bHM Magazine - The Official Guide to Black History Month 2016 ®

2016

Celebrating 150 years with Barnardos

A NEW ONLINE ARCHIVE FOR BLACK HISTORY MON TH ALSO INSIDE THE PRIME MINISTER THE MARY SEACOLE TRUST BUSINESS IN THE COMMUNITY ASDA - BHM’S EMPLOYER OF CHOICE 100TH ANNIVERSARY SINCE THE BATTLE OF THE SOMME 10TH ANNIVERSARY FOR NEWBORN SICKLE CELL SCREENING PLUS MUCH MUCH MORE... supported by

BE WHAT YOU WANT TO BE IN A DIVERSE GLOBAL TEAM

SUPPORTING

2016

04 06

The Prime Minister’s Message

48 52

Stonewall

08

100 years - Africans in WW1 & the Battle of the Somme

55

NHS Blood and Transplant Black donors needed

14

Goldman Sachs Celebrating Black History Month

The Anthony Nolan Trust

16

Business in the Community Race Equality Campaign

58 60 62

21

Barnardo’s Celebrating 150 years

26

But Now Im Found An interview with Natasha Cox

30 33

A Message from the Mayor Of London

Get Priced in with L&Q Prostate Cancer The more we know, the stronger we’ll be

66

10th anniversary of newborn baby screening Sickle Cell and Thalassaemia Screening Programme

Terrence Higgins Trust It Starts With Me Campaign

68

CorumBAAF Supporting BME Children

The CPS bHM speaks to Stacey Stanhope MBE

70 73

Tollgate Teaching School

74

Thomas Peters Funding Father of Freetown, Sierra Leone

76

Compassion Releasing Children from Poverty

38

Santander Diversity in Action

39

ASDA - bHM’s Employer of choice Be what you want to be in a diverse global team

45

Take care of your skin and body all year round

International Tree Foundation Proud of our African roots

The Mary Seacole Trust

Published by Talent Media, Studio N,Container City 2 Trinity Buoy Wharf London E14 0FN

E: info@talentmedia.org T: 020 3697 9371 W: www.talentmedia.org

Publisher: Darren Waite - Sub Editor: Robert Ingham Sales and Advertising: Darren Waite - Design: Chris Powell Talent Media would like to thank: Iyamide Thomas, Nagina Kayani, Vicky Marsham.Onyeka and Tanya, the MST, Misty Oosthuizen, Theo Clarke, Natasha Cox, Rebecca Gregory, Andie Dyer, Matt Horwood, Nate Parker, Nick Wright and Jenny Routh for your help and support in putting together this magazine. Cover image: Elizabeth Mouncey - supplied by Barnardos

to the African-Caribbean

e Minister Black History Month we not only look back with enormous gratitude we celebrate TheAsPrim of the celebratio a unique belook aboutnthe many years great confidence with valuable proven over forwardand hascontributio also Month we canto History “Black n to Britain, immense for their community Britain. to ion the contribut es immense brat their and cele ity and Caribbean commun Month which recognises, rewards and African of our country.

The future k History ities. commun ibbeanand CarAfrica “I am so pleased to support Blac andfrom Afritocan to thecame the Caribbean s bywho year Britain manytoof those over and resolve in ety courage played the have ls soci recognise we individua our October those This to role e vital the mad reveal n able are utio we trib con highlighting their stories, “By and their children’s children who now seek a new life often in the face of hostility; we pay tribute to their children and can Afri ul will do in essf you everything succ and of done have you society. ents our everything for shaping all evem you thank We achi rich diversity. incredible form part of our country’s arts, nity for us all to recognise the ortu oppthat is an “It the will keep Britain great. future ncial services, retail, media, the ors including fina sect ss acro en wom and from the past, but also a time to unlock men learning an History Month is not just about ibbe Car Black “But t. es: 20 years since the end of apartheid in South Africa, and a century and spor anniversari important two gy nolo mark we’stech This and nceyear ities. scie opportun tomorrow History Month since the sad passing of since the outbreak of the First World War. This will also be the first Black g , alonunfair Coxdeeply eena that and Kadended h and that movement Nelson Mandela last year. Of course,initour theFara who led Mo himself was Madiba watching ntry cou rs come othe canand y people where man –Oly can Britain likens, we in Afri nary er, world. cs. the extraordi g emb around mpi more somethin rem millions built to “I“Over have hope Rio giving and the Africa generatio at South new a to ntry unjust system, leading ting this cou dly represenns talent r athl as their as high y otheand riseimp old around the world cantive andallows. with or two generatioely one, prou young inetes nothing withman act over posi hug of the a the hundreds of thousands had remember also ys we War World alwa First have beginning the etes since years athl 100 we observe as an And ibbe Car has freedom. Their contributionity for fight the in aid Britain’s to ain. came who Brit Caribbean in the and Africa here from of ,men of the commun are at years, Members that spirit. many and for ity embodies and n commun Caribbea African “The projects, such as Trench Brothers in new with changing now is this know to reassuring is it but overlooked often been sportsme this n s, to businesse take to llion-pou multi-mi of nt soldiers. ld like ethnic leadersribbean minority - from I wou r, nd black Britain field in ates eoveand every mor top ofwhich the African-Ca butother the lives –and commemor London, ly importa real is of entusI achievemtents Governm in the the enormo Gyimah Sam for like ating thes UK Ministers ent the “Ce in and Governm ities of eParliamen mun Members andlebr com and Caribbean African of our k all than to reflecting on the past. It is also a time to tackle today’s challenges and about nity just not is ortu Month History opp Black But lead. es. country. make to our tomorrow’s n you opportuniti unlock tributio con toe be delighted was ress mad Ithat why e prog n and hug the y believe I passionatel partnersh ideal ing kful anthe is is itfor andthat longstand value this October, be than “IThe key themes can thewith ofip n weCaribbea is rightly mobility whe of social issueour a time isone th Mon ng to ory forward rovi look Hist age I k imp ethnicity, decade. a their of Blac over and , for y, regardless Grenada rsity uall person, and any ng dive thateasi “Eq Jamaica cans,soincr weude visit everything Minister to do have Prime we to British as a country first the to thrive we are in. If racist attit des in tackling to nt deca to go. s and rece challenge her interests, over furt shared our UK h on based the muc come, in potential. their have years the realise in can ip still gender, or we relationsh this on building course recognising that ality of opportunity – while of equ values. designed our long-term economic plan istrul yrial that We all have a role to play in this – including the Government - which is why ntryentrepreneu cou ain athe e Britwith makchimes toplan strong eved Our people. ngachi ady hard-worki alre back and skills have boost es, we t opportuniti to create wha on d buil the many people who have made tothank vibrant is and bright a sion such black mis of month this thousands “My that know to pleasure . great me e from it gives like toAfrican-Caribbean communities andreve would “Ispirit r we’r of Britain’s yone, whoever we are and whe of people of Africanks for ever wor rs are starting their own businesses with Government backing and the number entrepreneu event.

2010. such a bright and th apprenticeships has doubled sincers starting mon heritage this Caribbean ing mak

organisers and voluntee for gratulate thel month. con me let “So ”es andlved successfu all askills, best.” We know there is still some way to go to achieve youmore wish “IThis all thesecurity. economic opportuniti yone invo moreever means I wish event and vibrant where people of all backgrounds can and have a stake in full equality but we are heading in the right direction achieving a brighter future for all in our country.

4

Better energy, better future.

As one of the UK’s largest energy companies and the largest producer of low-carbon electricity, we’re dedicated to creating a better future for everyone. Which is why we are proud to celebrate Black History Month.

Year-round, we run programmes that reach out into our communities to celebrate difference and promote EDF Energy as a diverse workplace.

Now and for the next generation.

Find out more at www.edfenergy.com/careers

You’re talented.

Together we’ll make a great team.

Santander is an award winning top UK employer.

We have an unrivalled global branch network and a brand that continues to build recognition with consumers and businesses right around the world.

Working for Santander means you’ll have access to a supportive and inclusive environment where you can be exactly who you are.

Find out more and search for current vacancies at www.santanderjobs.co.uk

5

Black History Month is a fantastic opportunity to celebrate the myriad of contributions Black people have made to our country and to London. Throughout October I will be joining Londoners from all backgrounds at a variety of events across the city to pay tribute to our African and African Caribbean communities and all they have done to add to the life of the capital, helping to make it one of the most diverse, vibrant and successful places on the planet.

Here in City Hall, we will do more than any Mayor has done before. We will be hosting an amazing programme of African culture, including a photographic exhibition with English Heritage, a special production of King Lear and a performance from the Black Heroes Foundation.

6

We are also keen to use Black History Month to improve the wellbeing of the capital’s Black communities by raising awareness of important health issues, including the need for more Black and BME Londoners to register as donors. Another highlight will be visiting the wonderful Black Cultural Archives in Brixton.

To top it all off, Africa on the Square will bring together thousands of Londoners and visitors to the capital for an incredible line-up inspired by the traditions and cultures of the African continent. In London, we do not just tolerate each other’s differences, we respect and celebrate them and for me, that’s what Black History Month is all about.

London is a very open city, but improving social integration is still one of the big challenges we face. That’s why I want to use times of celebration, like Black History Month, Ramadan and Diwali, to bring communities together and strengthen the social fabric that underpins London’s prosperity. I also want to tell everyone around the world, loud and clear, that London is open to people of all backgrounds.

Wishing everyone a wonderful Black History Month and a fabulous day out at Africa on the Square!

Sadiq Kahn Mayor of London

7

Artist unknown, ‘Walter Tull [on the left] with fellow officers,’ 1914-1918 circa.

Source: http://spartacus-educational.com/FWWtull.htm

100 years - Africans in WW1 & the Battle of the Somme

by Onyeka Louis Walcott

‘In war, truth is the first casualty’ Attributed to Aeschylus (5th century BCE), later quoted by Hiram Johnson 1918.

8

We use primary records such as letters, articles, newspapers, books, speeches, plays, films and photographs created at the time to inform us of the past. But our information is limited by what people at the time wrote, spoke and filmed.

Sometimes the things that we now wish to find out about

were not important to people in the past, so it is hard to collect information on it. For example, we will probably never know how many British-born people of African descent fought in World War I, or were present at the Somme (explained below).

Our ability to understand the past is therefore

Left: Artist unknown, ‘Western front, a group of captured Allied soldiers representing 8 nationalities: Anamite (Vietnamese), Tunisian, Senegalese, Sudanese, Russian, American, Portugese, and English.

(National Archive/Official German Photograph of WWI)’ 1914-18 circa.

Below Left: Artist unknown, ‘Sergeant George Williams’ 19141918 circa.

Source: http://www. ww1commonwealthcontribution. org/WW1FSWarHeroes.html

and images were created to honour the nation’s sacrifice.

curtailed and prescribed by the preoccupations and prejudices of the times in which the evidence was created. In particular, this shapes our understanding of the history of war, where so much of what we now know was made as propaganda by Governments to convince their citizens to support the war effort. The media replicated simple messages and images to make the people’s losses seem palatable. These messages

However, Africans are rarely depicted as heroes in books and films about World War I. This may be because what we receive about the past is prescribed. For example, the Battle of the Somme is actually a name given to not one, but a collection of battles that took place around the Somme River in France between 1916 and 1918. During the first Battle of the Somme, casualties exceeded over 57,000 on the first day, and a total of 1.2 million people lost their lives. Our understanding of these bloody conflicts is tainted by fiction and fantasy. Films such as The Four Horseman of the Apocalypse, a silent epic made in 1921 starring Rudolph Valentino, showed the glory and heroism of war, as did the 1925 American

film The Big Parade. Both films were blockbusters at the time, and showed the soldiers on all sides as heroic representations of a Euro-American ideal.

Another film such as Paths of Glory (1957) was made by the American director Stanley Kubrick and starred American actor Kirk Douglas, but it was in fact about French units in World War I. Paths of Glory totally ignored the history that many of the participants of the ‘big push’ (the name given to forward movements in the war) involved African troops from the French Republic, including its colonies.

