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*Content warning – violence against the Black community, murder, racism

The 22nd of April marks Stephen Lawrence Day – A Legacy of Change, and this year will be 31 years since his death. Stephen Lawrence was an incredible young man from South London who dreamed of becoming an architect. Stephen Lawrence Day seeks to commemorate and celebrate his life to inspire everyone to live in their truth, to be their best selves within their communities (Baroness Doreen Lawrence, 2019). His death, although deeply tragic, has made history in several ways. It’s essential to keep this conversation going, and we must continue to advance in racial equity and anti-racist environments to liberate the Black community and all underrepresented groups worldwide.

 

Stephen Lawrence’s death has been named as the murder that changed Britain. How and why did it change Britain?

On the night of the 22nd of April in 1993, Stephen Lawrence was murdered in an unprovoked racially motivated attack by a gang of white youths in South London whilst waiting for a bus with his friend Duwayne Brooks. Stephen Lawrence was called a racist slur, stabbed twice and left to die. The aftermath was horrific, but the family of Stephen Lawrence never gave up fighting for justice for their son.

With widespread media attention, the government set up an inquiry which was called the ‘Macpherson’ inquiry. The inquiry found that the Metropolitan police was institutionally racist and made 70 recommendations. One of the recommendations led to revoking the double jeopardy law (double jeopardy law meant that individuals “convicted or acquitted” of serious offences will not be tried again), which saw 2 out of 5 of the killers convicted in 2012. This has been a significant step, although a long time coming; however, 3 of the killers remain free.

Stephen Lawrence was one of several Black men attacked and or killed within the 90s with a racial element. Rolan Adams in 1991, also in South London (similarly to Stephen Lawrence), Orville Blair in 1992, and Michael Menson in 1997, to name a few. The impact specifically on the Black community has been grave.

Support – From the wider community and recent times

The Stephen Lawrence case brought a lot of support from the wider community. People were outraged, perhaps for the first time more aware of racial tensions in the country despite previous cases such as:

• Charles Wotten

• Kelso Cochrane

• The New Crossfire

• Colin Roach

• Dorothy “Cherry” Groce

• Cynthia Jarrett

• The Colour Bar

• The Various Race Riots – 1919, 1958, 1980, 1981, 1985 & 1989

The Daily Mail showed pictures of the men accused of killing Stephen Lawrence and called them ‘Murderers’ on their front page and on, Tonight with Trevor MacDonald, the five men were interviewed and asked the question as to whether they were responsible for Stephen Lawrence’s death.

The Macpherson report recommended transformation in every aspect of society, not only policing but also the NHS, education and judicial system to examine institutional racism.

There has been a lot of changes after several years. However, we are still not where we would like to be:

• Stop and search rates are higher than ever against Black people.

• 109,843 racially aggravated offences in 2021/22.

• Cristopher Alder in 1998

• Deaths in the 21st century such as Sharon Bubb, in 2001.

• Anthony Walker in 2005.

• Christopher Alaneme in 2006.

• Sean Rigg in 2008.

• Olaseni Lewis (references have been made to George Floyd) in 2010.

• Dea-John Reid in 2021.

• Chris Kaba in 2022.

Thirty years on, there is still a lack of trust within the Black community towards the police and societal systems. The Macpherson report recommended that “police forces should be representative of the communities they serve. By 2020 Black and other global majority officers represented just 7% of the police service across England and Wales” (Parliament, 2021), shedding light on the emphasis for change.

Learn more about how to embed Black equity in the workplace

Read Ruth's blog about showing solidarity to Black women
Two office workers reading Ruth's blog on showing solidarity to Black women in the workplace

Why do we still talk about Stephen Lawrence?

30 years have passed since Stephen Lawrence’s death, and we still talk about his life and death because of the impact and the circumstances surrounding his death. One of the many reasons why we are still talking about his death is because of the strength of his mother, Baroness Doreen Lawrence and father, Neville Lawrence. Their strength and perseverance have been the force fighting for justice. Their strength inspires the Black community and beyond to keep fighting for what is right and just regardless of the barriers that society and institutionalised racism pose. Stephen Lawrence’s death showed how vital community support is in phases of inequality. Stephen Lawrence’s death also draws upon some crucial lessons from the attitudes towards the Black community. It showed that people were intrinsically racist, more overt in private and more subtle in plain sight. Stephen Lawrence’s death showcased and promoted the in-depth analysis of additional obstacles/barriers for Black people in the UK.

Additional barriers for Black people

Unfortunately, aside from there being a lack of trust within the Black community in many institutions in the UK, there are still many other barriers that Black people face in the UK in their personal and working lives –

Harder to find employment due to recruitment biases.

• Career progression is much harder for Black people and other global majority groups.

• More likely to face barriers when accessing support services.

