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West of Scotland Racial Equality Council Annual Report and Finances 2004/5

Contents Contents .........................................................................................................................................


Statement of Intent .........................................................................................................................


Chair’s Report ................................................................................................................................


Principal Officer’s Report ...............................................................................................................


Overview of Casework and Statistics .............................................................................................


Staff Reports ................................................................................................................................... 22 Letters of Thanks to WSREC ......................................................................................................... 41 Executive Committee Members and Observers .............................................................................. 42 Treasurer’s Report and Finances .................................................................................................... 45 Membership List ............................................................................................................................ 47


West of Scotland Racial Equality Council Annual Report and Finances 2004/5

WEST OF SCOTLAND RACIAL EQUALITY COUNCIL Statement of Intent West of Scotland Racial Equality Council is working for a just society which gives everyone an equal chance to learn, work and live, free from discrimination and prejudice and from the fear of racial harassment and violence. Our aims are to: 1. Aid victims of racial discrimination; 2. Continue to develop good community relations; 3. Tackle institutional racism on the widest front; 4. Develop effective racial equality work in employment and training; 5. Work with young people to build a society free of discrimination, with opportunities for all, irrespective of class, gender, race or national origin; 6. Develop strategies and resources to tackle racial attacks, harassment and violence.


West of Scotland Racial Equality Council Annual Report and Finances 2004/5

Chair’s Report

Last year, this report was written by Councillor Hanzala Malik JP, who most ably chaired WSREC for over seven years. However, last September, due to other commitments, he was unable to continue in office. At the same time our treasurer Dr Nazir Chaudhry, who had given years of valued service to us, also retired due to ill health. We at WSREC are most appreciative of all that they have done for our organisation over many years and we wish them well in their future activities. As the new chair, I have found the work and the rewards have been considerable. As Councillor Malik explained in his report, WSREC was undergoing an extremely difficult time due to the drastic reduction of funding of Racial Equality Councils (RECs) by the Commission for Racial Equality (CRE) and the late delivery of these funds because of their delayed distribution by the Home Office. Initially, the staff agreed to a reduction in hours. Obviously, this was all enormously stressful. However, our senior staff and management did everything possible both to maintain the morale of our hardworking and committed staff and to find funding for new projects to restore their previous working hours. The late arrival of our funding from the CRE and its inability to inform us for quite some time as to the level of that funding also created considerable problems and we are deeply grateful to Glasgow City Council for advancing us part of its grant at very short notice so that we could meet our immediate commitments. I am happy to say there is a new regime at the CRE which is now doing all they can to be supportive. Nevertheless, we are faced with a changing landscape for RECs. 1) Funding criteria for all organisations, including the CRE, have changed with the government’s new policy on social economy, i.e. funders dictating what they wish in return for funds provided, rather than grants being made to deliver services which organisations wish to prioritise. 2) The coming together of all the equality organisations into a single Equalities Commission in 2006 will have profound implications for many organisations including all the RECs. To meet these requirements WSREC has become increasingly more professional in its approach to work and service delivery. We have always believed in an open door policy and a holistic approach for individuals seeking our assistance. However, in the current climate in which we no longer have core funding to meet general staff costs, we are compelled to become a service supplier. We have always felt it important to provide training in race equality and race relations for other organisations. We are steadily increasing our input to this, particularly through our involvement with the Public Authorities Race Equality Forum (PAREF). For several years I have been at the annual event hosted by Glasgow City Chambers for the prize winners of our anti racist project done in partnership with education departments of all the unitary authorities in the West of Scotland. It is a


West of Scotland Racial Equality Council Annual Report and Finances 2004/5 glorious occasion with really thoughtful work being produced by many pupils, who thus learn from an early age about tolerance and understanding between races and religions. I would like to take this opportunity to thank the celebrities, including representatives from Rangers and Celtic Football Club, who always come to present the prizes to the obvious awe and joy of the children. I have also attended a number of excellent, informative seminars provided for teachers, and also others provided by our partners in the Procurator Fiscal Service, the Scottish Prison Service, Strathclyde Fire Service and Strathclyde Police. The Scottish Prison Service and Strathclyde Police both provide secondees to our office and the Procurator Fiscal receive secondments from us. This interchange is highly successful, mutually supportive and a vital learning opportunity for everyone involved. I, along with others, feel strongly, that Scottish RECs should work together for our mutual benefit. A proposal paper has been prepared by WSREC and sent to all the Scottish RECs. This explains various issues and puts forward practical ideas on areas in which we could work together for our mutual benefit. WSREC has prepared all the documents necessary to become a Company Limited by Guarantee. Once registered with the Inland Revenue, the personal liability of the executive committee members (who are all volunteers) will be drastically reduced. I intend to discuss with local authorities their financial resourcing of WSREC. It is an obligation that they fully meet the requirements of the Amendment to the Race Relations Act, 2000 and it is important to their constituents that their service delivery and impact assessment requirements are met and that they have a REC which is well resourced. Since August 2003, we have been unable to fund the post of a Director and we are indeed fortunate that our resourceful and innovative Principal Officer, Mohammed Razaq has coped so admirably. He has also intervened in occasional problems between individuals and public authorities. We are indeed indebted to him. We are also deeply indebted to our enthusiastic and loyal staff who have worked untiringly to see that our work is carried out to the maximum benefit of our client group. Our secondees have, as ever, been a tower of strength. They have turned their hands – and their minds – to whatever has been required and we have all learned from each other. WSREC’s grateful thanks also go to Vincent Chudy, Chair of Personnel and to Brij Gandhi MBE, Chair of the Committee dealing with WSREC’s intention to be Incorporated as a Company Limited by Guarantee; to Om Prakash Khanna, our Honorary Treasurer; to Masud Khan for all his practical help and to the many members of our Executive Committee (soon to be Board of Directors) who have supported WSREC in so many of our activities; to our consultants; to all our partner organisations who send observers to our meetings and to our volunteers and placements who have been such a help to us. The collective skills that are brought to WSREC by the existing Executive Committee are indeed impressive and we look forward to the additional skills which new members elected at this year’s AGM will bring. During my short time as chair, I have seen at first hand the amount of work which is carried out by the staff and everyone involved. Commitment, vigour and lateral thinking are evident in all areas of our organisation’s work. We thank everyone who has supported us in our work. The sterling work carried out by WSREC has been widely acknowledged, and not just locally. Judith B Tankel MA, ALCM, FRSA Chair, WSREC