These films, and others, create such a distorted impression of the war that most people watching them would find it difficult to believe that Africans fought at the Battles of the Somme, or in any other battles of that war.

9

Artists various, images from the British Library of Black British Tommies.

Source: ‘Black Soldiers in WW1’ http://www.blackpresence.co.uk/ remembrance-day-black-asian-soldiers-in-ww1/

The few representations of Africans in films about World War I do little to dispel this impression and include the toxic, hotchpotch-mishmash of Shout at the Devil. This film, made in 1976 and based on the book

by Wilbur Smith, had ‘tongue in cheek’ antics that, in the midst of the carnage of the East-African campaign that it depicted, made the whole film seem incongruous and inappropriate. And in true Tarzan-style, the Africans are ignorant savages, cowardly and/ or animalistic, unthinking brutes.

10

All of the depictions listed above only bear a passing resemblance to the real war that was fought.

The war was international on all its fronts, and of course the personnel varied according to which front the fighting was taking place. To highlight how much has been forgotten, the first shot by a soldier in the British Army was fired by Regimental Sergeant Major Alhaji Grunshi. He was an African from the West African Frontier Force and part of the Gold Coast Regiment. And he fired that first

shot in Africa. Other people of African descent, such as those in the West India Regiment, the British West Indies Regiment and continental African regiments included the West-African Frontier Force, West-African Rifles, Kings [Own] African Rifles, Gold Coast Regiment, Nigerian Regiment, and the Sierra Leone Battalion, etc. These continental African regiments fought some of the bloodiest conflicts of the war in Africa against troops of the central powers. The Africans that fought for allied units were

joined by Aboriginal and Torres Strait Islanders and Tongans, Maoris, Pacific islanders and Inuit people. Asian people from all over Asia also fought, including those from India and what is now Pakistan and Bangladesh. And they fought on all fronts. It is worthy of note that despite the racism experienced by these people of colour as they were being led by white officers, many received decorations and honours for gallantry. In the case of the Africans, 166 decorations

were awarded, including 39 Distinguished Conduct Medals and 24 Military Medals.

Those honoured included the Sudanese soldier Sergeant George Williams of the Kings African Rifles regiment.

The armed forces of other countries had similar diversity. It is not surprising then that with all these countries recruiting Africans, over 2 million fought in the war on all sides. It is estimated that over 100,000 lost their lives in East Africa and a further 65,000 in French

North and West Africa.

Of course the focus of some wartime propaganda may be to ignore or sensationalise the African presence within the fighting ranks. The media’s role was to suggest that the nationals of a given nation were heroes. Part of that meant creating or feeding a notion of mono-ethnic identity to stir national or sometimes racial pride. The real archetype was the fictional Tommy, who Rudyard Kipling immortalised:

Walter Tull and his family, Tull is believed to be third from right Artist unknown, ‘The Tull family’. Left to right: Cecilia, William, Walter, Edward, Daniel and Elsie (c. 1896). Source: http://spartacus-educational.com/FWWtull.htm

11

‘Then it’s Tommy this, an’ Tommy that, an’ Tommy ‘ow’s yer soul?’

But it’s ‘Thin red line of ‘eroes’ when the drums begin to roll.’

The ‘Tommy’ Kipling was talking about was actually an archetypal soldier from an earlier war. And he was quickly adopted in World War I as a representation of the ordinary English soldier. But what we should remember is that sometimes this Tommy was Black, and came from the settled communities of people of African descent in Liverpool, Bristol, Cardiff, London or elsewhere. This Tommy not only had to fight the ingratitude mentioned in Kipling’s poem but another worse problem — he had been forgotten altogether.

Some of these Black Tommies, people of African descent who enlisted in England, fought in racially integrated units and they included Walter Tull (born in Folkestone, Kent). He fought in the First Battle of the Somme and died in the last in 1918.

His younger brother William Tull also enlisted. William joined a Sapper unit inside the Royal Engineers. Sappers were in charge of discovering

12

mines and explosives and destroying them. Walter Tull’s regiment was initially the Footballers’ Battalion (Professional Footballers regiment) before he got his commission. Tull’s ‘gallantry and coolness under fire’ were recognised several times in dispatches (the way military deeds were recorded). At Tull’s death, his elder brother Edward was notified of his brother’s courage by Lieutenant Pickard: ‘… allow me to say how popular he [Walter Tull] was throughout the Battalion. He was brave and conscientious; he had been recommended for the Military Cross, and had certainly earned it … Now he has paid the supreme sacrifice; the Battalion and Company have lost a faithful officer; personally I have lost a friend…’

There were other people like Tull, including David Clemetson who was born in Jamaica and also became a commissioned officer in the British army.

Historians of the past create a narrative and those who come after follow it. The truths of war are unpalatable, even to those who have done the fighting.

It often contains horrors that

they may seek to forget in the ‘fog of war’. The ‘truth’ may only emerge many years later, when painstaking research from historians, researchers and archaeologists enables us to create a new narrative.

We call this process historical revision, and it enables us to revise historical events and moments. It is the written accounts of and about people of African descent who, like Walter Tull, fought at the Battles of the Somme, or other people such as Lance Corporal (later Sergeant) William James Gordon (British First Battalion), Winston Churchill Millington (British West Indies Regiment), and Henry Johnson (Harlem Hellfighters [African-American]), who will help us see more clearly through the fog of war.

For information and to find out more about Narrative Eye take a look at the website here: www.narrative-eye.org.uk

13

Goldman Sachs is pleased to celebrate Black History Month At Goldman Sachs, our commitment to cultivating and sustaining a diverse and inclusive working environment is absolute.

As we operate in an increasingly global marketplace in which change is constant, diversity is a significant business imperative to help us remain competitive and at the edge of innovation. 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, we know that without the best people, we cannot be the best firm. It is at the very core of our ability to serve our clients well and to maximize return for our shareholders. We must have diversity at all levels of the organization in order to continue to be leaders in the market and to strengthen our culture of excellence and meritocracy.

Goldman Sachs is committed to fostering a work environment that values diverse backgrounds and perspectives and truly recognizes the potential of all our people.

The firm’s employee affinity networks and interest forums support our diversity and inclusion efforts, 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 events promotes dialogue and awareness of black heritage and contemporary influence.

As highlighted by Kene Ejikeme, co-head of EMEA Equities Execution Sales-Trading and Execution trading businesses and co-head of the Firmwide Black Network, “The annual Black History Month events at Goldman Sachs are integral to fostering an inclusive environment for black professionals within the firm.”

Recent speakers have included retired footballer Fabrice Muamba and internationally acclaimed poet and novelist, Ben Okri. This year, our Black History Month events will explore how past generations have shaped the future and how younger generations will continue to memorialise the Afro-Caribbean culture.

© 2016 Goldman Sachs

Business in the Community race equality campaign Black, Asian and Minority Ethnic (BAME) people are underrepresented at all levels of the workforce. One in eight of the working age population is from a BAME background, yet only one in 10 is in the workplace. At management level, the gap is even wider – one in 13 managers and one in 16 senior managers is BAME. Business in the Community’s race equality campaign works with employers to create a balanced representation of BAME employees at all levels within the workforce, ensuring BAME role models are visible to the next generation. We believe organisations should aim to reflect the communities in which they operate so that they are better able to serve an increasingly diverse and global customer base.

16

To achieve this vision, the campaign has three main aims: 1. Leadership – increase the number of BAME people on boards and executive levels and increase the number of senior champions and executive sponsors for race at senior levels.

2. Progression – increase diverse representation of BAME people at management levels and speed up the progression of BAME employees in the workplace.

3.Recruitment – ensure recruitment processes are free from discrimination and racial bias at every stage and take steps to attract diverse talent.

Our research illuminates to employers, and government, why action needs to be taken in each of these three areas: Leadership: only one in 16 in a top management position in

the public or private sector is from a BAME background, and just one in three employees can identify a leader at the top of their organisation who promotes race and diversity.

We also found that there was virtually no ethnicity change in top management positions in the five years between 2007 and 2012, and that the ethnicity gap at management level had actually widened.

Progression: BAME people have far greater ambition than their white counterparts; 63% of BAME and 41% of white employees said they want to progress, and interest in taking part in a fast-track programme is significantly higher among BAME groups, jumping from 18% of white employees who would take part to 40% of BAME employees. Ambition to progress in their careers is particularly high for employees from a black background (72%), followed

by Asian (63%) and mixed race

(61%) ethnic minority groups.

83% of Black African employees said that career progression was important to them, higher than all other BAME groups.

Recruitment: our benchmark data shows us that there is a significant drop-off in the proportion of BAME graduates and apprentices progressing from application to hire stages of recruitment, and in nearly all sectors there is a drop-off in the proportion of BAME applicants getting from application to hired. On average a BAME candidate will have to apply for more jobs than the average white candidate in order to successfully gain employment.

Employers need to take a step-change in action to enable diverse talent to access employment and to progress within their organisations.

This is why we encourage our members and all employers to: Track participation of BAME applicants and employees in recruitment and progression processes, including fasttrack and development programmes, and use this data to identify potential barriers.

Review their succession planning lists to ensure diverse talent.

Mandate unconscious bias training to those with interviewing, recruitment and progression responsibilities.

Of course, there is no simple solution to progress, and we provide our members with proven recommendations based on robust benchmark data and research, as well as strategic guidance at every stage.

It isn’t just employers that we ask to take action on underrepresentation of BAME people in work. We are campaigning for the Financial Reporting Council to add “and race” to its definition of diversity during its 2016 consultation of the UK Corporate Governance Code. This is a next step from our original call to action we made in 2014 to the Financial Reporting Council in 2014, which resulted in the addition of “and race” to the preface of the 2014 Financial Council Corporate Governance Code.

There is a strong business case for increased BAME representation in the workforce, with research from McKinsey showing that the organisations with greater racial diversity on

senior teams experience 35% greater financial returns.

The changing demographic of the UK workforce - its age, its education background and its ethnicity - means that employers and government need to act now to ensure that they are creating workplaces that truly are equal for all in work today, tomorrow and beyond.

The Race at Work Report In 2015, the campaign conducted the largest ever survey on race at work in the UK. The response was overwhelming, with 24,457 ethnic minority and white employees choosing to share their experiences with us. The participants came from a YouGov panel survey (6,076 respondents) and a public open survey (18,381 respondents). Their responses gave us greater insights into the current under-representation of BAME employees in the UK workforce. Key findings included: BAME employees are more likely to enjoy their work and

17

race at work - not starting the conversation in the first place is the biggest barrier of all.

have far greater ambition than their white colleagues. 64% of BAME employees and 41% of white employees said it was important that they progress.

Racial harassment in the workplace is prevalent. 30% of employees who experienced or witnessed racial harassment or bullying from colleagues, managers, customers or suppliers said it occurred in the last year alone. More than a quarter (28%) of all BAME employees witnessed or experienced racial harassment or bullying from managers in the last 5 years, and 32% have witnessed or experienced the same from colleagues in the last 5 years. Similar proportions of employees from a mixed race (25%), Asian (29%) or black (30%) background have experienced or witnessed racial harassment or bullying from managers in the last 5 years.

Many UK employees do not feel valued or inspired due to lack of access to workplace role models or feeling they are not supported by their managers. This is felt

18

most keenly by BAME employees, who are less satisfied with their experiences of management and progression than white employees. BAME employees are less likely to agree that their current job makes good use of their skills and abilities – 54% compared with 57% of white employees. Half or more of Black African (50%), Black Caribbean (52%), Pakistani (58%), and Chinese (52%) employees do not believe that their skills are put to good use, with 43% of Bangladeshi employees in agreement with this statement.

We are not comfortable talking about race at work compared to age and gender. UK workplaces might be comfortable talking about age and gender, but are less comfortable talking about race. It is clear employers need to have more confidence to address the issue of race at work and aim to understand how it has an impact on the individual and their opportunity to reach their full potential. It also has an impact on organisational success and survival. Employers should not be afraid to talk about

Getting on the fast track is an unequal business. Whilst BAME groups are more interested in taking part in a fast track programme, this is not reflected by greater access to fast track management programmes or inclusion in succession planning for all ethnic minority groups.

