Agenda item - OVERCOME RACISM IN ENFIELD

Agenda item

OVERCOME RACISM IN ENFIELD

To receive an update on how Enfield Council is working towards its equalities objective to overcome racism in Enfield.

 

1.          Celebrate and promote the rich diversity of the borough by supporting an annual programme of educational, challenging and inspiring events celebrating ethnic minority communities.

 

2.          Support Enfield’s schools in their work to deliver a diverse and inclusive curriculum that educates children and young people on systemic racism and our local diverse history.

 

3.          Work with our partners to reduce discrimination experienced by Gypsy, Traveller and Roma communities in accessing education, healthcare and service provision.

 

4.          Increase the representation of Black and ethnic minorities in leadership positions across the Council’s workforce, so that it is proportionately representative of Enfield’s ethnic minority population by 2030.

 

Minutes:

The Board received an update on how Enfield Council is working towards its equalities objective to overcome racism in Enfield.

 

1.         Shaun Rogan (Head of Corporate Strategy) provided an update on how the Borough celebrates and promotes its rich diversity by supporting an annual programme of educational, challenging and inspiring events celebrating ethnic minority communities, as follows:

 

1a.       The Council are committed to continuing with flagship events of significance, such as Black History Month, LGBT, Pride, Holocaust Memorial Day, International Women’s Day and carers week etc.

 

1b.       The Council actively seek to create a Borough that is fair and has strong values against racism and discrimination, helping retain momentum against these ambitions, celebrating communities and helping make Enfield a diverse place to live.

 

1c.       The pandemic has meant that we have run a number of events online this year, resulting in increased numbers participating in events.

 

Rebekah Polding (Head of Cultural Services Department) provided further information on the community events which took place during 2020 and 2021 and the ways in which the Council’s Culture Connects Strategy links with our Fairer Enfield Policy to celebrate diversity and inclusion.

 

In response, the following comments/questions were raised:

 

·         Cllr Huseyin Akpinar asked if Refugee Week could be added to the calendar of events.

 

·         The Chair noted that he would welcome Enfield doing more to celebrate Carnival to celebrate African and West Indian Heritage.

 

·         Nick Chandra (Revival Christian Church of Enfield) commented that more needs to be done to encourage victims of racism to report incidents and get support. 

 

            In response the Chair agreed that a lot more work is needed on the front line, such as counselling and assistance when reporting crimes.

 

·         Nevaeh West-Lawson (Young Mayor) sought clarity on the age group of youth work.

 

            In response Shaun Rogan advised that 16-24-year olds begin to seek employment and set up a life for themselves, but more work is needed, especially involving the youth parliament and helping younger people in the Borough to talk to their youth parliament representatives to explore what their overall needs and requirements are.

 

·         Cllr Ergin Erbil (Chair) asked what voluntary and community organisations should do if they wanted a council presence at one of their events.

 

Shaun Rogan responded he is happy for his contact details to be given as the contact point for organisations.

 

 

2.         Peter Nathan (Director of Education) and Anna Vaughan (Head of Professional Learning) provided an update on the support given to Enfield schools in their work to deliver a diverse and inclusive curriculum that educates children and young people on systemic racism and our local diverse history.

 

2a.       Following on from the murder of George Floyd, a response from the professional learning department was necessary which began with a bespoke 10 session programme on “unconscious Bias and Anti-Racism (September 2020-March 2021). By Spring 2021 a professional learning offer was launched on a newly created portal from the Hub with antiracism showing as the first menu. This will help to deliver a higher quality service to our Enfield Schools. Feedback has been very positive.

 

2b.       Peter Nathan confirmed that the Council are fully committed to the anti-racism work that is being undertaken in the Borough’s schools.   Anti-racism talks are being delivered but there is still a lot of work to do.  Next year a Champions Programme is being introduced which will target groups that are not achieving as much as they should.  It is important to challenge, and targets have been set with Head Teachers.

 

2c.       Anna Vaughan (Head of Professional Learning) shared that one school who had engaged with the 10-session program had gone on to seek engagement with parents and students which has helped in generating real change. The program created a sense of community amongst those that attended evoking discussions and honesty, especially certain issues with the desired outcome of creating a more inclusive school environment.  All schools were informed about the 10-session program and are now being encouraged to engage with the new Anti-Racism menu of professional learning for 2021-2022.

