WSREC Annual Report 2003-04

Page 1


Rem o

tion na


R a l c i u a f l Disc w a l n rim U g i in

Promoting Equal Opportunities Pro s n o moti i t a ng Good Race Rel


The front cover illustrates Napiershall Street Primary School opened around 1900. The school closed around 1980 and the building is now Napiershall Street Centre where WSREC is based along with other community organisations.

West of Scotland Racial Equality Council Annual Report and Accounts 2004

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


Chair’s Remarks ..............................................................................................................................


Maintaining and Developing Innovative Work in a Difficult Financial Climate..............................


Projects Management ......................................................................................................................


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


WSREC Cases in Employment Tribunal (ET) since 1st April 2003 ................................................ 22 Moving on Racial Equality in Scotland (MOREIS) ........................................................................ 24 Racial Equality and Health Officer, Bushra Iqbal............................................................................ 26 Strathclyde Police Secondment....................................................................................................... 29 Scottish Prison Service (SPS) Secondment ..................................................................................... 30 Racial Equality Officer & Stress Management Project Co-ordinator .............................................. 31 Racial Equality & Education Officer............................................................................................... 33 Secondment to Procurator Fiscal Service, Glasgow........................................................................ 35 Woodside Ethnic Minority Youth Project ........................................................................................ 36 Office Management......................................................................................................................... 37 Resource Worker’s Report............................................................................................................... 38 Administrative Officer’s Report ...................................................................................................... 40 Letters of Thanks to WSREC .......................................................................................................... 41 Executive Committee Members, Observers and Public Authority Delegates.................................. 42 Treasurer’s Report and Annual Accounts ........................................................................................ 45 Annual Accounts ............................................................................................................................. 46 Membership List ............................................................................................................................. 56


West of Scotland Racial Equality Council Annual Report and Accounts 2004

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 Accounts 2004

Chair’s Remarks

Another year on, the Executive Committee and staff have again achieved the impossible in terms of service delivery. Many challenges were faced by the organisation during the year, reduced funding from the Commission for Racial Equality and the loss of the Director post. Such changes have tremendous implications for the entire organisation. It has to be said that the staff have been a source of pride for WSREC and I take this opportunity to thank the Executive Committee, and all staff, for the good work achieved under very difficult conditions. With all the changes and the casework load undertaken it has to be said that everyone has executed their responsibilities with great professionalism and pride. I have witnessed the process of people of 40 different ethnicities arriving in Glasgow. This has meant 6000 people of diverse backgrounds, establishing home in Glasgow. This has resulted in many issues about service delivery. Race discrimination is one of the main issues as our statistics clearly demonstrate. Financial assistance from Glasgow City Council to WSREC is welcome. However, local authorities that are not making a realistic contribution to WSREC will no longer be supported and under the terms of the Race Relations Act 1976 (as amended by the RRAA 2000) it will be up to those councils to justify and demonstrate how they intend to deliver and protect their citizens under the Act. We cannot, and will not, carry local authorities in future. It only leaves me to thank members of the executive committee, observers, and partner organisations. I also commend the staff who have undertaken secondments this year to other organisations, in particular within the Procurator Fiscal Service. The sterling work carried out by this council has been widely acknowledged, and not just locally. The WSREC Chair will be visiting many of the local councils that have historically failed to recognise the importance of the funding they receive or to safeguard and develop the levels of service provided. These visits will be viewed as last opportunities for failing councils to engage in a meaningful way if they wish to receive WSREC services in the future. Lastly, may I take this opportunity to thank Strathclyde Fire Brigade, Strathclyde Police, Scottish Prison Service, Crown Office and Procurator Fiscal Service, independent observers, volunteers, committee members and staff, both old and new, for all their hard work. Thanking you all, Hanzala Malik JP Chair, WSREC


West of Scotland Racial Equality Council Annual Report and Accounts 2004

Maintaining and Developing Innovative Work in a Difficult Financial Climate By Maggie Chetty The first third of the financial year, between April and July 2003, was marked by a range of initiativesefforts to secure funding after the CRE’s initial rejection of the WSREC bid: ● Plans to restructure the office prior to my impending retirement ; ● Consolidation of our links with existing partners to secure new projects and possible funding; ● Diversification of our training initiatives to lay the basis for the training and consultation project, Moving On Racial Equality In Scotland (MOREIS). Drive to Maintain WSREC Service Delivery Friends of WSREC will recall that the drive for funding has been an urgent issue for the last three years but became acute in this period when the CRE cut the funding by a third. There is a recognition by WSREC staff and executive members that, The CRE has the right to change their funding formulae and to spread their funding more widely among the voluntary sector. But this should not be at the expense of existing racial equality bodies who serve large black and ethnic minority communities. In Scotland, at present, WSREC is a well known organisation. We are seen to be effective, wellestablished and confident about our work and our public image. We know this from feedback from external sources such as the students from the excellent joint course, ‘Introduction to Professional Practice in the West of Scotland’, at the University of Paisley. But we have a dilemma! Reputation of Innovation and Excellent Service We have a reputation of innovation and excellent service to all sections of the community; to journalists and those seeking advice about race and community relations; to potential clients seeking information about their rights under the Race Relations Act 1976 (and the Race Relations Amendment Act 2000); to outside bodies such as the Foreign and Commonwealth Office seeking help on recruitment from ethnic minority communities; and from community organisations who require assistance or help with funding bids. Serious Dilemma Because we are viewed as a semi-statutory body known to receive funding from the CRE, other potential funding sources are reluctant to fund us even though the goal posts have changed. Funding for race equality work is currently a Home Office responsibility and the Scottish Executive has been reluctant to cut across issues that may appear to challenge what is primarily a Westminster domain. This is a serious dilemma that needs to be assisted by both the Scottish Executive and their colleagues at Westminster. Need to Support WSREC WSREC’s work must be supported into the next decade. A quick scan of the last dozen or so race cases supported by us reveals that:


West of Scotland Racial Equality Council Annual Report and Accounts 2004 ● The private sector, which is only linked to the RRAA 2000 through their contractual relationship to public authorities, make up the bulk of race complaints; ● There is the likelihood that we will win a race case in tribunal- a case supported by us against a private sector company which will be decided soon. This is likely to be a landmark case. ● More cases will be taken by employees as they become more aware of their rights under the RRAA 2000 If WSREC does not support the cases, then who will? Two or three cases will be passed to the Ethnic Minorities Law Centre. A number of recent cases had been rejected by the CRE and sent to WSREC and they were successfully resolved. What will happen to such cases in the future if the funds for race casework are drastically reduced? Consolidation of Work with Partners We have been very pleased to reach further agreements with our partners in Strathclyde Police, the Scottish Prison Service, the Crown Office and Procurator Fiscal Service and Strathclyde Fire Brigade. We have been helped in various ways by their support for our work, their positive comments and recommendations for training, advice, conferences and pieces of consultation work. Training Initiatives Over this recent period we have been asked to carry out a range of training for partners such as: – University of Stirling – British Transport Police – West Dunbartonshire Council This signals the need for us to further develop our training skills and personnel as there will be a significant demand for race equality training. This builds on what has been done with the University of Paisley. This phase brings to an end my formal relationship with WSREC as its director but will hopefully be the start of a new phase as manager of the training and consultation project MOREIS which we all hope will help to bring further resources and projects to assist WSREC. I have very much enjoyed my work with WSREC, and feel that I have been privileged to work in such an interesting and dedicated organisation. Long may it continue and develop as an organisation.