Only 5% of Black Caribbean, 6% of Chinese and 7% of Bangladeshi and ‘other ethnic’ groups are on these programmes.

There is a strong business case for increased BAME representation in the workforce, with research from McKinsey showing that the organisations with greater racial diversity on senior teams experience 35% greater financial returns. Yet it appears that despite best efforts, ethnic minorities’ experiences of work are still less positive than their white counterparts.

Employers have a great opportunity to harness the huge ambition of ethnic minority employees and reap the rewards, so that the UK fully utilises the diverse talent that exists in its workforce.

To find out more about the BITC Race Campaign visit: http://race.bitc.org.uk/

AFrIcA On The SquAre Saturday 15 October u 12 – 6pm u Trafalgar Square u Free A taste of Africa in the heart of London with music, dance, fashion, food, children’s activities, a market and more.

london.gov.uk/africa #AfricaLDN

#LondonIsOpen

20

Barnardo’s share a piece of black history with an online exhibition of the first black children they helped.

Children’s charity Barnardo’s has supported vulnerable children for 150 years.

Thomas Barnardo founded the charity after witnessing the poverty and destitution in London’s East End. He was determined to give every child in need the support to help them achieve their potential.

“When Thomas Barnardo set up the charity in 1866, it was a very important element of the organisation’s principles

“

that its doors were open to all children, regardless of their race, gender, disability or their family background,” says Javed Khan, Barnardo’s Chief Executive.

The charity started its work in 1866, only sixty years after the end of the slave trade, and was the first children’s charity in England to take in vulnerable black and mixed race children.

At the time mixed race children were often

abandoned by their families, while many black children found themselves stranded or destitute after arriving from oversees on their own.

After the Second World War, Barnardo’s took in rising numbers of mixed race children, many of whom were born to English mothers and American or Canadian GIs, while many black children were taken in after the passenger liner Windrush brought in one of the first

The charity started its work in 1866, only sixty years after the end of the slave trade, and was the first children’s charity in England to take in vulnerable black and mixed race children” 21

large groups of post-war West Indian immigrants to the United Kingdom in 1948.

Many of Barnardo’s first black and mixed raced children went on to work in domestic service, while several contemporary children became renowned writers, athletes and civil servants. Successful Barnardo’s black children include celebrated fashion designer Bruce Oldfield OBE, poet and author Valerie Mason John and former decathlete Snowy Brooks.

“

Historical archive images will give an insight into what life was like for black and mixed race children in the 18th and 19th century”

“Barnardo’s takes Black History Month very seriously,” says Javed Khan. “The black community is an integral part of our organisation. Every child and family we work with, as well as our staff, volunteers and foster parents, have helped us to become the diverse organisation we are today.”

To celebrate Black History Month, Barnardo’s is sharing never-before-seen images of the charity’s first black and mixed race children in an interactive online exhibition.

Historical archive images will give an insight into what life was like for black and mixed race children in the 18th and 19th century. Present day stories and testimonials of Barnardo’s volunteers, staff members, children and young people will shed light on how Barnardo’s still supports children of all

22

backgrounds, today and always.

“Black History Month is an opportunity for Barnardo’s to celebrate the achievements and invaluable contributions of the diverse communities across the UK,” says Javed Khan. “They continue to help us promote racial justice and equality for all children in the UK.” The online exhibition can be viewed at: http://www.barnardos.org. uk/blackhistorymonth.

Everyone with a connection to Barnardo’s can also be part of the gallery and can contact the charity with their story.

If you have been fostered or adopted through Barnardo’s you can contact the charity’s Making Connections service to access childhood records and trace family history.

Telephone: 020 8552 1004 Email: makingconnections@ barnardos.org.uk

ELIZABETH MOUNCEY Elizabeth was born on Commercial Street, in the East End of London. In 1891, six year old Elizabeth was found by a neighbour in squalid conditions, next to her dying mother. Within a year, her father was also dead.

Her parents were said to have had a difficult relationship.

Her docker father was “given to drink” and “constantly misused his wife”. He was said to question Elizabeth’s true paternity as, Barnardo’s records put it somewhat prosaically, she bore “strong evidence of having foreign blood in her veins” but both him and his wife had fair complexions.

After their deaths, the neighbour looked after orphaned Elizabeth in Spitalfields for a few months, while appealing to relatives to take her in. Tragically, none

felt able to give her a home.

Two missionaries from different churches in London’s East End appealed to Barnardo’s. She was boarded out to a couple living in leafy Headcorn, a small village near Maidstone in Kent.

After six years in the countryside, Elizabeth returned to Barnardo’s Girls Village where she undertook training to become a domestic cook. She left to enter service, and was recorded in the 1911 Census as working as a cook in Croydon.

Barnardo’s last contact with Elizabeth was in 1946, when she asked for help in obtaining a birth certificate so she could obtain a pension. At the time she was unmarried and still living in Croydon.

23

SARAH & MAUD RICHARDS

Sisters Sarah Matilda and Maud Thomasine were both born in Blundellsands, near Liverpool. Sarah was born in August 1889 and Maud followed two years later in July 1891.

One year after Maud was born their mother died of scarlet fever. Following their mother’s death, the girls lived with their father Thomas, a black man from Sierra Leone, who had served in the Royal Navy and the Coastguard services.

In October 1897, just five years after the death of Maud’s mother, the girl’s father passed away from a haemorrhage and the two sisters became orphans.

two sisters spent several years at the Girl’s Village in Barkingside before Sarah left Barnardo’s in 1906, and Maud followed a year later to take up work in domestic service.

In 1911 Sarah was recorded in the census working for a family in Palmerston Road, Southend-on-Sea. Maud worked at The White House in Tenbury, before she gave birth to a baby boy in 1918. After she had her son, Maud took up work at the Nurses Home in Eastbourne Street, Liverpool in 1921.

It’s not known where the Richards sisters went and what happened to them in the end.

Maud and Sarah continued to live with their stepmother for three years, but were admitted into Barnardo’s care on 10 July 1901. The

To find out about the history of Barnardo’s work over the last 150 years, and to see the images and videos held in our archives, visit our Making Connections service here: http://www.barnardos.org.uk/what_we_do/our_history/working_with_ former_barnardos_children-2013/making_connections_history.htm

24

don’t

judge me

Help us transform vulnerable children’s lives.

Search ‘Believe in Me’

BUT NOW I'M FOUN D A bHM INTERVIEW WITH CREATIVE ARTIST NATASHA COX As a four year old, growing up in the East End of London, for Natasha, life was a brightly coloured one with glittery costumes and a cheeky smile – she was certain to hit the big time. However, despite her success as a professional dancer, Natasha questioned her real purpose in life.

As a result, she successfully set up her own production company, which empowers people to overcome adversity and make a difference in their lives, and currently works full-time for Watoto, a Ugandan choir of orphan children.

We took the chance to sit down with Natasha during her busy schedule organising 26

the choir’s UK tour to have a chat about where she has been, what she has done and what’s next on the agenda… bHM: Hi Natasha. Great to meet you. We heard about you earlier on in the year during Women’s History Month and were really impressed with the work you were doing. We would love to find out a little more about you. First of all, what drives you?

NC: Well, in the bible scripture of Jeremiah 1:5, God said: “Before I formed you in the womb I knew you, before you were born I set you apart; I appointed you as a prophet to the nations.” This is my “wow” scripture. Times when I’ve felt neglected and lost, this scripture has given me such comfort to know that I wasn’t an accident. I was thought of and planned way before my teenage mother became pregnant

The Watoto Choir

with me. It has given me a whole new perspective on my life and its worth. I even feel now I’m getting closer to finding out my purpose; answering that ‘why am I here?’ question. I’ve always been driven to helping young black teenagers and, after visiting Watoto in Uganda and seeing the orphan

babies, I was touched and encouraged to continue to help make a difference in my world, no matter how small my contribution. bHM: What about your background, I understand it’s quite eclectic?

NC: Anyone looking at my CV would probably think: “Is this the same person?” From bad GCSE grades to gaining a 2:1 in Social Sciences; from bouts of unemployment to setting up a production company. Not forgetting being a West End performer with a Laurence Olivier Award and a Queens Award for volunteering services.

Believe me the list goes on and continues to grow. I guess I am motivated by my own personal challenges and have a desire to inspire others to do the same. bHM: You’ve set up your own production company? Can

you tell us a bit about that?

NC: My Company, N.C Productions, has produced events such as Connections, I Love Music, Inspire 2 Motiv8 and recently, for International Women’s Day, Breaking the Glass Ceiling. This event gave women from all walks of life the opportunity to break their own glass ceiling, either by performing for the first time in front of a live audience or sharing their own personal stories of overcoming adversity. bHM: Sounds amazing – can we get on the guest list for the next one? So, what’s next on the agenda?

NC: For my newest project I am currently coordinating the UK tour for Watoto Children’s Choir from Uganda. Consisting of 18 orphan children and 10 young adults, everything I have done and experienced 27

“

I was touched and encouraged to continue to help make a difference in my world, no matter how small my contribution” in my own life has aligned me perfectly for this job.

Nothing has been wasted; all things including the bad are working for my good. bHM: What advice would you give to our readers based on what you have learned so far?

NC: I would encourage anyone who may be going through a challenging season

28 Destination:

in your life to know that your future doesn’t have to look like your current situation.

If you are interested in taking part in Breaking the Glass Ceiling in March 2017, or would like to discover more about Natasha and any of her projects then you can email her at: ncproductions1@gmail.com

Terrence Higgins Trust is a registered charity in England and Wales (reg no. 288527) and in Scotland (SC039986).

IT STARTS WITH ME. I AM STOPPING HIV. I test regularly and protect myself by we can stop HIV.

Produced by Terrence Higgins Trust for

using condoms. If everyone does their bit,

Get tested. Stay protected. Find out how at:

StartsWithMe.org.uk

IT STARTS WITH NANA What inspires someone to battle stigma head on and model for a high profile HIV campaign?

Meet Nana Bonsu, self employed 34 year old from London, one of the real people featuring in the ground-breaking HIV prevention campaign “It Starts With Me”. The campaign features real people sharing their personal stories on HIV and will appear across

England on billboards, public transport, social media and in the press.

Nana explains his motivations for getting involved…

“I’m very passionate about HIV prevention because I’m from one of the most at-risk communities and I make it a point to test for HIV every 12 months. I know many people who suffer from the illness or who have died out of a lack of information.” he explains.

“I feel personally obliged because someone has to take the responsibility to talk about it. I think the It Starts With Me campaign is a platform where a whole group of people can come together and change the way HIV is viewed.”

The campaign aims to show that HIV is not something to be feared, but it is something each of us can control in our own lives through regular HIV testing and using condoms.

“If people get tested and they find out that they are positive; they get help, they get treatment. If they test and are negative, they can seek to remain negative.” Nana added.

One in six people living with HIV in the UK do not know they have it and are therefore likely to pass on the virus.

“I’m very passionate about HIV prevention because I’m from one of the most at-risk communities.”

Taku Mukiwa from Terrence Higgins Trust, one of the organisations involved in the campaign, said: “We are grateful for the contributions of people like Nana in the efforts to stop HIV in the UK as they help us a long way in motivating people to take

control of their health when it comes to HIV. All of us can do something however small. It can be testing, using condoms or sharing correct information about HIV with others.

To stop HIV, it starts with each one of us.”

You can find out more about the campaign and you can do to help stop HIV in the UK at StartsWithMe.org.uk

Produced by Terrence Higgins Trust for Terrence Higgins Trust is a registered charity in England and Wales (reg. no. 288527) and in Scotland (SC039986). Company reg.no. 1778149.

Recognising hate crime It’s the things people do

damaging property

bullying / harssment

Hostility based on:

Reporting hate crime Think you’ve seen, heard or experienced a hate crime?

sexuality

nationality

ethnicity

religion

race

physical harm

why they do it

disability

threats

&

gender identity

Phone 101, 999 or contact stophateuk.org

What does the CPS do?