West of Scotland Racial Equality Council Annual Report and Finances 2004/5

Principal Officer’s Report

Mohammed Razaq It gives me great pleasure to report that since being appointed as Projects Manager, with overall operational management responsibility in August 2003, many positive changes have been initiated. The year has seen WSREC maintain funding from Commission for Racial Equality (CRE) for conflict resolution (race casework). We have also been successful in obtaining project funding for three years to work with asylum seekers and refugees in providing: representation on racial harassment, information, advice, and referral to other service providers. We have been very successful in income generation through training and consultancy work, by doubling the amount brought in the previous year. The extra income has been utilised to enhance our service delivery and to sustain the existing level of staff within WSREC. It is our intention to build and enhance our resources for all our work/projects i.e. education, conflict resolution (casework) and for the counselling project. I am pleased to report WSREC has been working since June 2004 with the Council for Ethnic Minority Voluntary Organisations (CEMVO) on a programme of capacity building for our executive committee and staff. This has been very valuable in that work has been carried out in a number of areas including business planning and future income generation and funding applications. We are thankful to CEMVO for undertaking this very important programme. As the casework analysis in the report shows there is a huge amount of work being carried out to support and assist individuals with their complaints. The continuation of increased and complicated cases was received in the area of employment. Again this year we greatly appreciate the assistance provided by the seconded officers from Strathclyde Police and Scottish Prison Service by the many volunteers and placements who have worked with us throughout the year. Secondments Our work with Strathclyde Police secondments continue and as with past secondees the present secondee has also proved to be a first-rate colleague working with great diligence. I am pleased to report that we have successfully negotiated upgrading the secondments from the previous six monthly periods to a full year. This will greatly increase the benefits to both organisations and the secondees themselves. The on-going successful programme of secondments from the Scottish Prison Service (SPS) has seen for the first time a senior member of SPS staff being seconded to WSREC in June 2004 for eighteen


West of Scotland Racial Equality Council Annual Report and Finances 2004/5 months. This has proved to be a tremendous development which I believe will continue to take the secondment to new heights. 2004 took WSREC to the fourth year of our secondments to the Procurator Fiscal Service in the West of Scotland. As in the past, sterling work has been carried out by the secondees during the course of this year. Promotion of Race Equality In promoting race equality in education the PAREF Education Group produced an anti-racist book called ‘Diverse Roots’. This contains outstanding writing and art produced by young people in the West of Scotland. The book has had wide publicity and interest has been received from many quarters for copies of the book. Our joint work with the University of Paisley on the course ‘Professional Practice in Race Equality in the West of Scotland’ is on-going with the course being offered twice a year. This year we have seen it extended with a course being provided in-house for the Scottish Prison Service at its college at Polmont. Negotiations are at the final stages to provide a pilot of the course to Strathclyde Police at the Police College at Jackton. The Woodside Ethnic Minority Youth Project (WEMYP) for which the three year funding from BBC Children In Need ended at the close of the last financial year is still on-going. Dedicated Youth Workers continue to work as volunteers in providing positive activities for the 5–12 years old. This work is being supported by Queens Cross Housing Association which provides the venue and equipment for the project. Finally Congratulations are in order to all staff for their hard work and commitment during the year in bringing in and providing training to a host of public, private and voluntary organisations. We are also thankful to our external trainers who have been engaged to provide training on behalf of WSREC. Thanks also go to volunteers; placements; executive committee members; partner organisations and individuals for their support and assistance in making this a successful year for WSREC.


West of Scotland Racial Equality Council Annual Report and Finances 2004/5

Overview of Casework and Statistics By Lovetta Williams, Resource Worker The layout of the statistics this year remains the same as that of the past two years. It is categorised into Enquiries, Racial Harassment Cases and Racial Discrimination Cases and covers the period from 1st April 2004 to 31st March 2005. On the Race Relations Act, WSREC dealt with 117 Enquiries, 36 Racial Discrimination and 13 Racial Harassment Cases. Looking at this year’s overall statistics, it is interesting to note that there is a remarkable change in the trend of the figures in comparison to last year’s. For example last year 26 out of 68 enquiries were made by the female population. This year 59 out of the 117 enquiries were made by women, this is over a 100% increase from last year. This suggests that women, particularly those from Minority Ethnic backgrounds are now more informed about their rights and therefore feel more confident about challenging their perceived treatment. It is a fact that for many years the Pakistani community has been the largest ethnic minority group in Scotland and this has always been reflected in our statistics. However it does not underestimate another fact that over the years there has been an increase in the overall diversity of the Scottish population. This may be evident from our casework figures in which there has been a significant increase in the number of complaints received from Black Africans and those from a mixed heritage background by 100% and 200% respectively from last year. Another suggestion for such an increase may be that these groups of people are currently more susceptible to racial discrimination. Another interesting change is the rise in the number of enquiries from the white Scottish population from 4 last year to 14 this year which is an increase of 250%. This suggests that people from white Scottish backgrounds are beginning to understand the purpose of the Race Relations Legislation and that the core function of WSREC is not just focussed at the BME community or people from visible minority groups but indeed encompasses the populace as a whole. This shows that WSREC is succeeding in achieving its statement of intent, which is: ‘West of Scotland Racial Equality Council is working for a just society which gives everyone an equal chance to learn, work and live free from discrimination and prejudice and from fear of racial harassment and violence.’ It must be noted that the statistics cover only cases which are reported to the CRE. We do have a fairly large number of cases which are not covered under the RRA 1976 or are out of time and therefore not reported to the CRE. WSREC undertakes these cases to meet one of its aims ‘to promote good community relations’. Casework Team Casework Team meetings take place on Mondays where all enquiries, ongoing cases and new cases are discussed and decisions as to whether or not an enquiry could be taken on as a new case are arrived at. As a result of this integrated team work approach, all casework procedures have been standardised, members of the team get the opportunity to share best practice and the resources available to WSREC for casework are being maximised to ensure a continued provision of a high quality service level to the public.


West of Scotland Racial Equality Council Annual Report and Finances 2004/5 Enquiries WSREC provides assistance, support and advice on different issues to any member of the public who needs help. Depending on the nature of the enquiries, they are usually resolved during the first contact with a Racial Equality Officer and they often take the form of a phone call, a letter or attendance at the office. In those cases where the complaint is outside the jurisdiction of WSREC, the enquirers are referred to the appropriate agencies. On immigration matters for example, the enquirers are referred to the Immigration Advisory Service or the National Asylum Support Service, as WSREC is not registered to deal with immigration matters. WSREC’s Glasgow Refugees/Asylum seekers Information Project (GRIP) started in December 2004 and provides information, signposting, referrals and representation for asylum seekers and refugees in the Glasgow area. The following are examples of some of the types of enquiries handled by WSREC during this year: ● Informing enquirers and ensuring that their rights under the Race Relations Act (RRA) 1976 are protected. ● Advice and clarification of the procedures to follow if the enquirer feels that they have either been racially discriminated against, racially harassed or both. ● Third Party Reporting. In this case if an individual was a victim of a racial incident or witnessed one and wanted to report it to the police but wished to remain anonymous, we can report it to the police on behalf of the individual. ● Provide information to refugees and asylum seekers on a very wide range of services including health, education, housing, employment etc. ● Although our work is aimed at providing services to the West of Scotland region we also dealt with a number of enquiries from the Angus and Grampian areas. Racial Harassment Racial Harassment can be defined as an unwelcome or hostile act or series of acts carried out on racial grounds. Following the Stephen Lawrence Inquiry Report in 1999, a racist incident can be defined as, ‘any incident which is perceived to be racist by the victim or any other person’. This means that the police are willing to record any incident as racially motivated regardless of their own perceptions. So any person, for example a witness or third party not involved with the incident can have the incident recorded as a racial incident if they claim it to be so. We have always advised and encouraged victims of racial harassment to keep both a record of and report all racial incidents to the police no matter how trivial they may think the incident is. This year only one of the 13 harassment cases was not reported to the police. This suggests that people are now more willing to do so, are aware of the importance of these reported incidents and are aware of the police’s commitment to tackle racial issues in compliance with the Race Relations Amendment Act 2000. Racial Discrimination A person is said to have been racially discriminated against when he/she receives less favourable treatment because of his/ her race, colour, ethnic origin or nationality.


