 898 1000
7) The Macpherson Report - Initial Briefing + Questionnaire
Contact Churches' Commission for Racial Justice on 0171-620-4444
8) The Challenge to the Churches of the Stephen Lawrence Report
Glynne Gordon-Carter Contact 0171-898-1442
9) The Challenge to the Churches of the Stephen Lawrence Report
Ruffo Bravette: Methodist and Ecumenical Leadership Racism Workshops
Contact 0171 467 5180.
INSTITUTIONAL RACISM The Macpherson Report defines institutional racism as:
The collective failure of an Organisation to provide an appropriate and professional service to people because of their colour, culture or ethnic origin. It can be seen or detected in processes, attitudes and behaviour which amount to discrimination through unwitting prejudice, ignorance, thoughtlessness and racist stereotyping which disadvantage minority ethnic people.
KEYNOTE ADDRESS by REVD JOEL EDWARDS, the GENERAL DIRECTOR OF THE EVANGELICAL ALLIANCE
The following are some of the salient points made by Joel in his address.
Speaking as a former Probation Officer Joel saw Sir William McPherson's Report as a challenge to all of us, to examine our own embedded racism.. He saw the Stephen Lawrence Affair as having a place among the great 'wake up calls' of history, such as the Dreyfus Case a century ago or the more recent Scarman Report. The danger, once we have all expressed our indignation, is the tendency to drift back to sleep. The Dreyfus case had little effect on the growth of anti-Semitism, while the Scarman Report appears to have had few significant lasting results.
What new things can be said about Stephen Lawrence? The Report with its 47 chapters, 335 pages, over 100,000 pages of documents from 88 witnesses provides an accurate summary of the situation in Britain today. For the past 30 years black people have been over-policed and under-protected. Political correctness does not protect minorities, rather it generates a moral paralysis whereby we no longer know what is right and wrong. It is not just a police issue. We are all challenged by what has happened. The McPherson Report is an advance on Scarman in so far as it recognises institutionalised racism. ‘A racist incident is anything perceived as racism by the victim or any other person.'
Joel went on to say that accountability is non-negotiable. There is a need for objective investigation of misdemeanors in the police. The price of developing trust may mean losing face. Often police who come in from outside to a multicultural society have great difficulty. The holistic approach in McPherson is greatly to be welcomed as it takes for granted that the whole of society is involved. Some of the recent positive developments may be regarded as ‘gain out of pain’. The Government have moved fast. The Home Office have responded immediately. Possible changes in the law regarding retrial and the Home Secretary's Action Plan are to be welcomed. Commissioner John Grieve has been extremely helpful and there have been police meetings with multi-cultural people.
The Christian Church and other faith communities have an important part to play in building real relationships within a community. It is important not to build shrines to justice or injustice over the Stephen Lawrence Report. We can use the current situation to build better communities and not to erect walls. There should be no place for hate which only destroys. Hate is a process by which the victim victimises himself. After recounting an incident of racial prejudice which he suffered regarding the production of a passport on platform 9 of Koln station in Germany, after which he actually cried, Joel quoted the example of Nelson Mandela who was able to look at his oppressors and say ' I love these people '. Like Mandela we need to allow our love to outshine our anger and move beyond hatred.
Towards the end of his talk Joel encouraged people to take these issues into the schools and show how spiritual values and respect for people of different backgrounds can contribute to peace and, harmony. Whilst all of us were traumatised over Stephen Lawrence's death we cannot hold our trauma indefinitely. This Report can bring the right kind of climate for change. It is prejudice plus power which equals racism and this can be combated not only by building links between school and home but by the power of the media if they would make a link between lasting values and commercial interests. Joel ended by saying ‘By all means be angry but do not let the sun go down on your wrath’.
GROUP WORK
Three questions supplied by Joel were discussed in groups.
1. To what extent is the Lawrence Inquiry likely to become just 'another report' in 10 years time ?
2. What is the single most important lesson for the Church as a result of what we have learned from the Inquiry ?
3. How do we maintain a healthy balance between shock and anger and being positive?
The following points were made:
Question 1. The Report is more holistic than Scarman and significantly identifies institutional racism. Some major changes have already happened, especially in prisons and in the police where there is some sign of a change of attitudes. But the situation requires continuous reassessment. The position of travellers in Milton Keynes is a case in point. It was noted that this Report seemed to have reached a more grass-roots level than Scarman. It was pointed out that in Milton Keynes the Council had already held workshops and created action plans. Whilst it was felt that the present report was much more focussed than Scarman it was overwhelmingly agreed that we are all responsible for ensuring that it is not just another report.