73.3%

15,442

guilty pleas

prosecutions in 2015/16 - the highest number ever

conviction rate of

83.2% for 2015/16

in 2015/16 - due to the strength of the evidence and of the prosecution case

Stacey Stanhope receives her award from Alison Levitt

Stacey Stanhope:

My Career, Influences and Motivation to make a difference In 2016, Stacey Stanhope was awarded an MBE for her services to Law and Order and particularly equality and diversity. Here, the CPS North West Area Equality, Diversity and Community Engagement Manager and the Communications Officer for the National Black Crown Prosecution Association speaks to bHM magazine about her career to date, working for the CPS, her influences, as well as what drives and motivates her.

In 2016, I had the honour of being awarded an MBE for services to Law and Order.

I spent many an enjoyable summer in Westmoreland, Jamaica, with my great grandmother, whose mother was a slave. The irony is not lost on me; it’s both poignant and optimistic. Poignant in that my paternal ancestors were brutalised and forcibly removed to create wealth for the empire, the consequences of which we are still having to tackle by continuing to fight racism and discrimination; but optimistic, in that their spirit overcame the harshest of circumstances, so much so that today a black woman can be a beneficiary of the honours system. Their

strength, courage and sacrifice is a constant reminder that I cannot waste opportunities, as not everyone is in a position to take advantage of them and not everyone is given the same life chances.

I have always wanted to work in an environment where I could help challenge discrimination and hate. The opportunity presented itself in 2008 when I joined the Crown Prosecution Service as the North West Area Equality, Diversity and Community Engagement Manager. Working for the CPS continuously 33

not just to the people they target, but also to themselves.

They also wanted victims to find hope and reassurance in their stories of coming through adversity and how they found the support they needed to make the bullying stop. As Nelson Mandela once said: “No one is born hating another person because of the colour of their skin or his background or his religion.

People must learn to hate, and if they can learn to hate, they can be taught to love, for love comes more naturally to the human heart than its opposite.� Working with truly committed colleagues on that project - the teachers, film makers and hate crime advocates - was phenomenal, and the impact it had on me and many others who worked on it was profound.

challenges and motivates me.

My colleagues are passionate and committed to supporting victims and bringing people who commit hate crimes and other crimes to justice.

I also have the privilege and honour of working with some remarkable people from the voluntary community sector, whose lives revolve around ensuring that people feel safe within their communities, and work with the police and CPS to ensure that victims of hate crime and domestic

“

violence are supported.

One of the most rewarding projects I collaborated on was the development of three CPSfunded hate crime resources for schools on disability, racist, religious, homophobic and transphobic hate crime. The survivors of hate crime who worked with me on the project were courageous, and selflessly shared their experiences so that perpetrators could understand the very real hurt and lasting damage hate crime can cause,

One of the other things I enjoy about working for the organisation is its commitment to staff development and staff networks. I am a member of the National Black Crown Prosecution Association, an organisation that is funded by the CPS and supports BME staff to realise their potential, and works with them to overcome the barriers, both real and perceived, that may be preventing them from leading fulfilling lives and careers. The chair of the association, Ruona Iguyovwe,

Our lives begin to end the day we become silent about things that matter.

34

“

I have always wanted to work in an environment where I could help challenge discrimination and hate

is an exceptional leader and lawyer who encourages and supports network members to do better and be better in their respective roles.

The NBCPA has played a key role in my career development.

They have ensured that I have had access to courses to further my personal development, provided guidance and also ensured that some of the work I have undertaken on behalf of the CPS was recognised and celebrated by my peers by presenting me with NBCPA awards for Management and Challenging Hate Crime in 2014.

I feel very fortunate as I know that, although very important, it’s not just hard work that enables you to achieve your goals. Luck, surrounding yourself with positive people who believe in you, even when you don’t believe in yourself, who work with you and not against you, who are kind and compassionate, who will you to do better and be better, who offer honest supportive feedback and who add value to your life and share similar values is also important. I am also fortunate enough to have a husband who is my best friend, kind and hugely supportive; parents who ensured I received a good education and surrounded me with good role

models in my formative years; a white maternal grandmother who brought me up with love and patience and taught me how to be more resilient in my mid-teens as I struggled to come to terms with racism whilst living in Liverpool; and siblings who challenge me to think in new and interesting ways. I also have confident, bright nieces and nephews who colour my world in the most wonderful ways with their questions, assertions and perspectives. I don’t want that confidence stripped away with racist and sexist remarks when they are older. So much so, that I feel obligated to help create for them a kinder world, one where there is less discrimination because of their race, religion, gender, sexual orientation or disability.

I feel very strongly that people who are privileged enough to be in positions where they can challenge and fight discrimination have a duty and an obligation to give a voice to victims. Not just victims of hate crimes, but victims of workplace bullying and harassment, victims of domestic violence and victims of discriminatory employment practices. Not everyone has a voice, as some people work in environments where if they speak up about racism or sexism they are ostracised, or even worse.

If you think what has it got to do with me, it’s not my problem, you’re wrong.

Everyone has a duty to fight casual racism and sexism, history tells us that freedoms are hard fought for and rights can be so easily taken away.

We owe it to those who have given a voice to our struggles, who have fought selflessly for our freedoms in the past, who have brought about changes in legislation and attitudes, to continue their legacy and challenge discrimination, hate and prejudice wherever it rears its ugly head.

As writer and holocaust survivor Primo Levi said: “Monsters exist, but they are too few in number to be truly dangerous.

More dangerous are the common men, the functionaries ready to believe and to act without asking questions.”

Slavery, the Holocaust, Srebrenica are all examples of man’s inhumanity to man and what can happen when we stop treating people with kindness, dignity and respect.

Our hard fought for rights come with responsibilities.

As Martin Luther King Jr said: “Our lives begin to end the day we become silent about things that matter.”

35

Kind an d pa tie nt .

Foot ball m ad. Gr ea t w ith ki ds .

Bring yourself to work Working for Hertfordshire Constabulary is about being more than just another pair of boots on the beat. It’s about sharing your knowledge, experience and personality with your community. It’s about performing to the best of your ability. And it’s about doing whatever you can to make a positive change to people’s lives.

We’re passionate about building a culture of inclusion and openness. So whether you join us as a Police Officer, Special Constable, member of Police Staff or a volunteer, you can be yourself from day one.

Join us. Visit hertspolicecareers.co.uk

BE WHAT YOU WANT TO BE IN A DIVERSE GLOBAL TEAM

SUPPORTING

DID YOU KNOW...

WORLDWIDE, WALMART EMPLOYS 2.2 MILLION COLLEAGUES. THAT MAKES US THE THIRD LARGEST EMPLOYER ON THE PLANET

SHAUN WILLIS SENIOR MANAGER

THE REWARDS OF BEING VALUED. Shaun was already a very experienced operator in retail management when Asda approached him for the tough task of turning around an under-performing Asda superstore.

"It was a daunting move for me after working for another retailer for 23 years, however I can honestly say within the first week of joining, the culture at Asda had me hooked and I felt very much part of a great team. Within 15 months I managed to make a real difference improving

operational standards and commercial performance within my store which allowed me then to step up and manage one of the most complex stores in the business. This was the toughest challenge I have faced in retail, however I managed to again deliver, something which I am hugely proud of. When I discuss the benefits and career prospects at Asda with friends and family they are always surprised and I can see them thinking “maybe there’s more to retail than I thought”.

DID YOU KNOW...

EVERY ASDA STORE HAS A COMMUNITY LIFE CHAMPION DEDICATED TO SUPPORTING LOCAL COMMUNITY ORGANISATIONS.

FEROZ PATEL SENIOR DIRECTOR OF PEOPLE – ASDA RETAIL NORTH

REAPING THE REWARDS OF RETAIL. Feroz started out working part time at his local store while at University “for some pocket money”. Now, 17 years later, he is Senior Director of People for all ASDA North Retail outlets, with a salary to match the huge responsibility.

“When I graduated (in Business & Accountancy), the Store Manager spoke to me about a career with Asda. He saw that I was bright enough to handle the complexities thrown at me. So I applied for the Graduate Scheme. I’ve never looked back since. To be honest my Dad wasn’t too pleased until I got my own store.

Then he saw the status of managing 300+ people and the massive earning potential.

“My family and friends are now extremely proud, although some of them don’t completely grasp what I do. When I try to explain it sounds pressurised but I tell them the rewards are fantastic both in terms of job satisfaction and earning potential, though I don’t like to brag about that because humility is important in our culture. If you’re ambitious there are so many opportunities for you in this diverse business.”

DID YOU KNOW...

OUR GLOBAL CLOTHING BRAND, GEORGE, HAS OVER 3,000 STORES AROUND THE WORLD

HEENA VAJA-GRIFFITHS GEORGE BRANCH MERCHANDISER

A PASSION FOR FASHION. Heena had enjoyed her placement with George so much while doing her degree that it was a “no-brainer” when they asked her back after graduating.

“I’d kind of stumbled on a career in fashion retail, but I soon became really passionate about it. I had always been encouraged to find something I was really passionate about by my family, who came from Kenya years ago. I look after the allocation of stock in stores, plan promotions, prepare for new store openings, working closely with Store Managers and trading and

marketing teams. It’s a very analytical role, very challenging but hugely rewarding.

You can always count on the support and advice from senior managers, they’ll always make time for you. And there are so many areas you can go into at George – buying, merchandising, design, retail, sourcing, supply, marketing, store design… you name it!

“If you want a sense of job satisfaction in a place that’s forever growing, then this is the place for you.”

DID YOU KNOW...

ASDA HAS OVER 620 STORES – AND RISING – SERVING OVER 18 MILLION CUSTOMERS EVERY WEEK

HASSAN HALANE AREA MANAGER

FROM CAMEL HERDER TO BUSINESS LEADER. ONE AMAZING JOURNEY. As an 11-year old camel herder in Somalia, Hassan was sent to the UK by his family to get a better education and support his family. His first success was achieving a GCSE Grade C in English although he came here unable to read or write.

He is now an Area Manager for North London and Essex Supermarkets managing a region that turns over £125 million a year with over a 1,200 colleagues.

“To get where I am now I’ve worked hard and was open to learning every day.

I’m proud that I started out as an hourly-paid colleague and developed

through the structure. Asda is an educational business, giving you the skills and tools to do the job at every level.

“My Dad wanted me to make a difference and that is what my job and my life is all about – developing people, inspiring people, making a difference to the lives of the people in my community by keeping the cost of living down. I’m seen as a community figure head. I’m meeting with the local MP, engaging youth programmes and attending community events. It’s a huge thing!”

RECRUIT FOR ATTITUDE TRAIN FOR SKILL ACCOUNTS DISTRIBUTION LOGISTICS STORE MANAGER DESIGNER BUYER OPERATIONS MANAGER FINANCE HR IT & ECOMMERCE LEGAL PHARMACIST FINANCIAL SERVICES MERCHANDISING STORE PLANNING SOLUTIONS ARCHITECT RETAIL

Asda is part of the world’s largest retailer, Walmart, which means the career opportunities that are available are endless! Colleagues have access to best in class leadership talent, training and global career opportunities.

We have roles in more than 620 stores and 26 depots nationwide, at our Head Office, in Leeds, as well as at our George Headquarters, in Lutterworth.

And with a number of different entry points and development programmes, including apprenticeships and a graduate scheme, colleagues have the opportunity to progress and develop in their role.

At Asda, our ethos is that ‘We Recruit for Attitude, Train for Skill’, our people are our biggest asset and we continue to invest in them and grow our employment offer wherever we can.

If we’ve got you thinking or you want to hear more about what our people have to say, go to www.ASDA.jobs or visit greenroom.ASDA.com

Mary Seacole Memorial Statue Appeal

By Trevor Sterling Chair of the Mary Seacole Trust

A historic memorial statue celebrating the life of Mary Seacole, the nurse of Jamaican and Scottish descent, best known for her brave and compassionate work with soldiers and sailors during the 19th century Crimean War, was unveiled on the 30th June 2016

by Baroness Floella Benjamin OBE, in a colourful celebration.

