Enfield Jobcentre Plus White Supremacist Racist Activity 2

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CHECK!

YOU ARE IN CHECK YOU WHITE SUPREMACIST RACISTS

From: - - - - - - - -
To: ministers@dwp.gsi.gov.uk; stratford.appeals@jobcentreplus.gsi.gov.uk; contactus@communities.gov.uk; enquiries@geo.gsi.gov.uk; christiana.during@enfield.gov.uk; cllr.christine.hamilton@enfield.gov.uk; cllr.nneka.keazor@enfield.gov.uk; cllr.ozzie.uzoanya@enfield.gov.uk; info@equalityhumanrights.com; williamz.omope@enfield.gov.uk
Subject: Enfield Jobcentre Plus White Supremacist Racist Activity 2
Date: Tue, 19 Mar 2013 12:59:13 +0000

From: - - - - - - - - - - -

To: Phillipe Paraskevopoulos Advisor Team Manager Enfield Jobcentreplus 34 Windmill Hill Enfield EN2 7AL Tel: 0845 604 3719 Textphone: 0845 608 8551 Website: www.jobcentreplus.gov.uk

Date: 19 March 2013

Dear Phillipe Paraskevopoulos Advisor Team Manager Enfield Jobcentre Plus,

Thank you for your letter dated 14th march 2013 that I received 18 March 2013.

You wrote:

"I am writing to acknowledge receipt of your letter of complaint dated 27.02.13 by the ministerial team and myself, this is a joint response and you will not receive a second letter from the ministerial team."

That information is not correct.

I have not made a complaint at this stage. I have been advised by the Race Equality Secret Service (RESS) working effectively together with the Black National Party (BNP) that I, a Black person IC3, B9, BEUR should continue with this inquiry, gathering evidence, establishing facts, building a case and charging up power.

1. Are you, Phillipe Paraskevopoulos, an IC2 Dark European, W9, dark eyed, dark haired, Melanochroid?

The illustrated Police Race Codes and Census Ethnicity Codes have been provided below for your convenience.

You wrote:

"I have investigated the racism allegation and your complaint is not upheld on this matter."

That information is not correct.

There has been no racism allegation from me. I am making an inquiry.

A doubt has arisen about how serious the DWP is about its equal opportunities policies as a result of the management of the Enfield Jobcentre Plus.  I, a Black person IC3, B9, BEUR, am making an inquiry, gathering evidence, establishing facts, building a case and charging up power.

2. Can you feel this power, Phillipe Paraskevopoulos?

You wrote:

"We will not comply with your request for any member of staff to disclose or deny the information you have requested, or disclose their racial identity. All DWP staff are covered by our Diversity and Equality Policy and by legislation and we thoroughly investigate any complaints we receive."

 

You have refused to comply, therefore, I, a Black person, IC3, B9, BEUR, perceive this action and/or inaction as direct or indirect White Supremacist Racist behaviour and disorderly behaviour in sight of a Black person who is being caused Racially Aggravated Harassment, Alarm and Distress contrary to section 5 (1) (A) of the Public Order Act 1986 thereby. I, a Black person, IC3, B9, BEUR, suspect that the management of Enfield Jobcentre Plus have White Supremacist Racists working directly and indirectly to confuse, abuse, exploit, cripple and kill Black and Non-White people. Race Hate Criminals.

 

You wrote:

"Please find a copy of the Diversity and Equality Policy statement for DWP, which includes Enfield Jobcentre. There is no requirement for each Jobcentre to develop its own policy. The Department is committed to providing services which embrace diversity and which promote equality of opportunity including for people of different race. Race is a protected characteristic under the Equality Act 2010. For the purposes of the Act, race includes colour, nationality and ethnic or national origins."

The Department for Work and Pensions (DWP) wrote:

"Every person working for the Department has a personal responsibility for implementing and promoting these principles in their day-to-day dealings with customers, with each other and with partners. Inappropriate behaviour is not acceptable.

