UNITED RACES: Foreign & Commonwealth Office Race Relations 3

Foreign & Commonwealth Office Race Relations 3

From: derrick_lynch@hotmail.co.uk
To: d&i.team@fco.gov.uk; diversity2@fco.gov.uk; publiccorrespondence@cabinetoffice.gov.uk
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Subject: Re: Foreign & Commonwealth Office Race Relations Internal Review
Date: Wed, 24 Jun 2015 13:27:58 +0100

Dear Diversity and Inclusion Team, Foreign & Commonwealth Office,

Thank you for your reply.

You wrote:
" the FCO has a Public Sector Equality Duty under the Equality Act to consider, in our day to day work, the needs of people who share protected characteristics . . . . "

I am sorry to inform you that the Foreign & Commonwealth Office is failing the Public Sector Equality Duty under the Equality Act, apparently. This is a direct threat to Equality, Rights and Decency in the Foreign & Commonwealth Office, possibly.

There appears to be a Race missing in all the Foreign & Commonwealth Office reports that are supposed to be addressing the problem of Race Relations.

If the Foreign & Commonwealth Office does not recognise or use the series of race classifications set out by the British Police, what series of Race classifications does the Foreign & Commonwealth Office use?

How is it possible for the Foreign & Commonwealth Office to have "due regard" for the protected groups as the Public Sector Equality Duty (Equality Act 2010) requires if the Foreign & Commonwealth Office does not use any Racial classifications?

I fail to see how the Foreign & Commonwealth Office can have "due regard" for Race Relations without having any Racial monitoring data and an effective Race Relations policy.

It appears that the Foreign & Commonwealth Office has made no effort to record, monitor and report on the difference between the IC1 White North European Race (Caucasoid) and the IC2 Dark South European Race (Melanochroid). It is possible that there could be horrific inequalities between the IC1 White North European Race (Caucasoid) and the IC2 Dark South European Race (Melanochroid) that have not been reported due to this Racially Aggravated Negligence.

May I remind you of the need to take your obligations under the Equality Act very seriously. No Racial data in the Foreign & Commonwealth Office reports is evidence of Racially Aggravated Gross Misconduct that is resulting in Racially Aggravated Disorderly Behavior.

A survey should be done immediately to find out what is going on between the European Races and how this Racially Aggravated Negligence is impacting international relations and community cohesion.

________________________________________________________________

The Public Sector Equality Duty (Equality Act 2010) requires public authorities to have ‘due regard’ to the need to:

1. Eliminate discrimination, harassment and victimisation and any other conduct that is prohibited by or under the Act.

2. Advance equality of opportunity between people who share a relevant protected characteristic and people who do not share it.

3. Foster good relations between people who share a relevant protected characteristic and those who do not share it.

I am concerned about the management of European Race Relations and not about Ethnicity Relations or Diversity Relations.

Race a Protected Characteristic

As you probably know Race is one of the "Protected Characteristics" in the Equality Act 2010.

Refers to the protected characteristic of Race. It refers to a group of people defined by their race, colour, and nationality (including citizenship) ethnic or national origins.

Note 1: http://www.equalityhumanrights.com/private-and-public-sector-guidance/guidance-all/protected-characteristics

Race as defined by the British Police

Code

Ethnicity

IC1

White - North European / White European

IC2

White - South European / Dark European

IC3

Black

IC4

Asian (in the UK Asian refers to people from the Indian subcontinent like India, Pakistan, Bangladesh, Nepal)

IC5

Chinese, Japanese, or other South East Asian

IC6

Arabic or North African / Middle Eastern / Mixed Race

IC9

Unknown

Note 2: http://en.wikipedia.org/wiki/IC_codes#cite_note-mpabriefing-2

Please follow these links to understand the Official British Government codification of the differences between Race and Ethnicity.

Source:http://policeauthority.org/metropolitan/publications/briefings/2007/0703/index.html

Source: http://century.guardian.co.uk/1970-1979/Story/0,6051,106880,00.html

Race not to be confused with Ethnicity

I have given the link to the Ethnicity Data Standard as specified by the Information Standards Board to make it clear that I am not asking for Ethnicity information.

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

Failure to manage Race Relations effectively results in the failure to address the problem of Racism.