West of Scotland Racial Equality Council Annual Report and Accounts 2004

Projects Management

I was appointed Projects Manager (previously Deputy Director) in August 2004, when Maggie Chetty our long serving Director retired. At the same time the Commission for Racial Equality (CRE) changed its funding arrangement from funding three full time posts to project funding. This led to funding from CRE for 2003/04 that could not sustain a Director post. The reduction of funding from CRE has had a very profound impact to the working of WSREC. In terms of casework being the core work of WSREC the resources were reduced by 50%. As the casework analysis in the report shows, the number of cases coming in for assistance has not diminished therefore tremendous pressure was on the remaining staff to cope with the workload. On top of that a number of complicated cases were received in the area of employment. WSREC greatly appreciates the assistance provided by the seconded officers from Strathclyde Police and Scottish Prison Service and the many volunteers throughout the year. With Maggie Chetty’s retirement the Executive Committee felt there was an opportunity to utilise the very wide experience of the former director and agreed to set up a Training and Consultation Unit. This came to fruition in September 2003 with the setting up of Moving on Race Equality in Scotland (MOREIS) with Maggie Chetty as Principal Consultant/Trainer. This has had a great impact on the organisation and together we have already provided training to University of Paisley, University of Strathclyde, West Dunbartonshire Council, British Transport Police and organised a seminar within Inverclyde Council. Recently we have also placed a bid for training work with a large public authority which is currently being considered. Talks are on-going with a number of organisations for work in the coming year for the Training and Consultation Unit. The extra income generated by the Training and Consultation Unit in this year has been very welcome in the face of cuts in funding from the CRE. I am confident that the Training and Consultation Unit will go from strength to strength in the coming years and may play an important part in the core work of WSREC.


West of Scotland Racial Equality Council Annual Report and Accounts 2004 The Strathclyde Police six monthly on-going secondments continue with Sergeant Gerry Brown taking over from Stewart Alexander in January 2004. Lynne Mackenzie’s secondment from the Scottish Prison Service came to an end in September 2003 after 18 months with WSREC. She was an excellent colleague who took the secondment to new heights and she was aptly rewarded with being selected for the post of Race Relations Development Manager at Barlinnie Prison. This year took us to the third year of the secondment to the Procurator Fiscal Service at Glasgow. Due to the sterling work produced by the secondment to Glasgow Procurator Fiscals Service, other area offices in the West Scotland have part-time secondments i.e. Argyll and Clyde, Ayrshire and Lanarkshire Area offices. This has widened WSREC’s work with the Procurator Fiscal Services across the West of Scotland. During the year, WSREC have been successful in obtaining grants for the following: Vivien Caldwell and Maggie Chetty came up with the idea and also worked on the funding bid to obtain a Grant over three years from Lloyds TSB Foundation for administrative and training support for the Stress Management Project. Through Shahana Noor and Maggie Chetty, WSREC received funding from two Councils Inverclyde and Renfrewshire for an Education Project. It is now hoped that other local authorities will consider providing further funds and joining the project. There has been a Seminar within Inverclyde Council and another is being arranged for May 2004 in Renfrewshire Council. Finally it has been a very eventful and challenging year with a lot of changes for WSREC with many innovative ideas for new initiatives and projects. Mohammed Razaq

Left to Right: Jim McInally (Celtic Football Club), Scott Pattison (Glasgow Procurator Fiscal Service), Richard Barron (Director of Education, Glasgow City Council), Anwari Din (Chief Executive, Youth Counselling Services Agency), Mohammed Razaq (WSREC)


West of Scotland Racial Equality Council Annual Report and Accounts 2004

Overview of Casework and Statistics By Lovetta Williams, Resource Worker The layout of the statistics this year remains the same as that of last year. It is categorised into Enquiries, Racial Harassment Cases and Racial Discrimination Cases and covers the period from 1st April 2003 to 31st March 2004. On the Race Relations Act, WSREC dealt with 68 Enquiries, 25 Racial Harassment Cases and 39 Racial Discrimination cases. It must be noted however that the statistics cover only cases which are reported to the CRE. We do have quite a number of cases which are not covered under the RRA 1976 or are out of time and therefore not reported to the CRE. WSREC has undertaken these cases in its aim to promote good community relations. 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. 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 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. ● Although our work is aimed at providing service to the West of Scotland we also dealt with two enquiries from the Grampian area. 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 all of the 25 harassment cases were reported to the police, compared to last year (2002/03) when 6 of the harassment cases were not reported to the police. This suggests that people are now more willing to


West of Scotland Racial Equality Council Annual Report and Accounts 2004 do so, or 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. 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 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. 26 out of the 39 racial discrimination cases (66.67% of the total racial discrimination cases) handled by us this year were employment cases. In employment cases the client is encouraged to seek assistance form their 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 needed. 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 Accounts 2004

STATISTICS REPORTED TO THE CRE Enquiries Ethnic Origin Ethnic Origin Number of Cases African Caribbean 1 Black African 6 Chinese 3 East European 2 English 1 Indian 6 Middle Eastern 4 Mixed Heritage 4 Other South Asian 1 Pakistani 29 Gypsies/Travellers 2 Scottish 6 Western European 2 White African 1 Total 68 30 25 20 15 10 5

Ind ian Mi dd le Ea ste Mi rn xe dH eri Ot tag he e rS ou th As ian Pa kis Gy tan ps ies i /Tr av elle rs Sc ott ish We st Eu rop ea n Wh ite Afr ica n

Afr ica nC ari bb ea n Bla ck Afr ica n Ch ine se Ea st Eu rop ea n En glis h


Gender Split

Male 62%


Female 38%

West of Scotland Racial Equality Council Annual Report and Accounts 2004

Racial Harassment Cases Ethnic Origin Ethnic Origin Number of Cases African Caribbean 1 Black African 2 East European 2 Indian 1 Irish 1 Middle Eastern 3 Mixed Heritage 3 Other South Asian 2 Pakistani 7 Scottish 2 White African 1 Total 25

Iris Mi h dd le Ea ste Mi rn xe dH eri Ot tag he e rS ou th As ian Pa kis tan i Sc ott ish Wh ite Afr ica n

Ind ian

Afr ica nC ari bb ea n Bla ck Afr ica Ea n st Eu rop ea n

8 7 6 5 4 3 2 1 0

Gender Split

Male 64%

Female 36%


West of Scotland Racial Equality Council Annual Report and Accounts 2004 Harassment Cases by Local Authority Local Authority No of Cases Argyll & Bute Council (A&BC) 0 East Ayrshire Council (EAC) 0 East Dunbartonshire Council (EDC) 0 East Renfrewshire Council (ERC) 1 Glasgow City Council (GCC) 13 Inverclyde Council (IC) 0 North Ayrshire Council (NAC) 0 North Lanarkshire Council (NLC) 3 Renfrewshire Council (RC) 2 South Ayrshire Council (SAC) 1 South Lanarkshire Council (SLC) 4 West Dunbartonshire Council (WDC) 1 Total 25

% 0 0 0 4 52 0 0 12 8 4 16 4 100

60 50 40 30 20 10

% of Cases















West of Scotland Racial Equality Council Annual Report and Accounts 2004 Location of Racial Harassment Location of Racial Harassment No of Cases Business 1 Domestic 7 Public 9 School 2 Other 2 Cases involving one or more of the above 4 Total 25

% 4 28 36 8 8 16 100

40 35 30 25 20 15 10 5 0 Business





Cases involving more than

% of Cases

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 Accounts 2004 Types of Racial Harassment

Type of Harassment Damage to Property (DTP) Serious Assault (SA) Verbal Abuse (VA) Verbal Abuse / Minor Assault (VA/MA) Verbal Abuse / Damage to Property (VA/DTP) Verbal Abuse / Damage to Property / Assault (VA/DTP/A) Other Total

No of Cases 2 2 9 3 1 1 7 25

40 35 30 25 20 15 10 5 0 DTP





% of Cases

Examples of Other: • Repeated telephone calls or knocking on door • Non-verbal gestures, disparaging glances • Displaying, pointing to or circulation of racially offensive material/objects • Playing of loud music continuously • Receipt of insulting letters of a racist nature • Dog foul being left in a plastic bag on doorstep • Setting fire to rubbish on doorstep • Hot fat thrown on door