We will measure and report and report on the effectiveness of our service delivery and employee policies and processes in relation to these principles, by building performance monitoring and management information requirements into policy and product development. This information will be used to inform future policy and to enhance business processes."

It is evident that the management of Enfield Jobcentre Plus have failed to provide evidence of the implementing and promotion of Race Equality principles in their day-to-day dealing with customers. The management of Enfield Jobcentre Plus has failed to provide evidence of reporting on the effectiveness of Race Equality policies and processes in regard to Race Equality principles. This has resulted in a Black person, IC3, B9, BEUR, experiencing direct and/or indirect White Supremacist Racist behaviour and disorderly behaviour who is being caused Racially Aggravated Harassment, Alarm and Distress contrary to section 5 (1) (A) of the Public Order Act 1986 thereby. This has caused, a Black person, IC3, B9, BEUR, to suspect that the management of Enfield Jobcentre Plus have White Supremacist Racists working directly and indirectly to confuse, abuse, exploit, cripple and kill Black and Non-White people. Race Hate Criminals.

You wrote:

"Finally I would also like to add that in the last part of your letter you imply that failure to comply with your request 'there will be serious trouble for the management of Enfield Jobcentre', therefore I would like to remind you as mentioned in my original letter dated 20th February 2013, such behaviour towards the Department for Work & Pensions staff is unacceptable and you I would respectfully request that in future you moderate your language to ensure that you do not cause offence."

3. What behaviour towards the Department for Work & Pensions staff are you referring to, exactly?

4. What language have I, a Black person, IC3, B9, BEUR, used that needs to be moderated, exactly?

The White Supremacist Racists have the smartest, cleverest, most sophisticated, most deceptive, most ruthless and most powerful members club / network in the known world.

Black and non-white people have been made stupid, dizzy, deluded, confused and severely retarded about what Racism is and how Racism works as a result of White Supremacist Racist conditioning since childhood.

The POWER of White Supremacist Racist people is being neutralised, by the Race Equality Secret Service (RESS) working together with the Black National Party (BNP), in a civilised, orderly, non-violent, dignified and peaceful manner to humble White Pride World Wide for the greater good .

If you check the facts against the clock you will see that the White Supremacist Racists are losing power and getting weaker every 24 hours as a result of the valuable and magnificent work being done by the members of the impregnable Race Equality Secret Service (RESS) and the invincible Black National Party (BNP) working from the Moral High Ground in righteousness, glory and majesty.

You White people of Britain are encouraged to join the "BritDems" (British Racial Democratic Party) and sort yourselves out for Racial Equality.

Kind regards
- - - - - - - - -  (IC3, B9, BEUR)

__________________________________________________________

- - - - - - - -

Jobcentreplus Department for Work and Pensions Enfield Jobcentreplus 34 Windmill Hill Enfield EN2 7AL Tel: 0845 604 3719 Textphone: 0845 608 8551 Website: www.jobcentreplus.gov.uk Date: 14 March 2013

Dear - - - - - - - -

I am writing to acknowledge receipt of your letter of complaint dated 27.02.13 by the ministerial team and myself, this is a joint response and you will not receive a second letter from the ministerial team.

I am sorry to hear that you are unhappy with the letter I sent you following the incident you were involved in on 20th February 2013 at Enfield Jobcentre Plus. I am please that you do not wish such an incident to occur again and apologise that you feel you have received poor job seeking advice, we want to give you the best service we can and for you to be happy with the advice we give you and the way we treat you.

We are very keen to help & support you in finding work and I have spoken with your Advisor and who can provide you with any additional advice and support that you require on your next attendance. In addition to this if you would like further assistance in finding work you can provide us with an up to date copy of your CV which we can pass to our Employer Advisor Team who can also match you to any suitable vacancies.

