Back to Top

Blogs

Jeremy Crook seconded to HMPPS

Mar 28, 2018

Jeremy Crook, Chief Executive of BTEG, will be seconded to HM Prison & Probation Service for three days a week from 1st May 2018.  His role will be Race - External Liaison & Learning Lead. This post has been created as part of HMPPS’s response to the conclusions and recommendations in the David Lammy review of race and the criminal justice system.

Jeremy has led BTEG for 26 years and welcomes the opportunity to have a new challenge. This is his second secondment to the Civil Service and the learning from the first secondment was very useful for him, BTEG and BTEG’s network.

The BTEG Board have created a new role for the period of Jeremy’s secondment - Deputy Chief Executive (DCE). This post will be filled by Tebussum Rashid, currently BTEG’s Head of Volunteering and Innovation. Tebs has been a big part of BTEG’s success to date and the Board is confident she will drive the Group and help shape its future.

Jeremy will remain the Chief Executive, employed by BTEG and be responsible for the overall delivery of BTEG’s mission.

Promoted on front-page slideshow: 
off

Routes2Success extended to include ethnic minority females

Feb 28, 2018

Routes2Success is now in its fourth year of delivery. Initially it focussed on black males from African, Caribbean and mixed backgrounds. Following a consultation with over 100 young girls regarding role model programmes the programme has been extended to include ethnic minority females.

Young males of African, Caribbean and mixed origin and ethnic minority girls and young women don't reach their full potential in education and employment.  Routes2Succes aims to inspire, motivate and raise the attainment of ethnic minority females and black males aged 11-25 in education, employment and entrepreneurship. We do this by using a dedicated volunteer force of successful role models from ethnic minority backgrounds who act as role models for the young people.

The programme engages with a range of stakeholders including young black males, ethnic minority females, parents, role models, schools, pupil referral units, youth offending institutions and local community organisations. It is funded by John Lyons Charity and benefits children and young people up to the age of 25 who live in nine boroughs in northwest London: Barnet, Brent, Camden, Ealing, Hammersmith & Fulham, Harrow, Kensington & Chelsea and the Cities of London and Westminster.

What are the aims of the programme?

Routes2Success will:

  • Inspire young people at risk of becoming NEET (Not in education, employment or training) to continue in school or college.

  • Encourage young people to have career ambitions which are not constrained by ethnic or gender stereotypes and have realistic plans for how they will achieve their ambitions.

  • Help young people have a better understanding of the skills and qualifications employers want.

How can you get involved?

BTEG want schools, care homes, community groups, colleges, universities, youth offending services and pupil referral units to contact us to discuss how we can best support their young people on the R2S programme.

Any organisations outside of the nine boroughs that we are funded to work with can also contact us to see what we can offer.

Contact the Programme Manager:

Brianna Cyrus Brianna@bteg.co.uk / 0207832 5840

Promoted on front-page slideshow: 
on

Tackling the youth justice crisis for BAME children must involve addressing their treatment by the Police

Feb 12, 2018

The Lammy review into the treatment and outcomes for Black Asian and Minority Ethnic (BAME) people in the criminal justice system was launched in September and the Government responded just before Christmas. Lammy cited the youth justice system as his ‘biggest concern’ with a near decade of improving outcomes for white children and a simultaneous deterioration of those experienced by BAME children.

But what Lammy’s review clearly demonstrated was that although youth justice was the area where he had most concerns, the terms of reference of his review did not provide the scope for him to map out a route to comprehensively address the challenge. What happens in what could be described as the pathways into the youth justice system in education, the care system and children and adolescent mental health services are critical along with policing.

When we look into what is happening around policing and BAME children, the figures and, we believe, the underlying culture is a major cause for concern. In our view, this problematic culture is demonstrated by a lack of recognition of the problem by the police and statutory partners which could be in breach of their statutory obligations.

For example, research by the Howard League for Penal Reform found that, although across England and Wales police forces made fewer than 88,000 arrests of children in total in 2016, BAME children accounted for 26% of all child arrests. The Children’s Rights Alliance for England (CRAE) research has revealed that in 2016 more than a third (36%) of children detained overnight in police cells in England were from BAME backgrounds. We think there is a pattern of ethnic disproportionality in policing which is impacting on BAME children and young people.