% 8 8 36 12 4 4 28 100

West of Scotland Racial Equality Council Annual Report and Accounts 2004 Sector of Racial Harassment Sector of Racial Harassment No of Cases Education 3 Housing 11 Services 5 Other 6 Total 25

% 12 44 20 24 100

50 40 30 20 10 0 Education




% of Cases


West of Scotland Racial Equality Council Annual Report and Accounts 2004

Racial Discrimination Cases Ethnic Origin Ethnic Origin Number of Cases Black African 6 Black Scottish 1 Chinese 2 East European 3 English 2 Indian 2 Mexican 1 Middle Eastern 1 Mixed Heritage 1 Other South Asian 1 Pakistani 14 Gypsies/Travellers 1 White Scottish 1 West European 2 West African 1 Total 39

Bla ck Afr ica Bla n ck Sc ott ish Ch ine Ea se st Eu rop ea n En glis h Ind ian Me xic Mi an dd le Ea ste Mi xe rn dH Ot e rita he rS ge ou th As ian P Gy a kis ps tan ies i /Tr av e ller Wh s ite Sc ott We ish st Eu rop ea Wh n ite Afr ica n

16 14 12 10 8 6 4 2 0

Gender Split

Male 64% Female 36%


West of Scotland Racial Equality Council Annual Report and Accounts 2004 Racial Discrimination Cases by Local Authority Local Authority No of Cases % Argyll & Bute Council (A&BC) 0 0 East Ayrshire Council (EAC) 0 0 East Dunbartonshire Council (EDC) 1 3 East Renfrewshire Council (ERC) 2 5 Glasgow City Council (GCC) 25 64 Inverclyde Council (IC) 0 0 North Ayrshire Council (NAC) 0 0 North Lanarkshire Council (NLC) 5 12 Renfrewshire Council (RC) 2 5 South Ayrshire Council (SAC) 0 0 South Lanarkshire Council (SLC) 3 8 West Dunbartonshire Council (WDC) 1 3 Total 39 100

70 60 50 40 30 20 10














% of Cases


West of Scotland Racial Equality Council Annual Report and Accounts 2004 Type of Racial Discrimination Type of Racial Discrimination No of Cases Direct 32 Indirect 1 *Direct/Indirect 6 Victimisation 0 Total 39

% 82 3 15 0 100

100 80 60 40 20 0 Direct




% of Cases

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 Accounts 2004 Nature of Racial Discrimination Nature of Racial Discrimination No of Cases Non-Employment Education 2 Services 9 Other 6 Employment Dismissal 5 Promotion 2 Qualifying Bodies 2 Recruitment 1 Other 12 Total 39

% 5 23 15 13 5 5 3 31 100

35 30 25 20 15 10 5




Qualifying Body








Number of Cases


Example 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


West of Scotland Racial Equality Council Annual Report and Accounts 2004 Breakdown of Racial Discrimination in Employment Cases Nature of Racial Discrimination No of Respondents % Public Sector Education 2 6 Health 6 18 Local Authorities 5 14 Other 1 3 Private Sector Employment Agencies 2 6 Financial Services 2 6 Health 1 3 Hotel/Catering 2 6 Logistics 3 9 Retail Industry 4 11 Other 6 18 Total 34 100

20 15 10 5

Public Sector


Retail Industry


Hotel/ Catering


Financial Services

Employment Agency


Local Authorities




Private Sector Number of Respondents


The respondent is the individual/organisation who the complaint is against. Please note that although the actual number of discrimination cases within employment was 22, 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 Accounts 2004 Breakdown of Racial Discrimination in Non-Employment Cases Nature of Racial Discrimination No of Respondents % Public Sector Education 3 18 Health 2 12 Police 10 58 Other 1 6 Private Sector Retail Industry 1 6 Total 17 100

Retail Industry





70 60 50 40 30 20 10 0

Public Sector Number of Respondents

Private %

Please note that although the actual number of non-employment discrimination cases was 17 there can be more than one respondent.


West of Scotland Racial Equality Council Annual Report and Accounts 2004

WSREC Cases in Employment Tribunal (ET) since 1st April 2003 by Mohammed Razaq Applications to ET Cases set for hearing Cases passed to CRE Cases passed to other agencies (including solicitors and trade unions) Cases settled to the satisfaction of the client Cases lost Cases withdrawn

No. of Cases 21 15 1 7 4 1 1

The above statistics show a consistency in the number of tribunal applications from clients with cases that we consider may have an element of race discrimination. Those coming forward are often more aware of their rights and many clients have been directed to us by friends or colleagues who have had previous involvements with WSREC. Some cases have a number of strands of which we may assist with an aspect and other agencies or the CRE may handle other parts of the case. One of the obstacles in having cases settled at the outset without having to go to Employment Tribunal or the formal legal route is that most organisation pass on any complaints from its employees to their legal representatives as soon as the complaint is made. This then makes it difficult to negotiate a settlement as legal representatives make judgments strictly on a legal basis. We have had a number of financial settlements this year of which the highest amount was £33,000, another for £10,000, two for £2,000 and several smaller amounts. Quite a number of cases which have been passed to other agencies for assistance come back to seek further assistance from us. This can be due to poor support; a need for further advice; or support and counselling because of low morale and depression. The above figures reflect this. We feel very positive about developments this year despite the apparently low levels of tribunal success: a) Better levels of winnable cases are reaching the office from a broad spectrum of private sector organisations b) In some cases that have been refused CRE legal representation by their Legal Committee, we have supported clients in ET (6 ongoing cases) c) We are developing more confidence and better sharing of skills than in the past d) We have a team of very keen staff who are extremely committed to achieving equality and justice for clients and who wish to develop excellence in all areas of representation


West of Scotland Racial Equality Council Annual Report and Accounts 2004

Cleveden Secondary School performing during the Calendar Competition 2004


West of Scotland Racial Equality Council Annual Report and Accounts 2004

Moving on Racial Equality in Scotland (MOREIS) – A Training and Consultation Project Moving On Racial Equality In Scotland (MOREIS) was set up in September 2003 and has worked on a number of joint projects with other organisations since then. There is recognition on the part of MOREIS and the West of Scotland Racial Equality Council that the Race Relations Amendment Act (RRAA) 2000 requires the training of all staff in Public Authorities in the General Duty. The RRAA also requires Public Authorities to ensure that their contractual arrangements with private sector firms are scrutinised carefully for their commitment to racial equality. MOREIS and WSREC are different from other training organisations in three respects. ● The training materials and exercises are put together by trainers who have experience of teaching/training anti-racist, multi-cultural ideas to a variety of audiences over many years. ● The objective of winning over trainee participants to an anti-racist perspective takes priority over the financial imperative. The need to ‘promote good race relations’ and ‘remove unlawful racial discrimination’ is always foremost in the minds of the trainers. ● The materials are very fresh and of current interest because they are informed by WSREC’s most recent casework and policy development. Other trainers do not have this advantage. MOREIS organised a conference in November 2003 at the St Francis Centre, Gorbals in Glasgow to encourage public authorities to share their efforts on Race Equality Schemes (RESs) and to be open about their strengths and the problems encountered. Speakers included Councillor Irene Graham (Equality Spokesperson from Glasgow City Council), Elish Angiolini (Solicitor General), Angela Webb (Diversity Manager, Strathclyde Fire Brigade), John Vine (President of the Association of Chief Police Officers, Scotland) and Mohammed Razaq, (Projects Manager, WSREC). It was an excellent conference and attracted wide interest from areas outside the West of Scotland. A further seminar was organised by MOREIS, the WSREC Education Project and Education Services, Inverclyde Council. Margaret Robertson, Quality Manager for Inverclyde Education Service, told delegates about their work and John Brown, Her Majesty Inspectorate of Education spoke warmly of the partnership efforts of WSREC and the PAREF Group. The seminar was chaired by executive member, Shobha Nagpal, and focused on Promoting Race Equality in Education highlighting the anti-racist pack for schools produced by the Public Authorities Racial Equality Forum Education Group and WSREC. This pack has a collection of material and advice helpful to the promotion of the race equality action plans in schools. The pack had been launched in the Scottish Parliament in June 2003, assisted by Bill Butler MSP and a number of interested MSPs including Gordon Jackson, Ken McIntosh and executive members Mohammed Zahid, Judith Tankel and the entire WSREC staff. A report of the Inverclyde Seminar has been produced and circulated and is available on request. Evaluations revealed that it was felt to be a most valuable seminar and should be organised in other venues and for other sectors of education! A Further seminar is planned for 11th May 2004 within Renfrewshire Council our other partner in the Education project.