I can also confirm that we expect our staff to conduct themselves professionally, respectfully and courteously at all times. Equally we expect similar behaviour and an appropriate level of respect from our customers, and I should also like to add that the Department takes its equal opportunities policies extremely seriously. Therefore, having read your letter I must advise you that this references you have made, whatever your intention, can be viewed by others as offensive and, as a result they as inappropriate. Therefore, I would respectfully request that in future you moderate your language to ensure that you do not cause offence.

In response to the points you have raised in your letter I would also like to add the following:

1. I have investigated the racism allegation and your complaint is not upheld on this matter.
2. We will not comply with your request for any member of staff to disclose or deny the information you have requested, or disclose their racial identity. All DWP staff are covered by our Diversity and Equality Policy and by legislation and we thoroughly investigate any complaints we receive.
3. Please find a copy of the Diversity and Equality Policy statement for DWP, which includes Enfield Jobcentre. There is no requirement for each Jobcentre to develop its own policy. The Department is committed to providing services which embrace diversity and which promote equality of opportunity including for people of different race. Race is a protected characteristic under the Equality Act 2010. For the purposes of the Act, race includes colour, nationality and ethnic or national origins.
4. I have also attached a link below for the Legislation.gov.uk website for more information about the Equality Act 2010.

http://www.legislation.gov.uk/ukpga/2010/15/contents

Finally I would also like to add that in the last part of your letter you imply that failure to comply with your request 'there will be serious trouble for the management of Enfield Jobcentre', therefore I would like to remind you as mentioned in my original letter dated 20th February 2013, such behaviour towards the Department for Work & Pensions staff is unacceptable and you I would respectfully request that in future you moderate your language to ensure that you do not cause offence.

At Jobcentre Plus we always aim to provide a high level of customer service. We welcome all your comments, complaints, or ideas for things we could improve. Your feedback helps us look at what we do and how we could do better. If you have any further questions please do not hesitate to contact me.

Yours sincerely,

Signed . . .

Phillipe Paraskevopoulos

Advisor Team Manager

Enfield Jobcentre Plus

_________________________________________________________

Department of Work and Pensions (DWP)

Diversity and Equality Policy Statement - our statement of commitment

"The Department is committed to providing services which embrace diversity and which promote equality of opportunity. As an employer we are also committed to equality and valuing diversity within our workforce. Our goal is to ensure that these commitments, reinforced by our Values, are embedded in our day to day working practices with all our customers, colleagues and partners".

We will provide equality of opportunity and will not tolerate discrimination on grounds of: gender, gender identity, marital status, sexual orientation, race, colour, nationality, religion, age, disability, HIV positivity, working pattern, caring responsibilities, trade union activity or political beliefs - or any other grounds.

We will demonstrate our commitment by:

• Promoting equality or opportunity and diversity within the communities in which we work and with all our partners and workforce.
• Aiming to build a workforce which reflects our customer base, within the diverse communities in which we work, with the aim of having parity of representation across the workforce.
• To do this by encouraging recruitment from groups currently under representated in the Department, and progression once within the Department.
• Treating our customers, colleagues and partners fairly and with respect.
• Promoting an environment free from discrimination, bullying and harassment, and tackling behaviour which breaches this.
• Recognising and valuing the differences and individual contribution that people make.
• Providing support and encouragement to staff to develop their careers and increase their contribution to the organisation through the enhancement of their skills and abilities.
• Building in legislative requirements and best practice to all our service delivery and employee policies and procedures, and supporting these with appropriate training and guidance.

Every person working for the Department has a personal responsibility for implementing and promoting these principles in their day-to-day dealings with customers, with each other and with partners. Inappropiate behaviour is not acceptable.

We will measure and report and report on the effectiveness of our service delivery and employee policies and processes in relation to these principles, by building performance monitoring and management information requirements into policy and product development. This information will be used to inform future policy and to enhance business processes.

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• Modified: 26/11/2009

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THE
HOLY BOOK OF RACIAL GOVERNMENT

Source: http://www.education.gov.uk/escs-isb/standardslibrary/a0077051/ethnicity-data-standard