The statue has central place in the garden of St Thomas’ Hospital, opposite the Houses of Parliament on London’s Southbank.

The Mary Seacole statue is the culmination of over 12 years of campaigning by

the Mary Seacole Memorial Statue Appeal (MSMSA) established by Lord Clive Soley, with the primary aim to raise awareness of the Crimean war nurse, symbolised through the statue capturing her spirit, and to remind the public of her historic relevance. This is the first statue dedicated to a named black woman anywhere in the UK. 45

“

The MST is well placed to inspire future generations and to encourage people of all ages to embody Mary’s qualities The MSMSA are to be credited for working tirelessly to raise the necessary funds for the iconic bronze statue created by the sculptor Martin Jennings. Over £500,000 was raised through donations from thousands of individual supporters as well as several larger donors.

In November 2015, the Chancellor George Osborne announced that £240,000 of LIBOR banking fines would be

46

donated to the appeal to pay for the installation and a memorial garden to remember nurses killed in conflict, which paved the way for the work to begin.

In acknowledging that the campaign and the success of the Appeal has, in essence, brought together a wide range of people extending from the army, the NHS and others from across the social, cultural and ethnic divide, the MSMSA trustees recognised that, whilst the statue of Mary Seacole is important in symbolising and recognising Mary Seacole’s contributions, there is now an opportunity, indeed a responsibility, to harness the positivity from the renewed awareness of Mary and to create a legacy beyond the statue.

It was therefore decided to

reconstitute the MSMSA charity and to create the Mary Seacole Trust (“MST”). I am excited to assume the position of Chair, succeeding the excellent Lord Soley who is to be congratulated for his endeavours in achieving such a historic landmark, supported so ably by the many Trustees and Ambassadors of MSMSA. The MST is well placed to inspire future generations and to encourage people of all ages to embody Mary’s qualities. These include determination, hard work and to strive to be compassionate, entrepreneurial and caring.

Additionally, MST will try to inspire generations, through recognising Mary’s role as a nurse, to promote the values of the NHS, the work of nurses and to ensure that

“

The Mary Seacole Trust aims to celebrate our rich history of common endeavour and diversity Mary Seacole

there is not only equality of opportunity but also equality of outcome within organisations, with a particular emphasis on the NHS. The MST will be clear and focused in achieving its objectives, endeavouring to always promote the NHS and the contribution of nurses in particular; and to encourage harmony and fairness across our communities, particularly within the workplace.

Details in respect of the MST programmes will be announced in more detail in the coming months.

In the meantime, the story of the historic journey in respect of Mary’s statue will be told in a commemorative

book called “A Statue for Mary: The Seacole Legacy”. The book includes contributions from the Appeal’s Trustees and Ambassadors, capturing the entire statue process, from sculptor Martin Jennings’ vision for London’s latest landmark, his journey to the spot in the Crimea where Mary Seacole’s famous British Hotel was sited, the making of the statue at Pangolin Editions foundry in Gloucestershire to its installation at St Thomas’.

The author is Lord Soley, Chair of the MSMSA, with the foreword written by Baroness Amos. It can be pre-ordered online at Waterstones (www. waterstones.com) and will be available to purchase

at the British Cultural Archives in Brixton and the Florence Nightingale Museum at St Thomas’ Hospital in London.

Fundamental to all we do, whilst celebrating Mary Seacole’s achievements and the huge dedication of the trustees, ambassadors and supporters, as well as the achievements of so many other nurses and individuals who have made huge contributions to our society, the Mary Seacole Trust aims to celebrate our rich history of common endeavour and diversity, and above all celebrate all the opportunities this brings.

47

“ADDRESSING SEXUALITY AND GENDER IDENTITY IN THE BLACK COMMUNITY IS ESPECIALLY IMPORTANT WHEN LOOKING AT ALL THE COMPLEXITIES OF IDENTITY THAT COME ALONGSIDE CELEBRATING BLACK HISTORY MONTH IN WALES.

I’ll be honest, there’s been moments wondering around the streets of Cardiff when I’ve honestly felt like the only BME ‘gay in the village’, whilst over the years other black gay scenes around the UK seem to have grown and flourished.

Cardiff is still crying out for a space where BME LGBT people can come together and discuss these complexities further in a supportive space.

To stop this ‘only one in the village’ sentiment, fuelled by declarations of liberation, coffee, glitter, and the mutual 48

agreement of the importance of having a place where BME LGBT people could just come together and be who they want to be, a friend and I decided enough was enough, and have recently set up the first (that we know of) inclusive group for BME LGBT people in Wales, based right here in sunny Cardiff.

It’s early days, but the group is growing month on month, and my friend and I have definitely come to realise not only that we are not the only gays in the village, but the importance of having a safe space for BME LGBT people to come together, chat, debate, and just be ourselves.

Black History Month in Wales is a time to inspire BME people across generations to celebrate our identities, and value the inspirational

individuals and events from within the BME communities – in all of its complexities and greatness. At a time when, still, a majority of society still seems to assume we are straight, BECAUSE we are BME, and are confused when our very presence suggests otherwise, it’s really important to have a space that addresses sexuality, race and identity in an open and positive way.”

Tara Wyllie is a gay, Welsh West Indian filmmaker (in no particular order).

And proud.

You can find out more about her current film project exploring Welsh BME LGBT identity by e-mailing mslefou@gmail.com.

“I’VE KNOWN I

WAS BISEXUAL SINCE I WAS SIXTEEN BUT I HADN’T ALLOWED MYSELF TO IDENTIFY AS IT.

During my last year of primary school, I had moved from a very multicultural area in central London to the outskirts of London.

bisexual and he reacted positively, prompting me to apply for a role at Stonewall so I could learn more about myself and others in a safe and inclusive environment.

It was during this time I had identity issues due to my race going from being in a class made up of BAME people to being the only one or two. At high school, I similarly had issues with not having a role model I could identify with, although I met my first black lesbian friend; she was of a Jamaican heritage like me, and her family were also Christians, like mine.

Working at Stonewall, staff are reminded to reflect on how they can be role models in their own communities beyond the workplace. After Orlando, I felt invisible due to fact my pain was hidden to some people, and made a vow that I would tell everyone I could. To my surprise, my family and friends were supportive and positive.

We were used to hearing homophobic dancehall music and language at home. She bravely came out at fifteen to her family and was rejected and kicked out of her family home and has lived alone since.

It has taken many years, and every day is a journey to towards self-love and acceptance. I finally now accept myself and what connotations being me brings, as a woman, as a black person and as bisexual.”

Her experience, although inspiring, did deter me from coming out for many years. Last year I told my partner I was

Sanisha Wynter works in the Empowerment team at Stonewall

49

SINCE JOINING STONEWALL CYMRU, I’VE BEEN INVOLVED IN EXCITING OUTREACH INITIATIVES WITH LOCAL BAME LGBT PEOPLE. Empowering LGBT people to be their authentic selves is one the fundamental cores of Stonewall Cymru’s work.

This in particular inspires me to put myself forward and be visible as an Asian LGBT person. It can certainly feel like a daunting and lonesome task, especially in Wales where the number of BAME LGBT people can seem scarce. On top of the lack of visible role models, I’m from a culture where being anywhere on the LGBT spectrum is very much a taboo. This all adds difficulties to the path of self-acceptance.

So what is the antidote to these issues? I can’t help but feel it’s outreach and support work. Since joining Stonewall Cymru, I’ve been

50

involved in exciting outreach initiatives with local BAME LGBT people. Last month, I put out a message to gauge the interest for a BAME LGBT coffee evening. A date and venue was set and 8 people of various backgrounds, ages and gender identities turned up. It was wonderful evening where we all shared life stories, humour and fairy cakes. Towards the end of evening, it was collectively decided that we should continue with the group regularly, as this safe space was very much needed.

Though it’s early days, I hope this group will flourish, where support, empathy and fun can be on tap. This group isn’t about segregation from the mainstream LGBT community.

It’s more about empowering

a disenfranchised group to explore their identities with support.

I’ve come to realise accepting yourself is key to personal empowerment, which ultimately manifests into one’s happiness. My journey of finding my authentic self hasn’t been straight-forward. But that’s OK, sometimes treading a turbulent and emotional path is unavoidable. Perhaps, all we can do is remain hopeful that things will get better and feel empowered in the fact that, as BAME LGBT people, we’re not alone.”

Vishal Gaikwad is Programmes Officer at Stonewall Cymru, based in Cardiff

#STONEWALLSEASON

STONEWALL SEASON in partnership with Visa

1-10 November 2016 Join us for the Stonewall Season, a new festival of events celebrating lesbian, gay, bi and trans life and culture. www.stonewallseason.org.uk

In partnership with

Reg Charity No 1101255 (England and Wales) and SC039681 (Scotland)51

Taking Care of your Skin and Body all Year Round

By Alice Slater

VITAMIN D Vitamin D is essential for healthy teeth, bones and muscles as it helps regulate the amount of calcium and phosphate in our bodies. Our main source of Vitamin D is by the action of sunlight absorbed by our skin. We can also source small amounts of vitamin D from oily fish, red meat, liver, eggs and fortified foods such as breakfast cereals and margarines. It is however difficult for us to get the recommended amount of Vitamin D from diet alone.

Public Health England has produced new guidance recently recommending that people consider taking a Vitamin D supplement, with a daily dosage of 10 micrograms for adults and children over the age of 1.

5252

A review by the Scientific Advisory Committee on Nutrition concluded that people with dark skin from African, African-Caribbean and South Asian backgrounds may not be getting enough vitamin D from sunlight and should also consider taking a supplement all year round.

Although the mechanism is not fully known, it is thought that melanin pigment reduces the production of Vitamin D by absorbing UVB rays.

Several studies in Europe and the US have shown that people with pigmented skin are more at risk of reduced Vitamin D levels.

Vitamin D 10mcg supplements are inexpensive and widely available, however do seek medical advice, particularly if you have other medical problems.

Taking Care for your Skin over the Winter Seasonal changes in weather, central heating and changes in humidity can trigger dryness, itchiness and ashiness in black skin, particularly if you are prone to dry, sensitive skin. Here are some tips to keep your skin well hydrated and comfortable over the winter months.

Hydrate Your Skin Keep your skin well moisturised. Find a moisturiser that you like using and suits your skin. Make moisturising part of your daily routine.

Within a few days you will notice the difference.

Treat Your Skin Only use gentle products. Give your hands and feet a treat by applying a rich moisturiser, such as shea or cocoa butter and covering with cotton gloves and socks overnight.

Soap Free Washes As soaps can dry out the skin, choose a gentle soapfree wash over the winter.

They contain antimicrobials so will get you clean. Most products which bubble tend to dry out your skin.

Bathing Keep bath time short with the water not being too hot. Long soaks in hot water can dry out the skin, particularly in hard water areas. Pat the skin dry and apply moisturisers after bathing.

Be Gentle Be kind to your skin. Go easy on the exfoliation as over-exfoliation can aggravate and dry the skin. Darker skin is more likely to develop patchy pigmentation if it is irritated or damaged.

Protect Your Face Your face is the part of you most exposed to the harsh winter environment.

Use a lighter hydrating moisturiser and avoid chapped lips by wearing a lip balm. Consider wearing a sunscreen, particularly if you suffer with pigmentation problems.

www.nhs.uk The New Guidelines on Vitamin D What you need to know Alice Slater RGN is Dermatology Nurse Specialist for the Borough of Newham East London.

Access her blog ‘110 shades of Skin’.

110shadesofskin. wordpress.com

53

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 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.

Nearly half our staff are from the BME community and we are proud of the way in which we reflect the wider society in East London.

If you’re looking for an opportunity to start your career or take it further – particularly if you’re able to bring us strong interpersonal 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.

More black donors are needed to become blood donors Black history month is the time when black heritage is celebrated and rightly so, but it’s also the perfect opportunity to talk about blood of black heritage.

We need more black donors to step forward to donate because black donors are more likely to have rare blood types.

Sickle Cell Disease, which can require long term blood transfusions, is most common within patients of black heritage and these patients benefit from receiving blood from a similar ethnic background. Blood is also required for emergency transfusions for those with rare blood types.