West of Scotland Racial Equality Council Annual Report and Accounts 2004 A number of training sessions have been carried out with colleagues from the Housing Department, West Dunbartonshire Council, between October 2003 and January 2004 -ten in all. I also participated in a seminar for Glasgow City Council teachers in January 2004 focussing on the RRAA2000. In addition to these activities, I participated in some training with post-graduate students at the University of Glasgow in February 2004. The University of Paisley Course, Introduction to Professional Practice in Race Equality in the West of Scotland continues to run in the spring and autumn terms and is managed jointly WSREC Projects Manager and myself through MOREIS. The most recent course had a record number of requests for places and work has begun on ensuring a full uptake course for the autumn course. In addition to this, the Scottish Prison Service has requested that a course be run at the Prison Service College at Polmont near Falkirk and this is currently being planned for November 2004. This is a tribute to the work of all the partners who have worked for and supported the course which continues to receive excellent evaluations from the majority of students. I have continued to support the Public Authorities Racial Equality Forum and its Education Group with its competition for schools and Celebration Day in the City Chambers. There is no doubt that the work of MOREIS in developing training and promoting WSREC as a key racial equality organisation has raised its profile. The quality of training that MOREIS can offer is constantly improving through its use of WSREC models of networking and consultation, types of casework and conflict resolution. It has been a very productive and hard-working year but one that will ultimately assist WSREC’s work in a positive way in the long-term. Maggie Chetty Principal Consultant MOREIS


West of Scotland Racial Equality Council Annual Report and Accounts 2004

Racial Equality and Health Officer, Bushra Iqbal I have carried out the following work this year: Secondment with NHS Education for Scotland Project Officer, Racial Equality Scheme since June 2003 on a part time basis ● NHS Education for Scotland came into existence in April 2002. It comprised of functions formally carried out by three predecessor organisations ● The National Board for Nursing Midwifery ● The Scottish Council for Postgraduate and Medical Dental Education ● The Postgraduate Qualification Board for Pharmacists NES supports education for multi-disciplinary staff i.e. doctors, dentists, pharmacists, nurses, midwives, clinical psychologists and clinical scientists in the NHS in Scotland in order to improve the quality of patient care. NHS Education for Scotland is a newly formed specialist Board. It has responsibility for NHS Postgraduate Qualifications for the whole of Scotland. Purpose of Secondment To audit current practices throughout the organisation with a view to produce impact assessment and project plan for the implementation of a Race Equality Scheme to ensure that NES complies with relevant legislation. The current resource crisis in Scotland and the government’s policy shift i.e. recruitments from abroad appears to pose a bigger challenge for public organisations such as the NHS Education Board for Scotland. The staff retention in Scotland and differences in laws and cultural attitude could pose problems. It is challenging work for us in achieving the Project objectives. Diversity and Equality Training WSREC has been engaged in the delivery of ‘Diversity and Equality Training’ an on-going programme aimed at operational staff of British Transport Police. Each session covers identified areas of specific issues ● The discourse surrounding ‘race’, culture, ethnicity and terminology ● Diversity and Naming System ‘Issues relating to gathering of information’ a comprehensive understanding for those serving the general public on a daily basis. ● Factors that hinder service delivery in the local context. ● Experiences of racism (based on WSREC’s real cases) and its impact. The above on going personnel development would raise the standard of services to people from diverse backgrounds. It provides more confidence and better relationships for frontline staff of the British Transport Police.


West of Scotland Racial Equality Council Annual Report and Accounts 2004 Secondment to Crown Office and Procurator Services (Lanarkshire Area) The above secondment since May 2003, involves half a day per week to assist with: ● ● ● ● ●

Regular review of the database to cover all Lanarkshire race cases; A review of documentation in respect of equality and diversity; A review of frontline services provided; Networking with communities; Assistance with recruitment and training programme.

Ethnic Minority Small Business Seminar The review of the database revealed that in the Lanarkshire area, 90% of the racially motivated criminal cases involved small businesses. It also revealed that minority ethnic people make very little contact with the Procurator Fiscal Service. The above seminar is now being organised for end of May 2004 which aims to inform the minority communities of the PF and consult with them on how to improve service delivery. Lanarkshire Minority Ethnic and PF Representative Group The above Group has been established involving diverse ethnic group representatives for on-going consultation and links with local scattered families in the area. Local HR Policy Lanarkshire PF in its local recruitment programme has now established a network to inform its local ethnic minority people of the employment opportunities. In their last recruitment drives (July and December 2003) the number of applications from minority ethnic people and the success rate in gaining employment has dramatically increased. Racial Equality in Health Partnership Project The Racial Equality in Health Partnership Project was three years joint partnership work until March 2004 between the West of Scotland Racial Equality Council, four NHS Boards i.e. Argyll Clyde, Ayrshire and Arran, Greater Glasgow, and Lanarkshire, and the Scottish Executive. West of Scotland Race Equality in Health Network In March 2001, we launched a three year programme to formulate a racial equality framework within West of Scotland Health Services. This would assist NHS partners who were bound by the statutory duty to mainstream race equality. WSREC provided advice, networking, direct training and overall co-ordination of the project. The programme comprised of a number of strands. In the first phase a ‘Joint Racial Equality Forum’ was established, bringing four NHS partners together. The focus was mainly on the NHS internal capacity building, networking and sharing information between partner’s particularly to help in formulating their Race Equality Schemes and the establishment of Working Groups in each NHS Board area. Having achieved this, the plan for the Second Phase was then discussed; this included bringing an ethnic minority representative on to the platform, thus having a two-track development. The ultimate objective was to bring all partners to one platform i.e. Advisory Board to look at issues concerning wider areas and groups. This also required ethnic minority capacity and leadership potential development issues. The project ended at the second phase.


West of Scotland Racial Equality Council Annual Report and Accounts 2004

WSREC Staff at the Scottish Executive Parliament for the Launch of the Anti-Racist pack


West of Scotland Racial Equality Council Annual Report and Accounts 2004

Strathclyde Police Secondment By Sergeant Gerard Brown I am the current Strathclyde Police secondee to West of Scotland Racial Equality Council, a post that a number of officers have held since its introduction in March 2000. Prior to taking up this appointment I was performing uniform patrol duties within Glasgow city centre and this appointment now sees me being attached to Strathclyde Police Diversity Unit. Strathclyde Police is committed to the active promotion of good relations, equality of opportunity and eliminating unlawful discrimination and this partnership is key to ensuring that we continue to deliver a service which reflects the needs, expectations and sensitivities of all communities. It is an important role both for myself and Strathclyde Police in furthering the invaluable work of WSREC and enhancing the links between the police service and the black and minority ethnic community. The development of these links ensures that issues of diversity and equality are at the core of all police activities. As part of the secondment I perform the role of Racial Equality Officer carrying out casework and providing the benefit of my police experience to other staff members. I am also involved with the Glasgow MARIM Steering Group who look to support and co-ordinate the many local MARIM Groups throughout the Strathclyde Police force area, and the Uniform Services Committee who aim to promote the armed forces and emergency services as worthwhile career opportunities. The secondment also sees me participating, along with practitioners from a variety of organisations, in the Professional Practice in Race Equality course co-ordinated by WSREC and delivered at Paisley University. The high standards of content and delivery and the growing attendance rate are testament to the efforts of all involved in delivering race equality issues to as wide an audience as possible. A further example of the excellent work being undertaken was the Celebration Event at Glasgow City Chambers in March 2004. This marked the culmination of the 2004 Public Authorities Racial Equality Forum Calendar Competition which was supported by a range of organisations and took the message of diversity and racial equality to schools and nurseries throughout the West of Scotland. In my short time at WSREC, it has been clear that their success can be attributed to the commitment and dedication of all staff, executive committee members and volunteers to further the cause of racial equality and I am sure that the knowledge and understanding I have gained will be of use throughout my police career.


