I must admit I find that this dialogue is focussing on only one part of
race equality, that of the experience of the BME community. Although it is
very clear that this community continues to experience levels of
discrimination and harassment, race equality is not confined to one race or
group of races, but encompasses everyone, so a person of any culture or
racial background should be considered as a 'qualified' candidate for a
post. To raise an expectation that a race equality specialist should be
BME would, in fact, be racist.
I don't believe the analogy between men counselling female rape victims
holds, as a female counsellor for female victims is a 'like on like'
situation which may be excepted under legislation, but everyone is of a
particular race, so it is not an apt comparison.
Kirsteen
Kirsteen Coupar
Diversity Manager
Flat 19A, Catherine of Aragon Court
Southwood Site
Avery Hill Campus
University of Greenwich
Eltham
London SE9 2UG
Direct line: 020 8331 8817
|---------+----------------------------------->
| | Rajyaguru Dipen |
| | <Dipen.Rajyaguru@BARNET-|
| | PCT.NHS.UK> |
| | Sent by: HE |
| | Administrators equal |
| | opportunities list |
| | <[log in to unmask]
| | > |
| | |
| | |
| | 08/05/2008 16:57 |
| | Please respond to HE |
| | Administrators equal |
| | opportunities list |
| | |
|---------+----------------------------------->
>------------------------------------------------------------------------------------------------------------------------------|
| |
| To: [log in to unmask] |
| cc: |
| Subject: Re: Staff race equality networks |
>------------------------------------------------------------------------------------------------------------------------------|
Hi Anthony,
A moot topic!! Although you do not have to from a BME community to
empathise with or represent (in many instances) them, it could be seen as
inappropriate. There are many professionals within the Equality & Diversity
arena that do not understand the power dynamics of racism and certainly
very little of the historical context. If we were to use the "one size fits
all" assumption and negate the issue of power in a relationship then there
is a good argument that men should staff and counsel female rape victims,
regardless of how inappropriate or insensitive it may be.
This explanation probably will raise more questions, nevertheless, I
believe it is a valid argument.
Kind regards,
Dipen
Dipen Rajyaguru LL.B (Hons)
Health Equality & Diversity Specialist
Barnet PCT
020 8937 7709
-----Original Message-----
From: HE Administrators equal opportunities list
[mailto:[log in to unmask]]On Behalf Of Anthony Houldsworth
Sent: 08 May 2008 15:31
To: [log in to unmask]
Subject: Re: Staff race equality networks
Hi,
The question is for you Dipen but it is an interesting debate for
all; why would one want to question why they have put a white female
in to look at race equality in the first instance?
Anthony
---------------------------------------------------------------------------------------------------------------------------------------------------
Anthony Houldsworth, FRGS, MNADP
Diversity and Disability Advisor
The Institute of Cancer Research
Sir Richard Doll Building
15 Cotswold Road,
Sutton, SM2 5NG
DL: 020 8722 4129
Fax: 020 8722 4048
Email: [log in to unmask]
Visit the Equality and Diversity section of the intranet at
http://intra.icr.ac.uk/hr/diversity/index.php
>>> [log in to unmask] 08/05/2008 12:52 >>>
Hi Jenny,
We have a successful BME Staff network generally due to the fact that
it has resources attached to it (we still had to apply through or
charitable funds!). With money comes accountability, with
accountability comes decision makers (board members etc) and with the
decision makers comes action and through action you gain confidence
of staff (i.e. "things are really happening"). The blocks come form
those decision makers who do not have a clue (or possibly racist)
regarding equalities and will argue 'that you do not need such a
group as they cause inequalities and we are here to mainstream
equality', and thereby endorsing the "one size fits all" programmes
which cost a lot and do not achieve anything but provides an argument
as to why multiculturalism does not work.
As a white female you may be in a better position than your BME
counterparts to argue for race equality as you are not considered a
threat (my opinion only), you may want to question why they have put
a white female in to look at race equality in the first instance? (
although you may be amply qualified and experienced).
I hope this helps, I am happy to speak to off-line about
inspirational speakers.
Kind regards,
Dipen
Dipen Rajyaguru LL.B (Hons)
Health Equality & Diversity Specialist
Barnet PCT
020 8937 7709
-----Original Message-----
From: HE Administrators equal opportunities list
[mailto:[log in to unmask]]On Behalf Of Jenny Woodhouse
Sent: 08 May 2008 11:30
To: [log in to unmask]
Subject: Staff race equality networks
Dear colleagues
I have recently taken over responsibility, pro tem, for work in
the area of race equality. We have recently attempted to
launch a race equality network, with very little initial
take-up. As a white woman I can only speculate as to why this
is - whether our global majority (thanks to Gus John for the
formulation) staff simply don't want a network, or whether the
culture discourages them from seeking to network, for instance
by locating the 'problem' with the individual rather than the
culture (Carter, Fenton, Modood, c. 1998).
I'd be very grateful for any information colleagues can give me
about successful networks, how they have been set up, how they
function, and any suggestion such as speakers who might help us
to focus.
With best wishes to all - sorry to trouble you again so soon!
Jenny
Jenny Woodhouse
Equality and Diversity Policy Officer
University of Cambridge Human Resources Division
25 Trumpington Street
Cambridge CB2 1QA
01223 332344
Please note that I work part-time. My normal working days are
Tuesdays, Wednesdays and Thursdays.
The Institute of Cancer Research: Royal Cancer Hospital, a charitable
Company Limited by Guarantee, Registered in England under Company No.
534147 with its Registered Office at 123 Old Brompton Road, London
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