That’s why BTEG and CRAE, with the support of a number of knowledgeable organisations in the field of children’s services and race equality, have written to Sir Tom Winsor, HM Chief Inspector of Constabulary, Fire and Rescue Services (HMICFRS). We are requesting that conducts a national thematic review into the treatment of children and young people from BAME groups with specific focus on police forces’ legal duties with regards to safeguarding children and their duties under the Equality Act 2010.

One of the forces we are most concerned about is the Metropolitan Police Service (MPS). Some of the MPS’s  own data (obtained through CRAE’s Freedom of Information requests and detailed in this briefing) shows stop and search is used disproportionately on BAME children in London with over half (54%) of all stop and searches on children in 2016 being o BAME children (with the disparity starkest in relation to black boys and young men who accounted for 37% of all stops and searches).

  • In 2016 at least 540 children in London were subjected to `more thorough’ or `strip searches’ with BAME children accounting for 71% of these intrusive searches.

  • In 2016, 8275 children were detained overnight in MPS custody. Nearly two thirds of these children were from BAME backgrounds (with black children accounting for 41% of all children detained overnight).

  • In 2008 after Tasers were introduced, MPS officers used them on children 9 times. Yet in the first 9 months of 2016 alone Tasers were used 118 times (including being fired 5 times.) Nearly 70% of these uses in 2016 were on BAME children.

  • From December 2016 to July 2017, the MPS conducted an initial pilot of the use of spit hoods in five custody suites. Since then the trial of the devices was rolled out to all custody suites in London. By the end of September 2017 there had been at least 7 uses of spit hoods on children (the youngest child being 15 years old.) Of these, four uses were on BAME children.

A national thematic review would provide an opportunity to address highly pertinent questions regarding the legal obligations and policy frameworks that the police work within and address crucial questions around the underlying policing culture in relation to BAME children.

CRAE and BTEG set out a number of key questions in the letter to Sir Tom including:

  • Is there effective and regular monitoring in place, including analysis of data by ethnicity?

  • Are regular equality impact assessments conducted across all policing activities which include an element of external challenge and are they published and used to develop improvement action plans? This is a requirement under the Equality Act.

  • Are disparities that are evident in force’s own data underpinned by differential treatment and stereotypes of BAME children and young people? Are forces acknowledging the potential for institutionalising differential treatment and how are they tackling this?

  • Is challenge given to the force through local multi-agency arrangements established to safeguard children and are these partners challenging forces on disproportionate treatment of BAME children and young people?

If we want to meet the challenge David Lammy has set around BAME children and youth justice we have to address policing. At BTEG we hope Sir Tom Winsor will carry out this review which could provide a much needed objective analysis of the current position.

 

Promoted on front-page slideshow: 
off

The Government’s response to the Lammy Review - BTEG’s view

Feb 05, 2018

In December the Government launched its response to the Lammy review. The review made 35 recommendations to improve outcomes within the justice system in England and Wales for BAME communities.  Since then we have had a change in Justice Secretary with David Liddington MP departing to the Cabinet Office and David Gauke MP becoming the fifth incumbent in the role within the last four years.

A great deal of media coverage on the day of the launch focused on recommendation 16 from the review on the setting of target for the appointment of judges and magistrates. BAME individuals make up only 7% of judges and 11% of magistrates. This was the one recommendation the Government decided not to take forward. 

The issue of low levels of trust and confidence in the justice system from BAME groups was a central theme in the Lammy review and David Lammy has expressed his disappointment that the government did not pledge to go further to address ethnic diversity in the judiciary and magistracy. We agree with the importance of setting a target and want to see the judiciary do more to unlock the blockages that persist for BAME lawyers. The Government’s response had very little to say about the magistracy but we think a new drive to attract more BAME lay magistrates would see our magistrates courts reflecting the national BAME profile of 14%.

From our perspective at BTEG there were a number of points from the Government response that we welcomed particularly:

  • Recommendation 10 - A positive response to the proposal around deferred prosecutions building on the West Midlands Operation Turning Point with an emphasis on addressing ethnic disproportionality. The Mayor’s Office for Police and Crime in London is considering a pilot scheme. Our view at BTEG is that a pilot should be developed for the youth justice system which should be targeted at helping to address the challenge of ethnic disproportionality within the system.