West of Scotland Racial Equality Council Annual Report and Accounts 2004

Scottish Prison Service (SPS) Secondment By Lynne McKenzie The close links between the WSREC and the SPS continue to prosper in 2003 to 2004. The two previous secondees, Lynne McKenzie, who completed her secondment in September 2003 to become the Race Relations Development Manager at HMP Barlinnie and Lynette Findlay who left in January 2004 to take up a post at the Scottish Parliament, both made significant contributions to the secondment role. The secondment has proved mutually beneficial to both organisations in the sharing of best practice and ongoing race relations policy development. Both the secondee and the WSREC Projects Manager, Mohammed Razaq are key members of the SPS national Race Relations Liaison and Monitoring Group (RRLMG) and the group benefits from having their expert external expertise. In particular the external representation is invaluable when the RRMLG reviews every reported racial incident and complaint within the SPS. Since the formal recording of such incidents were maintained in 2000, there have been sixty complaints lodged, investigated by local Race Relations Managers and referred to the RRMLG. Approximately 50% of these have been upheld. After reviewing each complaint, where the group considers that there are excellent learning points and/or areas of best practice which may impact throughout the SPS then these are shared with all establishments. The new secondee1, who is expected to take up post in May 2004 and Lynne McKenzie will conduct the forthcoming Ethnic Minority Prisoner Survey in June and July and this will be followed up by ethnic minority prisoner focus groups in selected prisons to explore and unpack the key prisoner issues arising from the survey. These focus groups will be held in October/November and a full report will be submitted to the RRMLG. For the first time the Professional Practice in Race Equality in the West of Scotland training course traditionally held at Paisley University will also be held at the Scottish Prison Service College at Polmont. This is another good example of the close links being forged between both organisations. The course will run in November for five days and this will enable up to twenty SPS Race Relations Managers/Officers drawn from throughout the prison estate to attend this important course at a central location. It should also be highlighted that HMP Barlinnie hosted a celebratory lunch in December to mark the religious festival of Eid-ul-Fitr. This was a resounding success and amongst the invited guests included representatives from the Central Mosque, WSREC, Dungavel Immigration Centre, SPS senior managers and staff and of course prisoners. The meal was prepared and served by prisoners of the Muslim faith, with of course some assistance from the Catering Staff in HMP Barlinnie. This event forged closer links between the prison and the Muslim community and the excellent food was enjoyed by all.

1 The new secondee will be Rob Hastings (Former Operation Policy Manager in SPS Headquarters)


West of Scotland Racial Equality Council Annual Report and Accounts 2004

Racial Equality Officer & Stress Management Project Co-ordinator, Vivien Caldwell During the past year, I have performed the roles of Racial Equality Officer and Co-ordinator for the Stress Management Project. Racial Equality Officer Over the past year I have dealt with a number of cases. My case load has been comprised of employment related cases as well as cases arising from inequitable service delivery. Two employment cases were settled financially through my negotiations with ACAS, much to the satisfaction of the clients involved. I have also worked closely with my colleagues Harry Dematagoda and Shahana Noor, sharing information on case law and tribunal procedures. This has been especially helpful with unique cases which provide the chance for such information to be used in future case work. I have had the opportunity to attend Employment Tribunal as part of the case work team, both in a supportive capacity for a client who wished to represent himself and with my colleagues as a representative of WSREC. I have dealt with a large number of enquiries some of which were related to racist incidents instigated by media coverage of current affairs. This stresses the importance of the work WSREC performs in terms of promoting good race relations. I have also assisted a number of former clients with ‘ongoing’ enquiries. This takes place when a formal case is not necessary and usually involves some support with letter writing etc in order to clear up an outstanding issue the client feels may involve some element of racial discrimination. Co-ordinator (Stress Management Project) In August 2003 I began work on West of Scotland Racial Equality Council’s pilot counselling and support project. The aim of the project is to provide a service to clients and tackle the complex mental health issues arising from racial harassment, discrimination and victimisation. Ultimately the objective of the counselling and support project is to provide increased support to clients who often arrive at WSREC suffering from depression and low self-esteem. We have encountered a large number of cases where clients have suffered from mental health problems as a direct result of racial discrimination/harassment. WSREC is grateful for funding contributions from Lloyds TSB Foundation and Unemployed Voluntary Action Fund in support of our project. Through the project WSREC has embarked in partnership work and awareness raising with other community based projects in particular the Maryhill Stress Project and has begun to establish links with centres for alternative and holistic therapies. Our first success in this area was achieved when we secured the help of a qualified Massage Therapist who has worked in the field for 15 years. During this time several clients completed a six week session of massage therapy.


West of Scotland Racial Equality Council Annual Report and Accounts 2004 All partners and volunteers will be invited to participate in our upcoming training on race equality in order that meaningful partnerships can be developed and to raise awareness of the culturally sensitive service delivery needed to build the confidence and trust of BME communities.

Left to right: Maggie Chetty (WSREC), Lynne McKenzie (Scottish Prison Service), Mark Hateley (Rangers Football Club), Shahana Noor (WSREC), Vivien Caldwell (WSREC)


West of Scotland Racial Equality Council Annual Report and Accounts 2004

Racial Equality & Education Officer By Shahana Noor I have responsibility for a number of areas of work and these are listed below. Race Equality Officer (Race Casework) It has been a busy year as an officer dealing with casework. I have had 10 cases of racial harassment/discrimination and a number of enquiries. The cases have been made up of employment and service delivery. I am currently dealing with three cases that will be presented at Employment Tribunal. I have worked closely with my colleagues Vivien Caldwell and Harry Dematagoda in developing new structures in dealing with casework. I continue to work with various organisations, in order to bring a conclusion to these cases. Education Officer (Education Project) Two Public Authorities are a part of the Education Project, which are Inverclyde and Renfrewshire Council. A seminar focussing on Promoting Race Equality in Education was organised on 14th January 2004 in Inverclyde, at Greenock Town Hall. It was very well attended. The workshops were very informative and participants were given the opportunity to access two workshops in order for everyone to be incorporated in the full process of the seminar. John Brown from the Her Majesty Inspectorate of Education was the keynote speaker and praised the Public Authorities Racial Equality Forum Education Group for their contribution to Race Equality work, which they have been doing since 1997. The overall feedback on the seminar was very positive. Maggie Chetty from ‘Moving on Racial Equality in Scotland’, (WSREC training project) is compiling a report on the seminar, which will be available soon. A date has been confirmed for another similar seminar with our partner Renfrewshire Council and training project ‘Moving on Racial Equality in Scotland’. It will be held at Paisley Town Hall on Tuesday 11th May 2004. We are anticipating another successful seminar. Public Authorities Racial Equality Forum Education Group I am continuing to provide development and administration support to the group. A calendar competition was held last year and the theme was Multi cultural festivals and anti racism events. The young people produced some very imaginative artwork. WSREC’s partners Strathclyde Police, Strathclyde Fire Brigade, Crown Office and Procurator Fiscals Office, and Scottish Prison Service judged the competition. Three young girls from Dunbeth Nursery School in North Lanarkshire Council were the overall winners for 2004.


West of Scotland Racial Equality Council Annual Report and Accounts 2004 A celebration event was held at Glasgow City Chambers on Thursday 18th March 2004. The event was very successful with partners, proud parents and all guests. It was a pleasure to have Mark Hately from Rangers Football Club, Jim McInally from Celtic Football Club, Scott Pattison from Procurator Fiscal Service and Richard Barron, Senior Depute Director of Education within the Glasgow City Council, present the awards to the young people.