Black blood donor numbers are particularly low. According to 2011 Census information the black community makes up 4.8% of the English population, but active black donors currently account for only 1% of blood donors. This is not enough.

NHS Blood and Transplant are looking to increase recruitment of black donors

black community with blood conditions like sickle cell who need regular transfusions just so they can live a somewhat normal life. By being a blood donor, you have the ability to give life.”

To become a donor couldn’t be easier.

across the UK. Following recent community led work in London, Birmingham and Manchester, the aim is not only to get the black community registering and donating blood, but also to get it talking about blood donation.

Shalona has sickle cell anaemia and owes both her life and that of her daughter, Harmony, to the generosity of blood donors. Seven years ago, the 29-year-old fell critically ill while 38 weeks pregnant.

Shalona said: “My red blood count was at its lowest and my body had had enough and was on the verge of giving up. Luckily blood was available for a transfusion and a day later my daughter was born a healthy 6lb 14 oz. I was on the road to 56

recovery and was able to enjoy motherhood.”

Shalona has since needed a second, life-saving blood transfusion after suffering a sickle cell crisis three summers ago.

She adds: “I’d like to say thank you to all those who have donated blood. If blood had not been available when I needed it, I may not have survived something as natural as childbirth. Being able to raise my daughter and see her grow is priceless.

“To those who might be thinking of donating I would say this: it really does make a difference between another person’s life and death. I’m fortunate enough to have only needed two transfusions so far. However, there are many more people within the

Donors can search for sessions, change their contact details, book appointments and change/cancel their appointments in real time on www.blood.co.uk Download our apps for Android, Windows and Apple Smartphone and tablet devices to search for sessions based on your location, and to book and manage appointments.

NHSBT’s donor line - 0300 123 23 23 - is available 24 / 7 with all calls charged at the standard local rate, even from mobile phones To donate for the first time takes around an hour, the giving blood part is only 5-15 minutes maximum.

Y U D I U S , A G E 6 , K E N YA , K E - 2 2 2 COMPASSION UK CHRISTIAN CHILD DEVELOPMENT

43 High Street, Weybridge, Surrey KT13 8BB Registered Charity No. 1077216 Registered in England No. 03719092

57

we’re driven to CUre BLood CAnCer. but we can’t do it without you.

We need black people aged 16-30 to join the stem cell register.

Why? Because only 20% of black blood cancer patients will find the best possible donor match.

The more people that join, the more lives we can save – it’s that simple.

Find out how you can get involved at anthonynolan.org/africancaribbean 58 Reg charity no

803716/SC038827 1116CM 09/16

‘black people are dying – not because their donor isn’t out there, but because that person never joined the register.’

Ann O’Leary, Head of Register Development at Anthony Nolan

At Anthony Nolan, we’re driven to cure blood cancer.

We’re also driven to strengthen and diversify our stem cell register.

This is because patients are most likely to find a donor from the same ethnic background. But black donors are seriously underrepresented on the Anthony Nolan register. only 20% of african caribbean people diagnosed with blood cancer will find their best possible donor match.

If you’re aged 16-30 you can sign up to join the Anthony Nolan stem cell register by spitting in a tube.

If you’re over 30 there are still so many things you can do to help; fundraising, inspiring action in the community and sharing our content on social media - all save lives.

Taking action is the only way to save people who are needlessly dying. anthonynolan.org/africancaribbean

The good news is, you have the power to change this statistic.

59

The more we know about prostate cancer, the stronger we ll be A lot of money has changed hands for footballer Ade Akinbiyi.

He’s played in the Premiership for Leicester City and Crystal Palace and internationally for his parents’ native Nigeria.

In January 2014, Ade, now 41 and working as a Sports Consultant, lost his father. He was devastated, and it wasn’t until later he found out he’d died of prostate cancer. His dad had

“

kept it to himself. Ade talks about this huge shock, how he feels about his own risk of prostate cancer and what he’s doing to stop prostate cancer being a killer. Ade is married, has three children and lives in Manchester.

“I first heard about prostate cancer over two years ago from Errol McKellar, a passionate supporter of Prostate Cancer UK. I’ve known

Errol since I was 10.

I grew up in Hackney and used to play in a local youth football team called Senrab that’s produced lots of big name players. Errol helped out with that and he’d pick up kids from anywhere who needed a lift. He’s an amazing guy – everyone looked up to him and he was like a father figure to all of us.

I grew up in Hackney and used to play in a local youth football team called Senrab that’s produced lots of big name players

62

Errol and Ade

“We stayed in touch and I often pop into his garage when I’m in London seeing my Mum. But I’d been a few times and he wasn’t there.

Eventually I found out the reason was that he’d had prostate cancer.

“When I saw him, he told me all about the disease and he said he’s doing everything he can to raise awareness – telling guys who come into his garage about it, and doing all sorts with Prostate Cancer UK.

“About two months after that chat with Errol, I found out my Dad had died of prostate cancer.

It was a huge shock because although I knew he was ill, I’d had no idea he had prostate cancer.

He was in Nigeria at the time – he’d spend some time there each year, some time in the UK. I got a call to say he’d passed away, but it was only when I went out and saw a copy of

the death certificate that I found out it was prostate cancer.

“The hospital out in Lagos was not the best at telling us things – I did wonder if the doctors hadn’t known what was wrong with him, but now I don’t think so.

He’d been ill for quite a while; he must have had tests and just decided to keep it quiet. Knowing the older generation (he was 78), that’s what they do. And Dad was quite a strong character. If you‘d 63

Left: Footballer Ade Akinbiyi

early forties now and I’m talking to the GP about this. My older brother has as well. If there was a genetic test to tell me more about my risk, I would definitely have that, as long as it didn’t harm me. And it’s something I’d definitely want to tell my family about before I had it.

ask him how he was, he’d just say yeah he was okay, no more. So I don’t know when he found out, what stage it was at or what treatment he had. He’d gone to all his appointments on his own.

“Through talking to Errol, I knew that if your father or brother has had prostate cancer then you have a higher risk yourself. And he told me that because 64

I’m Black, I already have a 1 in 4 chance of getting prostate cancer (that’s double the risk of prostate cancer in all men – 1 in 8). So I have a pretty high risk.

“It could be me, it could be one of my two brothers, and it could be anyone. I’ll make sure I get checked regularly and that’ll give me a good chance to have treatment. I’m in my

“I’ve got two boys aged 21 and 5 and a girl who’s 15. I’ve already told my older son about prostate cancer and the fact that it could affect him. And I’ll talk to my younger one when he reaches the right age, maybe in his mid-twenties.

I just don’t think it’s something you can hide from them – you’ve got to be open and truthful.

I was left wondering why my Dad didn’t tell me. I don’t want them to feel the same.

“

I’ve been in football for years and while I’ve still got my name I want to use it to do what I can to help beat prostate cancer and let people know about it, especially Black men “I’m open about it generally – I talk to my friends about prostate cancer and health – maybe partly because I’m sporty and I like to exercise and stay healthy.

And I think guys my age are starting to be aware and talk about it.

We’re not as private as my Dad’s generation.

“However, there are still a lot of people who don’t know and don’t realise they’d be stronger for knowing more about prostate cancer and can speak to their GP. That’s why I got involved with Prostate Cancer UK. I’ve been in football for years and while I’ve still got my name I want to

use it to do what I can to help beat prostate cancer and let people know about it, especially Black men. The more we know about it, the more we can do about it and the stronger we’ll be.

“I was with Prostate Cancer UK at a golf show recently as an ambassador. And I organized a barbecue at my church in Bowden to raise awareness and money. I raised around £1,000. I also did a sky dive as well – I’ll do anything as long it can help the cause.

“I’m really proud to say I support Prostate Cancer UK and wear my Man of Men badge. It’s great

that so many football managers are wearing it and promoting it. People spot mine and say: ‘What’s that, I’ve seen it on TV’ and they want it.

It’s almost becoming a fashion thing, and that’s great because it starts people talking about it.”

Prostate Cancer UK is the biggest men’s health charity in the UK and they want to stop prostate cancer being a killer. If you’re worried about prostate cancer, speak to a Prostate Cancer UK Specialist Nurse on 0800 074 8383 or visit prostatecanceruk.org/risk

65

Public Health England Screening

We've helped thousands of babies during 10 years of newborn screening for sickle cell disease (BY CATHERINE COPPINGER, NHS SICKLE CELL AND THALASSAEMIA SCREENING PROGRAMME) This year marks the 10th anniversary of the full roll-out of newborn screening for sickle cell disease (SCD) in England.

We’ve screened nearly 7 million newborn babies for SCD between 2006 and 2016.

Babies are screened for SCD as part of the newborn blood spot screening test, also known as the heel-prick test. Of the 7 million screened, just over 3,200 (approximately 1 in 2,000) have screened positive.

Despite detection of thalassaemia not being part of the programme, we do expect beta thalassaemia major to be detected and reported. In the past 10 years, nearly 250 cases of beta thalassaemia major have been identified (approximately 1 in 27,500).

SCD is the name for a group of

66

related conditions that affect the quality of haemoglobin and the capacity to carry oxygen around the body. The most serious form of the disease is sickle cell anaemia.

Screening for sickle cell disease in newborn babies identifies infants affected by the condition, with the aim of minimising childhood morbidity. Children with the condition are at risk of severe illness or even death from infections. Early identification of the condition allows treatment to begin promptly.

The introduction of the NHS Sickle Cell and Thalassaemia (SCT) Screening Programme in England has also been the major driving force for improvements, both in awareness and in the quality of care for children and families with sickle cell and other major haemoglobinopathies.

Research in 2004 showed awareness of SCD and thalassaemia was low. The national screening programme

established relationships with patient organisations including the Sickle Cell Society and the UK Thalassaemia Society.

These relationships allowed the programme to understand the user perspective and raise awareness through successful outreach work in communities most affected by the conditions.

Iyamide Thomas, the Sickle Cell Society’s NHS Engagement Lead said: “By investing in a public outreach programme for sickle cell and thalassaemia, the NHS Sickle Cell and Thalassaemia Programme showed its commitment to the communities most affected by the two debilitating conditions and to the voluntary sector organisations that represented them. The programme commissioned the Sickle Cell Society to deliver an innovative family legacy DVD outreach project. Through this, thousands of people, particularly within the high risk African and Caribbean population, became more informed about sickle cell disease, the myths

Babies are screened for SCD as part of the newborn blood spot test.

surrounding it and the value of screening – thus enabling many to make informed reproductive choices. Gone are the days when a new mother would give birth to a child with sickle cell and ask ‘what’s that’?”

The NHS SCT Screening Programme has also worked with patient organisations in developing standards for clinical care for children and adults. Now, the standard for screen positive babies being referred to a designated healthcare professional by 8 weeks of age is being met in 99% of cases and 85% of screen positive babies are seen in specialist treatment centres by 3 months.

Another development – and an important component of the specialist commissioning

“

of haemoglobinopathy services – has been the introduction of geographical networks and specialist treatment centres to ensure all individuals affected by sickle cell or thalassemia disorders have access to the best available care, regardless of where they live.

An evaluation of all cases of SCD notified to a newborn outcomes project between September 2010 and August 2014 demonstrated that screening results were consistent with diagnostic results. To date there have been no cases of false negative results (babies with negative screening results who subsequently turn out to have sickle cell disease).

outlook for a child born in 2016 with sickle cell disease is so much better than for a child born before the introduction of newborn screening” – Dr Kate Ryan, Consultant Haematologist.

Useful websites: NHS Sickle Cell and Thalassaemia Screening Programme https://www.gov.uk/topic/ population-screeningprogrammes/sicklecell-thalassaemia Sickle Cell Society www.sicklecellsociety.org UK Thalassaemia Society www.ukts.org

“There is always room for improvement but I think we can confidently say that the

There is always room for improvement but I think we can confidently say that the outlook for a child born in 2016 with sickle cell disease is so much better than for a child born before the introduction of newborn screening” – Dr Kate Ryan, Consultant Haematologist 67

Supporting BME children who are unable to live with their birth families

By Savita de Sousa - Consultant for Black Minority Ethnic Perspectives at CoramBAAF

We believe every child deserves a stable, loving home.