  • Recommendation 17 - The recommendation for the development of a maturity assessment tool and that HMPPS is currently piloting this with offenders aged 18-25 in the adult system. The review highlights the growing neurological evidence around the development of the brain and that many young adults lack the maturity to make informed decisions up to and beyond their mid 20’s.  BAME young people who the review identify as being under diagnosed with regards to neurological conditions such as ADHD and Asperger’s syndrome should benefit from a greater recognition and assessment  of the role of maturity throughout the justice system.

  • Recommendation 34 - A strong commitment to address and rebalance the criminal records check framework as soon as relevant legal cases that are waiting to be heard are concluded. Employment and BAME communities is a key area of work for BTEG and the disparities in the employment market highlighted in the Government’s race disparity audit are further compounded for BAME offenders and clearly a major impediment to successful rehabilitation.

But there are areas where we are concerned.

  • BAME women - There are no specific recommendations for BAME women. However the review highlighted a number of concerns including disproportionately heavier sentencing for drug related offences.  At BTEG we noted the rise in the female offender population to numbers above 4000 for the first time in nearly 20 years which was disappointing. The impact of female incarceration on BAME communities and children in particular is huge.  BAME women and the disparities they face must get a greater recognition within the female offender strategy which should have reducing the number of women in prison at its heart.

  • Recommendation 31 - Despite the Young Review making the case for a greater role to be played by BAME led organisations this recommendation did not go far enough in addressing these imbalances in commissioning and representation. The focus primarily on Community Rehabilitation Companies supply chains was limiting and negated to reflect the Government’s difficulties in grappling with funding levels and supply chains generally. We welcome the MOJ taking a broader look at this issue encompassing a wider view of commissioning across the justice system.

  • The responses to the proposals around prisons are generally positive. However the difficulty of implementing these changes within the current instability in the prison system is a worry.

  • The Youth Justice System is our biggest area of concern. David Lammy in his review intimated at a lack of leadership on this issue and laid a great emphasis on the context of a more than decade long improvement in outcomes for white youngsters in terms of the numbers of first time entrants and those coming into custody with the vivid contrast to the outcomes for BAME youngsters. Our experience of highlighting this issue primarily with the Youth Justice Board (YJB) for the past seven years would lead us to concur with Lammy’s analysis. The response in our view has been frustratingly inadequate and has lacked a clear plan to reduce the number of BAME young people entering the youth justice system.

However rightly concerned Lammy was on the need to address this challenge as it provides a potential indicator to future increases and more entrenched ethnic disproportionality across the system, his terms of references focused on the system at the point of charge, and lacked the scope to get to the root causes. There needs to be a much greater focus on custody and youth-offending services and we hope the YJB will rise to this challenge but the pathways into the youth justice system must also be part of the scope of any strategy to address ethnic disproportionality in the system.

What is going on for BAME children within our schools particularly around school exclusions, amongst children cared for by the state, Children and Adolescent Mental Health Services and of course policing must be part of any over arching comprehensive strategy. This will necessitate bringing into scope a number of government departments and local agencies.

The opportunity offered by the Government’s race disparity audit to coordinate efforts across government to address a challenge of multi faceted disadvantage is in our opinion one the government should grasp. BTEG with the Young Review will be raising this with David Liddington MP in his new role as Minister for the Cabinet Office and Chancellor of the Duchy of Lancaster.

Overall we welcome the Government’s response which should create the kind of framework for addressing ethnic disproportionality within the justice system in the long term that the Young Review called for in 2014. This will not be an overnight fix but should help to ensure that ethnic disproportionality and improving outcomes for BAME communities is a priority in how our justice system operates and develops.  

Photo credit: Policy Exchange via VisualHunt.com/CC

Promoted on front-page slideshow: 
on

Some myths young people have about volunteering……

Jan 31, 2018
……and how to dispel them

There is a need to promote volunteering to young people. Despite the benefits they are often unwilling to volunteer. 

Some of the reasons for their reluctance, and how you can counter them, are:

  • They are reluctant to work for free If money is their goal point out the long-term affect volunteering might have on their earning potential. It could help them get a place at college or university and may help them into a higher paid job in the long run.

  • They see it as ‘slave labour’ Many young people believe that volunteers do mundane tasks that no one else in an organisation wants to do. This is not the case. There are many volunteer roles available and young people can choose what kind of work they want to do, depending on their interests. Although they cannot pay them, organisations value their volunteers greatly. Volunteers increase the organisation’s capacity, allowing it to do work that otherwise would not be done.

  • They think they are not old enough In principle anyone can volunteer as long as they are able to do the task required. In reality, it is harder for under-16s to find opportunities because of the capacity, policies and insurance of the individual organisations using volunteers. However, under-16s should not be put off and should seek support and advice from appropriate sources.

  • They don’t have time There is often a misunderstanding about how much time volunteering takes up. Some people think it’s a great deal of time but actually volunteering opportunities can be as little as a couple of hours a month.

  • It’s just ‘not cool’ Volunteering has an image problem. Many young people think people like them just don’t do, it’s just for the elderly or unemployed for example. This is untrue. Thousands of young people across the country volunteer successfully in interesting and meaningful positions.

  • They cannot afford travel expenses etc. Volunteers should not be out of pocket by their volunteering and most organisations will reimburse travel costs.

  • They are concerned about police checks People working with vulnerable groups will need to be checked under the Protecting Vulnerable Groups (PVG) scheme, whatever their age. This is the organisation’s responsibility and there is no cost involved to the individual. For young people with a criminal record, a record check can be daunting, though many offences don’t prohibit a person from volunteering. Each case is different and whether or not a young person will be accepted for a role will depend on the offense itself and the individual policy of the organisation. Volunteers must also be prepared to wait several weeks for their record check. This requires them to plan ahead.

  • They ‘can’t be bothered’ Volunteering is a choice not a punishment. People should not be forced to volunteer but point out the advantages to them.

For more information, contact Tebussum Rashid Tebussum@bteg.co.uk

Promoted on front-page slideshow: 
on

Young Review calls on Police Crime Commissioners to tackle race disparities in policing

Dec 06, 2017

The first Race Equality Audit of Police and Crime Plans by the Police Crime Commissioner’s (PCCs) shows a clear lack of focus on issues affecting black, Asian and minority ethnic (BAME) communities, according to a report published today by the Young Review.

In May 2017, the Young Review policy team at the Black Training and Enterprise Group undertook a race equality audit of the 42 Police and Crime Plans for England and Wales.

Police and Crime Plans are important because they are statutory documents and set out the PCC’s priorities for their areas. This report is timely following the launch of the Government’s race disparity audit and the new drive from the Cabinet Office to end ethnic disproportionality in the criminal justice system.

Key findings

The report shows a lack of strategic focus on race equality in the Police and Crime Plans. There is limited demographic analysis and relatively few examples of policy developments or any indication that work on race equality is being done. Key findings from the audit of the 42 Police Crime Plans were:

  • More than three quarters (32) of the plans made no reference to race equality and improving outcomes for BAME communities.
  • Only a quarter (10) of the plans made some in-depth reference to an issue affecting local BAME communities.
  • Only six plans highlighted demographic and ethnic breakdown for their area.
  • One quarter (10) of the 42 plans referred to or highlighted an overarching equality strategy.
  • Gwent, with one the lowest BAME populations of 1.8%, had one of the clearest equality statements in their plan.
  • Only two plans highlighted lower levels of confidence from BAME communities in the police than that of the wider populations for their area.

In the UK, 87% of people are white, and 13% belong to a BAME group. However, Government statistics show that:

  • BAME groups are over one and half times more likely to be arrested than white people and are three times more likely to be stopped and searched.
  • Black people are over three times more likely to be arrested than white people and six times more likely to be stopped and searched.

The report contains five recommendations including:

  • Police and Crime Plans should set out how they will meet their statutory duties under the Equalities Act 2010. This should include analysis of local police data, identification of race inequalities and actions to address them.

  • Police and Crime Plans should include a demographic breakdown of the local area and feature ethnicity and faith data.

In a joint statement Baroness Lola Young (Chair) and Jeremy Crook OBE (Vice Chair) of the Young Review said:

‘It is largely at the local level that race disparities can be addressed and PCCs have a pivotal leadership role to play in taking this agenda forward at the local level. This audit shows a disappointing picture in terms of what PCCs have set out in the plans in relation to race equality and BAME communities. There is clearly more work to be done by PCCs and for many of them, it seems they have yet to recognise that there are race disparities to address. We want this audit to serve as a call to PCCs and the Association of Police Crime Commissioners to move race equality higher up their agendas and to keep it there for as long as it takes to see real action leading to effective change.’

The Young Review will be working closely with the Association of Police and Crime Commissioners in moving this agenda forward.

Promoted on front-page slideshow: 
on

You are the message: creating a personal brand

Aug 07, 2017

Your brand is what people say about you when you’re not in the room  Jeff Bezos, founder of Amazon

When you apply for a job or work placement you are probably amongst dozens who are doing the same thing. If you get invited for an interview you are amongst the lucky few who got shortlisted. You and the other people who are getting interviewed are all probably around the same educational level, probably have similar experience and probably have similar skills. To get the position, you need to stand out from the crowd; but how? The answer is personal branding.

You may think “Why do I need a personal brand?”  Here’s the thing, you already have one. As Jeff Bezos suggests in the quote above, whether you like it or not, you are always, consciously or unconsciously, creating a persona for yourself that is responsible for your reputation, the label people put on you and how they perceive you. This is especially true in the social media age when anyone in the world can get to form an opinion about you from your posts.

So, instead of putting up with the brand that you have accidentally created, why not manage the image you are conveying so it works to your advantage.

This doesn’t mean being a phony. Personal branding is not about imitating someone else or about bragging and boasting. What it is about is consciously defining your brand by highlighting your best qualities and making sure people are aware of them. Your brand is what you want people to see and what you think they should know about you.

To help people get a better understanding of you and to fill in the perception gap that they might have you need to create a narrative about yourself that shows how you are unique and what differentiates you from other people.  This requires self-awareness on your part to understand how your experience, skills and personal attributes would benefit a potential employer.

Again, this is not about creating an artificial, contrived version of yourself. It’s going through your skills, history, experience and other attributes and creating a narrative that shows the best of you.  You can also ask friends and family to provide feedback on how you come across and what you do that works or doesn’t work.

This self-analysis and feedback from others can help you understand:

  • How you come across to strangers
  • How to introduce yourself to others
  • How to dress for success

Having done all this work on your personal brand you are at an advantage when it comes to being interviewed for a job or a work placement. You’ve already defined your skill set, your strengths and your work ethic. You now need to present yourself in the best way to highlight these and to create the impression you want the interviewer to remember. Some of the ways you can do this are:

  • Have a positioning statement about yourself; a short summary of your experience and skills that clearly demonstrates what  you can offer
  • Keep your answers to questions focussed, relevant and short. Don’t ramble
  • When asked a general question always bring yourself into the answer, ie answer the general point and then introduce an example from your experience that underlines that point.

Remember, how you dress, what you put on social media, how you interact with people and what you say about yourself is all telling a story about you.

Make sure it’s the story you want people to know. 

Promoted on front-page slideshow: 
off

The Mayor’s Knife Crime Strategy – Reversing the Upward Trend?

Jul 10, 2017

 

`We must not accept that crime and violence is a foregone conclusion for any young person in London regardless of their circumstances’

`We must not submit to a counsel of despair that some of our most troubled young people are beyond help. We will not give up on them.’

Sadiq Khan, Mayor of London

Sadiq Khan speaks for many Londoners in the foreword to his knife crime strategy. His passion and determination are undoubtedly genuine and it’s difficult to imagine many other politicians making such statements with such authenticity and resolution.

Knife crime in London is on the up, as the strategy details, but more worryingly it feels increasingly embedded within the city’s way of life. There is a routine nature to the headlines, an exasperated acceptance every time news breaks of another incident or fatality. It’s uplifting to see political leadership from the Mayor but does he have the right approach and will his plan deliver?

There is a lot to welcome in the strategy, with its emphasis on improving coordination across agencies, involving communities, listening to young people and supporting neighbourhood policing where, hopefully, the focus is as much on building relationships and trust as it is on making arrests. Unfortunately, there are some very real problems with the strategy and we would like to highlight a few of them.