________________________________________________________________

Race Relations Internal Review Requested - Danger of Racism

Please could you arrange for the person/s responsible for Diversity, Equality, Rights and Decency in the Foreign & Commonwealth Office to send me a full explanation for the missing European Race.

Please could you send me the contact email for the person responsible for Diversity, Equality, Rights and Decency in the Foreign & Commonwealth Office.

It is very clear that the Police recognise the Racial difference between the IC1 White North European (Caucasoid) and the IC2 Dark South European Races (Melanochroid) and record and use this data for Race Relations purposes.

I am horrified that no effort is being made apparently to achieve European Race Equality. It is possible that the poor management of Race and Ethnicity in the Foreign & Commonwealth Office is impacting policy in the Foreign & Commonwealth Office and impacting the quality of the decisions being made in the Foreign & Commonwealth Office.

It is possible that there are poor Race Relations between the IC1 White North European Race (Caucasoid) and the IC2 Dark South European Race (Melanochroid) in the Foreign & Commonwealth Office and that this dreadful inequality is impacting relations between other Races and causing the Foreign & Commonwealth Office unknown problems.

I am concerned that poor management of Race Relations in the Foreign & Commonwealth Office is resulting in Racially Aggravated Gross Misconduct which is making the Foreign & Commonwealth Office not fit for purpose.

Please process this request for information as an Internal Review.

I look forward to a full reply on this very serious issue.

King regards

Derrick Lynch, Black, IC3, B9, BEUR

______________________________________________________________________

Diversity and Inclusion

WHG.104

King Charles Street

SW1A 2AH

Tel: 02070085054

Fax: www.fco.gov.uk

Derrick Lynch

5 Hedge Hill

Enfield

EN2 8RU

24 June 2015

Dear Mr Lynch,

Thank you for your reply of 4th June 2015 to our letter dated 2nd June 2015.

In your reply you have raised the absence of the term “race relations” in our strategies and asked whether this might impact our due regard for staff.

The Equality Act 2010 replaced a range of related anti-discrimination legislation, including the 1976 Race Relations Act, with a single act. As a government department, the FCO has a Public Sector Equality Duty under the Equality Act to consider, in our day to day work, the needs of people who share protected characteristics and to have due regard to the need to:

 Eliminate unlawful discrimination, harassment and victimisation and other conduct prohibited by the Act.

 Advance equality of opportunity between people who share a protected characteristic and those who do not.

 Foster good relations between people who share a protected characteristic and those who do not.

Race is one of the “protected characteristics”, under the Equality Act 2010, and includes colour, nationality, ethnic or national origins. We monitor data on these protected characteristics for our staff in line with current Civil Service diversity monitoring guidance which in turn reflects the criteria used in the National Census: http://www.civilservice.gov.uk/wp-content/uploads/2012/03/Equalities-Monitoring-Guidance-final.pdf. We use this data to inform and evaluate how effectively our policies meet our Public Sector Equality Duty, in particular ensuring there are policies in place to tackle any discrimination and that staff from all backgrounds feel included and are able to progress.

Through all our policies for staff, we are committed to an inclusive and respectful workplace where all staff have the opportunity to maximise their potential, where difference is valued and where we recruit and support the most talented people from all backgrounds.

Yours sincerely

Diversity and Inclusion Team

From: D&I.Team@fco.gov.uk
To: derrick_lynch@hotmail.co.uk
Subject: RE: Foreign & Commonwealth Office Race Relations
Date: Wed, 24 Jun 2015 08:44:19 +0000

Dear Mr Lynch,

Please find attached our response to your queries.

Regards

Diversity and Inclusion Team

From: Derrick Lynch [mailto:derrick_lynch@hotmail.co.uk]
Sent: 04 June 2015 12:27
To: D&I Team (Sensitive); diversity2@fco.gov.uk; publiccorrespondence@cabinetoffice.gov.uk
Cc: info@irr.org.uk; george.ruddock@gvmedia.co.uk; omar@runnymedetrust.org; mail@davidlammy.co.uk; lammyd@parliament.uk; james.nazroo@manchester.ac.uk; williamssb@parliament.uk; everton_young@yahoo.co.uk; toyin@ligali.org; sgrover@tmg-uk.org; sscott@tmg-uk.org
Subject: RE: Foreign & Commonwealth Office Race Relations

Dear Diversity and Inclusion Team, Foreign & Commonwealth Office,

Thank you for your reply.