Question 2. Many churches have been slow in responding to social injustice. Whilst the right things have been said by denominational social responsibility departments, little has been done to help individuals handle their own in-built prejudices. In church and society everyone should be treated equally. In order to build bridges we should invite others to meet us so that we can find out about them and they about us. Whilst it may be accepted that there is racism in the church the question is who has actually accepted it? Changes through councils, structures and committees will only come if we get the right people in significant posts. Whilst the opposite ought to be the case, there is a sense in which it is in the very nature of the church to exclude people. Allied with this, racism is a 'taboo' subject and there is a need for individual Christians to be much more involved in the actual running of their local churches. There is a need for clergy and laity to work together and for community groups to be involved. Th be really involved may mean people of different communities accepting styles of worship with which they are not familiar and especially a different type of worship than that normally experienced by the white community.
Question 3. Our own ego can motivate or subjugate. If it is used positively then it can be a great power for good. Another group put it another way in saying that anger should motivate via creative anger. People must have the courage to be personally involved in taking on issues. The media could help by informing people via 'soaps' such as Eastenders. It was also said that anger must be creatively channelled and that structures may be put in place whereby young people would be able to express their frustration. Another group said that we need to work on it in order to keep our integrity and to find constructive channels for anger. Other groups said very similar things in answer to question 3.
THE CHALLENGE TO THE CHURCHES
The challenge to the churches was clearly articulated by Glynne Gordon-Carter and Ruffo Bravette. Full texts of what they said are available (see page 1, 8 and 9 above ). The following are a few of the significant points which they made.
Glynne explained the work of the Committee for Minority Anglican Concerns. It is chaired by The Rev. Rose Hudson-Wilkins, previous to that Bishop John Sentamu was the Committee’s Chairman. After explaining the structure of the Church of England she explained that an agenda for action by the Church of England had been drawn up and that in the third week of November 1999 the first part of an Action Plan had been presented to the General Synod. It included initiatives between local churches and the police, police Chaplaincy, educational initiatives within the Church of England's 5000 church schools with a valuing cultural diversity project. There is also an attempt to look at Church of England statistics with questions on ethnicity and a defined base from which to set targets. Training days for senior clergy are also taking place as with Bishop John Gladwin in the Guildford Diocese.
There is also co-operation with other churches. The Roman Catholics have guidelines. The Baptists have a Declaration on Racism and Ethnic violence. The United Reformed Church have appointed The Rev.Marjorie Lewis-Cooper as their Multi-Racial, Multi-Cultural Development Worker, and are identifying steps towards equal opportunities. The Churches' Commission for Racial Justice which is fully ecumenical has inaugurated Racial Justice Sunday.
The work of the Methodist Church was explained by Ruffo Bravette, Director of Methodist and Ecumenical Leadership Racism Awareness Workshops. He explained that though working for the Methodist Church he is not a Methodist. Since 1981 the Methodists have recognised racism and in 1985 ‘A Tree God Planted’ was published which stated that racism is unacceptable and is a sin. Ruffo’s paper was too wide-ranging to be adequately summarised here, and is well worth reading. He described the 32 Districts of the Methodist Church and the 32 Warlords with whom he had to deal. His racism awareness and black consciousness workshops enable Methodists to have a brief tip-toe through the minefields of race. He said that the 'police' were a metaphor for all other institutions and that violent behaviour had been going unchallenged.
Future policy should no longer focus on black people as the source of the problem. It is racism and not black people which needs targeting. There is a need for constant vigilance and churches need to develop comprehensive race-monitoring systems. The development and integration of black people using SMART techniques and a pragmatic approach is necessary. No one is born a racist. It is caught. Excellent leaflets about the work of MELRAW were made available.
SEMINARS – THE MANAGEMENT OF CHANGE
Due to lack of time the work of the seminars was curtailed somewhat but the following is a brief over-view.
In Commercial Settings
Maureen Rock gave out packs from the Commission for Racial Equality. The Milton Keynes Racial Equality Council works in partnership for a just society with Milton Keynes Council, Thames Valley Police, Victim Support Scheme, Council of Voluntary Organisations, Youth Information Service, Community Mediation Service,
Community Safety Forum, Ernployers, Chamber of Commerce TEC and all Minority Ethnic Groups in Milton Keynes. The work is particularly supported by the Commission for Racial Equality, the Milton Keynes Council and Milton Keynes Community Trust.