 

2c.       A working party formed from Peter Nathan’s leadership group was critical to the creation of the 10-session program and data has been collected regarding feedback, this has been shared with Nexus Enfield who contributed funds for the program. During the 2021-2022 academic year, the working party will be reinstated to look at engagement to date, and next steps. 

 

In response the following comments/questions were received:

 

·         Cllr Erbil (Chair) thanked the Education Department on behalf of the Board. They have the most important role as can only tackle racism through education.

 

In response, Anna Vaughan advised that a number of schools participated in the program, with a small proportion having their whole staff attend in socially distanced locations.  It would be wonderful if all schools can engage.

 

·         Karen Maguire asked if the portal was for college students, primary or secondary schools.           

 

In response, the portal is focussed on early years and secondary but expanding the offer is worth exploring.  Action: Peter to talk to Barnet & Southgate College and CONEL.

 

 

3.         Karen Maguire (Strategic Property Services Gypsy Roma Traveller Lead Officer), updated the Board on the work with our partners to reduce discrimination experienced by Gypsy, Traveller and Roma communities in accessing education, healthcare and service provision. A short film to raise awareness can be viewed on the following link: https://new.enfield.gov.uk/services/your-council/grt/#2

 

3a.       There are 300,000 Gypsy, Roma and Traveller people in the UK which equates to 1 in every 200 people, and we estimate that 10,000 are Enfield residents.

 

3b.       Gypsy, Traveller and Roma people have the worst health outcomes of any ethnic group in Britain, in relation to educational attainment, health and employment. There are higher mortality rates and (anecdotally reported) incidences of suicide within Gypsy, Roma and Traveller communities than are found amongst the wider British population.          

 

3c.       The main objective of the Gypsy, Roma and Traveller Board is to encourage partnership working and collaboration with a cross section of professionals, community advocates and community members to proactively help and support Gypsy, Roma and Traveller residents in the borough.

 

3d.       We are working in collaboration with GRT community members, voluntary sector groups in Enfield, Schools, London Gypsy Travellers, GLA, MHCLG, NHS, CCG, and Metropolitan Police.

 

3e.       Through collaboration we now have 9 working thematic groups whom are currently drafting action plans that will eventually feed into Enfield’s first Gypsy, Roma and Traveller Strategy, which we envisage will go to full Cabinet late Autumn following extensive consultation. Each group has a departmental lead/sponsor. The thematic groups presently are as follows: Health & Wellbeing, Customer Experience & Journey (Heritage & Culture), Education, Community Engagement, Equalities Monitoring, Community Safety, Site Delivery, Financial Inclusion & Employment and the Census Working Group

 

3f.        There is now a dedicated web page with communications specifically for GRT communities in Enfield. https://new.enfield.gov.uk/grt.

 

3g.       The health workstream will include working with partners to gather evidence of health, wellbeing and support needs within these communities and gain a better understanding of health inequalities and barriers to accessing services; increase access and registration to primary healthcare; building referral pathways into secondary care and support services; promoting healthy lifestyle and wellbeing through outreach and education:

               

      Household Surveys on health & wellbeing capturing data to facilitate wrap around health care pathways.

      Campaign for mental health.

      Campaign for myth busting on immunisations.

      Campaign for Covid-19 vaccination uptake.

      Dental Care.

 

3h.      Enfield’s first GRT Strategy aims to address the barriers to accessing all service provision and make significant improvements, including access to funding streams. This will help the community to feel listened to, safe and part of the Borough.

In response the following comments/questions were received:

·         Cllr Akpinar asked if the data available was from the last census in 2011.

 

In response, Karen Maguire advised that only roughly 500 residents identified as Gypsy, Roma or Traveller in the 2011 census. The Council has funded a social media campaign for the 2021 census to encourage Gypsy, Roma and Traveller communities to complete the census form. The results of the census will inform how we can develop services to better support Gypsy, Roma and Traveller communities.

 

·         Nevaeh West-Lawson (Young Mayor) asked if the GRT people were pushed out of sites? 

 

In response Karen Maguire advised that the GRT community in Enfield predominantly live in bricks and mortar as we do not have any sites. A negotiating stopping policy is now being implemented for transient communities coming to Enfield, following new guidance from the Ministry of Housing, Communities and Local Government issues during the Covid-19 restrictions. Lockdowns.