Left to right:Bailie Haleema Malik (Councillor for Firhill, Glasgow), West of Scotland Overall Winners at the Calendar Competition (Sabrina Maghetti, Lauren Curtis, Jade Curtis) and Mark Hateley (Rangers Football Club)


West of Scotland Racial Equality Council Annual Report and Accounts 2004

Secondment to Procurator Fiscal Service, Glasgow By Farrah Rashid I was seconded to the Procurator Fiscal Service in Glasgow on 1st October 2003, taking over from my colleague Mohammed Razaq. In the first few weeks I spent my time arranging introductory meetings with Area Procurator Fiscals and their divisions. I also familiarised myself with the Race Equality Scheme/Action Plan and the Lord Advocates Guidelines. I arranged for the Procurator Fiscal Service to deliver presentations to various black and ethnic minority organisations such as the Ethnic Minorities Enterprise Centre and the Wing Hong Chinese Elderly group. All presentations delivered had been a great success in receiving good feedback from the organisation. I also arranged for Fiscal Staff to visit religious places such as the Mosque and Sikh Temple. The places of worship are always very welcoming and the visits appreciated by all. I assisted the service in organising two consultation events. The first took place in December 2003, which was aimed at women only. The event was organised in conjunction with the Meridian and West of Scotland Racial Equality Council. Around 150 delegates were present on the day and topics covered were domestic abuse, racist crime and immigration issues. The speeches were well presented and overall the day was a success resulting in the Procurator Fiscal Service receiving the feedback they have been looking for. The second event will take place in April 2004. This was a consultation event aimed at the public. It is hoped that around 80 delegates from different black and ethnic minority communities will be present. The aim of the day will be ‘to consult on the race equality impact of key policies and practices of the Crown Office and Procurator Fiscal Service in the Strathclyde context and to provide feedback to those consulted on the issues raised’. It is hoped that this will also be a successful event. The Procurator Fiscal Service has certainly chosen the best way forward since the Chokkar Inquiry and I am pleased to say that I thoroughly enjoyed my secondment with them.


West of Scotland Racial Equality Council Annual Report and Accounts 2004

Woodside Ethnic Minority Youth Project West of Scotland Racial Equality Council was successful in being awarded funding from BBC Children in Need Appeal in 2001. This initiative, called the Woodside Ethnic Minority Youth Project, is in partnership with the Queen’s Cross Housing Association, which provides youth work services within the Queen’s Cross and South Maryhill area. The Woodside Ethnic Minority Youth Project has been running for three years now. The group meets on a Friday and Saturday evening at the Windsor Street Community Room between 6pm and 8pm and caters for around 35 people young people per week between the ages of 5 and 13 years. The project benefits from a team of experienced staff most of whom are bi-lingual in one or more of the community languages. The staff team, along with myself, includes Khalid Mahmood; Julie Gillies; Leena Mukherjee; Ula Jan Chetty; Christopher Gill; Samantha Gillies and many volunteers. Over the past year, the Project has offered young people many interested and varied activities. These, along with our regular evening sessions, have included many outdoor trips; a successful Easter and Summer Programme, sponsorship and fund raising activities, arts and craft projects, etc. Our aim at the project is to promote tolerance between young people in the area and to educate young people about culture at an early age. This early intervention will, it is hoped, increase tolerance levels and assist young people from all communities to break down barriers of ignorance and racism that exist within the local community. We actively encourage all young people in the local community to attend. Akhtar Rasool Youth Project Leader


West of Scotland Racial Equality Council Annual Report and Accounts 2004

Office Management By Farrah Rashid This year I carried out my duties as Office Manager from April to September 2003. From October to March 2004 I was seconded to the Procurator Fiscal Service in Glasgow. Once again I consolidated my position as office manager focusing my efforts on ensuring a firm financial base for the REC. My colleague Caroline Marley concentrated on Core Standards and during my time at the Fiscal Service assisted with my daily tasks. It has been a year where restructuring of all staff has taken place. We are a close knit and hard-working team and have dealt with all the challenges we have had to face and will deal with those forthcoming. I have continued to provide the administration team with support and guidance in dealing with changes and the difficult period we faced due to a reduction in funding. The administration team has co-ordinated the work of around 10 volunteers this year and we also had a six-month New Deal work placement. It has been possible to create a further six month post through the New Deal. The administration team also has a new Resource Worker, Lovetta Williams, who has managed to take on full responsibility of statistics and also keeps the IT facilities updated. The dedication of the whole team has been shown through this difficult period and we all endeavour to work towards a financially secure future. I would like to take this opportunity to thank all my colleagues for their support.


West of Scotland Racial Equality Council Annual Report and Accounts 2004

Resource Worker’s Report By Lovetta Williams I am relatively new to WSREC, having been with the organisation for only six months. I am enjoying my work so far with particular thanks to my colleagues who make the office environment a pleasant one, through enhanced teamwork. I am currently studying for the Professional Practice in Race Equality Course in the University of Paisley. This has given me a full understanding of the Race Relations Act 1976 and its subsequent amendments. The course has also enabled me to meet other people from a variety of organisations. As a result of this I have had the opportunity to learn about the different policies and practices which these organisations have put in place in order to comply with the legislation. Over the past six months, apart from preparing the Quarterly Statistics for the CRE, I have been involved in designing and creating databases which facilitates a proper and efficient management and reporting of data. The day to day activities in WSREC are dependent on the smooth running of the network. Maintaining the IT system has therefore proved to be the most challenging aspect of my work, especially trying to keep the entire network free from viruses. Given the nature of our work which requires a high level of confidentiality, WSREC needs a centralised IT network where security could be better managed and standardised. I have made an assessment of the present requirements of the network which would cost a considerable amount. However this cannot be progressed due to lack of available funding. WSREC’s website is up and running but a lot of work still needs to be done in order to make it more user friendly and ultimately portray a good image of the organisation. In the past month, WSREC acquired the Dreamweaver Software to enable me manage the website. I will be working very hard on that over the next few months. As a way of further advertising our activities and reaching out to more people, I intend to see if major affiliated organisations can add a link to our website from their own websites. I am also responsible for servicing the Public Authorities Racial Equality Forum (PAREF). 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. PAREF met on the following dates and had the following presentations made during the past year: 3/06/03:

Racial Harassment Client-Led Decision-Making by Maggie Chetty, WSREC


Procurement for Public Authorities under the RRA Act as Amended 2000 by Mohammed Razaq, WSREC


Ethnic Monitoring by Gill Williamson, South Lanarkshire Council (Leisure Trust)


Interpreting and Translation by Scott Pattison, Glasgow Procurator Fiscal’s Service


West of Scotland Racial Equality Council Annual Report and Accounts 2004

Eid Celebration at Barlinnie Prison


West of Scotland Racial Equality Council Annual Report and Accounts 2004

Administrative Officer’s Report By Robert Gannon I have been working at WSREC since July 2003 and have found it an interesting place to work. I first started as a placement, thereafter I undertook paid employment. I see this as an opportunity to make good my views on racial discrimination, and try to, within the context of my work at WSREC; help the organisation move forward with its goals and aims. I came to WSREC because I wanted to make a contribution to the work of the organisation, however small that may be. My work at WSREC has been wide and varied including general administration, assessing files, assisting case workers, checking casework files and assessing information contained therein. In addition to the above I have been updating our database of affiliated organisations re-arranging them both chronologically and alphabetically. This work was carried out by: ● ● ● ● ●

Sifting through the files to assess the material contained Sorting them out chronologically. Assessing the organisations current status. Undertaking a mail shot to seek updated information. Carried out research information on prospective affiliated organisations representative of the different minority communities and interest groups within such communities. ● Re-arranged non-affiliated organisations with a view to archiving material ● Retaining information on computer and in paper form, as another source easily accessible to all staff. ● I continue to compile new lists of prospective affiliates in regard to both geographical spread and ethnic mix within WSREC’s area of work. I am undertaking the professional Practice in Race Equality Course at the University of Paisley. This has developed my understanding of the issues surrounding Race equality. The class discussions and ideas which emerge from these discussions were instructive. I have with the assistance of volunteers arranged press cuttings and contacts and other media related material in a press file. I have most recently developed my responsibility in regard to the volunteers and providing them with tasks/work. I have compiled lists of the executive committee and the organisations they represent, with a view to looking at the representation of the ethnic minority communities in the area WSREC covers Other areas that have required my attention include maintenance of the information files for both the affiliated and non-affiliated organisations, the archiving of closed case files. I am now preparing for the AGM scheduled for June 2004.