CoramBAAF Adoption & Fostering Academy is the leading membership organisation dedicated to improving outcomes for children and young people in care by supporting the agencies and professionals who work with them.

Nearly a quarter of looked-after children in the care system are BME (black and minority ethnic) and we have over forty years’ experience of supporting prospective and current foster carers and adopters of BME children.

Through our Black Minority Ethnic Perspectives Advisory Committee (BMEPAC), we have been a major influence on promoting an understanding of the identity needs of black children and the impact of racism on their sense of wellbeing. We are also the largest publisher and seller of resources in this field.

To enquire about CoramBAAF membership please contact Abi Omotoso at abi.omotoso@corambaaf.org.uk

© Shutterstock

CoramBAAF is committed to working with black adopters and foster carers. Our Support Services include: • Adoption Support Groups for BME adults and children • Consultation to Local Authorities and IAAs developing Adoption Support services for BME families and children • Fostering Support Groups for BME children & their families • Consultation to Local Authorities and IFPs developing Fostering Support services for BME children and their families CoramBAAF’s Black, Asian and Mixed Ethnicities Perspective Project also provides an advice and consultancy reference point for professionals, practitioners, adoptive parents, carers and birth families.

To find out more about CoramBAAF’s work in the fields of adoption and fostering and BME children, please contact Savita de Sousa on savita.desousa@ corambaaf.org.uk

Our bookshop has a wide range of titles aimed at supporting BME children and young people in both foster placements and adoptive families. Our bestsellers include research studies and personal narratives exploring the care journeys of BME children as well as good practice guides providing invaluable information and advice to help sustain and improve work on a day-to-day basis.

For foster carers and professionals we recommend: • Looking after our own Essential reading for social services professionals looking to recruit and support BME adopters.

• Fostering unaccompanied asylumseeking young people A research-based exploration of the complex needs of migrant children and how foster carers can provide family care against a background of uncertainty, anxiety and potential risk.

• Pathways to permanence for black, Asian and mixed ethnicity children A pioneering study exploring the care pathways of minority ethnic children in three authorities in England.

To view the full range of CoramBAAF publications please visit www.corambaaf.org.uk/bookshop/

• Thinking about fostering A short beginner’s guide that clearly describes the fostering process from getting started to living together as a foster family.

And for children and young people we suggest: • Fostering: what it is and what it means Over 10,000 copies have been sold of this colourful and informative guide that clearly explains what fostering means.

• Picnic in the park This fully illustrated picture book introduces young children to a range of family structures including two- and oneparent families, adoptive and foster families, gay and lesbian families, step families and more.

o

me me er er er r

dd g

of of

hool hool 00

School TOLLGATE Direct and TEACHING SCHOOL the TollgateALLIANCE Teaching AND ELA SCITT School Alliance

on on the the programme. programme. For For September September 2014 2014 we we are are looking looking to to recruit recruit 40 40 more more trainees trainees for for the the primary primary phase phase and and 55 secondary secondary specialist specialist trainees. trainees.

secondary secondary placements. placements. You You will will be be trained, trained, mentored mentored and and coached coached by by highly highly experienced experienced classroom classroom practitioners practitioners and and the the course course will will have have aa strong strong focus focus on on pedagogical pedagogical School School Direct Direct Salaried: Salaried: understanding. understanding. This This is is aa This This route route will will be be aa school school postgraduate postgraduate programme programme based based training training model model and and and and aa Professional Professional Graduate Graduate there there will will be be cross cross phase phase Certificate Certificate in in Education Education Primary Primary placements placements across across (PGCE) (PGCE) will will be be awarded awarded by by our our network network of of schools schools and and either either Roehampton Roehampton University University secondary secondary placements. placements. You You or or the the University University of of East East will will be be trained, trained, mentored mentored London.

London. SCITTELS SCITTELS and and the the and and coached coached by by highly highly University University of of East East London London We are an alliance of over • School-to-school support experienced WHY TRAIN WITH US? experienced classroom classroom are are the the accredited accredited providers providers practitioners practitioners and and have the the course course for fortrained this this programme programme who who 30 schools that span theand agesix Local • Leadership and management

We successfully and six Local Leaders Leaders of of range range of of Early Early Years Years Settings, Settings, will will have have aa strong strong focus focus on on will will recommend recommend the the trainee trainee Education.

Education. The The Tollgate Tollgate Children’s Children’s Centres, Centres, Primary Primary range of Early Years Settings, training cohorts of trainees teacher to become pedagogical pedagogical understanding. understanding. teacher for for Qualified Qualified Teacher Teacher Teaching Teaching Alliance Alliance has has also also Schools Schools and and KS3.

KS3. We We are are The trainee trainee teacher teacher would would Status.

Children’s Centres, Primary • Research and developmentThe employed teachers and all theStatus. trainees have also also an an inclusive inclusive alliance alliance 23 23 Specialist Specialist Leaders Leaders of of be be employed by by one one of of the the with with specialist specialist provision Education who who deliver deliver on on schools schools within within the the alliance alliance secured Further Further information information about about the the Schoolsprovision and KS3. We areEducation also opportunities successfully employment. for for children children with with autism, autism, the the School School Direct Direct training training throughout throughout the the training. training. programmes programmes can can be be found found on on an inclusive alliance with programme programme and and are are trained trained behaviour behaviour support support and and the the SCITTELS SCITTELS and and the the University University the the following following websites: websites: teaching teaching of of the the deaf. deaf.

We We have have Professional Professional Tutors.

Tutors.

In In of of East East London London are are the the specialist provision for children EAST LONDON ALLIANCE A School Direct trainee from last http://tollgateteachingalliance. http://tollgateteachingalliance.

2012/13 2012/13 we we successfully successfully aa further further 55 associate associate schools schools accredited accredited providers providers for for com/schools-direct/ com/schools-direct/ withwe autism, behaviour SCHOOL CENTRED INITIALthis yearwho stated: a tough trained trained 55 School School Direct Direct with with whom whom we work work to to deliver deliver support this programme programme who will will ’This was trainees trainees and and they they have have all all the the School School Direct Direct programme. programme. recommend recommend the the trainee trainee and the teaching of the deaf. www.education.gov.uk/ www.education.gov.uk/ TEACHER TRAINING but rewarding course.

When I been been appointed appointed as as NQTs NQTs teacher teacher for for Qualified Qualified Teacher Teacher teachschooldirect teachschooldirect Tollgate Tollgate Teaching Teaching Alliance Alliance within within local local schools. schools.

Status.

The ELA SCITT is calling for Status. was struggling to keep up the has has the the capacity capacity to to offer offer The Alliance, through theTollgate East Teaching from the most able programme, course leaders Tollgate Teachingapplications School School is is high high quality quality support support for for School School Direct Direct Non Non Salaried: Salaried: the lead school school for forgraduates aa route route to train to be teachers. teachers teachers and and leaders leaders at at SCITT, is the This This route route is is supported aa school school me to identify my next London Alliance at lead all all stages stages in in their their career. career. into into teaching teaching through through the the based based training training model model and and thethree vanguard of Initial Teacher The School Direct programmethere learning steps. Since then I have School School Direct Direct Salaried Salaried and and We We have have three National National there will will be be cross cross phase phase Non Non Salaried Salaried Programmes.

Programmes.

Leaders Leaders of of Education Education leading leading Primary placements placements across across Training andAlliance we offer 45 We plushave 40 allows top graduates, or thosePrimary been able to improve my practice in We have 40 trainees trainees currently currently schools schools within within our our Alliance our our network network of of schools schools and and

School Direct Places on a bespoke school-centred salaried and non-salaried route into teaching.

who have been working in a career, to combine training with learning on the job.

Our vision is to ensure improved outcomes for children and young people by collaborating with other institutions and local authorities pan London to deliver outstanding:

It offers a route into teaching through the School Direct Salaried Programme and the School Direct PGCE programme. The programmes lead to the award of Qualified Teacher status with the opportunity to study for a PGCE.

• Initial teacher training (ITT) • Continuing Professional Development (CPD)

70

08/07/2013 08/07/2013 21:10 21:10 01/10/2013 19:16

Tollgate.indd Tollgate.indd BHM 2013.indd33 63

the clavss room and demonstrate that I am an outstanding practitioner. I am grateful to the East London Alliance SCITT and the alliance of schools for their support and challenge and helping me secure my first teaching post.’

WHAT IS THE TRAINING? School Direct PGCE: This route is a school-based training model and there will be cross-phase Primary placements across our

T F S

Ap A Sc S // T pr p ht h ed e sc sc ne n ap a

Se S Sc S in in re re pr p

Yo Y re re en e te te

Bo B w w ap a

En E le le su su sk sk ap a

TO APPLY FOLLOW THESE network of schools . You will be STEPS

mentored and coached pply for a place ontrained, the chool Direct Salaried by highly experienced classroom Tuition Fee Funded practitioners and the course rogramme by visiting ttps://dataprovision.will have a strong focus on ducation.gov.uk/ pedagogical understanding. This chooldirect/ui/landing. (will eed to check this for future a postgraduate programme, and pplications)

is a Professional Graduate Certificate in elect Tollgate Primary Education (PGCE) will be awarded chool and follow the nstructions in order by to the University of East London. egister and apply to the You will be trained to teach rogramme. from ou will be issued with a ages 5-11 with enhanced eference number which will experienced opportunities in nable you to book your skills Early Years and Key Stage 3. ests.

School Direct Salaried: This route will be a school-based training model and there will be cross-phase Primary placements across our network of schools.

You will be trained, mentored and coached by highly experienced classroom practitioners and the course will have a strong focus on pedagogical understanding.

As the trainee teacher, you will be employed by a school throughout your training. As a SCITT we will accredit you with your QTS. It is

highly recommended that you have a sponsor school before you apply and ensure this is clearly stated on your application form.

You will be trained to teach from ages 5-11 with enhanced experienced opportunities in Early Years and Key Stage 3.

ook your skills and sit them within 2 working weeks of pplying for the programme.

HOW DO I APPLY?

nsure that you inform the ead school when you have uccessfully passed the kills tests in order for your Apply for a place on the pplication to be processed.

School Direct Salaried / Tuition

Fee Funded programme by visiting www.ucas.com/ apply/teacher-training

Select East London Alliance SCITT and follow the instructions in order to register and apply

08/07/2013 19:16 21:10 01/10/2013

You will be issued with a reference number which will enable you to book your skills tests.

We urge you to book your skills tests and sit them within two working weeks of applying for the programme.

Interviews will take place following applications via UCAS. These will take place at Tollgate Primary School, Barclay Road, London E13 8SA. There is no closing date for applications.

WHAT QUALIFICATIONS DO I NEED? You will need a GCSE C or above (or an equivalence exam) in English Language, mathematics and science. You will need a degree at least at a 2.2 or above.

Graduates can apply for one of two options: a fee-based

programme, paid for by the trainee through the Student Loans Scheme, which offers well-qualified graduates the opportunity to train in a school and receive a bursary (if eligible); or the salaried programme, which is an employment-based route available to graduates with three years’ work experience, and ensures trainees are paid a salary while they train.

For further information Visit the website : www. tollgateteachingalliance. com or contact: Caroline Stone at Teachingschool@ tollgate.newham.sch.uk

71

AS WE’RE NEARING 100 YEARS OLD, IT’S FITTING OUR CENTENARY CAMPAIGN TAKES US BACK TO WHERE IT ALL BEGAN - KENYA 1922

Working with Mount Kenya Environmental Conservation and local communities, we aim to plant a total of 20 million trees in and around Kenya’s highland forests, dubbed “Water Towers” because of their vital role in conserving the country’s rivers, lakes and drinking water. The initiative will help combat climate change, protect forest habitats for rare birds and mammals – while improving food security for some of Africa’s most vulnerable people. Each tree costs 20p, so we need your donation to meet our target.

Visit internationaltreefoundation.org to find out how you can help today. Thank you.