West of Scotland Racial Equality Council Annual Report and Finances 2004/5 Clients can be supported without taking their case through legal proceedings. Victims of racial discrimination can serve an RR65 to the individual/organisation whom they feel has discriminated against them. An RR65 is an extensive questionnaire that allows the client to obtain information regarding the conduct of a particular individual/organisation in order to decide whether or not to bring legal proceedings and if proceedings are brought, to present their complaint in the most effective way. It must be noted however that there is a time limit applied when serving the questionnaire in order for it to be admissible in legal proceedings. It is important that clients are aware of the different deadlines when pursuing cases of discrimination. In employment cases, this is three months less one day. Within this date we can file an application for the cases to be heard at Employment Tribunal. In non-employment cases such as service delivery issues, the client has six months less a day to take the case up formally. WSREC however can apply to the Commission for Racial Equality (CRE) for an additional three month extension on behalf of an individual in Sheriff Court cases but this must be done prior to the end of the first six months. 16 out of the 36 racial discrimination cases (44.44% of the total racial discrimination cases) handled by us this year were employment cases. In employment cases the client is encouraged to seek assistance from their Trade Union and exhaust all internal procedures prior to taking up the case formally in Tribunal. WSREC’s Racial Equality Officers (REOs) can provide support throughout this process and can also provide representation at the Internal Grievance Hearings and Employment Tribunals. In non-employment cases where the client requires representation in the Sheriff court a qualified Solicitor is required. WSREC can apply to the CRE on behalf of the individual for legal representation, but the number of cases represented is usually limited. Although we do not recommend any one individual Solicitor, we do have a list of 12 Solicitors which have been identified by the three Equality Commissions as having experience dealing with cases of discrimination.


West of Scotland Racial Equality Council Annual Report and Finances 2004/5


Ethnic Origin African Caribbean Black African Black British Chinese Indian Middle Eastern/Turkish (ME/T) Mixed Heritage New Zealander Other African Other South Asian Pakistani South American Western European White English White Irish White Scottish Total

Number of Cases 3 13 1 4 8 5 13 1 4 6 35 1 3 3 3 14 117

ME Mi /T xe dH eri tag Ne e wZ ea lan de r Ot he rA fric Ot he an rS ou th As ian Pa kis tan So i uth Am eri ca We n st Eu rop ea n Wh ite En glis h Wh ite Iris Wh h ite Sc ott ish

Ind ian

Ch ine se

Afr ica nC ari bb ea n Bla ck Afr ica n Bla ck Bri tish

40 35 30 25 20 15 10 5 0

Gender Split

Male 50%


Female 50%

West of Scotland Racial Equality Council Annual Report and Finances 2004/5 Total Cases by Local Authority Local Authority No of Cases Argyll & Bute Council (A&BC) 1 East Ayrshire Council (EAC) 0 East Dunbartonshire Council (EDC) 1 East Renfrewshire Council (ERC) 1 Glasgow City Council (GCC) 34 Inverclyde Council (IC) 1 North Ayrshire Council (NAC) 0 North Lanarkshire Council (NLC) 3 Renfrewshire Council (RC) 1 South Ayrshire Council (SAC) 1 South Lanarkshire Council (SLC) 6 West Dunbartonshire Council (WDC) 0 Total 49













40 35 30 25 20 15 10 5 0


West of Scotland Racial Equality Council Annual Report and Finances 2004/5

Racial Harassment Cases Ethnic Origin Ethnic Origin Number of Cases Black African 3 East European 1 Middle Eastern/Turkish 2 Mixed Heritage 1 Other African 2 Pakistani 4 Total 13

Gender Split

Male 69%


Female 31%

Pa kis tan i

Ot he rA fric an

Mi xe dH eri tag e


Ea st Eu rop ea n

Bla ck Afr ica n

4.5 4 3.5 3 2.5 2 1.5 1 0.5 0

West of Scotland Racial Equality Council Annual Report and Finances 2004/5 Location of Racial Harassment Location of Racial Harassment No of Cases Public 7 School 1 Other 4 Cases involving more than one of the above 1 Total 13

% 54 8 30 8 100

60 50 40 30 20 10 0 Public



Cases involving more than one of the above

Public may be defined as: • Pubs/Restaurants • Leisure Facilities • Out on the Street • Public Transport Examples of Other: • Hospital • Public Land


West of Scotland Racial Equality Council Annual Report and Finances 2004/5 Types of Racial Harassment

Type of Harassment Physical Assault (PA) Serious Assault (SA) Verbal Abuse (VA) Verbal Abuse / Minor Assault (VA/MA) Verbal Abuse / Damage to Property (VA/DTP) Verbal Abuse / Damage to Property / Serious Assault (VA/DTP/SA) Verbal Abuse / Damage to Property / Threats (VA/DTP/T) Verbal Abuse / Intimidation Abuse (VA/IA) Total

No of Cases 1 1 4 2 1

% 8 8 30 15 8



1 2 13

8 15 100

35 30 25 20 15 10 5 0 PA







West of Scotland Racial Equality Council Annual Report and Finances 2004/5 Sector of Racial Harassment Sector of Racial Harassment No of Cases Education 1 Housing 7 Services 3 Other 2 Total 13

% 8 53 23 16 100

60 50 40 30 20 10 0 Education





West of Scotland Racial Equality Council Annual Report and Finances 2004/5

Racial Discrimination Cases Ethnic Origin Ethnic Origin Number of Cases Black African 6 Black Scottish 1 East European 1 Indian 4 Irish 1 Latin American 1 Middle Eastern 1 Other Asian 3 Pakistani 13 Gypsy Travellers 1 White Scottish 2 West European 2 Total 36

La Iris tin h Am e ric Mi an dd le Ea ste rn Ot he rA sia n Pa kis We tan st i Eu rop Wh ea n ite Sc ott ish

Bla ck Afr ica Bla n ck Sc ott Ea ish st Eu rop Gy ea ps n yT rav elle r Ind ian

14 12 10 8 6 4 2 0

Gender Split

Male 75%


Female 25%

West of Scotland Racial Equality Council Annual Report and Finances 2004/5 Type of Racial Discrimination Type of Racial Discrimination No of Cases Direct 31 Indirect 2 *Direct/Indirect 2 Victimisation 1 Total 36

% 87 5 5 3 100

100 80 60 40 20 0 Direct




Direct discrimination arises where a person is treated less favourably than others, because of their colour, race, ethnic or national origins. Indirect discrimination arises where a person is treated less favourably because they cannot comply with a condition or requirement, i.e. applying a selection criterion which, while it applies to all candidates, has the effect of excluding a substantially higher proportion of certain ethnic groups than the general population and the criterion is not justifiable in view of the requirement of the job. Victimisation arises where a person is treated less favourably than others because that person asserted their rights under the RRA 1976 or helped someone else to do so.