West of Scotland Racial Equality Council Annual Report and Accounts 2004

Letters of Thanks to WSREC “Sorry my letter was a little late but you were not forgotten. I really appreciate your help and we were grateful for it”. WSREC Client “Thank you very much for having a Spanish Student on work experience with you. She enjoyed the time spent with you and learned a great deal from the experience. She was made to feel welcome by you and your colleagues and much appreciated the opportunity to get a taste of working life in another country”. Work Experience Coordinator “Please keep up the good work because I know there are a lot out there who needed help. Your office was my last resort and a big thank you and I say a prayer that this service is always there for people like me.” WSREC Client “Before coming to you I thought I was facing a brick wall, until you intervened and I get results.” WSREC Client “Thank you, thank you thank you. Many thanks for all your help.” WSREC Client “Thank you for all your care.” WSREC Clients “Thank you very much and Good Wishes to each one of you.” WSREC Client


West of Scotland Racial Equality Council Annual Report and Accounts 2004

Executive Committee Members, Observers and Public Authority Delegates Chair Councillor Hanzala Malik

Vice Chair Mrs Judith Tankel

Treasurer Mr Nazir A Chaudhry

Executive Committee Member Mr Vince Chudy

Executive Committee Member Mrs Brij Gandhi

Executive Committee Member Mr Syed Jaffri

Executive Committee Member Mr Mohammed Zahid

Executive Committee Member Mr Bilal Ahmed

Executive Committee Member Mr Fida Moad


West of Scotland Racial Equality Council Annual Report and Accounts 2004

Executive Committee Members, Observers and Public Authority Delegates (continued) Observer Mr Len Higson

Cllr Hanzala Malik JP Mrs Judith Tankel Dr Nazir A Chaudhry Mrs Shobha Nagpal Mrs Brij Gandhi Dr Bashir A Maan Mr Vince Chudy Mr Matin Khan Mr Fida Moad Dr Dara Jaff Mr Shahin Naz Mr Sam Chau Mr Bilal Ahmed Mr Mohammed Zahid Mr Ayad Al-gazi Mr Onkar Singh Jandu

Observer Councillor Robert McGerty

Mrs Safia Ali Cllr Bob Chadha Cllr Patrick Morgan Mr Paul Chow Cllr Andrew Burns Miss Liz Corbett Cllr Jim Fletcher Mr Adrian Shaw Mr Graham Haugh Ms Maureen Fraser Ms Helen Kidd Cllr Andy White Ms Kathy Logan Insp Tom Harrigan

Observer Councillor Bob Chadha

Mr Robert McGerty Ms Angela Webb Ms Anna McGinley Mr Les Maclean Mr Brian Climie Mr Martin Rose Mr Len Higson Cllr Muhammed Shoaib Dr Edelweisse Thornley Mr Kofi Tordzro Ms Maureen Kilgour Mr Tom Philliben Ch. Supt. Allan Burnett Mr Scott Pattison


West of Scotland Racial Equality Council Annual Report and Accounts 2004 Committee Members Personnel Committee

Race Complaints/ Education Advisory Committee (RC/EA)

Core Standards/Work Programme Committee (CS/WP)


Membership Panel

Cllr Hanzala Malik Mr Vince Chudy Mrs Judith Tankel Dr Bashir A Maan Mrs Shobha Nagpal

Cllr Hanzala Malik Mr Mohammed Zahid Mr Matin Khan Mr Fida Moad Dr Dara Jaff Mr Ayad Algazi Mr Bilal Ahmed Mr Onkar Singh Jandu

Cllr Hanzala Malik Mrs Judith Tankel Mr Matin Khan Mrs Brij Gandhi Mr Shahin Naz

Cllr Hanzala Malik Dr Nazir A Chaudhry Dr Dara Jaff Mr Vince Chudy Mrs Shobha Nagpal

Cllr Hanzala Malik Mr Mohammed Zahid Mr Bilal Ahmed Mr Onkar Singh Jandu Mr Arif Mr Lionel Khan

WSREC Staff Core Staff Mrs Maggie Chetty Mr Mohammed Razaq Mrs Bushra Iqbal Mr Harry Dematagoda Mrs Isabel Collins Mrs Lovetta Williams Mr Robert Gannon Mrs Farrah Rashid Mrs Caroline Marley Mrs Shahana Noor Miss Vivien Caldwell

Director (retired 31st July 2003) Projects Manager Racial Equality Officer Racial Equality Officer Resource Worker Resource Worker (from Nov 2004) Administrative Officer Office Manager (part-time) Office Manager (part-time) Racial Equality Officer (part-time) Racial Equality Officer (part-time)

Project Staff Mrs Maggie Chetty Mrs Lynne McKenzie Mrs Lynette Findlay Sgt Stewart Alexander Sgt Gerard Brown Mrs Shahana Noor Miss Vivien Caldwell Miss Pauline Brown Mr Akhtar Rasool

Principal Consultant, MOREIS Prison Liaison Officer Prison Liaison Officer (from October 2003) Police Liaison Officer Police Liaison Officer (from January 2004) Education Project Stress Management Project GARA Project Youth Project

Sessional Workers Christopher Gill Julie Gillies Samantha Gillies

Ula Jan Chetty Khalid Mahmood Leena Mukherjee

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 Accounts 2004

Treasurer’s Report and Annual Accounts The Racial Equality Council’s Income and Expenditure Accounts for 2003/2004 are shown on page 49 and its balance sheet on page 50. They are supported by Accounting Policies and various notes on pages 51 to 55. The accounts have been prepared under the Charities Act and are intended to give a true and fair picture of the Council’s affairs as at 31st March 2004 and of its statements of financial activities for the year then ended. BDO Stoy Hayward were re-appointed as Auditors at the AGM last year and their unqualified audit certificate is shown on page . Income and Expenditure Account This statement shows the day-to-day operational expenditure of the Council. Staff salaries and related costs account for about £226,500 (80%) of the total expenditure with the balance of £56,000 (20%) being administrative and running costs. There has been no overall change the total amount to our income since last year. This is because of some additional projects and consultancy work carried out last year and also the drawing to a close of one of our projects with the Glasgow Anti Racist Alliance. However, on the plus side, the staff have carried out more training and this has brought additional funding that has gone into our contingency fund. Balance Sheet The balance sheet gives a fairly sound picture of the Council’s health. We have continued to work closely with our colleagues in the unitary authorities. This relationship has continued to develop and we have been frank with all the Public Authorities who seek advice and assistance in their development work. We are happy to work with those authorities that provide adequate funds to support our office administration and core costs. The Race Relations Amendment Act 2000 places an obligation on all Public Authorities to produce evidence of pro-active race equality work and it is in their interest to link with the Racial Equality Council and provide financial support. Future Financial Strategy A number of funding bids have gone to the Unitary Authorities, Communities Fund and Comic Relief and other funding bodies. We have, of course, put in a bid to the Commission for Racial Equality and anticipate that if we are successful we will receive same funding as in the previous year. The funding strategy of the CRE is clearly to fund a wider range of organisations and we are well aware of our need to develop a broader funding base. Secondments We are very grateful to our colleagues and partners in the Scottish Prison Service, Strathclyde Police, and the Procurator Fiscal Service for their financial support and commitment to the work of our Council. The partnerships develop constantly and have sustained us during some difficult days when our future funding seemed rather uncertain. We are also very pleased to have our colleagues including Strathclyde Fire Brigade support the antiracist calendar for schools in a further show of joint work and partnership.


