In a week within which it is revealed that that Alexandra Ankrah, the most senior black Home Office employee in the team responsible for the Windrush compensation scheme resigned earlier this year, describing it as systemically racist and unfit for purpose; in which it is revealed in the words of a senior case worker that “The Home Office are not empathetic towards claimants. It’s just a name on a piece of paper – it’s not people” it is timely and vital to post this link to Gus John’s withering critique of the limitations at the heart of the Windrush Lessons Learned Review.
In enclosing his paper to promote wider discussion Gus comments:
I’m amazed at how little public debate there appears to have been on this report, especially as in spite of what she found Williams failed to come to some bold and pretty obvious conclusions. It’s an indication that she herself has no concept of the racialisation of immigration and of successive governments over the last six decades wilfully manipulating the British population on the issue of immigration/race, as if those of us who made Britain our home in the last 100 years are still unwanted newcomers who had no previous connection with this nation.
He opens his critique by taking us back nearly 20 years to the time when post-Macpherson the Home Office commissioned training, which was to transform the insensitive and prejudiced occupational culture within the police force.
In 2003, my organisation was commissioned by the Home Office to evaluate that training and its impact upon forces’ operational practices and relationships with black communities. Part of my methodology was actually observing how that training was delivered and how it was received. That turned out to be one of the most awful experiences of my entire professional career. The organised and vicious resistance to the training; the targeting of trainers personally and making them account for the conduct, criminal and political, of black people in communities; the venomous accusations of ‘black people wanting to be treated differently’… ‘why do you lot always feel you’re being picked upon’, etc.; the heckling; the disengagement (with certain attendees opting to read a book or do paperwork of some sort during the training); anecdotes from senior police officers telling of warnings they received from senior command to the effect that: ‘police/community relations is a career graveyard, so, get out of it and soon as you can if you want to progress in this force’. Women trainers had to endure unadulterated sexism in addition, and all trainers had to provide metrics to indicate that they had met their training targets, even in the face of such organised resistance. Needless to say, few ‘hearts and minds’ were won and my assessment was that the training left many police officers more resentful and openly racist at the end of the training than they were at the beginning. Disturbingly, however, it left many trainers totally traumatised and needing professional help to cope with what they had been subjected to by those police officers. They complained to me that at the end of such training days, there was no one assigned to them to whom they could go and offload/debrief and get help to put themselves together again. Instead, they were often left losing sleep at the prospect of having to face yet another day of the same, with the existing or a new cohort of police officers.
In summary, the most damning part of my evaluation to the Home Office is that the nationwide training was little more than a hugely expensive and damaging exercise in ‘dipping sheep’ and proof, if ever it was needed, that training could never be a panacea for systemic ills and institutional and cultural practices that are pickled in racism. That training programme sacrificed the messenger – the black trainers – in the process of attempting to deliver the message: how to be a police service that acknowledged and understood racism and its impact on citizens’ rights, on delivering justice and keeping the peace and one that took responsibility for eliminating institutional, cultural and personal manifestations of racism.
With this sobering experience as a backcloth Gus continues:
So, let us examine those two recommendations by Wendy Williams on which the Home Office, almost two decades later, is seeking to deracialise its staff, this time in relation to immigration rather than to policing.
Recommendation 6 – a) The Home Office should devise, implement and review a comprehensive learning and development programme which makes sure all its existing and new staff learn about the history of the UK and its relationship with the rest of the world, including Britain’s colonial history, the history of inward and outward migration and the history of black Britons. This programme should be developed in partnership with academic experts in historical migration and should include the findings of this review, and its ethnographic research, to understand the impact of the department’s decisions; b) publish an annual return confirming how many staff, managers and senior civil servants have completed the programme.
Recommendation 11 – The department should re-educate itself fully about the current reach and effect of immigration and nationality law, and take steps to maintain its institutional memory. It should do this by making sure its staff understand the history of immigration legislation and build expertise in the department, and by carrying out historical research when considering new legislation.
I would urge you to investigate both Gus John’s response to these recommendations and his unfolding historical and contemporary analysis of ” a string of human rights and equality act violations, which need to be addressed”. See the full piece below.
Wendy Williams’ report paints a picture of a government department where the political and electoral agenda of the party in government drive the formulation of immigration policy and the implementation of immigration legislation. It is a government department displaying fault lines on a massive scale, including managerial incompetence, an opaqueness if not complete absence of organisational values and a culture which undergirds the ideology of racism upon which immigration law making is constructed.
At the base of all that is systemic racism in the society and successive governments’ failure to put racism and the urgency of engaging with the legacy of empire high up on its political agenda
In the light of her findings, the evidence of the suffering that has resulted from the hostile environment and the continuing implications of the impact of implementing immigration policies upon the black/global majority, the government must be pressured to do three more things in addition to William’s 30 recommendations:
- pronounce an immediate amnesty be pronounced, thus allowing all those of the Windrush generation who were in the country before 2014 to stay and be given the necessary documentation
- set up a body to examine the genesis and provisions of the 2014 and 2016 Immigration Acts in the light of the Williams’ findings and make proposals for annulling or amending them
- take immediate steps to kick start consultations on state reparations for the enslavement, genocide, dehumanisation and exploitation of African people and the continuing underdevelopment of the former colonies in which their descendants were abandoned by Britain, especially after it became a key player in the European Union.
Professor Gus John is a lifelong campaigner for children’s education rights, a visiting professor at Coventry University and associate professor at the UCL Institute of Education. In 1999, he co-founded the Communities Empowerment Network (now INCLUDE, which he currently chairs), a charity that provides advocacy and representation for excluded students and their families. He was the first black director of education in the UK (1989-1996) as director of education and leisure services in the London Borough of Hackney.