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Archive for the 'anti-racism' Category

Dec 03 2007

Enjoy the mix of accents and languages

Published by drsavi under 2007, Anti-Fascism, anti-racism

When you hear musicians talking about their country of origins with impoliteness about its cultural make-up you have to consider that something is not quite right.

Either the person in question has been misquoted or has a misunderstanding of what the make-up and heritage situation / circumstances of the United Kingdom is today.

Times change, migrants become part of a culture and therefore, what is deemed to be British changes.
The UK has one of the highest number of curry houses outside of India.
At our nearest supermarket I can buy a variety of foods, from Polish Bread to Mexican tortilla wraps and also a packet of Bombay mix.

The recent outburst from a musician about his view of the UK cultural situation is not new.  It does however suggest a mockery of what these people attempt to believe in. It has sparked a debate about immigration, e.g.: The Tory’s have expressed a desire to impose quotas.

A quick history lesson.

During the very early settlement of the British East India Company employees in India, there was a acceptance of the Indian lifestyle.
Over time this situation reversed and a segregated attitude prevailed. Although the British left some infrastructure, e.g.: Buildings, bridges and railways, they did not attempt to understand or appreciate the richness of the culture. An apartied society resulted. A fascinating book and movie is The Far Pavilions. The movie depicts a superiority complex within the British institution of the time.

Today the UK has a wide variety of settlers, travelers, workers and they bring with them the desire to enrich the country they now adopt as their home - investing in housing, savings and both public and private employment. The settlers contribute heavily to the economy. In the case of migrant workers, they may enrich the UK and at the same time the UK is assisting them in building their own European countries in return.

Maybe there is something else going on? A sense of scare mongering. A suggestion that to ‘rock the boat’ is healthy rather than considering the optimistic perspective of communities living together and respecting each others customs.
NB There is a separate argument about the combination of ‘white flight’ and repeated poor investment in selective areas.

So what if you, ‘cannot hear a British accent’ on the streets of London. We live in a world where we need to enjoy the cultural mix.

In addition, we have too many issues to resolve, hunger, poverty and global warming. At a time like this we need to unite around common causes, for example: to harmonise the world from a trading perspective or missing children at home.

I have always considered that there is a hidden in danger in flying the flag to the extreme.

It is interesting that the musician that made the derogatory comments about the UK’s current cultural mix is no longer a British resident.
Singing songs of peace and hope is better than apparent discourses of negativity.

Popularity: 67% [?]

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Jun 07 2007

British Asian is a confusing term

I guess if you are in any country, you may start to become categorised. That is a different debate.
Does categorisation only occur if you are not descended from numerous generations?

Already in the UK we have 3rd and 4th generation descendants from migrants that came, for example from India back in the 1950s. Many in the UK from the old British colonies.

I’m a second generation and I found the following video interesting. The video charts the progress of the only Sikh journalist/presenter in the UK.

http://www.youtube.com/watch?v=EE7xf89NuJE&NR=1

YouTube Preview Image

It raises some core points about today’s society, whatever country you may be in:

1. The factors associated with need for respect for each other.
2. The urgent need for role models and
3. The good thing that ITV has done by respecting diversity into their teams. NB Watch out for the fascinating comment in the final few seconds of the video where the gentleman is described as the fashion king of their office!
4. The misunderstanding about each other.

With regard to the latter the UK GCSE syllabus (15-16 year national qualification) in Religious studies suggests that students select a number of world religions and to study them in depth. Discussion questions range from views/approaches to environmentalism and also core beliefs.

This is great for up and coming generations as long as they practice what they preach. However, if society continues to use categories then the natural human reaction is to compartmentalise.
I personally am uncomfortable with the term British Asian. Jews do not call themselves British Israelites or Israelis..!

Disturbingly, Wikipedia defines British Asians as follows,

‘The term British Asian is used to denote a person of Southern Asian ancestry or origin, or sometimes Western Asian origin, who was born in or was an immigrant to the United Kingdom. Britain has a large Southern Asian population due to British India once being the most populous portion of the former British Empire.

The question is also not about acceptance or what is acceptable to call someone. People should be respected for their ability and we hope that each of us accepts each other as equal.

The segmentation definition shown above is confusing and misleading.