• Higher risk of poor wellbeing and mental health for Black people.

• Lack of psychological safety for Black people at work due to stereotypes and are more likely to codeswitch (change self to fit in with ‘norm’)

• “68% of Black women reported experiencing racism at work.”

• “In 2019, the percentage of Black deaths in police custody was 8% despite the percentage of Black people at the time accounting for only 3% of the population”.

• Payment disparities in comparison to white counterparts.

• “Black people and other global majority groups are more likely to experience discrimination from healthcare staff”.

• “Black women are four times more likely to die during childbirth.”

• Black people were most affected by Covid-19 deaths, particularly Black men.

• “Only 1.5% of Black people are in senior positions in the UK”.

• Lack of Racial & Social Mobility.

• Lack of support and safety for young Black children in the UK.

Although the additional barriers will be painful to see for some, there is hope. As long as we continue to educate and raise awareness, we can move forward in the future.

Moving forward and opportunities for Black people

1. Support and promote Black equity. Within the workplace, enable individuals of colour to feel liberated by giving resources, emotional support, and psychological safety. Mark Stephen Lawrence Day and other days. Support Black initiatives, charities and work. Conduct an Ethnicity Pay Gap Report and or an Equality Impact Assessment for example.

2. Showing allyship to the Black community and other global majority groups. Whenever a racist joke, microaggression, or action is made, speak up and use your voice. The more you use your voice and show allyship, the more you spark change for a genuine anti-racist environment.

3. Keep educating yourself and those around you. There are more factors to the Black experience within the UK, and if you’re unsure, educate yourselves and learn about Black British history.

4. Look within and provide psychologically safe spaces for members of the Black community without restriction.

5. Seek out specific specialist training on advancing racial equity and creating anti-racist and liberating environments. Without this, it may be hard to see the blind spots of your organisation. Systemic and institutionalised racism sometimes goes beyond persons and can be found in societal values to the fabric and DNA of a business. Work on building relationships and make genuine commitments to repair broken trust, this is not usually an easy or quick process, but it is essential to rebuilding trust. Ensure entire workforce receive adequate anti-racism and advancing racial equity training.

6. Don’t compare the struggle. There has been a lot of atrocity in the world, and the UK is not exempt from that. There have been people from various races who have struggled and have also been killed in racially motivated attacks. We must acknowledge and learn from their deaths also. However, comparing does not enable change or growth when focusing on the Black experience or any other experience. Reflect, change and grow. We can only push through society’s many struggles and obstacles if we come together, showing empathy to everyone’s struggle and giving the specific space and time to do so.

7. Be self-aware. Self-awareness enables growth. Even in the Inclusion & Diversity space seeing your own blind spots can be difficult as they are often hardwired into our thinking based on our unconscious biases and experiences. However, self-awareness promotes that step to take to grow for the better.

8. Don’t just claim to commit to being anti-racist and providing an inclusive environment for all but implement structures and development packages to promote Black staff members as well.

9. Acknowledge that you may not comprehend the struggle of your Black colleagues and their lived experience but strive to convey empathy. Allyship, as with any area of life, does not immediately mean a deeper understanding of an area or one’s experience, but it does mean commitment and grace on your part as an ally.

10. Don’t burden your Black staff members and/or colleagues. If individuals within the Black community are happy to share their lived experience, their narrative and expertise, then let them. It is a gift when anyone from any area of life shares their experience. However, it is also important not to stifle their voice and connection in their community and implicate their views. Consequently, the latter tends to be the burden rather than the former.

11. Black people are not a monolith. Do not stereotype and project. Please get to know the variety of Black people within your organisation for their intersectional unique persona and experiences.

12. Utilise your Black and global majority staff networks for their viewpoints, perspectives and innovations. Reward and invest in them accordingly. They are some of the best people internally to get their insights on your environment.

Tips for Black colleagues/staff members

1. Keep being you and authentic in your voice. Nurture, grow and evolve. Being ambitious in whatever environment you are in.

2. Your voice is valid, and you are worth it.

3. Take yourselves out of spaces that mentally drain you, belittle your ability and do not recognise your worth.

4. Stay connected and support psychologically safe spaces for fellow Black colleagues.

5. Always speak up and share your experience, especially when something is not right. You may be paving the way for future staff members.

6. Be receptive to genuine allyship from other communities.

The Stephen Lawrence Foundation invest in the 3 C’s – Classrooms, Community & Careers. There are plenty of resources available on their website for community and schools.

Visit their website to learn more and/ or donate to the Stephen Lawrence Foundation.

On Stephen Lawrence Day and any other day, we remember his life, hopes, dreams and aspirations.

A young Black man full of promise.

We fight for our communities and a better future.

Rest in peace, Stephen Lawrence.

Stephen Lawrence (1974-1993)

 

 

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