Maureen has excellent leaflets available covering all the work of MKREC which are available from MKREC, Acorn House, 377 Midsummer Boulevard, central Milton Keynes MK9 3EP Tel: ol9O8 606828 Fax 01908 2009 Email: Racequality @ Netscapeonline.co.uk
Ewart Watson of the Thames Valley Police Department emphasised that everybody needs to be involved and that this involvement is very practical. The Thames Valley Police Department is going through a real change and the Chief Constable has seen the change through. Back in 1984 with the Scarman Report people thought because they had a document that the job was done. What was lacking then but has been rectified now was the singular significance of leadership particularly at Superintendent level.
Police Officers now use such tools as the recommendations of the Stephen Lawrence Report. There are 4 main categories. 1) We will investigate racist, homophobic and minority crimes. 2) We will train staff to work with partners in order to reduce these incidents. 3) Intense training of staff is being undergone so that officers are not left in any doubt as to what it is all about. 4) There is great emphasis on the recruitment, retention and promotion of officers from minority ethnic groups. There is also close working with the anti-racial harassment group in Milton Keynes. Together with the Racial Equality Council we have seen an increase of reporting of racist incidents because these are now seen as a crime. The police have to get it right first time. The question is - how do we then take it up another gear ? One answer to this is in the form of the Community Safety Unit.
In Educational Settings
Beverley Ruddock, Senior Educational Psychologist, used a video to show an experiment used in the 1960's by a school teacher in the United States. In order to show children the futility of racism she told them that blue-eyed children were superior to browneyed children and treated them in that way. The next day she reversed the roles. It was immediately noticeable the way the inferior group deteriorated and as far as learning was concerned it took them twice as long to do a task. This happened the other way round when the roles were reversed.
If within the space of two days the behaviour of children can be affected so dramatically it is easy to conclude what racism does to people and how it operates. One small experiment helps us to understand the damage caused by racism. Bishop Tom Butler used the example of this video on Thought for the Day and said it was such an eye-opener that it should be used in every school in the country. Andrew Flack, Director of Education and Library Services Milton Keynes Council, explained the way in which recommendations 67, 68 and 69 of the McPherson Report were being implemented in schools in Milton Keynes. Every OFSTED inspection was now required to take these recommendations on board. Due to lack of time and also having seen the video, Andrew abandoned his prepared speech and emphasised just how much work there was still to be done and how fundamental were the issues which had to be tackled.
In the Churches
Canon Ivor Smith-Cameron, as the first Asian person to be appointed a Chaplain to the Queen, spoke out of a huge wealth of experience in projects for racial justice, urban mission and inter-faith cooperation, especially in the Diocese of Southwark. Ivor made many significant points including the following:
To bloom where they are planted means people from ethnic minorities asking themselves whether they are seen within church congregations but also whether they belong elsewhere. What is being done to reflect the diversity of local congregations ? The further you go up the hierarchies the less diverse the structures become. This requires a persistent hanging in there because changes have to be wrought through structures. Thus there is a need to challenge church structures constantly and patiently. Alongside this there is the ongoing problem of white people telling black members what is best for them.
Then there are issues of leadership. As far as ministry and training is concerned, it is not always easy for people from minority ethnic communities to offer themselves for leadership. Friends won't push you because they don't want you to be disappointed. But there is a real need for such people to offer themselves for leadership. The Association of Black Clergy is challenging the churches about all of this in relation to conditions and vocations. It is essential that all training within the Church and especially ministerial education takes place within a multi-cultural context or at least against a multi-cultural background. This must not be an add-on because it is essential to look at the bigger picture of world history not just from a white colonial perspective.
It is also essential to use languages other than English in liturgy, music, prayers and dance so that everyone can feel a sense of ownership and belonging. In the struggle against racism we should also realise that we are irreversibly multi-faith. We don't have to do things on our own because all faiths are against racism. In our local churches we have to realise the urgency of all of this. We only need to consider that 16% of prisoners in male prisons are black and 26% of women prisoners are black. Well-meaning magistrates, many of whom are church members, may have no real understanding of the issues with which they are dealing and the churches need to ensure that big changes take place. How many of the church staff in Milton Keynes have undergone race-awareness training?
God has given us a new blessing in terms of our diversity. It is our mind-sets which need changing. But unfortunately for many churches racism is not high on people's agenda. There is a need for establishing a framework for bringing about change because there is often nothing to challenge entrenched racist attitudes. People too easily divorce their faith from their actions and it should not be the sole responsibility of black people to challenge the situation.
Thanks were expressed to all who had taken part and to Ann Boutflower for scribing. One participant wrote: ‘While attendance at the conference was less than expected, I found the very diversity of those who did attend a source of personal celebration. I met many old friends and made several new ones. For me an excellent day of honest appraisal’.
Murdoch MacKenzie
4 January 2000