West of Scotland Racial Equality Council Annual Report and Finances 2004/5 Nature of Racial Discrimination Nature of Racial Discrimination No of Cases Non-Employment Education 3 Services 9 Other 8 Employment Dismissal 5 Promotion 2 Qualifying Bodies 1 Recruitment 1 Other 7 Total 36

25 20 15 10 5



Number of Cases


Examples of Other in Non-Employment cases: • Incitement of anti-English feeling • Use of racist language to people from ethnic minority background Examples of Other in Employment cases: • Underpaid on grounds of race in comparison to Scottish counterparts • Inapproporiate delegation of duties by supervisor • Discriminatory disciplinary procedure • Failure to protect employee against racial discriminatory treatment




Qualifying Body







% 8 25 22 14 6 3 3 19 100

West of Scotland Racial Equality Council Annual Report and Finances 2004/5 Breakdown of Racial Discrimination in Employment Cases Nature of Racial Discrimination No of Respondents % Public Sector Education 1 5 Health 3 16 Local Authorities 4 21 Other 1 5 Private Sector Financial Services 1 5 Logistics 4 21 Retail Industry 3 16 Other 2 11 Total 19 100

Public Sector


Retail Industry


Financial Services


Local Authorities



22 20 18 16 14 12 10 8 6 4 2 0

Private Sector Number of Cases


The respondent is the individual/organisation who the complaint is against. Please note that although the actual number of discrimination cases within employment was 16, a case can involve a complaint against more than one organisation, e.g. a client may feel they received discriminatory treatment from an Employment Agency along with the organisation they were assigned to work for.


West of Scotland Racial Equality Council Annual Report and Finances 2004/5 Breakdown of Racial Discrimination in Non-Employment Cases Nature of Racial Discrimination No of Respondents % Public Sector Education 4 16 Health 1 4 Housing 3 12 Police 9 36 Prison Service 1 4 Procurator Fiscals Service (PFS) 4 16 Other 2 8 Private Sector Leisure 1 4 Total 25 100

Public Sector

Number of Cases




Prison Service





40 35 30 25 20 15 10 5 0



Please note that although the actual number of non-employment discrimination cases was 20 there can be more than one respondent.


West of Scotland Racial Equality Council Annual Report and Finances 2004/5


West of Scotland Racial Equality Council Annual Report and Finances 2004/5

Consultancy, Research & Training Unit By Mohammed Razaq, Principal Officer In the aftermath of the Race Relations Amendment Act 2000 (RRAA2000) and the CRE Modernising Agenda it was apparent that providing training would be something the West of Scotland Racial Equality Council (WSREC) would have to take on board. It has to be noted that WSREC has been providing training for many years on an ad-hoc basis but it was just that. The RRAA2000 requirements for Public Authorities to provide training to its entire staff on race equality legislation and its obligations were clear. Also the Commission for Racial Equality’s (CRE’s) modernising agenda required all the Race Equality Council’s (REC’s) to change, due to the CRE’s changing funding regime. i.e. instead of core grant it would be project funding. The benefits to WSREC in providing training would be fourfold: ● ● ● ●

Income generation Employment stability for staff Positive image for WSREC More equitable service delivery for all in the long term

Therefore, at its executive committee meeting in August 2002 it was agreed to set up a Unit. The Unit would provide consultancy, research & training services to the public, private and voluntary sector organisations. It was agreed that WSREC staff would provide the training and engage external trainers if and when required. Since setting up of the Unit WSREC has successfully provided training to organisations within all the target sectors mentioned below. It has to be noted that income has doubled each year since 2002 when the unit became operational. This is due to the hard work of WSREC staff, volunteers and external trainers. Below are some of the organisations provided with our consultation, research and training services in 2004/05. British Transport Police Ethnic Minority Enterprise Centre Glasgow Royal Concert Hall Glasgow University Minority Ethnic Association, Dunbartonshire Motherwell College Procurator Fiscals Inspectorate School Boards Scottish Prison Service South Ayrshire Council West Dunbartonshire Council


West of Scotland Racial Equality Council Annual Report and Finances 2004/5

Glendale Primary School, Glasgow, performing at the celebration event on 10 March 2005


West of Scotland Racial Equality Council Annual Report and Finances 2004/5

Bushra Iqbal Head of Strategy and Policy Development Policy Development and the Driver for Change Management In an ever-changing environment all public sector organisations face a real challenge in bringing a positive change in their strategic aims, policies and practices. At the West of Scotland Racial Equality Council (WSREC) we believe that we have to spread and promote the good work that we do. Each member of our staff is unique and brings different skills and qualities to the WSREC team. We are making our own mark in the very exciting new developments in policies and operational matters within our own working practices and functions and those of our associate external and affiliated organisations. Public bodies require professional excellence to comply with their statutory obligations. Despite good intentions and a considerable amount of guidance available, many public bodies are struggling and lack the understanding and know-how to create policies which are inclusive of race equality. During 2004 we were able to deliver positive change by working with public, private and voluntary sector organisations in particular and thereby enhancing their knowledge in managing change in relation to equality and diversity. We have assisted public agencies in the effective engagement and participation of black and minority ethnic people, which is a key factor in achieving their operational objectives. The Role of Racial Equality Councils (RECs) In line with the current changes, the role of RECs has been changed from partnership work to a provider of services and as such we are offering a number of services for public, private and voluntary sectors. The policies in many organisations have now reached the level where many complex issues have emerged in respect of diverse cultural and religious practices. As we operate within the local communities and provide help and assistance we know the challenges to address the race perspective in a strategic way in mainstreaming race equality. NHS Education for Scotland (Secondment) The NHS Education for Scotland is a specialist Board that provides medical staff, with training courses i.e. doctors, dentists, psychologists, opticians, nurses, midwives and scientists. Almost all medical professionals that come from abroad receive relevant training managed by the NHS Board for Scotland. I was engaged by the Board as a secondee: Racial Equality Scheme Project Officer to devise their Racial Equality Scheme and framework for equality agenda. I started work on this project in May 2003 and managed to complete the Race Equality Scheme (RES) by May 2004. I believe that we have successfully enabled NHS Education for Scotland to continue good work in mainstreaming racial equality and the necessary framework for the wider equality agenda.


West of Scotland Racial Equality Council Annual Report and Finances 2004/5 The NHS has its own very unique culture and I must say that it was an experience for me and I enjoyed working with all colleagues including the Dean, the Associate Dean and the Executive team members in all of the Regional Offices across Scotland. Secondment Procurator Fiscal Services My current secondment position with the Procurator Fiscal is in all four West Region Offices and my role there is to assist them with the development of measures to improve practice, which we hope will make a real difference in the community. Training and Consultancy A number of major pieces of work were undertaken and completed on consultancy and training during 2004 for Motherwell College, South Lanarkshire Council, NHS Education for Scotland, and the Procurator Fiscal Service. It included the production of templates for managing change in relation to equality and diversity, functional training, cultural diversity training and providing templates for mainstream trainers to enable them to achieve continuous personnel understanding and developments in their practices. Case Work and Mentoring We believe that casework is fundamental to our core business and we continue to improve the standard of our services to victims of racial discrimination. During 2004 we introduced our Team Work Mentoring Strategy for our secondees from Strathclyde Police and the SPS and produced a case management template for an operational structure and process. Our secondees bring a wealth of experience and knowledge from the criminal justice sector and they have very quickly settled in and adapted to their new working environment. Placement of Middle Career Student from Nepal Victims of inequality are not only confined to Britain. We are faced with a globalised environment. The life in the hierarchical caste system in the western part of Nepal, has an immense discriminatory effect on their daily lives. They are excluded from every benefit and opportunity to take part in the affairs of their State and society in general. This obviously constitutes a different type of discrimination than faced by people in the UK. Our student colleague was a highly intelligent and academic professional who came to WSREC with the aim to learn and be able to bring the issue of discrimination faced by the above community to the wider world. He wished to lobby the UK and Scottish Parliaments and other human rights organisations to eliminate discrimination within his country. His experience at WSREC has been very encouraging for him to see our efforts in the elimination of discrimination of all forms within Scotland and beyond. Current Projection: ● We have progressed our work on the Marketing Strategy including the establishment of our web site ● Template for organisational business plan and projects ● A policy on secondments to WSREC ● Induction policy for Board of Directors ● Policy on contractual and Service level agreement (engaging external trainers and community professional for training and consultancy) ● We are looking ahead to more collaborative work involving all Criminal Justice agencies in the area.