 

·         Cllr Ergin Erbil (Chair) asked if a permanent site can be identified for Gypsy, Roma and Traveller communities all year round, and if so, the Council need to support this. 

 

In response Karen Maguire advised that through the accommodation needs assessment and wider stakeholder engagement, 21 pitches have been identified in addition to a temporary stop over site.  

 

·         Nick Chandra (Revival Christian Church of Enfield) advised that some of the Gypsy, Roma and Traveller community refrain from sending their children to school and there is a need to further educate the parents on this importance of schooling for their children.

 

In response Karen Maguire was aware of this issue. Discussions are being held with teachers to raise awareness of culture and actions taken through the Education Action Plan to better help and support Gypsy, Roma and Traveller children to achieve their dreams and aspirations. 

 

·         Cllr Ergin Erbil (Chair) advised that some communities find voting difficult and GRT community have always had an issue with this due to “no fixed abode”. 

 

In response, Karen Maguire stated that the use of the yellow cards for NHS access have been very successful for the transient community. Although Karen had not spoken to the wider community about voting, the Gypsy, Roma and Traveller Board will seek further advice and guidance. Action: Karen Maguire

 

Karen Maguire will come back to the Equalities Board in a few months to provide a further update. Action: Karen Maguire

 

 

4.         Tinu Olowe (Director of Human Resources and Organisational Development) provided an update on the increase in representation of Black and ethnic minorities in leadership positions across the Council’s workforce, so that it is proportionately representative of Enfield’s ethnic minority population by 2030, as follows:

 

4a.       As defined in the Equalities Act 2010, Enfield Council is committed to supporting and promoting the fair and equal treatment of all staff, ensuring that all the talented staff are encouraged to progress, remain and grow “in-house”.

 

4b.       The Council is committed to tackling inequality and embedding a diverse and inclusive workplace culture.  Ethnic minority employees represent 33.3% of our workforce, with the objective to increase representation of Black and ethnic minorities in leadership positions.

 

4c.       In respect of the ethnicity pay gap, the median hourly rate at Enfield Council is 3%.  Following a staff focus group four main themes were identified: recruitment and employment practices; career progression; learning and development; holding people to account. Work programmes are being developed and rolled out to address these themes.

 

4d.       Fairer Enfield EDI Policy 2021-2025 commitments were defined, with the following highlights:

 

·         Boldness to call out racism with a zero-tolerance outcome

·         Senior Leadership commitment

·         Ethnicity pay gap reporting

·         Equality Audit

·         Growing our own talent

·         Career development

·         Ultimate goal = “a happy and empowered workforce”

 

4e.       The Action Plan to end racism in the workplace includes:

 

·         Building an inclusive culture

·         Updating the annual workforce report to understand our data

·         Providing a safe environment to hold focussed and facilitated discussions, with ally/inclusions champions programmes.

·         Recruitment and selection policy to be reviewed and updated

·         Provide a diverse recruitment panel

·         Training on unconscious bias and language in line with the equalities training programme.

·         Black on Board development programme

·         Cultural and difficult conversations encouraged and supported

 

 

In response the following comments were received:

 

·         Cllr Ergin Erbil thanked Tinu Olowe for her presentation and stated that the 2021 census has included a specific ethnicity category for Kurdish people and that our workforce ethnicity categories should also reflect this. 

 

·         Cllr Huseyin Akpinar sought clarity on the 1% of those who refused to state their ethnicity.

 

In response, Tinu Olowe advised that those members of staff selected ‘prefer not to say’ regarding their ethnicity, as opposed to not completing the equality monitoring survey. The HR team is working with our software provider to update the terminology used.

 

·         Cllr Huseyin Akpinar asked for the ethnicity of the top 5% of earners in the Council.

 

Tinu Olowe noted that it may not be possible to disclose this information because the cohort would be small enough to identify individuals. She noted that the presentation provided a breakdown of ethnicity by pay grade. 

 

Nevaeh West-Lawson (Young Mayor) asked for further information on how reports of racism in the workplace are investigated and addressed.

 

In response, Tinu Olowe advised that the said individual initially makes a formal complaint, and a disciplinary investigation will then commence, which could lead to a hearing.  The panel will determine the outcome, with an appropriate sanction.

 

Supporting documents: