bHM Magazine - The Official Guide to Black History Month UK 2014

2014

MADIBA Father of a Nation 18/07/1918 - 05/12/2013 ALSO INSIDE : THE PRIME MINISTER SICKLE CELL - A FAMILY LEGACY

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EDF Energy’s BAME (Black, Asian, Minority Ethnic) Network was launched in 2010 and has gone from strength to strength, winning Business in the Community’s Race for Opportunity Award for Best Employee Network in 2013. The network continues to play a leading role in promoting EDF Energy as a supplier and employer of choice within ethnic communities, alongside supporting its members to reach their potential through career development activities.

A memorable evening was laid on for members and guests of the BAME Network in June.

The venue for the getPAPA SPICE - A FATHERS SECRET RECIPE together was the stylish

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the UK, and the guest of honour was one of the UK’s most prominent black

Parliamentarians, Lord Herman Ouseley.

Inclusive Diverse Engaged

of challenging racism in organisations.

Interviewed by the Network’s With the 2014 FIFA World Deborah StClair-Thomas, Cup as a fundraising theme, Lord Ouseley – who came guests were particularly to the UK from Guyana in interested in one of his recent 1956 aged 11 – spoke about initiatives – Kick it Out – his early influences, his which challenges racism illustrious career in London in football. Responding to a government and education, comment by Lord Ouseley and hisYou’ll work at the forefront “every global organisation has have access tothat exciting opportunities.

Mentoring and coaching programmes to help you achieve your personal goals and a support structure to make sure you get the best out of working for us.

Lord Herman Ouseley interviewed by Deborah StClair-Thomas

its own biases”, Network Sponsor Tim Boylin said he was determined to keep listening to BAME employees. “We are keen to show up instances where we are not doing things right as an organisation,” he said.

Network Executive Champion Stuart Crooks

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acknowledged there was still work to be done in some of the remote areas where the company’s power stations are based. “I want to lead a company where diversity and inclusion are an integral part of how we work and who we are,” he said.

Network Chair Donna Fraser, a former Olympic athlete, spoke about some of the network’s successes including a mentoring scheme and an athletics challenge for London schoolchildren. Career development is a key focus for this year, she said, and the network intends to organise further events with highprofile BAME speakers.

“Being an Olympian, I know how important it is to have a strong network,” she said.

“If you don’t have strong members in a relay team, you can’t pass on the baton successfully.”

Celebrating Black History Month at EDF Energy EDF Energy is proud to support Black History Month and the BAME Network will be celebrating throughout October, sharing daily features on British black heroes on the company intranet along with a tribute to Maya Angelou.

We’re also supporting the STEM (Science, Technology, Engineering and Maths) Award category at the inaugural Black British Business Awards on the 2nd of October.

supported by Supporters and committee members of the BAME network including Donna Fraser, le!, and Stuart Crooks, fi!h le!

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The Prime Ministers message Black History Month and the National Curriculum by the Runnymeade Trust From Slave Boy to Africa’s First Bishop

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Sapelle Leads African Fashion’s Ethical March On London

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Nelson Mandela Father of a Nation

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gratitude to the African-Caribbean As we celebrate Black History Month we not only look back with enormous with great confidence about the community for their immense contribution to Britain, we can also look forward future of our country.

Britain from Africa and the Caribbean to This October we recognise the courage and resolve of those who came to and their children’s children who now children their to tribute pay we hostility; of face the in often life seek a new you have done and everything you will do in everything for all you thank We diversity. rich country’s our of part form the future that will keep Britain great. apartheid in South Africa, and a century This year we mark two important anniversaries: 20 years since the end of History Month since the sad passing of since the outbreak of the First World War. This will also be the first Black that ended that deeply unfair and Nelson Mandela last year. Of course, it was Madiba himself who led the movement more around the world. unjust system, leading to a new South Africa and giving hope to millions we also remember the hundreds of thousands And as we observe 100 years since the beginning of the First World War for freedom. Their contribution has of men from Africa and the Caribbean who came to Britain’s aid in the fight new projects, such as Trench Brothers in often been overlooked but it is reassuring to know this is now changing with black and minority ethnic soldiers.

London, which commemorates the lives of African-Caribbean and other But Black History Month is not just about reflecting on the past. It is also unlock tomorrow’s opportunities.

a time to tackle today’s challenges and

and it is an ideal that I passionately believe The issue of social mobility is rightly one of the key themes this October, any person, regardless of their ethnicity, age in. If we are to thrive as a country we have to do everything we can so that potential. their realise or gender, can our long-term economic plan is designed We all have a role to play in this – including the Government - which is why plan chimes with the strong entrepreneurial to create opportunities, boost skills and back hard-working people. Our to know that thousands of black spirit of Britain’s African-Caribbean communities and it gives me great pleasure and the number of people of Africanentrepreneurs are starting their own businesses with Government backing Caribbean heritage starting apprenticeships has doubled since 2010. there is still some way to go to achieve This means more skills, more opportunities and economic security. We know backgrounds can and have a stake in full equality but we are heading in the right direction where people of all achieving a brighter future for all in our country.

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Black History Month

and the National Curriculum Words by the Runnymeade Trust

Black History month, as celebrated within schools and other public bodies throughout the UK, often provides individuals and organisations with the opportunity to discuss, promote and highlight diversity. Primary schools will enthusiastically engage children in African drumming and dancing; minority ethnic and non-British born parents will be invited into schools to share home-prepared dishes; many local authorities will promote plays, shows and wide-ranging events 6

celebrating the historical endeavours and cultural lives of individuals of African descent. As an annual period on the calendar there is no doubt that it generates much discussion about diversity and difference, but it does not follow that these discussions are necessarily always positive. The discussing of the histories, lives and experiences of individuals of minority ethnic descent just once per year has generated much criticism, not least because it implies

they are not discussed, lived or experienced for the remaining 11 months of the year. It is worth noting however that the way that diversity is incorporated within teaching in history and other school subjects is variable, and while there are teachers who will try to discuss diversity as widely as possible, others will only focus on issues of cultural diversity during Black History month. History however, as a curriculum subject, provides endless opportunities and space for

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broader discussion about difference to occur, so why does this continue to elude some schools and how can they be supported to address these omissions?

One place to start is with the history curriculum itself. The ways in which schools teach history has been an ongoing issue of some debate. Those who

“

prompting a nationwide campaign collecting over 36,000 signatures from teachers, historians and race equality activitists. These historical figures were subsequently re-included.

While one of the current government’s reasons for wishing to re-examine the history curriculum was that the subject paid too little

All pupils will learn our island story... this trashing of our past has to stop

have been concerned with the educational attainment levels of children from some minority ethnic backgrounds have often pointed to the positive effect that making what they learn relevant to them. Much of any progress that was made in respect of this was destabilised by the controversy surrounding the announcement in 2011 by the then Secretary of State for Education, Michael Gove, that the entire national curriculum would undergo 8

a sweeping review. The proposals for history in particular raised concerns in some quarters about the homogenous notion of ‘British identity’ that a focus on teaching children about our ‘island story’ would promote. As Michael Gove noted prior to the review: ‘All pupils will learn our island story … this trashing of our past has to stop’

(Gove 2010 cited in Making British Histories http:// www.runnymedetrust.org/ uploads/publications/pdfs/ MakingBritishHistories-2012. pdf), and while he noted at the time that this should not ignore the darker elements of the past, the tone was overly celebratory. He also controversially excluded particular historical figures from the list of those to be studied by children (Mary Seacole and Olaudah Equiano for example),

attention to ‘British History’ and was poor intellectually, another suggested that too few students were taking it at GCSE level. The government has laid a great emphasis on encouraging students to take up traditional subjects including History. State schools were believed to discourage students from choosing History, on the grounds that the subject was too difficult and affecting school league table rankings. In 2011,

the Indian sub-continent more broadly and the British Empire, she can already see greater excitement amongst her pupils.

Tristram Hunt, the current Shadow Education Secretary, expressed his sadness at how students were failing to receive the same invigorating History teaching that got him hooked on the subject when he was at school.

In the light of the policy and public attention given to curriculum reform, schools have seen a spike in uptake of students taking History at GCSE. What this has given way to however, is a further debate around how History should actually be taught and why students may not have been engaged with it in the past. This debate is both about methodology – will the focus on linear narratives and facts/dates be more effective? – but also on

content – is the curriculum both broad and diverse?

Given growing pupil diversity in schools, it is perhaps not surprising that students haven’t previously been able to relate to the perceptions of ‘British history’ that they have been taught. Our History Lessons and Making Histories projects, have looked importantly at the effect that migration has on local, regional and ultimately British histories. One Key Stage 3 History teacher we have worked with in Tower Hamlets told us how British-centric her students used to find the curriculum and as a result could not relate to it so well. Now that she has incorporated Bengali history, focusing on

This raises questions around whether the previously poor History uptake was purely due to a difficult curriculum or whether it was also because the history taught in schools feels irrelevant to many young people growing up in a multi-cultural Britain. While some may question whether relevance could be that important to student achievement, there is no doubt that engagement with a subject will affect subject choice.

A history curriculum that is stimulating, interesting, and diverse, taught in ways that are engaging and innovative will engage all and it is this that any review of what our children learn in school should have surely taken into account.

www.runnymedetrust.org

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From Slave Boy to Africa’s First Bishop My Ancestor Bishop Samuel Adjai Crowther (1809 -1892)

By Arnold Awoonor-Gordon

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One hundred and fifty years ago on the 29th of June 1864 my great-greatgrandfather was consecrated the first African Bishop in the Anglican Church despite great protest from within the Anglican community in England. The ceremony, which was conducted by the then Archbishop of Canterbury took place in Canterbury Cathedral. Not bad for a slave boy from Nigeria to rise to such a high post! Samuel Adjai

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William Wiberforce and others in the Abolitionist Movement. In order to enforce the law, the British had sent several naval ships to patrol the West African coast to intercept slave ships. One of these naval ships intercepted the ship that was carrying Adjai and the other captives and they were taken to Freetown in Sierra Leone which was a British colony. There at Regent he was put in the care of Church Missionary

one of the founders of the CMS but retained his Yoruba name of Adjai. He was the first student of Fourah Bay College in Sierra Leone, where he trained to be a teacher, and taught first at Regent and later at Fourah Bay College. He was invited to England to study and train at Islington College, and received Holy orders on the 11th June 1843. When he returned, he and his family moved to Abeokuta in Nigeria to start a mission

...his family were separated and he was put on a slave ship destined for the Americas

Crowther was born in Yorubaland in Nigeria and when he was about eight his village was attacked by slavers and he and his family were separated and he was put on a slave ship destined for the Americas.

Lucky for him slavery had been abolished in Britain, thanks to the efforts of

Society (CMS) teachers, Mr & Mrs Davy. Another young recaptive slave girl called Asano lived in the same house. When they both grew up, they got married and had a large family.

Adjai was smart, learned to read and write and when he was baptised took the name Samuel Crowther after

there. By then his family had grown to four daughters and two sons. One of his daughters was the mother of my grandmother.

Bishop Crowther was a great linguist, translator and mission teacher and among his many merits is the production of a Yoruba bible, completed a few years before his death.

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Amongst the congregation at his consecration in 1864 was the captain of the ship which had rescued him and his old teacher Mrs Weeks.

He worked in Nigeria after a stint at Fourah Bay College to spearhead the rising of the college to university status. His wife died in October 1877, soon after celebrating their golden wedding anniversary. Samuel Adjai Crowther died at midnight on New Year’s Day 1892.

“

The Archbishop said Bishop Crowther was regarded as the father of Anglicanism in Nigeria

someone who was properly and rightly consecrated as Bishop was then betrayed, undermined and let down. It was wrong”. (Bishop Crowther’s mission in Africa had been undermined and dismantled by prejudiced missionary colleagues). The

Archbishop said Bishop Crowther was regarded as the father of Anglicanism in Nigeria and is credited with bringing many Nigerians to Christ. Today, well over 70 million Christians in Nigeria are his spiritual heirs.

Preaching at a thanksgiving and repentance service to mark the 150th anniversary of Bishop Crowther’s consecration on Sunday 30th June this year, the present Archbishop of Canterbury, Justin Welby said: “This is a service of thanksgiving and repentance, shame and sorrow. For Anglicans need to say sorry that

Dr Ameyo Adadevoh, who sadly passed away on 19 August after treating and diagnosing Nigeria’s first case of Ebola Disease, was also a descendant of Adjai Crowther. Her great-grandfather was Herbert Macauley, one of the most celebrated founders of modern Nigeria, making her the great-great-great grand-daughter of Adjai Crowther. May her soul Rest in Peace.

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Sapelle Leads African Fashion’s Ethical March On London If you travel through Elephant & Castle today, you’ll notice the huge transformation that’s going on in the area. This is all part of Southwark Council’s £3billion regeneration project that will see sprawling concrete tower blocks and tired buildings replaced by thousands of energy-efficient homes, a new park, high street,

leisure complex and commercial properties.

new arts, retail and creative business complex.

One of the first new features to come up in the regeneration is off Walworth Road, an eye-catching 3-storey structure made of brightly painted recycled shipping containers, a stone’s throw from the Elephant & Castle Underground station.

This is ‘The Artworks’: a

‘The Artworks’ is an exciting new project, only the second of its kind in London, following the hugely successful Box Park shipping container shopping mall which has contributed significantly to the revival of the Shoreditch area.

Housing a library, cafe and an eclectic mix of fashion, 15

food & drink and wellbeing brands, ‘The Artworks’ promises to generate a buzz among locals and visitors from further afield.

One of ‘The Artworks’ brand new tenants is Sapelle, a company that the founder Daphne Kasambala describes as, ‘a fashion

“

Not only do Sapelle’s products have a unique exotic touch to them, but something else that stands the retailer apart from the fashion pack is its ethical focus. Sapelle only

Sapelle has a collaborative relationship with each of its suppliers, spanning the UK and 15 African countries.

“We’re committed to offering customers the chance to shop for fashion from Africa’s best and brightest artisans, designers and social enterprises on a

There’s definitely something wonderfully unique about Sappelle. Something you wouldn’t find on the high street.

retailer with a difference.’

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in the cosmopolitan setting of London, whether it’s in the office or out on the town.

There’s definitely something wonderfully unique about Sapelle. Something you’d struggle to find on the high street.

sources from brands that share its ethical principles: a commitment to the fair treatment of employees, fair trading, environmentallyfriendly production and socially-responsible practices.

The ladies fashion featured by Sapelle fuses contemporary styling with gorgeous African-inspired prints and design elements – and the result is a fabulous array of irresistible pieces that won’t look out of place

This ethical angle means that customers can shop from Sapelle knowing that, not only are they buying gorgeous original products, but also that everyone involved in making them has been fairly rewarded.

great high-quality platform,” says Daphne. “Being here in the UK means that we can do the work of interacting with and serving our customers, understand what they want, and feed this back to our partners.”

“Because trading with Africa is still quite tough compared to other geographies, we have to be creative and work in very close partnership with our suppliers to make sure we get those

Our greatest asset is what makes us different.

Goldman Sachs is pleased to celebrate Black History Month.

At Goldman Sachs, we know that without the best people, we cannot be the best firm. We aim to hire, retain and motivate men and women from many backgrounds who can offer fresh perspectives. Our Office of Global Leadership and Diversity supports this approach through numerous initiatives and partnerships with its employee networks, including the Firmwide Black Network. These efforts foster a strong sense of community and illustrate the belief that our success depends on having people who reflect the diversity of the communities and cultures in which we operate.

Being diverse is not optional — it is what we must be.

goldmansachs.com/diversity Š 2014 Goldman Sachs

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products over here for our customers to enjoy.”

facilitated that, far outweighs any difficulties.

Daphne admits that it has been a huge learning experience since she left her Corporate Banking Director position in the City in 2012 to run Sapelle full-time. But the fulfillment she gets when she sees the enthusiasm from customers, knowing that Sapelle has

Sapelle started trading through its online shop www.Sapelle.com, and followed that with four successful temporary pop-up shops around London in 2013. The positive response that the online store and the pop-ups have received from women of all backgrounds gave Daphne the confidence

to set out in search of a permanent space to locate their first physical shop.

Daphne explains that although Sapelle’s online shop has a growing customer base from as far afield as Australia, Finland and Honduras, she recognises the importance of establishing a physical presence for women to come and touch and feel the products ‘in the flesh’. “We

“

Now we can give those customers that physical shopping experience.

Pictures left to right: Dresses and jewellery available from sapelle.com

are asked so many times if we have a physical shop, because not everyone is comfortable shopping online.

Now we can give those customers that physical shopping experience.”

Sapelle receives regular enquiries from ambitious and talented brands around Africa, and the company’s mission is to expand the platform so that more of

Africa’s designers can benefit and make a positive impact in their respective locations.

For instance, one of Sapelle’s jewellery brands, Quazi Designs, uses recycled magazine paper to create stunning elaborate pieces made by women who have all been specially trained in the craft by the company.

This kind of creativity is demonstrated across a

lot of Sapelle’s jewellery and accessories brands.

Sapelle also sources from independent tribal artisans from diverse cultures including Maasai, Tuareg, and Ndebele, who craft accessories using heritage skills that have been passed down through the generations.

“

Africa’s designers can benefit and make a positive impact in their respective locations

Several of Sapelle’s fashion brands have set up local workshops where they train their workforce to produce high-quality contemporary products. They produce outstanding products despite facing challenges such as intermittent and frequently expensive transport, energy and communication infrastructure, among others.

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“

My dream is to see the growth of a thriving mainstream Fashion & Apparel industry in Africa

In spite of the challenges, the

unsustainable charity

Sapelle has on offer, one

mood is positive and hopeful

mentality that characterises

can see that this criteria is

across Sapelle’s supply chain.

most people’s interactions

being well and truly met,

“There’s definitely been a

with Africa. My dream is to

and it’s no surprise that the

shift in some of the rhetoric

see the growth of a thriving

customer base is growing.

we’re seeing in the media,

mainstream Fashion &

away from portraying Africa

Apparel industry in Africa,

As this goes to press,

as the ‘lost dark continent’

with something to offer

the brand new Sapelle

to a continent filled with

the global marketplace.”

shop has just opened at

creative flair and talent that people around the world can appreciate and

Daphne Kasambala’s mission is for Sapelle to be the

‘The Artworks’, with the anticipation that this is another important step in

partake in,” says Daphne.

foremost retail platform from

“From our suppliers,

players in the African fashion

we’re seeing an increased

market can access the world.

confidence and ambition,

And she acknowledges

a new-found pride in what

that the only way this

they have to offer the

can happen is to give her

world. This is fantastic, and

customers what they seek:

Sapelle wants to enable

fashion that’s desirable,

it. We want to move away

well made and affordable.

Shop: The Artworks,

from the inequitable and

Looking at the products that

Elephant Road, SE17 1LB

which the most talented

making great African fashion readily available in the UK.

Sapelle products can be found online and in their new London shop: Online: http://sapelle.com

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Nelson Mandela Freedom Fighter and Trailblazing Father of a Nation

By Nigel Browne-Davies

Freedom fighter. First Black President of

grandfather and was known by his clan

South Africa. Founder of ‘The Elders’. But

name ‘Madiba’. At seven, a teacher gave

to millions of South Africans, he was simply

Mandela the name ‘Nelson’. At University

Tata. Mandela was fearless in the face

of Fort Hare he was first introduced to the

of adversity, offered resistance against

anti-imperialist movement and befriended

seemingly unsurmountable odds, and forgave

fellow student and activist Oliver Tambo.

in spite of the immense hatred and bigotry

Mandela also befriended Walter Sisulu, a

he faced. His statue adorns Parliament

realtor and activist in the African National

Square, a tribute to the global impact of

Congress (ANC). Mandela became fully

Mandela’s life. Yet the man who became the

engaged in the ANC, rising through the ranks.

greatest freedom fighter in modern history began life with somewhat humble roots.

In 1948, the pro-segregation Herenigde National Party and the Afrikaner Party

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Nelson Mandela was born on 18 July, 1918

formed a coalition government and later

to Xhosa-speaking parents in Mveto in Cape

united as the National Party in 1951. With

Province, South Africa and was the great-

racialist policies, the National Party initiated

grandson of Ngubengcuka, a nineteenth

a series of laws collectively known as

century ruler of the Thembu people. He

apartheid, curtailing the rights of blacks and

was named ‘Mandela’ after his paternal

other ethnic minorities in South Africa and

“

Only through hardship, sacrifice and militant action can freedom be won. The struggle is my life. I will continue fighting for freedom until the end of my days.

Nelson Mandela

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“

Death is something inevitable. When a man has done what he considers to be his duty to his people and his country, he can rest in peace. I believe I have made that effort and that is, therefore, why I will sleep for the eternity.

Nelson Mandela

denying them the right to vote and segregating

Oliver Tambo contributed to the decline of the

communities based upon racial origin. Following

repressive apartheid system. With personal

brutalities such as the Sharpeville Massacre,

conviction and faced with increasing internal and

alongside other activists Mandela founded the

international pressure, on 2 February, 1990, F.W.

Umkhonto we Sizwe (Mk), which would become

Clerk, the Afrikaner President of South Africa,

the militant wing of the ANC. In 1962, Mandela

made the monumental decision to release Nelson

stood trial alongside other members of the ANC

Mandela and, on 11 February, 1990, Mandela

including Walter Sisulu. It was during this trial

walked out of Victor Verster Prison a free man.

that Mandela gave the famous “I Am Prepared to Die� speech. Mandela was sentenced to

On 9 May, 1994, Mandela was elected as the

life imprisonment on 12 June, 1964 and was

first democratically elected President of South

eventually sent to prison on Robben Island.

Africa and sought to unite all South Africans. As President, he initiated land reform and policies

In spite of the downcast conditions on

aimed at bridging the disparity in wealth between

Robben Island, Mandela continued his

non-whites and whites. On 29 March, 1999, he

personal development and education

officially stepped down after one term. Mandela

but perhaps most importantly, Mandela

subsequently engaged in a circuit of public

learned to forgive his captors and those

engagements, advising on various global issues.

who had persecuted him in the past.

By the late 1980s bloody, violent protests, international scrutiny, and the efforts of freedom fighters such as Winnie Mandela and 26

Nelson Mandela passed away on 5 December, 2013 and was mourned in a memorial service befitting of the iconic figure he was.

Enjoy the Outdoors!

Did you know that the Forestry Commission is the biggest provider of outdoor recreation in the UK and that much of that recreation is free? The Forestry Commission looks after the public woods and forests in England and Scotland, increasing the range of leisure opportunities year on year.

The Forestry Commission has Visitor Centres, shops and cafes offering many of the facilities you might want. You don’t need to venture far from these centres to get the feel of the outdoors and a glimpse of nature. There is so much on offer, hopefully something to suit everyone.

There is plenty to do once you’re there; enjoy the beautiful tranquillity of the woodland, find incredible views points, take a picnic, or take part in some of the many events that have been designed for everyone’s enjoyment.

So get outside, get into those woods and forests and explore, experience and enjoy!

Diverse woodlands, diverse communities www.forestry.gov.uk/recreation

“ Nothing is more vital to the long-term growth of JPMorgan Chase & Co. than our ability to attract and retain talented and dedicated employees.

Success at our firm requires that employees treat clients and customers respectfully and fairly, and stay true to the values embedded in our culture: personal commitment, honesty, teamwork, diversity and community awareness.�

Jamie Dimon, Chairman and CEO, JPMorgan Chase

About J.P. Morgan J.P. Morgan Chase & Co. is a leader in financial services, offering solutions to clients in more than 100 countries with one of the most comprehensive global product platforms available. We have been helping our clients do business and manage their wealth for more than 200 years. Our business has been built upon our core principle of putting our clients first.

J.P. Morgan is part of JPMorgan Chase & Co. (NYSE: JPM), a global financial services firm.

Fostering Diversity Diversity is a cornerstone of our global culture, helping us to meet the changing needs of our clients, customers, employees and the communities we serve. Our efforts to promote diversity and inclusion are comprehensive. We hire, develop and retain a diverse workforce and supplier base, cultivating relationships with firms owned and operated by minorities, women and other historically underrepresented groups.

Business Resource Groups are one of the key mechanisms through which we support and encourage diversity in the workplace. Each are sponsored by a member of the firm’s Operating Committee, providing support and career development for different employee groups. Currently more than 52,000 employees are members of these employee-led affinity groups.

Be Strategic. Be Brilliant. Be BOLD.

BOLD stands for “Black Organization for Leadership Development”, and is a Business Resource Group focused on providing all employees, specifically those of African descent, with the resources needed to develop, succeed and contribute towards the company’s business goals and objectives. Whilst the name BOLD is representative of its membership, the activities and services provided are for all.

Some of these activities include monthly Lunch and Learn sessions in which employees present technical or business topics, networking (both internal and external), motivational speakers, and events supporting the firm’s recruiting and philanthropic activities.

Further information about J.P. Morgan is available at www.jpmorgan.com

Noah Francis is a Vice President in the EMEA Corporate Bank, where he is a Business Manager supporting the firm’s corporate banking activities in emerging market locations including Sub-Saharan Africa, the Middle East & North Africa, and Central & Eastern Europe. He is currently the co-chair of the EMEA chapter of BOLD, and began his career at J.P. Morgan in New York City in 2007. Noah is originally from Kingston, Jamaica.

Q: How did you get involved in BOLD? A: A few weeks after starting my career at

J.P. Morgan, a colleague handed me a flyer for one of BOLD’s leadership events featuring a black senior executive who attended my alma mater, Howard University. After attending this event and

listening to his career advice and inspiring story, I was so excited I signed up to not only be a member of BOLD but also to the events planning committee. I am proud to have been an active member of this organization since the start of my career.

Q: What drives your involvement in BOLD and other diversity and inclusion initiatives at J.P. Morgan?

A: When I joined J.P. Morgan as a graduate, I was very impressed by the number of diverse faces I saw in our offices, and by the numerous activities and events celebrating diversity including BOLD, Access Ability (for employees with or caring for loved ones with disabilities), and WIN (Women’s Interactive Network).

The efforts that banks have devoted to developing a diverse workforce over the past 20 years have been very successful and should be acknowledged. However, there’s still a long way to go in increasing the number of employees from diverse backgrounds at senior levels.

Playing a key role in these diversity initiatives is my way of contributing

towards the dream of having a workforce where diversity is so ingrained throughout the organization there is no need for a diversity and inclusion strategy.

Diversity is integral to business performance and studies show that teams comprised of individuals from diverse backgrounds perform better than homogeneous teams. As the importance of doing business globally with companies headquartered in emerging market locations continues to increase, having a diverse workforce is essential to succeed commercially and provide the best possible service to our customers and communities.

J.P. Morgan is a marketing name for JPMorgan Chase & Co. and its subsidiaries worldwide. © 2014 JPMorgan Chase & Co. All rights reserved. JPMorgan Chase is an equal opportunity employer.

Q: What skills are required to succeed in your role as BOLD EMEA Co-Chair?

A: Partnership, creativity and time Leadership Team, so the creativity to management. BOLD collaborates with all other Business Resource Groups at J.P. Morgan to host events and share best practices, so the ability to work together with other teams for the greater diversity goal is key. Most of the events and activities we develop are sparked by informal conversations within the BOLD

constantly come up with new ideas and shape them into successful services is invaluable. Strong time management skills are also helpful, given that the many meetings, calls and events required to lead a successful BRG are on top of the responsibilities and demands of my day job and home life.

“As the importance of doing business globally continues to increase, having a diverse workforce is essential” Q: Are there any specific achievements under BOLD EMEA of which you are especially proud?

A: There are many that come to mind. One of the main achievements has been rebranding the group from “BOLD UK” to “BOLD EMEA” earlier this year. With this change we have expanded our target

audience to include all employees in the 33+ countries where J.P. Morgan does business across EMEA (Europe, Middle East & Africa).

Q: What advice would you give to someone interested in starting a career at J.P. Morgan?

A: It’s never too early to start preparing for your career. J.P. Morgan prides itself on hiring and developing the best and brightest, and the firm’s culture fosters an environment focused on respect, inclusion and working together with colleagues across the globe to come up with the best solutions for our clients.

Strong academic performance, lifelong intellectual curiosity, and a team player attitude are all important components of the balanced skill set required to succeed in the firm’s high-performance environment. J.P. Morgan’s slogan “First class business in a first class way” encapsulates this perfectly.

Open, Connected, Dependable HSBC’s values: ‘Open, Connected and Dependable’ guide how we behave and conduct our business.

Our approach to diversity and inclusion is no different.

We believe that diversity brings benefits for our customers, our employees and our business. Embracing different ideas and perspectives helps us meet the needs of our diverse global customer base – whether they 32

are starting a business, exporting to new markets, buying a home or planning for their retirement.

That’s why we are striving to create a working environment that is open, supportive and inclusive at every level. Our global employee networks help make sure HSBC is a meritocratic and inclusive organisation where individuality is valued and opportunities are open to all.

We have more than 50 employee networks covering age, sexuality, gender, ethnicity and disability as well as beliefs, ways of thinking and lifestyles. The groups act as a resource to help HSBC attract, engage and support under-represented groups and address any barriers to their inclusion.

Fiona Daniel Founder and Chair of the HSBC UK BAME network

We’re proud to be

“Black History Month

The network is now

celebrating Black History

is about remembering

working with other HSBC

Month at HSBC. For

the past but focusing on

ethnicity groups globally

us, it’s a key part of our

shaping a future where

to share best practice

year-round commitment

the differences between

across the organisation.

to diversity and inclusion.

us are valued. I’m proud

Its executive sponsor,

Our celebration of Black

that our network includes

Nigel Hinshelwood, has

History Month is being

BAME and non-BAME

been shortlisted for the

led by the HSBC BAME

employees, with one

Race for Opportunity

Employee Network.

shared purpose: to create

Champion Award 2014

an inclusive workplace

in recognition of his

where we can all thrive.”

inclusive leadership

With more than 500 members in its first 18

and advocacy.

months of operation,

The UK BAME Network

it is one of our fastest

continues to go from

HSBC is proud to

growing networks.

strength to strength. This

be celebrating Black

By providing both

year it has introduced a

History Month and the

connections and support,

mentoring programme

contribution of both

the network helps BAME

for members, career

our BAME employees

employees achieve their

days for black graduates

and customers

potential and contribute

and continues to support

in the continuing

fully to HSBC’s success.

BAME inclusion across

success of HSBC.

HSBC’s various business Fiona Daniel, founder and chair of the HSBC UK BAME Network, says:

areas and functions.

Our greatest asset is what makes us different.

Goldman Sachs is pleased to celebrate Black History Month.

At Goldman Sachs, we know that without the best people, we cannot be the best firm. We aim to hire, retain and motivate men and women from many backgrounds who can offer fresh perspectives. Our Office of Global Leadership and Diversity supports this approach through numerous initiatives and partnerships with its employee networks, including the Firmwide Black Network. These efforts foster a strong sense of community and illustrate the belief that our success depends on having people who reflect the diversity of the communities and cultures in which we operate.

Being diverse is not optional — it is what we must be.

goldmansachs.com/diversity

At Goldman Sachs, diversity is at the very core of our ability to serve our clients well and to maximize return for our shareholders. For us to be successful, our people must reflect the diversity of the communities and cultures in which we operate. This supports and strengthens the firm’s culture, and it reinforces our reputation as an employer of choice in our industry and beyond.

A strategic pillar of the firm’s diversity focus is the presence of employee affinity networks, including the Firmwide Black Network. The network is open to all employees and is instrumental in organizing an annual series of events for Black History Month during October, highlighting the diverse contributions of leaders in business, education, entertainment, and social activism. The calendar of thought-provoking and entertaining events promotes dialogue and awareness of Black heritage and contemporary influence.

Previous themes have included a focus on multiple identities within the Black community, working with other firmwide affinity networks to explore the challenges faced by those with a spectrum of diverse characteristics. Recent speakers have featured Ade Adepitan MBE, British television presenter and Paralympics basketball medallist, and a film screening of Rising from Ashes,which focuses on the development of Rwanda’s first national cycling team against the odds.

“The annual Black History Month events are integral to fostering an inclusive environment for black colleagues within the Goldman Sachs community”, highlights Michael Daffey, global co-chief operating officer of the Equities Franchise and co-sponsor of the Firmwide Black Network.

© 2014 Goldman Sachs

EDITORIAL

My KPMG Interview with Richard Iferenta, Partner You’ve been at KPMG 14 years; why did you join and what keeps you there?

After working at other firms, I was looking for a place that would really allow me to grow – not hand me opportunities on a plate, but provide the platform to develop my skills and knowledge and, ultimately, myself. I stay at KPMG because it’s full of smart, talented people, engaged in challenging, stimulating work for our clients. Intertwined with that is our culture - everyone is free to bring their whole selves to work and we recognise and celebrate not only those things we have in common, but also those things which make us unique.

What does diversity mean to KPMG? It’s not just about diversity in terms of recruitment – we are building out from there and the discussion is much broader now. We have a new inclusive leadership strategy which outlines the role each of us has in creating an inclusive environment. We are moving to individual actions and responsibilities – from words to concrete actions, and that is something that differentiates us.

We will demonstrate a commitment beyond compliance. We know where we are; we know where we want to be and we have a plan to get us there. We will do better and it’s going to be an exciting journey.

Why is it important to celebrate Black History Month?

BHM gives the opportunity for Britain to showcase its black role models and celebrate the achievements of black people. The more role models you have, the greater the positive influence on black youth. We need to see more black role models in the profession and the activities planned during BHM to promote opportunities for black youth will be one small, but important step forward in achieving the dream.

AAT is a registered charity. No.1050724

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Whether you’re looking to progress your career, run your own business, or even become a chartered accountant, an AAT qualification is a great place to start. Open to everyone, AAT courses fit around your life and will ensure you make the most of this rewarding profession.

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aat.org.uk/bhm

Inclusive, Diverse, Engaged Our graduate, intern, work experience and school leaver programmes add to our vibrant community and help us to succeed. Through them, we’re able to meet diverse and inspiring young people.

People like Toluwalope Shomoye.

We’re proud of our diverse Santander family.

Meet Tolu Tolu is 20 years old and studying Financial Economics at the University of Kent. “I came to Santander because I wanted to gain experience at a large company with a growing customer base, who openly encourages flexibility.” Says Tolu. An intern in our People & Talent team Tolu says “my experience has been very positive; everyone I’ve met has been friendly and welcoming.”

He’s been able to shadow a number of senior people through the bank and has been given a range of challenging projects to work on. “I appreciate the opportunities I’ve been given at Santander to really show what I can do, and I’ve learnt a lot about myself.”

Diversity in action We want to help more people like Tolu explore and meet their career and personal goals. To do this we need Inclusive leaders who’ll make the most of our diversity. Our face to face inclusive leadership programme explores how our individuality might be connected to ethnicity or gender, but also to differences in leadership styles, and approaches to problem solving.

Our leadership programme and approach to supporting career development helped us to achieve the 2014 ENEI gold standard E-quality award. It measures organisational performance in equality and diversity and how we create an inclusive culture. In addition we’ve achieved Top 50 employers for women status in 2014 for the 3rd year running.

As champion members of Race for Opportunity, Opportunity Now, ENEI Being inclusive also means we can and BDF (Business Disability Forum) create products we believe in and feel we know we’ve got the support proud of, and deliver the best services we need to maintain a culture of to our diverse customers. inclusiveness where you can grow and develop.

Attracting and keeping the leaders of tomorrow We want to continue to attract and retain the best talent. We have a wide range of flexible benefits so that you choose the ones that work for you and fit your lifestyle.

They include: ■ ■ ■ ■ ■ ■ ■

flexible working/holidays child-care vouchers private medical aid dental care all-employee car scheme discounts and vouchers on top brands pension schemes

There’s 24/7 access to our policies and support as well as an employee assistance helpline which members immediate family members can also use.

We’ve got a robust talent programme to help you deliver your best through dedicated support and coaching. And a mentorship programme that matches mentors and mentees to make sure both get the best from their relationship and is just one of the ways we discover and nurture talent.

“I would love to work for Santander in the future” says Tolu, “I’ve been impressed by the culture and feel this is a place where I can learn, grow and be myself.” We totally agree with Tolu. We want you to feel you can achieve your career goals, grow with us and be exactly who you are because you are what sets us apart from the norm.

Having an inclusive culture that’s rich in diverse talent means we can exceed the expectations of our customers, and achieve our goal of being the best bank in the UK.

www.santander.co.uk

Sickle cell disease is the most common inherited blood condition in England. Here are the sums: 12,000 - 15,000 Individuals with Sickle Cell, +380,000 with Sickle Cell Trait, Only 1 Sickle Cell Society.

Here are the Sums

Sickle cell disease can cause excruciating, crippling pain and severe anaemia. This can last for days, weeks or months and can lead to frequent stays in hospital. Children with sickle cell often miss out on school.

Children with sickle cell often feel isolated and lack confidence. The Sickle Cell Society provides a one week, fun packed holiday for children living with sickle cell.

@SickleCellUK

Michelle age 9 “I had a wonderful time meeting other children in the same situation like me, we shared our experiences together 12,000 - 15,000 Individuals with Sickle Cell + 380,000 with Sickle Cell Trait, which boosted my confidence”.

Sickle Cell Society UK

E: info@sicklecellsociety.org

020 8961 7795

Bolaji age 12 “I learnt that I am not the only one that has sickle cell. It’s good to know that I’m not alone and I can hang around with people who understand me”.

Every child living with sickle cell disease should not feel different, alone or isolated.

Please help us to improve their life chances by donating £3 today.

Only

1 Sickle Cell Society

Sickle cell disease is a serious inherited blood condition that can cause severe pain, anaemia and organ damage.

The Sickle Cell Society is a registered charity founded in 1979 whose mission is to enable and assist individuals with sickle cell disease realize their full economic and social potential.

We achieve this by educating the public and raising awareness, advocacy, providing welfare

TEXT CFUN07 £3 to 70070

services, lobbying and assisting in research.

The Society collaborates closely with the NHS Sickle Cell and Thalassaemia Screening Sickle Cell Society :Layout 1 09/08/2013 15:06 Page 1 Programme to raise awareness of sickle cell disease, testing and associated myths and beliefs.

Each year the Society provides a free one week fun packed holiday for approximately 30 children living with sickle cell disease.

Please donate and help the Sickle Cell Society in its work to support adults and children suffering from sickle cell by sending a TEXT to 70070.

In the body of the text type CELL22 then leave a space and type the amount you wish to donate for example: CELL22 £10

we C

Sickle Cell Society

54 Station Rd, London NW10 4UA - Tel: 020 8961 7795 Email: info@sicklecellsociety.org - Website: www.sicklecellsociety.org

Sick

Mi @SickleCellUK

Sickle Cell Society UK

B

Screening for sickle cell and thalassaemia Sickle cell disease and beta thalassaemia major are serious, genetically inherited blood disorders which affect haemoglobin and its oxygen carrying capacity.

Genes are the codes in our bodies for such things as eye colour and height. Genes work in pairs. For everything that we inherit we get one gene from our biological mother, and one from

40

our biological father.

Carriers for a haemoglobin disorder are healthy and have inherited one unusual haemoglobin gene and one gene for normal haemoglobin A. Carriers are unaware of their status unless they have a specific blood test and they will never develop a haemoglobin disorder. But the gene is still there in the back-

ground, and they could pass it on to their own children.

Anyone can be a carrier of a haemoglobin disorder. It tends to be most common among people whose ancestors come from Africa, the Caribbean some parts of India, Pakistan, south and south-east Asia and the Middle East. This is because carrying a gene for a haemoglobin

“

Screening is not just for women. Know the facts, know the choices.” TIim Campbell, winner BBC The Apprentice Programme

disorder may help protect against malaria in childhood, so in places where malaria has been widespread, the genes have become more common. Carriers can still get malaria, and should always protect themselves when travelling.

Where both parents are carriers, there is a 1 in 4 (25%) chance that their baby could inherit both unusual haemoglobin genes and have a condition that requires treatment.

Sickle cell disease is the name given to a family of conditions.

The most serious type is sickle cell anaemia (Hb SS). Symptoms include pain known as a ‘crisis’, severe anaemia, susceptibility to infections and damage to major organs.

Sickle cell disease affects approximately 1 in 2,000 births in England, with an estimated 240,000 healthy carriers.

Beta thalassaemia major is caused by a defect in the normal haemoglobin gene, which prevents the body from producing haemoglobin. The result is life threatening

anaemia, and people need regular blood transfusions for survival and treatment to clear excess iron from the body, throughout their lives.

There are currently an estimated 214,000 healthy carriers of the beta thalassaemia gene variant in England, and over 700 people with beta thalassaemia major.

Sickle cell anaemia and beta thalassaemia major can sometimes be cured with bone marrow or stem cell transplantation.

In England all pregnant women (and the baby’s father where the woman is identified as a carrier) are offered screening for carrier status. All newborn babies are offered screening for sickle cell disease as part of the newborn blood spot (heel prick) test. The UK National Screening Committee also recommends that all babies up to one year of age living in the UK are offered this test so if your baby is less than one year old and for any reason s/he has not been offered newborn blood spot screening (e.g. you have just moved or recently arrived in the

UK) speak to your General Practitioner (GP) or your Health Visitor. If you or any other child you have has sickle cell disease and you have moved to a new area, it is also very important for you to inform your GP or Consultant Haematologist about this.

Testing at other times Blood tests can be offered at any stage in life. It is helpful for people to know their carrier status before they plan a family. The test can be done by GP or specialist sickle cell and thalassaemia centre.

NHS Sickle Cell & Thalassaemia Screening Programme

http://sct.screening.nhs.uk/ Sickle Cell Society http://www.sicklecellsociety.org/

UK Thalassaemia Society www.ukts.org.uk

41

NASUWT The Teachers’ Union

Celebrating

BLACK

HISTORY

MONTH The largest teachers’ union in the UK

42

NASUWT

The Teachers’ Union

Committed to Equality and Social Justice The NASUWT, the largest teachers’ union in the UK, is fully committed to tackling inequality, prejudice, discrimination and intolerance, not only within education, but also within the wider society.

In today’s society, teachers and the education system play a vital role in fostering respect for others, celebrating diversity and in challenging beliefs based on prejudice and intolerance. The NASUWT has always recognised the importance of the work that teachers do in empowering young people to develop the positive values and attitudes which are essential to embracing diversity and difference. The Union’s commitment to equality and social justice has stimulated a wide and extensive programme of action by the Union, not only to engage and empower its own members and to deliver benefits for them, but also to involve children and young people, educators and communities everywhere in coming together to work for a better society and a fairer world.

We support the celebration and promotion of black history in education and the wider society. Teachers and other school staff play a vital role in promoting black history every day and every month of the year.

The NASUWT’s annual Arts & Minds schools competition invites young people across the UK to celebrate their identity and to challenge prejudice and discrimination through creative writing and art, to express their feelings about racial equality and cultural diversity. The NASUWT Arts & Minds awards ceremony takes place annually during Black History Month and explores new ways of celebrating diversity and difference. The Union believes that a racially diverse teaching profession is vital to securing high educational standards for all children and continues to challenge and fight the unacceptable attitudes faced by back and minority ethnic (BME) teachers.

Equality and justice for BME teachers is at the heart of the NASUWT’s campaigning and bargaining agenda. The Union is proud to host every year the largest gathering of BME teachers anywhere in the UK. The NASUWT will continue to stand up for racial equality and social justice and challenge inequality in all its forms.

For further information about the NASUWT’s work on equality, telephone 0121 453 6150 or e-mail equalityandtraining@mail.nasuwt.org.uk.

To join the NASUWT call 0121 457 6211 or join online at www.nasuwt.org.uk

43

Sickle Cell Disease:

A Family Legacy

By Iyamide Thomas, Regional Care Advisor, Sickle Cell Society Sickle cell disease is an inherited blood condition that can cause severe pain, anaemia and organ damage and can lead to other serious complications such as stroke or blindness. It affects millions of people around the world and it is most common in people who have originated from malarial areas since the ‘sickle gene’

44

is thought to have evolved to give ‘carriers’ (i.e. people with only one copy of the gene and who do not have the full blown condition) some protection against malaria. This is why sickle cell disease mainly affects people of African, Caribbean, Middle Eastern, Indian and Mediterranean heritage. As sickle cell is inherited (see

‘Screening for sickle cell and thalassaemia’ elsewhere in this publication), the condition or the gene runs in families and can be described as a ‘family legacy’ hence exactly the reason why a DVD drama produced to raise awareness of the condition was called ‘The Family Legacy’!

Making a Drama about sickle cell In England there is an NHS Sickle Cell and Thalassaemia Screening Programme (NHSSCTSP) which offers all pregnant women a test to see if she is a ‘carrier’ of the sickle cell gene and, if she is the father-to-be is also offered the test. If they are both carriers there is a 1 in 4 chance (25%) that their baby could inherit sickle cell disease. The Screening Programme also offers all newborn babies screening as part of the newborn blood spot (heel prick) test in order that a small number with the potential to develop sickle cell disease might be diagnosed and treated and their parents receive support and education. Each year in the UK approximately 320 babies are born with sickle cell disease. The UK National

“

Above: Facilitated awareness session at a barber shop

Screening Committee also recommends that all babies up to one year of age living in the UK is offered this test, so if your baby is less than one year old and for any reason s/he has not been offered newborn blood spot screening (e.g. you have just moved or recently arrived in the UK), speak to your General Practitioner (GP) or your Health Visitor. If you or any other child you have has sickle cell disease and you have moved to a new area, it is also very

important for you to inform your GP or Consultant Haematologist about this.

One of the aims of NHSSCTSP is to promote greater understanding and awareness of sickle cell disease (and thalassaemia) and the value of screening, so that people can make informed choices during pregnancy and before conception. As such, NHSSCTSP commissioned the Sickle Cell Society in 2009 to deliver its outreach to

Each year in the UK approximately 320 babies are born with sickle cell disease.

45

raise awareness of sickle cell disease, testing and some of the myths and beliefs surrounding the condition, particularly among African and Caribbean communities who are most at risk of inheriting sickle cell disease. A British– Nigerian DVD drama called ‘The Family Legacy’, about the impact of sickle cell disease on a marriage and a family, was produced and this film is screened as part of facilitated sickle cell awareness sessions in churches, schools, colleges, family homes, barbershops, community and statutory organisations and anywhere the target group might congregate, reaching thousands of people nationally. The film has been shown on various television channels here and in Africa and is also reaching international audiences. Facilitated sessions involve the film screening, a Question & Answer (Q&A) session with sickle cell experts and service users and this is often 46

Above: Participants completing feedback forms at a Black History Month special session with three women in front row dressed in ‘Krio’ cultural attire Left: Scene is set for Maroons Restaurant Screening (Photo by Imo Akpan)

followed by refreshments and networking. The Q&A sessions often cover important issues such as stigma and myths associated with sickle cell, getting tested for the sickle cell gene before pregnancy, raising awareness at schools and managing sickle cell crisis in the UK, Africa and the Caribbean.

Additionally, we have delivered a number of ‘special sessions’ that have innovatively combined

screening ‘The Family Legacy’ with a Black History presentation on Dr Africanus Horton, the Sierra Leonean ‘Krio’ medical doctor who in 1874 can be credited for giving the first written account of the disease which subsequently became known as ‘sickle cell anaemia’ (see article on Dr Africanus Horton in last year’s Black History Month magazine).

One such session billed ‘Sickle Cell Disease: The Family Legacy and Africanus Horton Story’ was conducted

“

We will continue to find new and innovative ways of engaging communities most at risk from sickle cell.

at an African Caribbean restaurant called ‘The Maroons’. It was pertinent that this event was held at a place called ‘The Maroons’ as there is a historic link between the Maroon people of Jamaica and Dr Africanus Horton’s Sierra Leonean ‘Krio’ heritage, for among the “ex-slaves” and freemen who the British resettled in Freetown, Sierra Leone (who subsequently made up the ‘Krio’ community) there were 600 ex slaves or ‘Maroons’ resettled in 1800. As such, in Africanus Horton’s birthplace (Freetown)

there is a ‘Maroon Town’ and a ‘Maroon Church’!

By all accounts these sickle cell awareness sessions, conducted on behalf of the NHS Sickle Cell and Thalassaemia Screening Programme, are achieving the Programme’s goals.

In a recent evaluation of participant feedback 74% of participants said they learnt something new, 83% thought the film captured key issues and gave useful information about caring for someone with sickle cell disease and 50% of participants who did not

know if they were carriers of the sickle cell gene said watching the film made them want to find out!

Participants find the film sessions both educational and entertaining and as the project progresses we will continue developing new and innovative ways of engaging communities most at risk of inheriting sickle cell. We are currently planning a special session at the Liverpool International Museum of Slavery so as they say“ watch this space”!

Find out More....

The ‘Family Legacy’ can be viewed at:

www.familylegacy.org.uk

NHS Sickle Cell & Thalassaemia Screening Programme:

Video footage from the session at the Maroons Restaurant can be viewed at:

Sickle Cell Society:

vimeo.com/88504854

sctscreening.nhs.uk

www.sicklecellsociety.org 47

An evening of equality.

EDF Energy’s BAME (Black, Asian, Minority Ethnic) Network was launched in 2010 and has gone from strength to strength, winning Business in the Community’s Race for Opportunity Award for Best Employee Network in 2013. The network continues to play a leading role in promoting EDF Energy as a supplier and employer of choice within ethnic communities, alongside supporting its members to reach their potential through career development activities.

A memorable evening was laid on for members and guests of the BAME Network in June.

The venue for the gettogether was the stylish London residence of the French Ambassador to the UK, and the guest of honour was one of the UK’s most prominent black

Parliamentarians, Lord Herman Ouseley.

of challenging racism in organisations.

Interviewed by the Network’s Deborah StClair-Thomas, Lord Ouseley – who came to the UK from Guyana in 1956 aged 11 – spoke about his early influences, his illustrious career in London government and education, and his work at the forefront

With the 2014 FIFA World Cup as a fundraising theme, guests were particularly interested in one of his recent initiatives – Kick it Out – which challenges racism in football. Responding to a comment by Lord Ouseley that “every organisation has

Supporters and committee members of the BAME network including Donna Fraser, le!, and Stuart Crooks, fi!h le!

Lord Herman Ouseley interviewed by Deborah StClair-Thomas

its own biases”, Network Sponsor Tim Boylin said he was determined to keep listening to BAME employees. “We are keen to show up instances where we are not doing things right as an organisation,” he said.

Network Executive Champion Stuart Crooks – MD of EDF Energy’s Generation Business – acknowledged there was still work to be done in some of the remote areas where the company’s power stations are based. “I want to lead a company where diversity and inclusion are an integral part of how we work and who we are,” he said.

Network Chair Donna Fraser, a former Olympic athlete, spoke about some of the network’s successes including a mentoring scheme and an athletics challenge for London schoolchildren. Career development is a key focus for this year, she said, and the network intends to organise further events with highprofile BAME speakers.

“Being an Olympian, I know how important it is to have a strong network,” she said.

“If you don’t have strong members in a relay team, you can’t pass on the baton successfully.”

Celebrating Black History Month at EDF Energy EDF Energy is proud to support Black History Month and the BAME Network will be celebrating throughout October, sharing daily features on British black heroes on the company intranet along with a tribute to Maya Angelou.

We’re also supporting the STEM (Science, Technology, Engineering and Maths) Award category at the inaugural Black British Business Awards on the 2nd of October.

LIVING

BY OUR

PRINCIPLES

Tunde Ogungbesan talks about why Diversity & Inclusion matters to Shell.

WHO ARE YOU AND WHAT DO YOU DO?

HOW IS SHELL DOING?

I’m a Senior Adviser for D&I and Talent in Shell. It’s a great job and an opportunity to make a real difference to the culture within the company and ultimately, to people’s lives. I have a global role providing D&I thought leadership, subject matter expertise and support on D&I strategy to a number of areas in Shell.

I’ve been fortunate enough to travel to countries like South Africa, Nigeria, India, Singapore and the USA, working with colleagues on cultural and other D&I-related issues.

We are moving in the right direction but we also recognise that more needs to be done globally and locally. We have three global measures to monitor progress at senior leadership positions: women, local representation in countries we operate in and a further measure to monitor inclusion through our Shell People Survey. The survey asks D&I-related questions about working in an open environment where people can speak freely without negative consequences, are treated with respect, free from harassment and discrimination, and where different views are valued.

WHAT DOES D&I MEAN IN SHELL? We have a simple definition of D&I in Shell. Diversity is all the ways we differ and Inclusion is about creating a culture where differences are valued and everyone has the opportunity to develop their skills and talents.

These differences could be visible such as gender, colour and physical ability or invisible, for example, heritage, sexual orientation, skills and family status.

I think D&I is different from Equal Opportunities (EO).

I’ve heard it said that they are wings on the same aeroplane. EO is about compliance and meeting national legal requirements. D&I is deeper, it goes beyond laws and compliance.

WHAT DOES THE FUTURE HOLD? We continue to press ahead with our goals and aspirational targets through our education offerings, communication processes in the profiling of success stories and the sharing of good practices, recruitment and retention efforts that focus on tapping into the top talent across diverse constituency groups, development and mentoring of diverse staff from across the world and building supportive and inclusive work environments. We are living by our principles.

WHY IS D&I IMPORTANT TO SHELL? Firstly it is the right thing to do; it aligns with our core values and Shell General Business Principles which govern how we conduct our affairs. It is important that our staff reflect the people we provide goods and services to.

Secondly, it is good for business. A diverse population in Shell contributes different ways of thinking, and through that provides the innovation we need to ensure our portfolio is attractive, resilient and enables us to win. To achieve this we must hire the best people and to find them we must fish in as large a talent pool as possible. This means being attractive and inclusive to diverse talent.

52

Mavis Oti-Addo-Boateng

Co-Founder and Chairperson of the Shell African Network

BLACKHISTORYMONTH2014

CLIMBING

THE

LADDER

As Co-Founder and current Chairperson of the Shell African Network, Mavis Oti-Addo-Boateng has witnessed first-hand the positive effect the inclusive forum has had on members and the company since its inception.

WHAT’S YOUR BACKGROUND? I am British-Ghanaian, born in England and spent a number of my formative years at school in Ghana.

At the age of eleven, I returned to join my family in the UK and attended a Hackney comprehensive school.

As a child I had a natural preferred tendency towards technical subjects, like science and mathematics. Not only did this earn me the nickname ‘The Computer’, but I feel it also paved the way for my eventual career path.

HOW HAS THE NETWORK HELPED YOU IN YOUR CAREER? Interesting… the network has not had a direct impact on my career progression, however my involvement and passion for the network’s objectives and goals has raised my profile and offers me a platform for exposure to senior leaders. I am naturally open and friendly towards people – indiscriminate in who I talk to, regardless of their position in the company. This communication trait alongside my involvement with SAN has gained me a reputation, which is recognised by upper management, and opened up fantastic opportunities and broadened my professional network.

Were it not for SAN and the strong value of inclusion it promotes, I wonder if this would have been the case.

HAVE YOU EVER FACED ANY ISSUES SURROUNDING CAREER PROGRESSION OR EMPLOYMENT OPPORTUNITIES? Personally, I’ve never experienced any overt discrimination. Joining Shell UK in 1998, I worked for a department where the majority of people had an ethnic heritage and held positions lower down the professional ladder. The Shell African Network has been a success since then in spreading the understanding that career opportunities at Shell are available to absolutely everyone, regardless of their background, and by providing learning and mentoring platforms to build up people’s confidence and empower them to seek and seize these opportunities.

WHAT’S YOUR INVOLVEMENT IN THE NETWORK? As a Co-Founder, I helped establish SAN in 2000 and have been heavily involved in its activity ever since. I’ve held positions of Events Lead and Deputy Chair, and took lead in the network’s professional and personal development schemes. As current leader of the network I have a responsibility for our members, as well as for Shell, to ensure we deliver on our promise to bring value to both. The challenge with this is that what’s valuable to one may not to be valuable to another; so far, however, feedback demonstrates that the SAN’s Leadership Team is doing a great job.

CAREER AT A GLANCE

PROUD MOMENTS

1998

Joined Shell UK Retail division as Financial Controller for directly managed sites

2011

Outstanding Diversity & Inclusion Leadership in Shell Award

2000

Joined Shell Corporate Centre as Management & Project Accountant and co-founded SAN

2013

Shortlisted for the Race for Opportunity Champion Award

2014

Interviewed Shell’s Chief Finance Officer, Simon Henry, for Annual Webcast

2001-2 Qualified as a Chartered Accountant & gained post-graduate qualification from City University 2002

Took up position of Global Retail Strategy Analyst/Manager based and working in most of the European countries

2006

Based in Germany as Global Strategic Change Implementer

2007

Returned as Finance Manager for Offshoring Shared Business Services

2011

Took up role as Global Financial Analyst supporting the Downstream Leadership Team

53

NURTURING A CULTURE OF INCLUSION The Shell African Network (SAN) is working to emphasise areas of the business its members can bring value to, and raise the group’s profile within the Shell community.

“We want to bring our members together in a knowledge-sharing environment where we can exhibit the type of creativity and talent required to progress to leadership roles,” says Kwaku Owusu-Achaw, Head of Events & Learning at SAN. Events this year have largely focused on the theme ‘Empower to Accelerate’, and aim to ensure SAN’s members are fully equipped to develop their careers inside the organisation. Kwaku explains why SAN facilitates this with the help of Shell success stories.

“Being able to sit with someone who has succeeded at Shell and hear their experiences first-hand is the ideal way for members to find out what skills are required, the types of jobs available, and the steps needed to take to get there.”

Kwaku continues: “We’ve held regular Lunch and Learn sessions with influential people like Mavis Oti-Amankwah, Cornelia Dibua, Tunde Ogungbesan and Llewellyn Collymore, who are all very active SAN members themselves. These informal meetings are all about empowering our attendees through knowledge enhancement.”

A key part of the evening is the SAN Panel Discussion, which will see experts field questions about this year’s hot topic: ‘Investing in infrastructure and Empowering Africa’. It’s an exciting date in the diary for all involved.

As Kwaku says, “The panel appreciates that the audience they’re addressing could be the next wave of leaders who will one day be making the important decisions affecting the continent.”

COMMUNICATION

IS

KEY

Keeping its members and stakeholders informed and finding out what’s important to them is central to the Shell African Network’s remit.

“It’s very important to keep abreast of our stakeholders’ interests so we can tailor our events and communications to meet their needs,” says Olamide Oladipupo, Head of Communications for SAN. To do this, SAN uses diverse communication channels – quarterly webcasts, a monthly newsletter and an annual survey. “These channels enable us to keep members updated as well as receive feedback on how relevant our events are,” explains Olamide.

A group of sponsors comprising influential senior Shell leaders make up a key part of SAN’s internal stakeholders. Each year SAN holds a sponsors meeting to discuss the network’s strategies and ways they intend to help the wider organisation.

54

SAN’s external stakeholders comprise organisations and individuals who support the Diversity & Inclusion agenda. They’re all invited to the annual SAN dinner, which provides an opportunity to share the African-Caribbean heritage, showcase achievements and discuss relevant issues. It’s a popular event but Olamide admits there is still work to be done regarding many African-Caribbean employees harbouring ‘self-limiting beliefs’.

He and his SAN colleagues try to counter this by coordinating events that help people gain confidence professionally and personally.

“We are big on inclusion, so these events are open to everyone. But what we try and tell everyone is that you’ve got something different to bring to the table. And different is a good thing.”

BLACKHISTORYMONTH2014

A

CIRCLE

OF

FRIENDS

The Shell African Network’s mentoring programme provides attendees with the tools they need to further their career and fosters lasting relationships along the way.

Shell African Network (SAN) Deputy Chair Nwanne Modunkwu, a Treasury Manager for the Upstream organisation in Shell, knows how valuable the group’s mentoring programme is. Not only did she spend time in a previous role putting a mentoring ‘circle’ together, she took part in it too.

The objective of the programme is to contribute to Shell’s Diversity and Inclusion principles by developing the confidence and leadership capabilities of the participants. Each year SAN themes its activities – this year it’s ‘Empower to Accelerate’.

One of the ways SAN members are mentored is via either virtual or face-to-face ‘circles’, which are built around different themes but covering key areas like self-awareness, networking, personal development, leadership and how to best approach the challenges that could arise while navigating a career with Shell.

Shell leaders are approached to become mentors, which has added benefit. The current SAN mentoring circle, made up of 13 members is being mentored by Shell’s Downstream Head of Mergers & Acquisitions and Commercial Finance Frank Lemmink.

“We want to accelerate participants’ careers within the organisation and even their personal development outside of it,” says Nwanne.

FOOT ON THE CORPORATE LADDER A

Thanks to the Shell African Network (SAN), young people from a variety of backgrounds have the chance to experience what it’s like to work in the energy industry.

From its inception eight years ago, the SAN Work Experience Programme (WEP) has expanded to accommodate 30 students in London and 20 in Shell’s Aberdeen office, which launched its own programme this year.

To spread the word about placements, Sounez Charles, Head of Community Relations for SAN, coordinates with SAN members, HR and Shell’s partners in London, encouraging young people from schools local to Shell to sign up.

“We also reached out to the charity Kids Company and Shell’s disability network enABLE, from where we’ve had two visually impaired young people join the programme.”

Ranging from 15 year olds to students in their second year at university, each participant is placed with a team in Shell to get a taste of what it’s like to work alongside colleagues in a real working environment. This gives them a real confidence boost and tools to better deal with future decisions.

The WEP was launched this year for the first time in Aberdeen by Jumoke Ologun, a UK Policy Advisor in Shell, and received positive feedback from students and senior Shell leaders alike. The programme’s highlights included a surprise visit to St. Fergus, one of Shell’s gas plants, and a site visit to the diving support vessel – Seven Atlantic.

55

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66

Another Centenary Looms Pilot Officer John Henry Smythe, a West African World War II Hero

By Iyamide Thomas - with contribution from Eddy Smythe

The centenary of the First World

fired, The Great War became

training under British officers

War (1914 – 1918) has been

the world’s war. Unlike the First

in Freetown he rose to the rank

fittingly celebrated. Pleasingly,

World War, West African (and

of sergeant in 1939. When a

the BBC featured contributions

Caribbean) contribution to

volunteer force for the Royal

from West Africans, a fact

World War Two is much better

Air Force (RAF) was needed,

usually unknown or forgotten!

known and in 2015 some

though hundreds volunteered

(See article on Lieutenant

quarters will celebrate another

Johnny Smythe was one of six

Macormack Easmon). Did you

centenary; that of Second

Sierra Leoneans chosen who

know that three days after war

World War ‘hero’ Pilot Officer

duly sailed to England. After a

was declared the first shot fired

John Henry Smythe. Read on!

year of studying and intensive

by a soldier of the British Army

training approximately 90 men

was fired in Africa by an African

John (‘Johnny’) Henry Smythe

completed the course and

Regimental Sergeant Major

QC, OBE (1915 -1996) was born

Johnny Smythe was one of only

from the British West African

in Freetown, Sierra Leone, West

four who were commissioned

Frontier Force who was born in

Africa. At school he excelled in

as officers. He became an RAF

the British Colony of the Gold

high jump, sprinting, cricket and

navigator and helped pilots

Coast (now Ghana)? In 1914

soccer. He did not have to go to

flying Lancaster bombers stay on

the British attacked the German

war but when the British called

course during bombing missions

colony of Togoland and from

on the colonies to assist its war

in Germany and Italy. Smythe

the moment that first shot was

effort to stop Hitler’s Germany

undertook 27 bombing missions

he volunteered. After basic 57

RAF Black Commissioned Officers - Johnny Smythe sitting second from right

and on a mission on November

celebration of the end of the

that time. He simply never spoke

18, 1943 their plane was

Second World War. I recently

about it. My siblings and I were

shot down. He was wounded

spoke to Johnny’s son Eddy

always scared of having to wake

and although parachuted

who said “the reporter asked

him up, because no matter how

successfully he was captured

dad if he had thought about

gently you tried to rouse him, he

and spent 18 months in Stalag

escaping during the time he

would almost leap out of bed

Luft I a German prisoner of war

was a prisoner of war. With

shouting. We learnt this was

camp before being released in

a glint in his eye he said yes,

due to attacks that took place

1945 when the Russians finally

he had constantly thought

at the various camps he trained

invaded Germany. In 1948 he

about doing so and that if

at in the UK, as the German

travelled with Empire Windrush

he had been successful, he

air force tried to kill as many

to bring 500 West Indian ex-

could have mingled with all

trainee airmen as possible. We

servicemen and workers to UK.

the other 6ft 4inch black men

almost had to draw lots with the

In 1950 he successfully qualified

wondering around Germany

loser having to wake him up!

as a lawyer before returning

at that time! He never lost his sense of humour”!

It was only years later we got

to Sierra Leone in 1951.

58

When Johnny Smythe retired

Eddy also said “Strangely, I

and was living in England he

grew up knowing fairly little

was interviewed by The Times

about my dad’s war record and

during the 50th anniversary

what actually went on during

the full story. He was our hero and a fantastic role model”.

The experience stays with you

Layo at PwC’s More London office

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Opportunities with the UK’s number one graduate employer Offices across the UK » Join spring, summer or autumn

Your career is just that; yours. You choose it. You live it. You make it happen. To get the best from it, you need the best opportunities.

All degree subjects That’s why opportunities are at the heart of a career with us.

Opportunities to grow as an individual, to build lasting relationships Voted employer of and make an impact in a place where people, quality and value mean choice by students everything. For Science graduate Layo, that meant exploring the in The Times Top 100 Graduate Employers business world on our Tax Summer Internship – and like many of our interns she was offered a job with us at the end. Now she works on survey for eleven years running. major tax projects, helping the employees of some of the world’s biggest companies manage their complex tax affairs. Join PwC – we’re focused on helping you reach your full potential.

Take the opportunity of a lifetime www.pwc.com/uk/careers www.facebook.com/PwCCareersUK © 2014 PricewaterhouseCoopers LLP. All rights reserved.

Diverse people make us stronger

60

Prostate cancer in Black men – know your risk One in four Black men will

groups? The harsh truth

men don’t experience

be diagnosed with prostate

is, nobody knows, and

any symptoms and it

cancer at some point in their

that’s why Prostate Cancer

can become incredibly

lives - double the one in

UK is pushing to find the

difficult to detect prostate

eight risk faced by all men

answers through research.

cancer at an early stage.

in the UK. What’s more, Black men are also more

What we do know: Prostate

likely to develop the disease

cancer is the most common

earlier than men from

cancer in men and one

other ethnic backgrounds

man dies of the disease

of the same age.

every hour. If diagnosed early enough, it can often

The stats are concerning

be successfully treated,

and give rise to an essential

but according to recent

question – why are African

research, nine in ten Black

and African Caribbean

men are unaware of their

men more likely to develop

increased risk. Couple this

prostate cancer than other

with the fact that many

61

Four key facts that every Black man should be armed with: 1.

2.

Know your risk: 1 in 4 Black men will get

3.

Know you can get support: If you

prostate cancer. If you’re over 50 or have

are worried about prostate problems

a father or brother who has had prostate

or think you’re at risk, you can

cancer you are also at increased risk.

speak to a Prostate Cancer UK

Awareness is key - telling one person

Specialist Nurse for support and

about their risk could save a life.

information on 0800 074 8383.

Know the symptoms: Problems

4.

Know your rights: If you are over 50 and

urinating, such as changes to how

worried about your prostate cancer risk,

frequently you need to go, a weak flow,

you have a right to a free PSA blood test,

or difficulty in starting to pee could be

which can be the first step to diagnosis,

an indication that there is something

if you discuss it with your GP first.

wrong with your prostate. However, in many cases prostate cancer doesn’t have any symptoms at all. Speak to your GP if you have any concerns.

One man’s story: Last year, Fitz Lawson, a youth support worker from Milton Keynes, was diagnosed with prostate cancer at the age of 54.

Fitz was aware of prostate cancer as his father sadly died from the disease, and with his family history, Fitz knew he was at increased risk.

Fitz is still undergoing treatment for his cancer, but has recently turned his attention to raising awareness of the disease amongst Black men. Fitz has joined Prostate Cancer UK as a volunteer Research Champion and will be out in the community spreading the word about the disease and helping more men

understand the importance of taking part in research in order to find the answers we need about why Black men are more at risk and what we can do about it.

To find out more about the work that Prostate Cancer UK is doing, or to sign up to Men United - the charity’s growing army of men and women who have come together to tackle the disease, visit http://prostatecanceruk.org/black-community

62

Proud history.

Bright future.

As we celebrate Black History Month, we’re also looking to the future here at Newham College and renewing our pledge to support and nurture the diverse community we serve.

We always aim to create an environment that’s welcoming to everyone who studies with us, and we’re also committed to supporting and developing our workforce.

With half our staff from the BME community – a figure of 51% among our academic teams* – we’re proud of the way in which we reflect wider society in East London.

If you’re looking for an opportunity to grow your career – particularly if you’re able to bring us strong managerial skills and contribute to our strategic vision – then we’d be delighted to talk to you. After all, the best way in which we can honour the achievements of the past is by looking to even greater success in the years ahead.

Please visit www.newham.ac.uk where you can find out more about working for us and apply online.

BEING THE BEST BELIEVE IT, ACHIEVE IT

*Equality & Diversity Annual Report 2013-14

HOW NIGERIA BECAME: 9 OCT – 9 NOV For ages 8+

A STORY, AND A SPEAR THAT DIDN’T WORK A witty and entertaining show for families as part of Black History Month at the Unicorn.

Volunteer for something ‘Special’ Special Constable

David Forbes

Thirty-four year old David joined Hertfordshire’s Special Constabulary in June 2013. As a child he dreamed of becoming a police officer and by joining the Specials he was able to fulfil this whilst working full time in the film industry.

In the time he has been with the Constabulary, David has taken part in local neighbourhood patrols and supported police teams in keeping Hertford’s pubs and clubs safe. During a shift he can be called to anything from a road collision to apprehending a burglar.

David said: “I’ve always enjoyed working as a team, so being a Special provides plenty of opportunity to do that. Also every shift presents something different, so it’s never boring.

“It’s nice to work in a diverse environment and the Constabulary is always striving to reflect Hertfordshire’s whole community. So if you have always wanted to know what it’s like to be a police officer, why not go for it? It’s a great way to get an insight into policing, work with people from a variety of backgrounds and make a difference in society.”

Special Constables have full police powers, uniform and protective equipment and work alongside the regular force. As volunteers, Specials are not paid but expenses are reimbursed.

If you are 18 or over, have great interpersonal skills and want to give something back to the community for at least 16 hours a month in your free time, why not become a Special Constable?

Visit www.herts.police.uk/specials to browse the pages to find out more. Alternatively, call 01438 757777.

66

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70

Hertfordshire Constabulary will be recruiting police officers soon If you would like to register your interest, visit www.hertspolicecareers.co.uk Policing the community is at the centre of everything we do. It is important that our police officers represent the communities they police and we would encourage people from all ethnic minority backgrounds to consider applying.

What career opportunities can I expect?

As a police officer, there is a variety of areas you can work in from emergency response, Safer Neighbourhood Teams and Roads Policing, to the Dog Unit, armed response or even tackling cybercrime to name a few.

Officers also have the opportunity for promotion through the ranks from PC to Sergeant, Inspector, Chief Inspector and beyond.

Why should I choose policing as a career?

As a police officer you’ll be asked to test your mental, emotional and physical abilities.You’ll work closely with fellow officers and gain their trust and respect. As a result, you’ll build a career that delivers personal satisfaction and the chance to make a difference within the community.

No day is the ever same and you get to meet people from all walks of life.

Often, the results of your work will be clear from the many satisfied members of the community we serve.

To find out more about Hertfordshire Constabulary, go to www.herts.police.uk To view Police Staff jobs, go to www.hertspolicecareers.co.uk

One Minority at a Time

A few years ago we conducted

between a lack of understanding

continues to be a beacon for

some research into the

at home and an LGBT community

black LGBT people in the UK,

experiences of black lesbian, gay

which seems overwhelmingly

dishing out great music, even

and bisexual people. One person

white, it’s easy to feel that

better food, and a real feeling

we talked to was Emanuel. He

there’s no-one out there like you.

that everyone is welcome. And

told us about watching television

in a society where being black

with his parents and having to

But the good news is that it’s

and gay often means hiding,

turn his head away whenever a

getting so much better. Over

just being able to eat, drink and

gay character came on screen,

the last few years there’s been

meet people in a space where

waiting for the put-downs to

a growing community of black

you don’t have to edit yourself

come. He told us about sitting

LGBT people in Britain. Together

can make all the difference.

in school wishing there was

they’re creating a space where

someone like him he could talk

people can be comfortable, free,

Emmanuel told us about getting

to. He told us about feeling

and proud. Proud to be black,

older and growing up. He told

invisible and let down, and

proud to be lesbian, gay, bi and

us about the first time he met

about how he’d rather die than

trans. Proud to be fully who they

other people like him. ‘You

bring the kind of shame upon

are, and not just a small part.

just had a conversation and

his family which would come with admitting who he really is.

72

By Ayaz Manji, Stonewall

they give you some words of At Stonewall we want to do

wisdom ‘you know what? It’s ok;

all we can to make sure that

you’ve got a home, out here’

If you’re black and gay in

people can find that community.

modern Britain some of this

That’s why we sponsor UK

might be familiar. Caught

Black Pride. Year on year it

EDUCATING ORGANISATIONS

By James Taylor, Head of Policy, Stonewall There are a lot of things you should be able to expect when you go and see your GP. To have someone listen to you, and take the time to figure out what’s wrong?

That’s one. To be treated with respect is another. But how about being told that who you are, and who you love is wrong? And that the woman you’re with can’t possibly be your partner, because that’s just not how things work? That was Steebeth’s experience, and she isn’t the only one.

Across the UK organisations are doing more and more to understand the needs of the lesbian, gay and bisexual people who use their services. At Stonewall every year we get to celebrate organisations that really

do get it. They get that it shouldn’t make a difference who you love. But when it comes to black lesbian, gay and bisexual people too many organisations are lagging behind.

What does that mean in practice? It means that black, asian and minority ethnic people come up against the assumption that they must be straight. It means confused and concerned looks when you bring your partner along to a hospital appointment or your child’s parents evening. It means not being given the right advice at a sexual health clinic, or being laughed at when you report a hate crime. In short it means not being so uncomfortable

and so apprehensive that you don’t access the services you’re entitled to.

But that can change. Service providers, from hospitals to housing associations can train people working on the frontline to really understand that each and every one of us is more than one thing. Little things like posters can send a huge message to anyone who’s not sure about how they’ll be treated if they come out.

And most of all they can empower their own black and gay staff to be rolemodels. Because they’re the ones who have the power to inspire others, and to let them know that they’ve come to a place where they can be themselves.

73

Hear it STOP IT ‘Some gay people are racist. It’s an uncomfortable truth that within a section of society that frequently calls people out for using homophobic language, there are people who don’t think twice about being racist. We know there are over 400,000 black and minority ethnic lesbian, gay and bisexual people living in Great Britain.

We also know the damage and hurt that homophobic and biphobic abuse can cause. A quick internet search shows that the English Defence League has an LGBT section boasting nearly 4,000 Facebook followers. But racism – like homophobia – doesn’t have to be an explicit demonstration to be harmful.

From sneering comments at an LGBT network group meeting to being turned away from a gay club because the door staff don’t believe you’re gay, racism 74

By James Lawrence, Stonewall

can happen anywhere. In 2010 the BBC spoke to gay men living in Yorkshire who said that they were facing increasing racial abuse from within the gay community.

For them the racism varied from covert – protesting to get served by reticent bar staff – to overt, with comments from other lesbian, gay and bisexual people such as ‘here come the suicide bombers’.

For these men – and many other lesbian, gay and bisexual people from black and minority ethnic backgrounds – dual discrimination was a daily occurrence. From their community and peers they could hear vigorous homophobia, yet when they sought support from the gay community they experienced explicit racism.

Trapped between two communities and unable to feel comfortable within

either, these people are far from living the happy life so many people believe lesbian, gay and bisexual people now enjoy.

It’s for situations like this that Stonewall’s NoBystanders campaign was designed. NoBystanders calls upon individuals to take a pledge not to stand on the sidelines when they hear or see bullying or teasing language. Over 6,100 people have signed the pledge so far, keen to stop bullying and abusive behaviour, whether it’s racist, homophobic or both. You can join them, find out more and download exclusive resources by visiting www.nobystanders.org.uk

It’s only by challenging racism and homophobia wherever it exists that we can start to take pride in all our communities.’

ke the pledge ta , lm fi e th h Watc ovement and join the m

75

Africa’s own Officer in the First World War

Lieutenant Macormack Charles Farrell Easmon

By Nigel Browne-Davies Photograph provided courtesy of Mr. Ahovi Kponou, a grandson of Lieutenant Easmon

76

His name is not strikingly

His remarkable story began

Easmon nee Smith, was

African and yet, Macormack

in Accra, Gold Coast (now

sister to the first West African

Easmon was the first, and

Ghana), where Easmon

Fellow of the Royal College

probably the only black

was born to Sierra Leonean

of Surgeons Edinburgh.