West of Scotland Racial Equality Council Annual Report and Finances 2004/5


West of Scotland Racial Equality Council Annual Report and Finances 2004/5

Sergeant Dean Pennington Strathclyde Police Liaison Officer Strathclyde Police has been seconding officers to the West of Scotland Racial Equality Council since 2000, in what has been a very positive partnership arrangement, giving great benefits to both organisations. Strathclyde Police is committed to tackling issues concerning all aspects of diversity, and is determined to deliver the best level of service possible to all sections of our community. I am presently attached to the Diversity Unit at Police Headquarters and have been seconded to WSREC since March 2005, having taken over from Sergeant Jim Creelman. Prior to taking up this post, I was Community Safety Sergeant, based at London Road Police Office, where I provided advice and assistance in terms of crime prevention and personal safety issues. During my secondment at WSREC which lasts for 1 year, I will undertake a number of roles and tasks which include the role of Race Equality Officer. This involves carrying out casework and providing relevant advice to individuals and organisations on a wide variety of issues, utilising nearly eighteen years of Policing experience and also possessing some legal experience through possession of a Law Degree. I also sit on a number of groups including the Uniformed Services Committee which works towards recruitment of BME community members to the various uniformed services, including the Armed Forces, Scottish Prison Service, Strathclyde Police, British Transport Police and Strathclyde Fire Brigade. I also sit on the MARIM Steering Group, which works towards the monitoring and effective handling of racist incidents, and co-ordinates the local MARIM Groups across Strathclyde. During my secondment, I am also taking part in the Professional Practice in Race Equality course organised by WSREC and run at the University of Paisley. The course gives a useful insight into a wide variety of issues and topics, and broadens knowledge considerably. I have already had the opportunity to take part in the formulation of the Business Plan for WSREC, and undergone training in this area, which has been very beneficial to my overall knowledge in terms of organisational issues. I have found that the secondment gives me the opportunity to utilise my skills and knowledge to the benefit of WSREC issues, and that I am being given the opportunity to learn a great deal about wider race issues in the community. This arrangement can only be of benefit to both of our organisations, and that due in no small part to the commitment of the staff and volunteers, further benefit is assured in the time ahead.


West of Scotland Racial Equality Council Annual Report and Finances 2004/5


West of Scotland Racial Equality Council Annual Report and Finances 2004/5

Rob Hastings Scottish Prison Service Liaison Officer I am the current SPS secondee to the West of Scotland Racial Equality Council. This is a role that the SPS holds in very high regard, a sentiment that, I am sure, is reciprocated by my colleagues at WSREC. We have been involved with our partners and friends at WSREC for 10 years now and my 4 predecessors have all made their own unique contributions and have left their legacies to the secondment and I hope that I make my own individual mark. My current role is that of a Race Equality Officer and I provide information, advice and support to victims of racial discrimination and harassment. I also assist with bids for funding and the promotion of the services that WSREC provide, attendance at various consultation and awareness events with BME communities, attendance at various racial equality meetings and forums where I represent both WSREC and SPS and in the latter case I also adopt an ambassador role. I also have an important role in SPS Headquarters where I am currently engaged in the development of our Race Equality Scheme and the ongoing review of our Race Relations Policy. I am also a member of the SPS Race Relations Liaison and Monitoring Group and the Equal Opportunities Forum. I am also the central contact point for my SPS colleagues for advice on racial and multi-cultural issues that impinge on staff, prisoners and visitors. The benefits to the respective organisations and to the secondee are considerable and the development and maintenance of these close links ensure that the learning and understanding of diversity and equality are transferable back to SPS policies and functions and are therefore at the heart of our business. For the SPS this provides excellent networking and liaison opportunities with WSREC, the CRE and other related organisations that we can interface with and share expertise, knowledge and best practice. We have WSREC representation on key SPS policy committees and their expert input is crucial to the build up of our national Race Equality Scheme launch in November 2005. For WSREC they gain a valuable additional resource from the criminal justice sector for their race equality casework. They also gain a colleague who has a direct route into the Scottish Executive and a partner that has nearly 4,500 staff and 7,000 prisoners that require the unique insight and expertise of WSREC in the development of our Race Equality Scheme and Policy and opportunities to influence and shape our race equality and awareness training to all our staff and service users which brings in valuable resources to WSREC. For the secondee there are clear personal development opportunities. It affords the opportunity to complete the certified Professional Practice Course in Race Equality Course which WSREC runs in tandem with the University of Paisley. In November 2004, 25 SPS managers and staff undertook this course at the SPS College at Polmont. It also provides the opportunity for the secondee to work with a voluntary sector organisation that has a track record of well over 30 years in promoting good race relations, the equality of opportunity and eliminating unlawful discrimination. In my eight months at WSREC I have been very impressed with the wide range of skills and abilities amongst the small, hard working and dedicated team at WSREC. I would like to emphasise the word ‘team’ as this permeates all our working practices and I would commend the unique opportunity of working with these dedicated individuals to any public sector organisation that is genuinely interested in the promotion of racial equality in the workplace.


West of Scotland Racial Equality Council Annual Report and Finances 2004/5


West of Scotland Racial Equality Council Annual Report and Finances 2004/5

Shahana Noor Race Equality Education Officer The aim of the Education Project is to provide support to individual Councils and to assist the process of developing their Race Equality Action Plan/Scheme, through seminars, which will highlight the work of the local authority and provide training in the areas recommended. A further aim is to utilise the resources and networks of WSREC and build on the joint work carried out on the anti-racist pack Promoting Race Equality in Education. Four Public Authorities are a part of the Education Project, which are Inverclyde Council, Renfrewshire Council, North Ayrshire Council and South Ayrshire Council. My main remit is to organise and advise the relevant local authority with Seminars. The following seminars were organised: Renfrewshire; Tuesday 11th May 2004. The focus was on the Race Equality Scheme. The theme of the speeches and workshops were all in line with Renfrewshire Education Services Race Equality Scheme North Ayrshire Council Monday 22nd November 2004. The main theme for the seminar was on North Ayrshire’s Education Race Equality Scheme. The speech from John Brown, from Her Majesty Inspectorate in Education, gave an overview of what each authority should be doing in line with legislation. To follow Maggie Chetty, WSREC’s external trainer for Moving on Racial Equality in Scotland, gave a summary of the Race Relations Act 1976 Amendment Act 2000. Future seminars Renfrewshire Council: Thursday 28th April 05. This will be the second seminar to be held at Paisley Town Hall. The focus will be on Celebrating Diversity. Inverclyde Council: Wednesday 11th May 05 at James Watt College, this will also be the second seminar for the Council and will be held at The Waterfront. The focus will be on “Impact Assessment on Race Equality Schemes in Schools”. Inverclyde’s main objective in the workshops is ‘How to make a difference in Inverclyde Education Services’. North Ayrshire and South Ayrshire Council seminars will be held later in the year. Public Authorities Racial Equality Forum (Education Group) I continue to provide development support to the Education Group. This year young people from the West of Scotland provided the input for the production of a publication ‘Diverse Roots’ with some very imaginative artwork, prose and poetry. WSREC’s partners Strathclyde Police, Procurator Fiscal Service, and Scottish Prison Service judged the competition. They were very impressed with the input from the young people. A celebration event was held at Glasgow City Chambers on Wednesday 9th March 2005. The event was a colossal success with partners, proud parents, teachers, public authority reps and invited guests. The event was chaired by Shobha Nagpal, a WSREC executive committee member. It was a pleasure to have the young movie star from the film Ae Fond Kiss, Atta Yaqub, Mark Hateley and Bobo Balde representing Rangers and Celtic Football Club respectively to present the awards to the young people.