Undoubtedly the police have a key role to play in the enforcement of the law. However, it’s clear that enforcement on its own cannot address knife crime. After reading the strategy we are left with a sense that we are still enforcement-led in our approach and mind-set. The strategy’s support of stop and search as an effective technique to address knife crime is expected but none the less disappointing.

The Criminal Justice Alliance has just launched No Respect - a briefing on the experience of young BAME people and stop and search. It’s a powerful document highlighting the very real damage police stop and search has on the lives of young BAME people. The document presents the voices of young people and their experiences and alludes to the failure of our institutions to learn from the lessons of the past.

There is also the issue of what is happening in our schools with regards to exclusions. We know from research and data that school exclusion is a clear predictor to criminality. There is an over representation of BAME, and particularly black boys, in these figures. Yet the strategy has no mention of the role schools play in exclusion and the kind of approaches that can prevent it.

Involving and listening to young people has a prominent position within the strategy and that is to be commended. However, we have to push the boundaries further in this area. There is a role here for people who have been through the justice system to mentor and challenge communities and to show change is possible. We need to engage young people who have been both victims and perpetrators. This will undoubtedly be demanding and difficult and we need challenging academic research to inform our thinking on the drivers behind the violence and what can be done differently to prevent it. Learning from the perpetrators must be part of this process.   

The strategy highlights the over-representation of young BAME people and specifically black males in the figures for victims and perpetrators of knife crime. At BTEG we had hoped it would then go into further exploration of this, linking it with the over representation of young BAME people in the youth and adult justice systems and possibly the pros and cons of specific targeted interventions for this group. It should have at the very least posed the question for CJS agencies and their partners as to how they are performing in relation to these groups?

Why does this matter?

Ethnic disproportionality in our CJS is a contributing factor that embeds knife crime amongst a minority of young people. We need responses that can facilitate change earlier, empowers communities and crucially builds the concept of legitimacy amongst communities whose trust of institutions, and in particular the justice system, has been a long standing issue in police/community relations in our city. The Mayor’s commitment to raise trust in the police amongst Londoners is welcomed but there must be a focused effort from the police to address the very low levels of trust amongst London’s BAME communities particularly its young people.

We welcome the Mayor’s leadership on an issue where for too long there hasn’t been enough visible leadership. Certainly the launch of the Lammy Review in September provides an opportunity to address some of the specific concerns we raise in relation to young BAME people particularly around the youth justice system.

BTEG will of course keep engaging with the Mayor and support the strategy in whatever way we can. 

Promoted on front-page slideshow: 
off

Tackling hate crime and building stronger communities in the East Midlands

May 09, 2017

Guest blog by Shamsher Chohan, Director, Communities Inc

Communities Inc was established in 2011 as a dynamic social enterprise to bring innovation and creativity to address the needs of communities, organisations and businesses. Our social purpose is to build stronger communities by tackling the inequalities faced by the most disadvantaged groups in society.

Funded by the Big Lottery Fund Reaching Communities programme for three years, Building Stronger Communities builds on several smaller pilot projects that trailed different approaches and worked with specific communities to raise awareness and improve access to hate crime reporting. The intended outcomes of the project are:

1.To build relationships and improve interactions between diverse communities through increased participation and engagement in community initiatives

2.To build the capacity of community groups to respond to victims of hate crime and develop cohesion activities

3.To improve the knowledge and confidence of victims of hate crime in hate crime reporting and accessing support services

These are being delivered through a series of activities which include exchange visits and community dialogues which bring together different people to promote increased understanding or to tackle common problems.

.Our project is responsive to local issues and needs. Consequently during the first year a significant part of our work was centred around the aftermath of the EU referendum result, which saw an increase in hostility and hate crime, not just in Nottingham, but also nationally. Our local community research showed that in the most diverse area of Nottingham (Hyson Green), 67% of people we talked to felt ‘less safe’ than before the result. This led us to develop initiatives to raise the awareness around hate crime in the wider community, with a focus on public transport. Our partnership with Nottingham Trams Ltd made our hate crime awareness leaflets available on all 37 trams across the city,  which have an annual ridership of over 11 million. We are also in the process of training over 20 trainers at Nottingham City Transport, who will cascade our hate crime awareness information to over 800 staff working on the buses across the city.