African to serve as a British

parents in 1890. His father,

officer in the First World

Dr. John Farrell Easmon, was

After his father died in

War. This forgotten war hero

a six times gold and silver

1900, Easmon’s mother

served as a medical officer in

medallist and prize essayist

moved to England where

the Ambulance Department of

as a medical student at

Easmon attended prestigious

the Cameroons Expeditionary

University College London in

schools such as Colet Court

Force during the Anglo-

1879. J.F. Easmon discovered

School, and Epsom College.

French campaign to capture

treatment for Blackwater

A high flyer, Easmon won

the German colony of the

Fever, a tropical disease

sixth form prizes in history

Cameroons between 1914

that plagued colonials, and

and divinity and played on

and 1916. He was also the

served as Chief Medical

the First XV of the Epsom

first West African to earn

Officer of the Gold Coast.

College Rugby team.

an M.D. from the University

Macormack Easmon’s

of London in 1925.

mother, Annette Kathleen

“

Easmon refused and instead wore his full uniform with sword and scabbard and was jubilantly received by friends and family in Freetown

After earning two

officers, the need for medical

upon disembarking from the

scholarships at Epsom to

officers forced the colonial

ship that brought him back

attend St Mary’s Hospital,

authorities to post Easmon

to Freetown. But Easmon

University of London, Easmon

on special duty to the

refused and instead wore

earned his B.S. in 1911

Cameroons. He left for the

his full uniform with sword

and his M.B, M.R.C.S. and

Cameroons and received a

and scabbard and was

L.R.C.P. in 1912. Despite

temporary commission as a

jubilantly received by friends

his qualifications, Easmon’s

Lieutenant in the W.A.M.S.

and family in Freetown.

applications to serve in the

on 13 November, 1914.

West African Medical Staff

Similar to other theatres of

Although the colonial

(W.A.M.S.) in the Gold

the Great War, the Cameroons

authorities relinquished

Coast and Sierra Leone

Campaign was marred by

Easmon’s temporary

were rejected because he

injuries resulting from disease

commission without him

was not of ‘pure European

and Easmon cared for the

retaining the rank of

descent’. Easmon returned

sick and injured serving in

Lieutenant, the War Office

to Sierra Leone in 1913, but

the Expeditionary Force. By

allowed Easmon to retain his

instead he was relegated to

July, 1915, German forces

rank in 1920. He was also

serving as a ‘Native Medical

had been pushed further

awarded the three major

Officer’ in the local medical

inland and for a period,

campaign medals known as

service in Sierra Leone, at a

active military operations

‘Pip, Squeak, and Wilfred’;

rank and pay lower than the

lulled. After nine months

the British War Medal,

lowest ranking European

of service, Easmon and

Allied Victory Medal, and

officer in the W.A.M.S.

other medical personnel

the 1914/1915 Star Medal.

returned to Sierra Leone.

He would continue to fight

In 1914, the First World

against discrimination in the

War broke out and Britain

In spite of his service, the

colonial medical service. He

and France sought to

colonial authorities did not

died in Surrey, England on 2

capture German colonies

want Easmon to be saluted

May, 1972 after witnessing

including the Cameroons.

by white officers and paraded

the W.A.M.S. reorganised

Although generally it was

through Freetown, Sierra

into the Colonial Medical

British military policy not

Leone. They ordered him

Service and open to doctors

to commission blacks as

to surrender his uniform

of black African descent.

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Get on the London property ladder with a Shared Ownership home

Rokewood Apartments, BR3

Keys to the capital with PricedIn With house prices in central London constantly on the rise, many first-time buyers are feeling increasingly priced out of the property market.

Overall the PricedIn campaign has attributed to over 7,500 registrations and almost 500 Shared Ownership sales for L&Q.

A survey conducted by L&Q last year discovered that a third of aspiring homeowners have now given up hope of ever owning a property.

Cathy Lloyd, Sales Director at L&Q, comments:

Responding to this growing negativity, L&Q launched their PricedIn campaign last year to help raise awareness of Shared Ownership and its benefits for first-time buyers. With over 800,000 Londoners now paying monthly rents, Shared Ownership is an affordable route to home ownership for those earning from £25,000 per year.

“In the current economic climate, it is more important than ever to raise awareness of Shared Ownership for first-time buyers in London. So many Londoners are paying monthly rents which can work out to be higher than the cost of owning a home through Shared Ownership.”

L&Q @ Greenwich Square, SE10

One buyer who recently benefited from the initiative is Denise Lawes, who has recently purchased a one-bedroom apartment at L&Q’s new development, Greenwich Square.

Buying 25% of her £305,000 apartment, Denise comments: “My family has a history of heritage in the Greenwich area, so it was always a location that I’ve been keen to stay in. I previously thought I would struggle to afford anywhere in the area because of its desirability, but Shared Ownership gave me the opportunity to purchase a contemporary new home in my chosen location.”

Launching 14 Shared Ownership schemes throughout 2014, L&Q offer an exciting and wide range of homes across London, in areas including Waltham Forest, Lewisham, Southwark and Barking.

For more information, please visit the PricedIn website to browse L&Q’s Shared Ownership developments.

Get PricedIn with

www.lqgroup.co.uk/pricedin

CGI is representative of Greenwich Square development. Images are from Greenwich Square show apartment.

We all know what it feels like to want something which you cannot have. If it is something like a flashy car you can put away the desire - but you may buy a lottery ticket just in case.

If it is something that is part of your personal life – like the desire to have a family – this is not so easy to put aside if it does not happen. For couples and single women, the desire to want a family can affect all areas of their

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life, destroy relationships and become a source of sadness instead of joy.

Some men are infertile due to results of accidents, inherited conditions in the family, wartime injuries or just the sperm producing cells do not function properly. Some conditions cannot be overcome using fertility treatments and so using a sperm donor is the only way the women can achieve a pregnancy. In the UK, the need for sperm donors is still very urgent

with many women having to use sperm obtained from outside the UK , travelling to other countries to get a suitable donor or, more worryingly, through the internet introduction sites which could put mother and baby at serious risk.

Rainbows and clouds...

Not everyone is as comfortable as Angelina Jolie with having a rainbow family, and many people want to have a baby that looks similar

to them. Often there are no donors to match a couples’ background and they are forced to make difficult choices. This may be to accept a donor which doesn’t look at all like either partner but then many choose not to have treatment at all. This

“

to conceive, as it is perceived as not being fully accepting of adoption.

New clinic - old problem...

In 2012, the first new dedicated sperm bank for over 30 years was created in Brighton. Brighton

being treated at another clinic directly to match their needs if possible, but there is a great need for more donors to come forward so we can help other clients who are still waiting to find a suitable donor to achieve this very much wanted family.

This is espeically urgent for Black and Ethnic Minority groups who are very much in demand, although very few donors come forward

is especially urgent for Black and Ethnic Minority groups who are very much in demand, although very few donors come forward.

Brighton Fertility Associates is trying to target various ethnic support groups to get help with this to encourage discussion about this sensitive area.

Often people query why couples use a donor when there are lots of children to be adopted - as if this is the simple answer. Adoption is not for everyone. Also, as much as adoption is encouraged, the adoption process will still exclude women who are trying

Fertility Associates was started to try to encourage and recruit UK donors and provide a better service for the patients finding the best donor for each individual. The staff at BFA struggle with some other centres “matching” procedures of donors to the parents. India, Asia and Africa and the Caribbean are so diverse and have a wonderful range of skin tones, hair colour and facial features. General terms like Black or Asian are ridiculous to use for matching purposes and the staff at BFA spend a long time making sure the choice of donor feels right. The staff often deal with the patients

Some patients become so desperate for a suitable sperm donor, they spend a lot of money to travel abroad for donor treatment - often putting themselves into debt to do so. Other clients use the internet thinking it will save money, and are introduced to men online willing to provide sperm as a donor.

It does not take a lot of imagination to realise that the donors could be much older ( or younger) than you think and may have many potential medical or legal risks. Also if you choose to tell the child they may never be able to contact the donor in the future. For co-parenting 81

Left: 18 Marine Parade, Brighton, East Sussex BN2 1TL 01273 620165

arrangements, the legal parent rights are not always properly thought out.

A few donor facts: All UK registered donors can create up to 10 families using their samples (or less if the donor decides).

Donors can create over 35 families in the USA or in Europe with some pregnancies not being recorded at all. Internet sites do not record or monitor the pregnancies from their donors.

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All UK donors are fully tested for HIV, Hepatitis B and C, Syphilis and other sexually transmitted diseases, and genetic tests to rule out common problems. Sickle cell and Thalassemia is also checked for certain groups where needed.

Although internet agencies recommend testing – this is up to the donor and the people using the donor to be responsible.

All UK registered donors have their family medical history checked by a medically qualified doctor to ensure, as far

as possible, any inherited disease is not passed on though the donor.

Introduction sites do not have any official medical input to assess a donor suitability for donation.

All UK registered donors sign specific consent forms so that they have no legal rights over the child or legal responsibility.

Co-parenting and home insemination outside official donation are less clear and need legal advice as the donor can be held legally responsible.

OUR WORK IS INCREDIBLY DIVERSE. Our people are the same.

www.gchq-careers.co.uk

Make a complex world yours

To tackle the variety of cyber threats that the UK faces every day, we need people with a diverse range of skills and perspectives. People who think and act differently. People who share knowledge and ideas. And people who complement each other’s strengths.

That’s why we support and respect our people’s individuality, encouraging them to work collaboratively to develop innovative solutions for the many different challenges we face. It’s this diversity of expertise and experience that enables us to successfully protect the UK’s people, businesses and interests in an increasingly complex cyber age.

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“

As with blood or organ donors, the sperm donors feel they have done something amazing

More fun than being a blood donor…

At BFA, all donors are welcomed and supported through the process.

Donors come forward from all walks of life. The centre tries to take away any embarrassment and there is always tea and coffee and time for a chat.

There is an amazing range of wonderful people who all have different reasons why they came forward, but they all want to help.

They all help to turn loss or emptiness into full and amazing life changes for another person or couple.

There is always the giggle factor with donation. A private men’s room and

the production of a semen sample. The donors who have a partner are encouraged to discuss it with them, and the partners are welcome to come in to talk about any worries they may have or get brought up along the way. Lots of women get very protective of their partner potentially having a child out there which is not with them, and also the implications for their own families. This is natural and can be discussed so they feel comfortable with it too. If you have a family it is sometimes hard to remember what it was like before they came along. This place is where a lot of patients

are stuck, whilst clinics are waiting for someone to come forward to help out.

Schmazing...

As with blood or organ donors, the sperm donors feel they have done something amazing and often get messages of thanks passed to them via the clinic. Obviously, being a sperm donor has very different implications other than organ or blood donors who are totally anonymous, but it is incredibly rewarding to provide something to change someone’s life. Ordinary people are capable of extraordinary things and being a sperm donor is one of those amazing acts of kindness.

For more information or to make an enquiry call the team at bfa on 01273 620165 or visit them at 18 Marine Parade, Brighton, East Sussex BN2 1TL

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Unite the union extends Black History Month greetings to everyone and celebrates the contribution black people have made in all areas of society, at work and in trades unions.

Unite the union celebrating BLACK HISTORY MONTH 2014

The membership of Unite is made up of workers from across all industries, in the public, private and voluntary sectors throughout Britain and Ireland.

Unite the union is committed to: Challenging racial bullying and harassment in the workplace Making sure that there are job opportunities for black people Tackling lack of career progression for black workers Ensuring proper implementation of legislation for black workers Fighting for justice and fair treatment of migrant workers Confronting racism and fascism which divide our communities Working with employers to develop effective policies on race equality General Secretary: Len McCluskey Acting National BAEM Equality Officers: Harish Patel; Colenzo Jarrett-Thorpe; Sulinder Singh

Join us today and become active in Unite and help shape the future.

www.unitetheunion.org

email: equality@unitetheunion.org Tel: 0207 611 2643 (quote ref. BHM 2014)

Caring for

Skin of Colour

By Alice Slater

The face of Britain is changing as Britain’s ethnic population increases – people of colour now represent 40% of London’s population. UK dermatologists and cosmetic treatment providers are beginning to recognise this and establish a new field of ‘Ethnic Dermatology’.

Skin and hair problems in different races may present differently and need specialised medical and cosmetic treatment options. The “one size fits all” approach is no longer an option; darker skin may be mistaken for being more resilient but it can be more sensitive and easily damaged than lighter skins. For example, it may age better with fewer lines and wrinkles but it’s more prone to pigmentation problems and scarring. Dermatologists in the USA are leading the field in Ethnic Dermatology, although through their proactive knowledge sharing

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we are able to offer the same range of high quality treatments for black skin here in the UK, as the best available in the US. Laser Hair Removal A few years ago Laser Hair Removal was not a safe option for darker skin.