West of Scotland Racial Equality Council Annual Report and Finances 2004/5 Invited speakers were Deputy Director of Education in Glasgow Richard Barron, who praised the work of the competition and the book, as well as a heart-felt speech from the esteemed writer Suhayl Saadi, which, was well received and marked the event. Race Equality Officer As a part-time Race Equality Officer, I assist with cases relating to the area of primary and secondary education.

Bobo Balde (Celtic Football Club) signing autographs for the children at the Celebration Event


West of Scotland Racial Equality Council Annual Report and Finances 2004/5

Vivien Caldwell Procurator Fiscals Service Secondment – Race Equality Liaison Officer On a wider scale I have been networking with organisations which work with Asylum Seekers and Refugees in order to organise a networking/consultation event, which has taken priority on our Events Plan 2005. This aims to work with the four divisions and to consult with various community groups and address issues at a functional level. I have also been organising presentations to BME organisations in Glasgow, whereby a member of staff provides information on the role of the PFS, recruitment, death and relationship with the police etc. These presentations have been mutually beneficial, allowing staff and clients from the organisations concerned to become more informed about important issues relating to the PFS and also for PFS staff to have the opportunity to network and become aware of any issues which may be of importance in terms of equitable service delivery. I also work in tandem with my colleague Bushra Iqbal, arranging visits to the main places of worship, in order to give staff the opportunity to familiarise themselves and to promote their religious and cultural awareness. Subscription to these visits has been consistent and evaluation forms have been very positive. Stress Management and Support Project – Development Officer Experiencing racial harassment can lead to deep emotional pain as WSREC case-workers continually observe. Harassment can often be petty and ongoing and may build up over time into an unbearable situation, permeating every aspect of a person’s day-to-day life and affecting their general well being. Counselling and support can allow individuals the opportunity to deal with issues, which are getting in the way of living a satisfying and resourceful life. WSREC’s Stress Management and Support Project aims to provide this opportunity for clients. Recent funding from the Commission for Racial Equality will allow for a new facet of the project which will look at the integration of asylum seekers and refugees, amongst whom poor social support has been proven as a stronger predictor of depressive morbidity than trauma factors. By encouraging Asylum Seekers and Refugees to mix with like-minded indigenous people WSREC continues to promote good race relations and tackle racial discrimination by encouraging the dissipation of frustrations and breaking down stereotypical views. With projects such as this WSREC continues to seek and secure resources to remain dynamic and meet the needs of the changing communities which it serves. Glasgow Refugee & Asylum Seeker Information Project (GRIP) – Outreach Officer This project was established in December 2004 and is funded by Comic Relief. GRIP aims to deal specifically with complaints of racial harassment and discrimination and also to provide signposting and referral to the relevant agencies and services for asylum seekers and refugees in Glasgow. The project has allowed WSREC colleagues to avail themselves of the opportunity to address some of the racial equality and discrimination issues arising from the growing number of asylum seekers and refugees in the locality. My role has involved working closely with my colleague Mohammed Razaq, Principal Officer, to establish local surgeries, one of which runs in Sighthill Community One Stop Shop, also networking with other Glasgow based agencies, handling enquiries and organising translated promotional material through funding received from Glasgow North and Glasgow North West Area Committees.


West of Scotland Racial Equality Council Annual Report and Finances 2004/5

(Left to right): Leslie Benzie (Royston Stress Project), Chantelle Devereux (Maryhill Stress Project) and Vivien Caldwell (Stress Management Project, WSREC) at a ‘Race Equality and Stress Management Information Gathering Seminar’, organised by WSREC in partnership with the Maryhill Stress Project (June 2004)

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West of Scotland Racial Equality Council Annual Report and Finances 2004/5

Office Manager By Farrah Rashid This year I have carried out my duties as office manager working on a part-time basis. Again, I have consolidated my position focusing my efforts on ensuring a firm financial base for WSREC and ensuring a smooth day to day running of the office. It has been a fairly promising year with WSREC managing to secure funding from Comic Relief amongst other on-going funding from the CRE, Lloyds TSB, Local Authorities, Strathclyde Police and Scottish Prison Service (SPS). The administration team comprises Lovetta Williams, Resource Worker, Vivien Caldwell (assisting with admin duties one day a week) and me. I would also like to welcome the newest member to the team, Stewart Lyell, who is on a work placement from the SPS. Stewart joined the team in January 2005 and will be working with us for 10 months. This is proving very successful and he is a valuable asset to the smooth running of the office. This also serves as an excellent example of partnership working and forges closer links between WSREC and the SPS. We have had many volunteers and work placements throughout the year. Sam Nepal joined the WSREC team for two weeks as part of a work placement from Glasgow University. We also had a Spanish Student, Ruth Llopis-Insa who also joined us for a one week work placement. I would like to thank Yasmin Taylor and Radha Chetty, who have been volunteering with us for the past few months. Yasmin and Radha have both proved to be a great help within the main office and also in assisting the Education Project in the launch of the book ‘Diverse Roots’ and also the forthcoming Education seminars. I would like to take this opportunity to thank all my colleagues for their tremendous help and support this year and we aim to work towards an even better and financially secure future.

Mrs Shobha Nagpal (Executive Committee Member) giving a speech in an event organised by WSREC in March 2005


West of Scotland Racial Equality Council Annual Report and Finances 2004/5


West of Scotland Racial Equality Council Annual Report and Finances 2004/5

Stewart Lyell Administrative Support Officer I am relatively new to WSREC as I have only been working here for the last five months, however it would be fair to state that they have been five of the most enjoyable months in my life this being due to the warm and friendly working environment that exists between my colleagues and myself in the office. Over the last five months I have been involved in the management of the following projects/events: ● The restructuring of the WSREC offices to maximise the available office space. ● The raising of funds for the Tsunami Relief through the organisation of a raffle at the yearly prizegiving event at Glasgow City Chambers ran in conjunction with the PAREF. With both the raffle and the prize-giving event being heralded a success. ● The marketing of publishing materials created by WSREC through the yearly competitions for schools. In this we have been successful in carrying the children’s message to a wider audience with copies of two of our publications nestled firmly on the shelves of Orkney Library and a firm promise from The Scottish Poetry Library to purchase copies of ‘Diverse Roots’ and ‘Same on the Inside’ in the coming month. Over the coming months I will be creating an in-house resource library for WSREC so that all staff can have access to the latest information pertaining to race equality issues. As a working team we are continually striving to come up with new ideas to relay our message to the populace as a whole. I have never looked back since coming here and my work skills are expanding on a daily basis therefore I look forward to a long and fruitful working partnership with WSREC.

