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Building anti-racist policies and processes

Tanisha Singla, Senior Inclusion and Diversity Consultant discusses how organisations can create truly anti-racist polices, and the steps to take to achieve this.

Please note this blog contains references to police brutality.

The 21st March is the International Day for the Elimination of Racial Discrimination; it is recognised on the same day every year.

This day marks the anniversary of the police in Sharpeville in South Africa killing 69 people who were peacefully protesting against apartheid “pass laws”. Even though this happened in 1960 and globally many of the laws that existed have been abolished, we still have significant inequalities between White people and people of colour. In the western world, many of the foundations that modern-day society is built on are steeped in inequality and relate to White people.

Building a diverse workforce is a key part of our work with members and clients. This often links back to the lack of representation of people of colour in the organisation or at senior levels. A online scan of the literature highlights some of the challenges experienced:

“Despite poorer family background, on average, second generation people of colour are substantially more likely to achieve high educational qualifications than White people. And yet, when we look at the labour market, the position and roles of people of colour does not match what we might expect given the typical rewards associated with education.”

TUC report highlights that political and social disadvantage has a lasting impact on individuals and disadvantages certain groups. This report is believed to be the largest poll to look at work experiences. The findings highlight that 18% of ethnic minority groups have to work two or more jobs for financial reasons.

Key Definitions:

Systemic racism– (also known as ‘societal racism’)

Policies and practices that exist throughout a whole society or organisation and result in and support a continued unfair advantage to some people and unfair or harmful treatment of others based on race.

Institutional racism

Policies, rules and practices that are a regular part of the way an organisation works, and that results in and support a continued unfair advantage to some people and unfair or harmful treatment of others based on race. These definitions link to race and ethnicity. But if we look back to more general terms, we see that racism also connects with words such as prejudice and discrimination.

Why do we need to pay attention to policy and process?

The way we see racism has changed, it is no longer just the outward displays of shouting, “go back to where you have come from”, but as a society, we acknowledge that it runs deeper than this. Institutional racism and structural racism work together to disadvantage people of colour. An example of institutional racism is how a school’s uniform and appearance policy can indirectly discriminate against black children. Structural racism links to social and political disadvantage, which was highlighted during the pandemic, where there were higher rates of deaths for people of colour. 

People with privilege and power in society and organisations have often written policies and processes. This is problematic as it means one group of people with a particular set of biases, preconceptions, and personal experience have more influence and ability to determine what is right or wrong and how things are done. We need to actively seek out a different opinions to be truly inclusive. 

How can we begin to change? 

Where are our gaps/ where shall we begin? The best starting point is to take some time to analyse your data. Look through staff feedback in exit surveys, staff surveys, and customer feedback. Is this data broken down by ethnicity, and what challenges does it highlight? This should give an indication of priorities.  

1. Consult, consult, consult

Alongside an analysis of data, organisations need to speak to the people who are directly impacted. Think about how you can use staff networks, and customers with lived experience to help inform policy and process change. This will allow you to delve deeper into the experiences of different groups. Our blog on  How to build trust with your minority ethnic employees can help you to do this.

2. Equality Impact assessments

Equality Impact Assessments are a great place to start when creating policies and processes. It provides a framework to ensure that any policies and process changes do not directly or indirectly discriminate against individuals—for further information on this, read our Equality Impact Assessment blog.

3. Starting Again?

Why not throw the rule book out and start from scratch? Using the old policy or process may feel like a more straightforward starting point. But why not create a wish list, a dream policy co-created with your race equality network to create something genuinely anti-racist? 

4. Regular reviews 

Good practice would be to have a policy owner, and regular review dates for the policy once agreed. Like with many things, regular review of language and the process as a whole is vital for progress. 

5. Managers Guidance 

Please don’t forget the people using/ implementing the policies. There is a common saying people join companies and leave managers. Managers implementing policy need to understand what it means to have “managers discretion”. Some of the most significant differences in experience come from those two words overly used in the policy. Guide managers so they understand their expectations as inclusive leaders!

How can Inclusive Employers help your organisation create anti-racist policies?

Our anti-racism tool kit provides organisations with the tools and knowledge to help you become an anti-racist organisation; you can purchase it through our website.

 

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