International Tree Foundation: Proud of our African Roots International Tree Foundation (ITF) was founded in Kenya in 1922 by pioneers Dr Richard ‘St. Barbe’ Baker and Chief Josiah Njonjo.

of the Trees, with our name later changing to the International Tree Foundation in 1992.

St Barbe (as he is affectionately known by ITF) was a forestry officer responsible for issuing timber felling licenses in Kenya in the 1920s. But, after seeing the effects of deforestation, he vowed never again to issue licenses that allowed another tree to be cut other than on a sustainable basis.

He met a young Chief Josiah Njonjo and, through their mutual respect for the importance of trees, they both felt something had to be done to reforest the infertile scrubland.

Fruit, medicines, timber for building and fodder for livestock were becoming increasingly scarce, and crops would not grow in infertile soil. They called together the elders from the Kikuyu community, and Chief Josiah Njonjo convinced the elders trees were the key to the community’s survival.

3,000 Moran warriors gathered to begin the great work of restoring the forest. A ceremony, called the Dance of the Trees, began to mark the occasion. But before Chief Njonjo and St Barbe would allow the dance to begin, they called 50 volunteers to come forward who would become the first ‘Watu wa Miti’ – Men of the Trees.

In 1924, St Barbe formally registered the Society of the Men

This initiative will have a real positive impact on climate change, protecting forest habitats whilst improving the lives of some of Kenya’s most vulnerable people.

The first phase of the campaign is being led by Mount Kenya Environment Conservation (MKEC).

Image: Baker’s return to Kenya ITF Today Now based in Oxford, we provide relatively small amounts of funding which enable community based organisations to achieve significant impact and growth on their own terms.

In the past five years we’ve worked with 46 community partners, in support of 54 projects in 15 countries, protecting natural forests and planting 1.4 million trees.

20 Million Trees for Kenya’s Forests We launched 20 Million Trees for Kenya’s Forests this year in celebration of our approaching centenary. Fitting that we’re going back to Kenya, where it all began.

Ms Julian Wanja, Project Manager for MKEC says “MKEC are proud to continue the work that Chief Njonjo began almost 100 years ago. The planting of these trees is critical for the communities living in and around Mt Kenya, and for the health of the entire ecosystem.”

We’ve certainly got a journey ahead of us - planting 20 million trees is challenging.

That’s why we need all the help we can get.

For more information on this project and how you can support us, please visit our website: www. internationaltreefoundation.org Registration number: 5219549

Only 7% of Kenya is covered by trees. It’s one of the countries most affected by deforestation in Africa.

73

photo credit Emmanuel King

Thomas Peters (1738 – 1792)

Founding Father of Freetown in Sierra Leone

By Iyamide Thomas – Historical Researcher, The Krios Dot Com

Since this year’s Black History Month Magazine is celebrating milestones, an interesting one to celebrate relates to Thomas Peters, international hero and African American leader of the founding settlers of Sierra Leone’s capital ‘Free Town’.

To the Krios of Freetown, descendants of various African American, Caribbean and African ex-slaves and freemen resettled by the British in the modern day West African country of

Sierra Leone, Thomas Peters is such an important figure in their history that, almost 5 years ago on 14 December 2011, the Krio Descendants Union erected and unveiled a majestic bronze statue of him in front of Freetown’s Anglican Cathedral. If any African can be considered to be both the embodiment of Moses and Joshua and still be one of the most unrecognised civil rights fighters of the slave trade, that person is Thomas Peters.

For more information: Website: www.Thekrios.com or Email: info@thekrios.com Further reading: ‘Seeking Freedom’ by Yema Lucilda Hunter

74

‘After being stolen from their homes in Africa and sold as slaves, brave men, women and children struggled to survive in a strange new land without any rights or comforts.

But then an opportunity came during the American Revolutionary War: any slaves who came behind British lines would be given their freedom. It was a chance for a new life.’

(Excerpt from ‘Birchtown and the Black Loyalists by Wanda L. Taylor)

Important Dates in the story of Thomas Peters

1738

Thomas Peters was born to the Egba branch of the Yoruba tribe in Nigeria

1760

Kidnapped and put on a slave ship the “Henri Quatre” and transported to French Louisiana in America. Peters tried to escape three times

1770

Sold to an immigrant Scotsman in North Carolina

1775

American Revolutionary War and British promise slaves freedom in exchange for supporting the war effort against the colonies that formed the new United States.

1776

Peters flees his owner’s flour mill and joins the Black Pioneers, a Black Loyalist unit made up of runaway African-American slaves. Peters rose to the rank of sergeant and was twice wounded in battle.

1782

As the war ended Thomas Peters and his family and some 3000 other African-Americans that had fought with the British were relocated to New York but could not stay there as the victorious Americans could re-enslave them.

1783

British evacuate Peters and other patriotic Blacks to Nova Scotia where promises of freedom, land and happiness soon become a pipe dream as the White Nova Scotians were also unwilling to accept free Blacks as citizens and equals.

1791

Peters gathers the signatures and marks of African-American settlers in Nova Scotia and travels solo to London (at the risk of being enslaved) to demand the land promised to him and others .

In London he meets abolitionists such as Granville Sharp, Thomas Clarkson and William Wilberforce and through them succeeds in getting the British Government to agree to transport the Black Nova Scotians to Sierra Leone.

Peters returns to Nova Scotia triumphant and with other Black Loyalists like David George and Cato Perkins was able to convince Blacks in various communities such as Birchtown, Halifax and Shelbourne to consider the Sierra Leone offer.

1792

15 ships carrying approximately 1200 Black Loyalist families leave Halifax for Sierra Leone accompanied by Naval Officer John Clarkson, brother of Thomas Clarkson Their journey took about two months and they arrived in St George Bay Harbour. Legend has it that Thomas Peters led the newly named ‘Nova Scotians’ ashore singing an old Christian hymn.

These settlers founded ‘Free Town’.

In less than four months after his arrival Thomas Peters died in Freetown of malaria during the first rainy season leaving behind his wife and several children. A number of Krios can claim descent from Thomas Peters

2007

Peters was portrayed in the BBC television series ‘Rough Crossings’.

2011

A statue of Thomas Peters was erected in Freetown in 2011 by the Krio Descendants Union to commemorate this previously unsung hero.

75

C O M PAS S I O N - S U P P O RT E D C H I L D R E N A R E K N O W N , LOV E D A N D P R OT E C T E D

LEARNING TO FORGIVE MY PARENT’S KILLERS

By Silas Irungu and Roz Walsh

What does it take to forgive your parent’s killers? Methode Ruzimbana was only 6 years old when the Rwandan genocide unfolded in 1994 and his memories of that time have remained vivid.

In the early nineties, Methode lived with his parents and five siblings in eastern Rwanda. After his family’s cows were stolen, Methode was sent to live with his aunt as his parents could no longer afford to feed him. But in April 1994, violence erupted and over 100 days, one million people were massacred.

Methode fled with his aunt to the nearby hills and swamps where they hid. The rest of his family became separated. Methode’s older brother Nelson was captured and

killed. His father and sister hid in the local church but the church was bombed, killing his father. His sister suffered a serious head wound but still managed to escape when the attackers came into the building by slipping through their legs. She died a year later from her injuries.

Methode learnt of his mother’s death from another survivor who confirmed she was killed trying to escape with her youngest child. Only two of his sisters, Clementine and Mediatrice, survived.

For two months, Methode and his aunt hid in the swamps with other survivors, constantly moving to avoid being found.

“One day, the killers came to the swamp to attack us in big groups, blowing their whistles and singing their songs and carrying their weapons. You could hear people begging for forgiveness, saying, ‘We will give you all that we have.’ The

killers responded saying, ‘All that you have is already ours,’ and called them names as they mercilessly killed them,” he remembers.

“At that point, my aunt ran with me to the river that was in the middle of the swamp, and bade farewell to me, saying, ‘Your father left you with me to take care of and now this is the end of our road.’ She jumped into the river to be drowned, and I followed on as the killers’ drew closer. It was better to be killed by the water than to wait to be butchered.”

“The water rejected us and we could not drown. We held on to floating dead bodies until the killers found us. They thought my aunt was my grandmother, they hit her with a machete on her head and she collapsed. Then they searched the pockets of my shorts to see if ‘my grandmother’ had hidden her money in them. Failing to find money, they threw me to the ground, hit my knee with a club and, just when they were about to finish me off, another killer called out to the rest, blew his whistle hard and shouting that they had found another place to loot. I was spared.”

Methode and his aunt were rescued and taken to hospital. Afterwards, Methode tried to join the army but he was told he was too young. “Because of all that happened to me, and all the anger I had, I wanted to become a soldier to seek revenge for my family. I would think about all that happened to my parents, my family and my country, and all I wanted to do was to become a soldier, get a gun and shoot all the people I was told killed my family.”

His aunt was given a house to live in and Methode stayed with her. A year later, his neighbour enrolled him into the local Compassion project where he was sponsored.

During his early days at the project Methode was quiet and behind in his education.

The project workers worked diligently with Methode, praying with him and ensuring he received counselling and treatment. He recalls “I started to realise that I could get peace from God. I started singing in the choir and in my prayers, telling God to take away all that was heavy in my heart. People in my family where surprised by the sudden change in my behaviour.” Methode’s class performance improved and he began to take first and second positions in his class.

Looking back, Methode reflects, “The biggest thing that happened to me, that the government would not have managed to give me, is forgiving the killers. God convinced me that I would not be any different if I revenged. I thank Compassion, because they introduced me to knowing God bit by bit. The project also helped me discover my singing and leadership talent.”

Today, Methode is in his third year of university and is the first National Vice Coordinator of the Genocide Survivors’ Student’s Association.

His memories are vivid and his mental and physical scars are real, but his past no longer has a bitter hold on him and an inexhaustible hope illuminates his future.

Compassion is an international child development charity with more than 60 years’ experience working with some of the world’s poorest children. At present more than 1.8 million children attend Compassion’s church-based projects in 26 of the world’s poorest countries. www.compassionuk.org.

COMPASSION UK CHRISTIAN CHILD DEVELOPMENT 43 High Street, Weybridge, Surrey KT13 8BB Registered charity in England and Wales (1077216) and Scotland (SC045059) Registered in England No: 03719092

Be part of a vibrant creative comunity Situated on the banks of the River Thames, Trinity Buoy Wharf is Docklands most creative quater.

Do you want to join the creative community of over 350 artists, designers and photographers and performarers?

www.trinitybuoywharf.com

We have the technology

The UK requires modern, battle winning forces to defend its interests and to contribute to strengthening international peace and security.

These forces increasingly depend on scientific and technological advances to maintain their ability to operate effectively; this means the provision of technologies of tremendous speed, power and capacity to deliver a decisive operational edge.

We are: The Ministry of Defence, Defence Engineering and Science Group.

Organisation Description: Government Department. The DESG is the team of thousands of engineers and scientists within the MoD.

DESG offers you many benefits including: 1. One of the very best graduate development schemes for engineers and scientists available in the UK – fully accredited by IMechE, IET, RINA, RAeS, IoP and IMarEST. 2. Considerable investment in support of your personal professional development; along with a wide range of exciting placement opportunities (including placements in industry).

3. An accelerated path to Chartered or incorporated status in your engineering or science profession; with the DESG it’s possible for you to achieve professional Chartership in just four years.

4. A truly rewarding career. MoD projects are fascinating, valuable, unique and sometimes highly classified.

Degree Disciplines required: A multitude of engineering disciplines, including Electronic and Electrical Engineering, Naval Architecture, Systems Engineering, and many more.

Applications: Now open for applications. Apply on-line via our website (click ‘How to Apply’).

www.gov.uk/mod/desg

The MoD is an Equal Opportunities Employer.

Open

OPEN TO

DIFFERENT PERSPECTIVES

open to you

e l u R yourself in As the UK faces increasingly diverse threats, we need an increasingly diverse range of people to combat them. So we value people with different skills from a variety of backgrounds, who bring unique perspectives to complex challenges.

For more information on the roles on offer, visit careersinbritishintelligence.co.uk.