3
2
Racism and privilege manifests itself in different ways. To be able to effectively tackle racism we must acknowledge that systems, structures and processes will have bias in them, even if it is not immediately apparent to us. We have to be prepared to apply an anti-racist lens to everything we do, and we have to approach the review process with open minds.
A zero tolerance policy is vital to creating a truly anti-racist culture. This isn’t a punitive approach. It is about making sure that nothing passes without action being taken – whether that’s a simple conversation and education, or using grievance procedures where appropriate.
4
5
We will only achieve sustainable success by building a culture that creates plentiful spaces and opportunities to learn and reflect together. This must be a collective journey and we must be honest and open with each other about the progress we’re making and the challenges we’re encountering. At MHFA England we provide spaces specifically for those who experience racism, and open spaces that everyone is welcome to attend.
Action plans must be underpinned by a commitment to focus on the outcomes we want. Finding out how to achieve those outcomes is secondary. We won’t know all of the answers at the outset, and that’s OK. To achieve true race equity we must be open to trying new things and taking risks.
8
9
Being a White ally is not a state of being. It is about taking action, being accountable, reflecting, learning and being willing to take responsibility. It is also vital that White people recognise that their learning journeys are other people’s painful lived experiences.
People of Colour and Black colleagues are impacted by privilege and racism in the workplace, and by anti-racist work that drives race equity. Steps must be taken to understand the impact of this work on colleagues in every organisation so that appropriate support mechanisms can be established in parallel with programmes of change.
23
Made with FlippingBook - Online magazine maker