Children from St Mungo’s Nursery with Bobo Balde (Celtic Football Club) at the Celebration Event in March 2005


West of Scotland Racial Equality Council Annual Report and Finances 2004/5


West of Scotland Racial Equality Council Annual Report and Finances 2004/5

Lovetta Williams Resource Worker My work at WSREC has been wide and varied over the past year especially with the assistance provided to the Office Manager. Other than producing quarterly statistical report of casework for the CRE, I have been involved in designing a new leaflet for the organisation, certificates for the celebration event for schools, preparing evaluation reports and funding bids to the CRE and general office administration. With regards to the organisation’s IT system, compared to last year, this year has been very promising because WSREC was able to purchase three new computers, allowing each member of staff access to a PC at all times. The next stage in the development of the IT system is securing resources for a server. I am currently looking out for funding bodies that provide grants for this type of project. I hope that next year I will be reporting that we have been successful. I am also responsible for servicing the Public Authorities Racial Equality Forum. The Forum comprises of the twelve Public Authorities in the West of Scotland, the Scottish Prison Service, the Procurator Fiscals Service, Strathclyde Police and the Strathclyde Fire Brigade. The Forum is updated on our work and new projects and they also update partners on their activities relating to the implementation of the RRA 1976 and RRAA 2000. Since my last report PAREF has had three meetings with the following two presentations: ● Third Party Reporting ● Impact Assessment I am currently studying for the Web Design Course at the University of Glasgow paid by WSREC and I hope to finish in April 2005. This course is proving to be very useful and has also boosted my confidence in the use of all major web applications. I am happy to report that I have actually started to build a new website for WSREC and I hope to have it published sometime in May. Finally, being part of WSREC’s casework team has developed not only my knowledge and awareness of the various procedures and deadlines regarding racial complaints but also the recent guidelines established by the Employment Tribunals along with Race Relations Amendment Act 2000.


West of Scotland Racial Equality Council Annual Report and Finances 2004/5


West of Scotland Racial Equality Council Annual Report and Finances 2004/5

Letters of Thanks to WSREC I would like to recognise to you how grateful I am of the encouragement you gave to me and my daughter when I was at my lowest and nowhere to turn and being isolated and knowing that there are plenty of people all around you ... Thanks. WSREC’s Client ... There has been positive feedback from the cadets in relation to their secondments and this highlights the positive attitudes that have been instilled in them from this placement. As a result you have contributed to their development and provided them with new skills and experiences that they will be able to use in their future careers as police officers. Chief Superintendent Strathclyde Police I would like to formally thank you for delivering the Introduction to Professional Practice in Race Equality Course at SPS College. The feedback from all the delegates has been extremely positive and having read the evaluation, the course seems to have given individuals a great deal of knowledge. Both you and Maureen were not only knowledgeable and experienced but also enthusiastic and inspirational. Equality and Diversity Policy Manager SPS Thank you so much for a wonderful celebration yesterday. The whole thing went splendidly. The Renfrewshire, teachers, families and councillors who attended were most impressed, even though we didn’t win any raffle prizes! We were very impressed by the guests you involved. Shayal Saadi’s speech was a real highlight. I for one will be searching out his writings .I know you are supported by a team of workers and volunteers in arranging this event. Please pass my congratulations to them on a job well done. School Support Officer Renfrewshire Council I am thankful to all of the members of the WSREC family who helped me understand and learn things better. I find WSREC a very friendly, warm and conducive place to work. All the staff and volunteers are simply the best I would rather call them better than the best, they all are dedicated, hard working and committed to their work. WSREC is probably the best opportunity for any student or volunteers like me to get a placement in order to enhance better learning and understanding. Finally I would like to thank from bottom of my heart for all the help and cooperation that they offered me. I would specially like to thank Ms Bushra Iqbal who really makes all these things possible for me. Thank you. Student Placement University of Glasgow


West of Scotland Racial Equality Council Annual Report and Finances 2004/5

Executive Committee Members and Observers Chair Mrs Judith Tankel


Vice Chair Mr Mohammed Zahid

Executive Committee Member Mr Vince Chudy

Executive Committee Member Mrs Brij Gandhi

Executive Committee Member Mr Syed Jaffri

Executive Committee Member Mr Bilal Ahmed

Executive Committee Member (co-opted) Mr Shobha Nagpal

Executive Committee Member (co-opted) Mrs Harriette Campbell

West of Scotland Racial Equality Council Annual Report and Finances 2004/5

Observer Mrs Catherine Dyer

Observer Councillor McGerty

Mrs Judith Tankel Mr Mohammed Zahid Mr O.P. Khanna, MBE Mrs Shobha Nagpal Mrs Brij Gandhi Mr Vince Chudy Dr Dara Jaff Mr Shahin Naz Mr Bilal Ahmed Mr Masud Khan Mr Najeeb Atif Naim Mr Onkar Singh Jandu Mr Syed Jaffri Ms Harriette Campbell Cllr Hanzala Malik (up till September 2004)

Dr Nazir Chaudhry (up to November 2004) Mr Herbert Chok (up till February 2005) Mr Matin Khan (up till February 2005) Cllr Patrick Morgan Mr Alan Beattie Cllr Andrew Burns Cllr Daniel McCafferty Ms Kathy Logan Insp Tom Harigan Mr Robert McGerty Ms Angela Webb Mr Les Maclean Mr Brian Climie

Observer Councillor Montague

Mr Martin Rose Cllr Malcolm Cunning Dr Edelweisse Thornley Mr Kofi Tordzro Ms Maureen Kilgour Mr Tom Philliben Supt. Alex MacDonald Ms Anne Currie Miss Liz Corbett Cllr Jim Fletcher Mrs Louise Fyfe Mr Graham Haugh Ms Maureen Fraser Ms Helen Kidd

Sub Committees Personnel Policy & Strategy Membership Consultation, Research & Training Finance Incorporation Race Complaints


West of Scotland Racial Equality Council Annual Report and Finances 2004/5

WSREC Staff Mr Mohammed Razaq Mrs Bushra Iqbal Mrs Shahana Noor Miss Vivien Caldwell Sgt Dean Pennington Sgt Jim Creelman Sgt Gerry Brown Mr Rob Hastings Mrs Farrah Rashid Mrs Lovetta Williams Mr Stewart Lyell Mr Robert Gannon Mr Harry Dematagoda Miss Pauline Brown

Principal Officer Head of Strategy and Policy Development Race Equality Education Officer Race Equality Officer Police Liaison Officer (from February 2005) Police Liaison Officer (Aug 2004 – February 2005) Police Liaison Officer (Feb – Aug 2004) Prison Liaison Officer Office Manager Resource Worker Administrative Support Officer Administrative Officer (up till August 2004) Racial Equality Officer (up till May 2004) Development Officer (up till May 2004)

Volunteers Radha Chetty, Christopher Gill, Julie Gillies, Samantha Gillies, Kashmiri Lal Taheem, Khalid Mahmood, Akhtar Rasool, John Steele

Staff members are on hand Monday to Thursday 9.30am – 5.00pm and Friday 9.30am – 4.30pm to assist you. Telephone 0141 337 6626.