Furthermore, our Love not Hate event was an opportunity to bring together public and voluntary/community sector stakeholders to discuss Brexit, hate crime and cohesion, as we approached the invocation of article 50.

Attended by over 120 delegates, the event provided a valuable space for people to share their thoughts, experiences and suggestions for future action, which are likely to dominate our second and third years activities.

Community dialogues are a central part of the Building Communities Project and have become a vehicle for new social change initiatives, where support or provision is weak for minority communities. For example, our Over 50’s LGBT+ dialogue identified loneliness as a major issue preventing people feeling like they belong in the community. Following this, a larger event has looked at this in more detail and a new group is emerging to tackle the issues raised and address the concerns people have.

Going forward we are looking at more initiatives aimed at addressing negative stereotypes that are fuelling hostility  and creating divisions in communities. We are also keen to look at how bystanders can be empowered to take action and support victims of hate and hostility.

Communities Inc has fast become the leading provider of community cohesion and hate crime awareness work in the East Midlands receiving the award for Upstanding Organisation in the first National Hate Crime Awards in 2016.   For more information please contact me on shamsher@communitiesinc.org.uk or visit our website on www.communitesinc.org.uk   

Promoted on front-page slideshow: 
off

Jobs for black male graduates: it’s not adding up

Mar 30, 2017

                                    

Last week BBC London News reported that London’s black male graduates are less likely to get jobs.

The BBC contacted 50 of London’s 500 leading graduate employers to find out how many young black males they hired last year. Only 11 provided the information, which showed that of 1,803 graduates recruited in 2016, 30 were black males. Shockingly, of the 112 graduates taken on by the NHS in 2016 none were black men.

BTEG has been looking at the numbers and they just don’t add up……

  • 30 black males out of 1,803 recruits is less than 2%. We know from the 2011 Census that around 7% of young people (age 20 to 24) in London are black males. If 7% of the graduate recruits reported to the BBC were black males that would be nearer to 130 - that’s a lot more than 30.

  • Of course we don’t know how many recent graduates in London are black males and we don’t know how many black males applied for the 1,803 jobs that were reported to the BBC. We do know that fewer black males have a degree-level qualification compared with young men from other ethnic groups; in London, a young black man is only half as likely to have a degree as a young Asian man.

  • We also know (from the Annual Population Survey) that the unemployment rate in London for black male graduates is twice as high as the rate for white male graduates. And we know that in 2016, in London, more than 2,000 young black men with a degree were unemployed and looking for a job.

What the numbers do add up to is a playing field for young black male graduates that is far from even. There is no shortage of qualified young black men in London looking for career opportunities, but there is an apparent shortage of companies running graduate schemes that are successfully recruiting young black men. More companies need to make sure that their own equalities policies and recruitment practices are adding up to fair opportunities for young black men.

Moving on Up

Moving on Up aims to increase employment opportunities for young black men in London. The programme is for all young black men in London who want to find work and for all employers in London who want to recruit from this pool of talented young people.

To find out more about Moving on Up please visit http://www.bteg.co.uk/movingonup/campaign

Moving on Up is holding an event on Monday 10 April 2017, at EY in More London, to explore what construction and development companies can do to create more employment opportunities for young black men in London. Any young black men, with or without qualifications, are welcome to attend. Any employers, particularly from the construction and development sectors are welcome to attend.

For more information and to book a place at this event please go to:  http://bit.ly/2mINVjL  

Contact:                 Jeremy Crook OBE, Chief Executive
                              Tel: 020 7832 5810
                                      E-mail: Jeremy@bteg.co.uk

 

Promoted on front-page slideshow: 
off

Pages

Subscribe to Blogs

Latest

Jeremy Crook, Chief Executive of BTEG, will be seconded to HM Prison & Probation...
Wednesday, March 28, 2018 - 16:56
Routes2Success is now in its fourth year of delivery. Initially it focussed on black...
Wednesday, February 28, 2018 - 12:43
The Lammy review into the treatment and outcomes for Black Asian and Minority Ethnic...
Monday, February 12, 2018 - 15:34
In December the Government launched its response to the Lammy review. The review made...
Monday, February 5, 2018 - 11:45

Follow us on social media