If the UK government are worried about integrating communities. Instead of celebrating a day for British ness, whatever that is, the first place to start would be to celebrate our collective heritage. Sure, in many situations this will reveal issues about the way the British Empire abused the people of its past colonies. NB The positive outcome of this activity would be assure ourselves about what part each of our ancestors played in developing the world today.

Our links to our heritage are what made us and this world today. Freedom came at a price. We do not need divisional tactics anymore.
Unfortunately, it is a control strategy and in many boardroom’s today it is still ‘in play’. Ever heard of the term, ‘glass ceiling’!?

By being more aware of this subtle strategy we can lobby for a reduction in these misleading definitions. Can someone please amend/moderate that wikipedia entry as a starter…

Popularity: 83% [?]

2 responses so far

Jan 25 2007

Defining racism & the need for a proactive strategy to fight it

I was recently forwarded an excellent set of definitions that helped to define the multiple ways that people can effectively hate each other. It is also important to consider that racism in the workplace or daily life can be subtle, conscious or unintended. It might come from individuals or you may realise that your company may be institutionally racist. Racism occurs when you are treated differently to other colleagues because of your race or ethnic origin.

I remember the classic Eddie Murphy movie, Trading places. The concept of institutionalised racism is more than subtle but if you listen carefully to the dialogue that is said or even motioned behind closed walls, then one can realise how it emerges. In law, there are four recognised forms of discrimination:

Direct discrimination
For example, where a particular job is only open to people of a specific racial group.

Indirect discrimination

For example, working practices that disadvantage members of any group.

Harassment

Participating in, allowing or encouraging behaviour that offends someone or creates a hostile atmosphere.
In terms of the recent UK celebrity big brother episode(s) a pack mentality emerged with each member of the pack urges each other on.


Victimisation

Treating someone less favourably because they’ve complained or been involved in a complaint about racial discrimination.

If the racism is coming from your colleagues, rather than your boss, your employer is still legally liable. They are responsible for ensuring that there is no racism in the workplace - legally this is called ‘vicarious liability’. The employer can only avoid taking the blame if they can prove that they have taken practical steps to prevent discrimination and they should take disciplinary action against anyone guilty of racist behaviour.


However, individual employees can also be held legally responsible. An employee who knowingly discriminates against another employee or applicant on the grounds of race, or who aids discriminatory practices, is acting illegally. The UK Commission for Racial Equality’s Code of Practice states that employees have a duty to comply with measures introduced by their employer to ensure equality of opportunity and non-discrimination.


It is important to be clear in your own mind about what you see as discrimination and, if necessary, give examples in writing. Many employers have an equal opportunities policy, and you should ask to see a copy of this. If your employer doesn’t want to assist, you may need to make a complaint using your employer’s grievance procedure. You should not be victimised for complaining as this would count as discrimination.


If this still doesn’t work, you can make a claim of race discrimination to an employment tribunal. You could get in touch with the Commission for Racial Equality or your local Racial Equality Council, if there is one, for advice.


Bullying at work

Referring back the example we saw some weeks back, the pack mentality created so much stress that unfortunately no one emerged as a hero to challenge and put a firm stop to it.

Currently, in the workplace you cannot make a legal claim directly about bullying. However, if you are forced to resign due to bullying you can make a constructive dismissal claim. If you are being picked on at work and it has made your time at work so unbearable that you cannot stay any longer, you should get legal advice before leaving your job as it’s often very hard to prove that your employer’s behaviour was so bad as to make you leave.

If talking to your employer or mediation doesn’t work, and you feel that you need to resign, you should first get legal advice to see if you’ll have a case for constructive dismissal. Ideally, you should then leave immediately otherwise your employer may argue that, by staying, you’ve accepted the conduct or treatment. Also, avoid resigning before the actual breach of contract occurs, as your employer may then claim that there’s been no dismissal.

In both racism and bullying circumstances, it isa difficult and painful process to take your employer to an employment tribunal. It’s therefore in your best interests to speak informally to your employer before taking any other action.

The urgent need for a Proactive strategy and stance
What we really need is a clear statement that any form of racism is unacceptable and will not be tolerated. We need continuous campaigns to educate people about the old adage of ’strength in diversity’. In addition, mutual respect and a sense of decency when approaching people of different backgrounds/cultures. A proactive strategy must not only exist for schools but also the workplace. In the workplace, an equal opportunities policy should be more than a document, it should ‘live’ and ‘breath’ through continuous references to positive examples of its benefit of existing in the first place.

Popularity: 55% [?]

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