However, the introduction of the Nd Yag laser has reversed this situation. By by-passing the surface of the skin, it targets the melanin in the root hair and damages the root itself by heating up its blood supply. This results in finer, softer, and lower quantities of hair.

Due to its efficient skin cooling system, laser tends to be more comfortable and gentler on the skin than waxing or threading.

In addition to this, laser has permanent effects; only 8- 12 treatments are required for a permanent hair reduction of up to 80%.

The Nd Yag also straightens the hair which is perfect for those people who suffer from ingrowing hairs and is becoming more popular with men who have this problem around the beard area.

Intense Pulse Light (IPL) hair removal should never be classed as laser hair removal

as it uses a completely different mechanism, beaming white light over a general area, rather than targeting a monochromatic (single colour) beam uniquely down the hair shaft.

Since IPL targets melanin on the surface of the skin as well as down the hair shaft, it is not safe for darker skin and will lead to damage and skin pigmentation.

Treatment for an Uneven Skin Tone Hyperpigmentation (excessive pigmentation or darkening of the skin) can develop in large areas of skin or in small spots or patches, giving a dulling, blotchy effect. The

melanocyte (colour forming) cells that normally produce the brown pigment in an even manner across the skin increase production in a haphazardly, patchy way.

The main causes of hyperpigmentation are trauma to the skin, inflammation, hormonal changes, sun damage or acne. These dark spots can appear sometimes overnight and last for weeks, months or longer. In recent years there has been an increase in (unlicensed) cosmetic products which aim to lighten and brighten the skin. However if the pigmentation is persistent and troublesome then a

dermatology consultation is recommended. This will determine the cause of the pigmentation, the level of hyperpigmentation in the skin and treatment success.

Prescribed skincare (such as some products in the Obagi Nu-Derm range) can be a safe and effective way of clearing hyperpigmentation.

Pigmentation issues can be worsened by sun exposure therefore it is important to wear a SPF 15-30 even in winter months.

Sun protective creams are now more tolerable on darker skin, being of lighter formulations or as colourless gels.

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Keloid Scarring Keloid scars are raised, bumpy scars that tend to become bigger in time.

They can be cosmetically unsightly, itchy and tender.

They can occur anywhere on the body but are more likely to develop on the jawline, ears, upper back, chest and upper arms. Treatment options include steroid injections which with soften and flatten the scar and well as calming down any itching or soreness. For anyone prone to keloid scarring it is advisable that they minimise the risk of further scarring by avoiding tattoos, body piercing and unnecessary surgery. Certain

cosmetic products, such as Kelocote, have been found to have some efficacy.

Acne Whether suffering from troublesome acne or the occasional spot, these breakouts can lead to pigmentation marks that can last for weeks and months and occasionally scar, making immediate, effective treatment imperative. Salicylic peels are effective at reducing the oil levels in the skin, calming down inflammation and unblocking pores.

Skincare containing salicylic acid, vitamin A and glycolic acid are very effective in preventing further breakouts and helping reduce

Alice Slater is a Dermatology Nurse Specialist for East London Foundation Trust (where 90% of her patients are of ethnic skin). She also is a Regional Nurse Trainer at sk:n Clinics, the nation’s multi-award winning, trusted skincare expert that has held a partnership with the NHS in a dermatology capacity for more than 24 years. She is available for pigmentation consultations at one of sk:n’s 35 nationwide sk:n Clinics.

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pigmentation problems.

For acne scarring that has changed the texture of the skin, treatments include dermaroller, dermapen, Fraxel which will help build collagen and remodel the skin back to a more even texture.

Since we know that black skin can be more sensitive and reactive, it is vital that any dermatology treatment or consultant be thoroughly researched for expertise and experience in treating ethnic skin. Treatments for darker skin tend to need to be specialised and often a gentler approach is needed in order to protect the skin’s pigment while giving maximum results.

For full programme and events visit our website

Detail from Their Spirits Gone Before Them by Laura Facey, photograph by Donnette Zacca

October 2014 liverpoolmuseums.org.uk/ism @slaverymuseum

PaPa Spice are all about food fusion, their recipes are a combination of contemporary dishes mixed with recipes handed down by their father Joseph Gomez who worked as a personal Head Chef for the President of Gambia for over 25 years. Their trending brand of food fusion is unique and is called Afro-Brit™ cuisine.

Although close brothers, the two come from completely different worlds. Lawrence Gomez has been working as a Chef at the world famous Ivy restaurant in London and has learnt the art of fresh herb and spice combinations. His many years at the Ivy have allowed him to master the art of fine British cuisine.

Farra is a keen sportsman and applies his trade in the City working for a large commercial organisation.

PaPa Spice are a young and dynamic company who create natural marinades and chilli sauces and host pop-up restaurant for food lovers.

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Together the two brothers have come together to use their key individual skills and their heritage to drive the new AfroBrit™ phenomenon.

Left: Lawrence and Farra Gomez Below: PaPa Spice Chilli Sauces and Marinades

A finalist at The Natural and Organic Awards 2013 for Best New Food Product, PaPa Spice’s food fusion centers around using fresh and natural ingredients, without using any artificial preservatives, colours or additives. Their range is also suitable for vegetarians.

PaPa Spice launched their first pop-up restaurant on Essex Road, North London in August 2013 where Chef Lawrence showcased PaPa Spice’s Afro-Brit™ food fusion using their range of marinades and chilli sauces. The event was a complete success where over 600 diners were fed in just eight days.

They are making a return to North London in October for their fourth pop-up restaurant. The new menu will feature of PaPa Spice’s signature dishes as well as some introducing some new delicious ones. The concept for the restaurant will draw on all aspects of PaPa Spice’s unique and creative approach to cooking, bringing a brand new dining dynamic to Hoxton Square.

will be fun, healthy and delicious, and we look forward to welcoming people once again.”

Lawrence Gomez said: “We’ve been combining our favourite spices from Africa and Britain in our own kitchen to develop the marinades and sauces which we’ve used as the basis of our pop-up menu. We promise that your dining experience

The pop-up will be held from 6th – 12th October 2014. Tables are available from 12pm to 10pm. Spaces are limited so book your table in advance via info@papaspices.com www.papaspices.com

PaPa Spice have built up quite a following over the past 24 months and have recently been awarded BBC Good Food Champions at the London Food show in Olympia, where their stall was a complete success with hundreds of foodies in attendance.

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International Slavery Museum The International Slavery Museum opened in Liverpool on 23 August 2007. On this date in 1791, an uprising began of the enslaved Africans on the island of Saint Domingue (modern Haiti). This revolt was a crucial event in the fight against slavery. The date is significant as a reminder that enslaved Africans were prime agents of their own liberation. UNESCO designated 23 August Slavery Remembrance Day; thus it was fitting that the only national museum in the world dedicated to the history of the transatlantic

92

slave trade and its legacy should open on this date, in the bicentenary year of the abolition of the British slave trade.

Liverpool’s role in the transatlantic slave trade makes it an appropriate location for such a museum.

By the 18th century the city was responsible for 75% of all European slaving voyages. Housed within the famous Albert Dock complex on Liverpool’s historic waterfront, the International Slavery Museum has four galleries: Life in West Africa, Enslavement and

the Middle Passage, Legacy and the Campaign Zone.

They address issues such as freedom, identity, human rights, racial discrimination, cultural change and contemporary slavery, through displays that are powerful, moving and beautifully designed. The Museum also communicates its message through educational workshops with community and school groups, and through its partnerships with international human rights organisations and national and international museums.

Pictures © Mark McNulty

A programme of temporary free exhibitions complement the Museum’s themes.

Liberty Bound: Slavery and St Helena, currently on display until 5 April 2015, focuses on one of the most important archaeological finds of recent times in one of the most remote places on earth. This is the first ever exhibition to look at the recently

re-discovered burial ground containing the remains of ‘liberated’ Africans in Rupert’s Valley, St Helena, in the South Atlantic. Coins, jewellery, buttons, iron tags and fragments of clothing reveal a moving story of the men, women and children who owned these items.

The International Slavery Museum is free to enter and open daily from 10am-5pm.

For more information visit liverpoolmuseums.org.uk

93

SOAS students focus on black women and empowerment for Black History Month After a powerful speech at SOAS graduation by renowned humanitarian Graça Machel, the university’s students are exploring the intersection of race and gender through a series of workshops At this summer’s SOAS Graduation Ceremonies, President of SOAS Graça Machel championed social justice and called for worldwide education for women and the end of gender based violence.

The guest speakers include: equality and human rights activist Femi Otitoju; awardwinning CEO of Interims for Development, Frances Mensah Williams; and co-editor of The Body Narratives Nikki Hall.

Mrs Machel spoke of how she and her late husband, former President of South Africa Nelson Mandela, believed wholeheartedly that education was the key to social justice in this world, an idea she summed up as ‘empowerment.’

Former SOAS Black Officer Kabir Joshi, now the SOAS Students’ Union Co-President for Activities and Events, said: “The SOAS Students’ Union has marked Black History Month for the last few years. This year, we decided to focus on women and female empowerment. Our current Black Officer, Ella Achola, has created a series of events that will explore the multiple interactions between race and gender that give rise to social injustice. The programme provides an open space for black women to debate and discuss the dual oppressions of sexism and racism.”

The renowned humanitarian urged the audience of graduates and guests not to turn a blind eye to social injustice, saying: “Your personal freedom, that you have been privileged with, will never be complete while others are denied the same kind of freedom.”

The theme of empowerment – particularly female empowerment – continues through an array of student-led activities taking place at SOAS to mark Black History Month. The workshops will focus on a wide range of issues relating to representations of black women, including the rewriting of black British history and racial patriarchy.

SOAS is the only higher education institute in Europe specialising in Asia, Africa and the Middle East. It offers a vast range of public events and academic programmes across Law, Economics, Finance and Management, Gender Studies, Development, Archaeology, Languages and Arts in Africa, Asia and the Middle East. For more on academic programmes visit www.soas.ac.uk and for more on SOAS Students’ Union events visit soasunion.org

SHAPE WORLD AFFAIRS In order to change the world, you need to understand it.

SOAS researchers and graduates influence government policy and the lives of individuals all over the globe.

From day one our students are encouraged to challenge conventional views and think globally - and that’s one of the reasons why they develop careers that make a real difference.

Meet the world at SOAS

www.soas.ac.uk • Languages & Cultures • Arts & Humanities • Law & Social Sciences

Because the past does not dictate the future It is another sunny day in Kampala, Uganda.

The Honorable Margaret Makhoha is tired but determined. Since becoming a Member of Parliament, her life has transformed beyond all recognition. In truth, the transformation began in 1990 when her local church, in partnership 96

with Compassion, registered her in their child sponsorship programme.

That day set Margaret’s life on a different course; it released her from a future her past appeared to dictate.

Living in a remote Ugandan village, girls like Margaret didn’t receive much of an

education, if any, and could expect to be married young and a mother before they’d really stopped being a child.

Instead, Margaret received a full education and was able to not just complete high school, but go on to university. Here she not only studied for her degree,

project. Already Margaret was changing the world for children in her care, but she wanted to do more. In 2011 she was sworn in as a Member of Parliament.

“I don’t just advocate for the people in my district, but for all people living in poverty in Uganda.” but was supported by Compassion and trained through their Leadership Development Programme.

Margaret graduated with honours, determined to use her gifts to change the future for other children like her.

Sitting in the shade of the parliament buildings, Margaret explains: “Even as a small child, I always wanted to speak up for my people. When I finished my degree, I had a conviction to go back and serve my community.”

She did just this, returning to Jinja in Eastern Uganda, and working as a social worker and then as project director in another Compassion

Margaret is changing the course of Ugandan history.

As she lobbies for education for girls, improved hospitals, better roads, solar power and electrical provision for outlying districts she is ensuring that, just as she has broken free from the grip of poverty, Uganda’s past does not dictate its children’s futures.

Written by Bekah Legg with Caroline A. Mwinemwesigwa You can watch Margaret’s story on You Tube at http:// bit.ly/makhoha

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Open your home, open your heart If you have a caring nature, time, energy and a spare bedroom, you could provide a young person with a happy home.

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Why adopt with TACT?* Child-focussed charity High level of support and training Therapeutic services Regular activity events

Find out more about fostering:

Find out more about adopting:

T: 0808 271 9421 E: foster@tactcare.org.uk

T: 0203 642 9235 E: adoptionduty@tactcare.org.uk * TACT welcomes adopters living in London and the surrounding areas.

tactcare.org.uk Registered charity numbers: England & Wales 1018963.

Scotland SC 039052.

Ad ref: BHM_0914

The Treasury Solicitor’s Department is the main government legal department. We employ about 1,300 lawyers, both barristers and solicitors. We provide legal advice on current and proposed legislation, policies and decisions, and we represent the government in court.

We have some of the best diversity statistics in Whitehall.

We exceed the civil service targets for representation, and we compare favourably with the private sector.

Over 60% of our staff are women, and of those who declared, 11% of our senior civil servants are from a Black, Asian or Minority Ethnic background.

Learn more about what we do at www.gov.uk/tsol