BYM speaks again on racism allegations
Paul Parker outlines how BYM is working to build an anti-racist culture.
Paul Parker, recording clerk of Britain Yearly Meeting (BYM), has outlined how BYM is working to build an anti-racist workplace culture.
The blog on the Quakers in Britain website addresses two Twitter threads over the last three weeks from two former members of staff describing some of their experiences while working at BYM. The first thread was part of the #NotJustNCVO campaign,talking about experiences of bullying and racism in the charity sector. The second thread covers the writer’s perception of good and less-good aspects of working for BYM.
‘We know many Quakers are concerned about what they have read,’ Paul Parker writes, saying some Quakers have asked staff for more information.
‘The first Twitter thread referred to three grievance procedures. We cannot discuss the details of any of these procedures, or the names of those who were involved. We are aware that they were difficult and painful for everyone involved. Public discussion of the details can be distressing, and we’re committed to protecting people from further harm.’
However, he says, ‘we have robust HR policies and procedures in place, and these were followed properly. The investigations were all carried out professionally and by external investigators; there were no formal challenges or appeals to the findings and all concerned parties agreed to work to implement the recommendations. There were no findings which required disciplinary action against current or former staff.’
The blog goes on to discuss racism within BYM as a whole, where ‘we know people can and do experience racism… We know this from staff surveys, and feedback from individuals and the BAME staff network. People can experience this in different ways. We’re saddened that staff experience micro-aggressions and feel discriminated against; and that some work in a culture where they don’t feel they belong. Trustees and senior staff are clear: we can’t allow racism to be part of our culture. It’s extremely important that every member of staff feels fully welcome and involved, valued and respected.’
The article also describes BYM’s ongoing work to create an anti-racist culture, including an inclusive workplace training and development programme for all staff in 2019, which is continuing in some departments. BYM has also been monitoring employment decisions in this time of Covid to ensure they don’t impact disproportionately on BAME staff. ‘We’re working on a plan which we’ll publish later in the year. This will include reviewing our policies and procedures’, he writes.
‘While it’s disappointing to realise we need to address racism in BYM, it’s not surprising: we live in a deeply racist society… Tackling it is an imperative.’
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