West of Scotland Racial Equality Council Annual Report and Finances 2004/5

Treasurer’s Report I was elected Treasurer in November 2004 after the resignation of the previous treasurer Dr Nazir Chaudhry who for health reasons could not continue in the role. The Income and Expenditure statement shows income for the year as £226,899 whereas total expenditure has been £224,234. The staff salaries and related costs account for £147,124 (67%) of the total expenditure with the balance of £77,110 (33%) being administrative and running costs. We have been able to maintain a healthy working income last year. Though one of our projects funded by BBC Children in Need came to a close after its three year funding, we have maintained financial stability be securing funding for additional projects and /consultancy training work. Additionally our training programmes have brought additional resources which has assisted us to deliver increased and better services for our clients. Future Financial Strategy During the year a number of bids were made for funding and we have been successful in obtaining funds from Comic Relief to work with asylum seekers and refugees and a grant to produce literature from North and North East Area Committees of Glasgow City Council. We have, of course, put in a bid for 2005/6 to the Commission for Racial Equality for two areas of work i.e. Conflict Resolution (casework) and the Counselling Project and anticipate that the application will be successful. We are in a process of devising a five year business plan. Once finalised a number of financial bids will be submitted. Secondments We are very grateful to our colleagues and partners in the Scottish Prison Service (SPS), Strathclyde Police (SP), and the Procurator Fiscal Service (PFS) for their financial support and commitment to the work of WSREC. Their contributions have enhanced our financial stability and have had a positive impact on our service delivery. Conclusion I am delighted that we can demonstrate our ability to sustain our financial position and continue to seek other avenues of support and development. I am sure that in the year ahead we will continue to grow and flourish.


West of Scotland Racial Equality Council Annual Report and Finances 2004/5

Finances INCOME AND EXPENDITURE STATEMENT For the year ended 31 March 2005 INCOME Operating Grants Training & seminar income Miscellaneous income

173,784 21,664 31,451


EXPENSES Staff costs Administrative expenses

147,124 77,110


NET SURPLUS FOR THE YEAR Net surplus is derived wholly from continuing operations


NOTES TO THE ACCOUNT Fixed assets are depreciated over the statutory period permissible by the Inland Revenue. FUNDING Income received during the year: Operating Grants Comic Relief Commission for Racial Equality Education Institute of Scotland (EIS) Lloyds TSB NES Secondment New Deal Scottish Prison Service Strathclyde Police Argyll & Bute Council East Ayrshire Council East Dunbartonshire Council East Renfrewshire Council Glasgow City Council Inverclyde Council North Ayrshire Council North Lanarkshire Council Renfrewshire Council South Ayrshire Council South Lanarkshire Council West Dunbartonshire Council


500 1,000 2,000 50,000 500

2,000 3,000 5,971 64,971

Other funding 15,155 49,339 450 8,633 9,011 1,725 1,000 1,000 1,000 1,000 1,000 5,000 3,500 3,500 1,000 3,500 1,000 1,000 1,000 108,813

= 173,784

West of Scotland Racial Equality Council Annual Report and Finances 2004/5

Membership List ACTSA Scotland Adabi Mehwar (Scotland) Ltd Afrumasian Sunghum Ahmadiyya Muslim Association An Comidhail Muinteoiri Asian Artists Association Association of Indian Organisations Bangiya Sankritik Parishad Bangladeshi Association Barnados (Glasgow) Bellshill Citizen’s Advice Bureau C.P.S.A.D.N.S (Glasgow) Chinese Community Development Project Communities United Community Language Teaching Association Comhaltas Ceoltoiri Eireann Conradh na Gaelige Daawat-ul-Islam Drumchapel Citizens Advice Bureau East Dunbartonshire Citizens Advice Bureau East Renfrewshire Cricket Club Eastern Christian Association Ethnic Communities Family Support Association Ghana Welfare Association Glasgow Association for Mental Health Glasgow (Central) Citizens Advice Bureau Glasgow Council for Voluntary Sector Glasgow Jewish Representation Council Glasgow District Trades Council GMB Gap Childcare Services Gujrati Association of Scotland Guru Nanak Sikh Temple Ravidass Sabha Hindu Mandir Sabha

Housing Diversity Immigration Advisory Service Indian Association of Strathclyde Indian Cultural & Festival Association Indian Graduates Society Indian Mahila Cultural Committee Indian Workers Association Iona Community Jamia Islamia Jamiat Ittihad Ul Muslimin Kurdish Cultural Association Larkfield Centre League of Jewish Women Madrasa Taaleem-ul-Islam Masjid Noor Middle Eastern Society Moslem Parents Society Motherwell & Wishaw Citizens Advice Bureau Amiscus-MSF NCH San Jai Chinese Project North West Ladies Badminton Club Oxfam Pakistan Co-operative Society Pakistan Education and Welfare Society Pakistan Forum International Pakistan Muslim League Glasgow Pakistan Muslim Welfare Society Pakistan Social & Cultural Society Pakistani Art and Literary Circle Pakistani Businessman’s Association Pakistani Muslim League (Scotland Branch) Pakistani Art & Literary Circle Pakistani Welfare Trust Pakistani Women’s Welfare Association Punjabi Sahit Sabha (Glasgow)

Park Community Council Partick Housing Association Pollokshields Development Association Punjab Sports Club Pakistan Welfare Association Pakistani Professional & Academic Association Queens Cross Housing Association Queens Cross Workplace Ramgarhia Association Refahey Care Council Religious Society of Friends Rutherglen & Cambuslang ACB Scotland China Association Scottish Asian Action Committee Scottish Further & Higher Education Association Scottish Human Rights Centre Scottish Kashtri Sabha (Glasgow) Scottish Minorities Scottish Pakistani Association Scottish Refugee Council Strathclyde Asian Women’s Association Strathclyde Chinese Association Dixon Community Ethnic Minorities Users Group The Volunteer Centre Today’s Scotland UK Islamic Mission United Muslim Organisation of Scotland Unity Entreprise WEA Scotland West Dunbartonshire Minority Ethnic Association Wing Hong Chinese Elderly Group Woodlands Community Development Trust Woodside Community Council World Islamic Mission Scotland YMCA (Glasgow) Youth Federation (Govan)


West of Scotland Racial Equality Council Annual Report and Finances 2004/5


WEST OF SCOTLAND RACIAL EQUALITY COUNCIL AIMS TO: * Promote within the former Strathclyde Region equality of opportunity in all areas of life between all people of different race and colour and to work towards the elimination of racial discrimination and disadvantage within our multi-racial, multi-cultural society. * To enhance the education of all inhabitants concerning equality in a multi-racial society and the intellectual, artistic, economic and cultural backgrounds of all inhabitants of the former Strathclyde.

West of Scotland Racial Equality Council Napiershall Street Centre, 39 Napiershall Street, Glasgow G20 6EZ Tel: 0141-337 6626 Fax: 0141-339 2647 E-mail: Website:

Crown Office and Procurator Fiscal Service WEST OF SCOTLAND RACIAL EQUALITY COUNCIL

WEST OF SCOTLAND RACIAL EQUALITY COUNCIL Napiershall Street Centre, 39 Napiershall Street, Glasgow G20 6EZ Tel: 0141-337 6626. Fax: 0141-339 2647 E-mail: Website:

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