You wrote:

"The FCO are committed to the Civil Service Talent Action Plans and we publish annual Diversity and Equality reports to be transparent about our performance. "

I have read the Foreign & Commonwealth Office "Refreshed Talent Action Plan: Removing the barriers to success March 2015" and have not been able to find any specific reference to Race Relations. Please specify exactly where Race Relations is mentioned / addressed.

You wrote:

"The FCO’s “Fairness for All” strategy set a target for 5% black and ethnic minority (BME) staff in the FCO Senior Management Service (SMS). In October 2014, the FCO"

I have read the Foreign & Commonwealth Office "Fairness for All" and have not been able to find any specific reference to Race Relations. Please specify exactly where Race Relations is mentioned / addressed.

You wrote:

"The FCO has implemented a broad range of initiatives to help support BME talent including: tailored sponsorship; "

Question 1:

Are any White people included in the BME talent initiative?

I was unable to find any information about Race Relations in the Foreign & Commonwealth Office Diversity and Inclusion Reports. There is information about BME but nothing specifically about Race Relations.

I fail to see how the Foreign & Commonwealth Office can have "due regard" for Race Relations without having any Racial data.

I am finding that the Diversity and Inclusion Reports disappointingly reveal much about the values, ethos and culture in the Foreign & Commonwealth Office with regard to Race Relations.

There appears to be a Race missing in the Diversity and Inclusion reports. It appears that no effort has been made to record, monitor and report on the difference between the IC1 White North European Race (Caucasoid) and the IC2 Dark South European Race (Melanochroid). It is possible that there could be horrific inequalities between the IC1 White North European Race (Caucasoid) and the IC2 Dark South European Race (Melanochroid) that have not been reported.

Question 2:

Does the Foreign & Commonwealth Office record, monitor and report on Race Relations between the IC1 White North European Race (Caucasoid) and the IC2 Dark South European Race (Melanochroid), like the Police do?

________________________________________________________________

The Public Sector Equality Duty (Equality Act 2010) requires public authorities to have ‘due regard’ to the need to:

1. Eliminate discrimination, harassment and victimisation and any other conduct that is prohibited by or under the Act.

2. Advance equality of opportunity between people who share a relevant protected characteristic and people who do not share it.

3. Foster good relations between people who share a relevant protected characteristic and those who do not share it.

I am concerned about the management of European Race Relations and not about Ethnicity Relations or Diversity Relations.

Race a Protected Characteristic

As you probably know Race is one of the "Protected Characteristics" in the Equality Act 2010.

Refers to the protected characteristic of Race. It refers to a group of people defined by their race, colour, and nationality (including citizenship) ethnic or national origins.

Note 1: http://www.equalityhumanrights.com/private-and-public-sector-guidance/guidance-all/protected-characteristics

Race as defined by the British Police

Code

Ethnicity

IC1

White - North European / White European

IC2

White - South European / Dark European

IC3

Black

IC4

Asian (in the UK Asian refers to people from the Indian subcontinent like India, Pakistan, Bangladesh, Nepal)

IC5

Chinese, Japanese, or other South East Asian

IC6

Arabic or North African / Middle Eastern / Mixed Race

IC9

Unknown

Note 2: http://en.wikipedia.org/wiki/IC_codes#cite_note-mpabriefing-2

Please follow these links to understand the Official British Government codification of the differences between Race and Ethnicity.

Source:http://policeauthority.org/metropolitan/publications/briefings/2007/0703/index.html

Source: http://century.guardian.co.uk/1970-1979/Story/0,6051,106880,00.html

Race not to be confused with Ethnicity

I have given the link to the Ethnicity Data Standard as specified by the Information Standards Board to make it clear that I am not asking for Ethnicity information.

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

Failure to manage Race Relations effectively results in the failure to address the problem of Racism.

________________________________________________________________

Race Relations query

Please would you send me the contact details of the person responsible for Race Relations in the Foreign & Commonwealth Office who may be able to help me find any Foreign & Commonwealth Office information showing that “due regard” has been exercised in recording and monitoring Race Relations between the IC1 White Northern European Race (Caucasoid) and the IC2 Dark Southern European Race (Melanochroid) as required by the Public Sector Equality Duty (Equality Act 2010).

It is very clear that the Police recognise the Racial difference between the IC1 White North European (Caucasoid) and the IC2 Dark South European Races (Melanochroid) and record and use this data for Race Relations purposes.

I am very concerned that no effort is being made to achieve European Race Equality. It is possible that the poor management of Race and Ethnicity in the Foreign & Commonwealth Office could be impacting policy in the Foreign & Commonwealth Office and impacting the decisions being made in the Foreign & Commonwealth Office.

It is possible that there are poor Race Relations between the IC1 White North European Race (Caucasoid) and the IC2 Dark South European Race (Melanochroid) in the Foreign & Commonwealth Office and that this dreadful inequality is impacting relations between other Races and causing Foreign & Commonwealth problems.

I am concerned that poor management of Race Relations in the Foreign & Commonwealth Office is resulting in misconduct which is making the Foreign & Commonwealth Office not fit for purpose.

I look forward to a reply on this very serious issue.

King regards

Derrick Lynch, Black, IC3, B9, BEUR

______________________________________________________________

The FCO’s Inclusion & Diversity Strategy 2008-13 (Final)
To request alternative formats please email: diversity2@fco.gov.uk or call 0207 008 5179

______________________________________________________________

Diversity and Inclusion
WHG.104
King Charles Street SW1A 2AH
Tel: 020 7008 5054 Fax: www.fco.gov.uk

Derrick Lynch
5 Hedge Hill
Enfield
EN2 8RU

02 June 2015

Dear Derrick Lynch

1. The Foreign & Commonwealth Office Race Relations Policy.

I attach the most recently-published FCO diversity strategy, the 2008-13 “Fairness for All” strategy. I also attach the current Civil Service Talent Action Plan, launched in March 2015. The FCO are committed to the Civil Service Talent Action Plans and we publish annual Diversity and Equality reports to be transparent about our performance.

2. A Foreign & Commonwealth Office report on how the Race Relations Policy has been performing to date.

The FCO’s “Fairness for All” strategy set a target for 5% black and ethnic minority (BME) staff in the FCO Senior Management Service (SMS). In October 2014, the FCO
Management Board committed to continue the strategy, which has increased the proportion of BME staff in the SMS to 4.1%. The FCO Management Board also set a new five-year target of 7% BME staff in the SMS by 2019.

3. Details of how the Foreign & Commonwealth Office manages and monitors Race Relations.

The racial or ethnic identity with which an individual chooses to identify is not self-evident. All FCO UK based staff are asked to provide diversity information, including about their ethnicity. This data is supplied on a voluntary basis. The FCO is working to improve diversity declaration rates by staff.
The FCO has implemented a broad range of initiatives to help support BME talent including: tailored sponsorship; leadership programmes; supporting flexible and part-time working; emphasising the importance of diverse interview short lists; and promoting unconscious bias awareness training. To bring in external diverse talent, the FCO has also developed a large scale outreach programme involving universities and schools, which was commended at the

C:\Users\yhaji\AppData\Local\Microsoft\Windows\Temporary Internet Files\Outlook Temp\150502 Derrick Lynch (2).docx

2014 Race for Opportunity awards. This was aimed at the recruitment, progression and development of BME staff. The campaign aimed to improve young peoples’ understanding of the organisation and to encourage more applications to our Fast Stream programme, particularly from BME communities. It also includes a leadership programme for high performing BME staff to prepare them for senior management and other targeted career development courses, mentoring and coaching.

4. Details of how many Black people are in and have been in Senior Management positions in the Foreign & Commonwealth Office.

The information requested is personal data relating to the specific ethnicity of employees, the disclosure of which would contravene one of the data protection principles. By separating out a specific ethnicity the data given by employees would be being used in a way contrary to what they expected. Therefore we cannot provide you with past or present data for Black people in the SMS.

Yours Sincerely

Diversity and Inclusion

From: D&I.Team@fco.gov.uk
To: derrick_lynch@hotmail.co.uk
Subject: FCO Response
Date: Thu, 4 Jun 2015 09:57:46 +0000

Dear Derrick

Please find attached our response your request.

1. Response.

2. FCO Diversity Strategy 2008-2013 which has been extended to 2015.

3. Talent Action Plan

4. Refreshed Talent Action Plan

Regards

Diversity and Inclusion Team

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