West of Scotland Racial Equality Council Annual Report and Accounts 2004

Annual Accounts


West of Scotland Racial Equality Council Annual Report and Accounts 2004 EXECUTIVE COMMITTEE REPORT for year ended 31 March 2004


West of Scotland Racial Equality Council Annual Report and Accounts 2004


West of Scotland Racial Equality Council Annual Report and Accounts 2004 STATEMENT OF FINANCIAL ACTIVITIES for year ended 31 March 2004


West of Scotland Racial Equality Council Annual Report and Accounts 2004 BALANCE SHEET as at 31 March 2004


West of Scotland Racial Equality Council Annual Report and Accounts 2004 NOTES TO THE FINANCIAL STATEMENTS for year ended 31 March 2004


NOTES TO THE FINANCIAL STATEMENTS for year ended 31 March 2004

West of Scotland Racial Equality Council Annual Report and Accounts 2004


West of Scotland Racial Equality Council Annual Report and Accounts 2004 NOTES TO THE FINANCIAL STATEMENTS for year ended 31 March 2004


West of Scotland Racial Equality Council Annual Report and Accounts 2004 NOTES TO THE FINANCIAL STATEMENTS for year ended 31 March 2004


West of Scotland Racial Equality Council Annual Report and Accounts 2004 NOTES TO THE FINANCIAL STATEMENTS for year ended 31 March 2004


West of Scotland Racial Equality Council Annual Report and Accounts 2004

Membership List ACTSA Scotland 52 St. Enoch Square Glasgow G1 4AA

Barnardo’s Glasgow Office 16 Sandyford Place Glasgow G3 7NB

Adabi Mehwar (Scotland) Ltd 96 West Regent Street Glasgow G2 2QD

Bellshill Citizens’Advice Bureau 6 Hamilton Road Bellshill ML4 1AQ

Afrumasian Sunghum (Open Kolej) Sundesh 13 Aikman Place East Kilbride G74 3LJ Ahmadiyya Muslim Association 8 Haugh Road Yorkhill Glasgow G3 8TR An Comidhail Muinteoiri Na Rinci Gaelacha 5 Brenfield Ave. Glasgow G44 3LR Asian Artists Association 10 Lochend Rd. Glasgow G61 1DX Association of Indian Organisations 134 Berkeley Street Glasgow G3 7HY Bangiya Sanskritik Parishad (Bengali Cultural Association) 2 Westray Place Bishopbriggs Glasgow, G64 1UQ Bangladeshi Association 1 Kessington Square Bearsden Glasgow G61 2QQ


C.P.S.A. D.N.S. Glasgow C.P.S.A Room c/o National Savings Glasgow G5 8BB Chinese Community Development Project 39 Napiershall Street Glasgow G20 6EZ Communities United 321 Paisley Road Glasgow G51 1LU Community Language Teaching Organisation 12 Walton Ave. Glasgow G77 6EY Comhaltas Ceoltoiri Eireann 5 Brenfield Ave. Glasgow G44 3LR Conradh na Gaelige c/o Daisy Street, Neighbourhood Centre 6 Daisy Street Glasgow, G42 8JL Daawat-ul-Islam 35 Oakfield Ave. Glasgow G12 8LL

Drumchapel Citizens’Advice Bureau 195c Drumry Road East Glasgow G15 8NS East Dunbartonshire Citizens’ Advice Bureau 5 Dalrymple Court Kirkintilloch G66 3HA East Renfrewshire Cricket Club 5 Merrycrest Avenue, Giffnock Glasgow G46 6BY Eastern Christian Association 178 Kenmure Street Glasgow G41 2LD Ethnic Communities Family Support Association c/o 23 Dalmally Street Glasgow G20 6BU Ghana Welfare Association 39 Napiershall Street Glasgow G20 6EZ Glasgow Association For Mental Health Block 5, Floor E Templeton Business Centre 62 Templeton Street Glasgow, G40 1DA Glasgow (Albion Street) Citizens’Advice Bureau 3rd Floor, 48 Albion Street Glasgow G1 1LH Glasgow Council for the Voluntary Sector 11 Queen’s Crescent Glasgow G4 9AS

West of Scotland Racial Equality Council Annual Report and Accounts 2004 Glasgow Jewish Representative Council 222 Fenwick Road Glasgow G46 6UE Glasgow District Trades Council 333 Woodlands Road Glasgow, G3 6NG Glasgow YWCA 3 Newton Terrace Glasgow G3 7PJ GMB Fountain House 1/3 Woodside Crescent Glasgow G3 7UJ GAP Childcare Services Room 14 Govanhill Neighbourhood Centre 6 Daisy Street Glasgow G42 8JL Gujrati Association of Scotland 189 Harvie Avenue Newton Mearns Glasgow, G77 6LJ Guru Nanak Sikh Temple 27 Otago Street Kelvinbridge Glasgow, G12 8JJ

Immigration Advisory Service 115 Bath Street Glasgow G2 2SZ

Jamiat Ittihad Ul Muslimin 1 Mosque Avenue Glasgow, G5 9TX

Housing Diversity Unit 17 Wellpark Enterprise Centre Glasgow G31 1JF

Kurdish Cultural Association Napiershall Street Centre 39 Napiershall Street Glasgow G20 6EZ

Indian Association of Strathclyde “Rathmore” 21 Victoria Road Glasgow G66 5AN

Larkfield Centre 39 Inglefield Street Govanhill Glasgow G42 7AY

Indian Cultural & Festival c/o Bellahouston Academy 30 Gower Terrace Glasgow G41 5QE Indian Graduates Society 18 East Greenlees Crescent Cambuslang Glasgow, G72 8TY Indian Mahila Cultural Committee c/o 1 La Belle Place Glasgow G3 7LH Indian Workers Association GB 18 Cree Avenue Bishopbriggs Glasgow G64 1XG

League of Jewish Women c/o Glasgow Jewish Representative Council 222 Fenwick Road Glasgow, G46 6UE Madrasa Taaleem-ul-Islam 161 Nithsdale Road Glasgow G41 5QS Masjid Noor 79 Forth Street Glasgow, G41 2TA Middle Eastern Society c/o 167 Southbrae Drive Glasgow G13 1TU Moslem Parents Society 108 Kirkaldy Road Glasgow, G41 4LF

Guru Ravidass Sabha 251 Nithsdale Road Glasgow, G41 5AQ

Iona Community The Pearce Institute 840 Govan Road Glasgow G51 3UU

Motherwell & Wishaw Citizen’s Advice Bureau 32/33 Civic Square Motherwell ML1 1TP

Hindu Mandir Sabha 1 La Belle Place Glasgow, G3 7LH

Jamia Islamia 275 Tantallon Road Glasgow, G41 3JW

Amicus – MSF 145 West Regent Street Glasgow, G3 6DD


West of Scotland Racial Equality Council Annual Report and Accounts 2004 NCH San Jai Chinese Project 53 Rose Street Glasgow, G3 6SF North West Ladies Badminton Club c/o Raja, 57 Cromwell Street Glasgow G20 6UN Oxfam 207 Bath Street Glasgow G2 4HZ Pakistan Co-operative Society 9 Alder Road Glasgow G43 2UY Pakistan Education & Welfare Society 1 Waid Avenue Glasgow G77 6UL Pakistan Forum International 555 Calder Street Polmadie Glasgow, G42 0NQ Pakistan Muslim League Glasgow 20 Darnley Rd. Glasgow G41 4NB

Pakistani Businessman’s Association 66 Bellahouston Drive Glasgow G52 1HQ Pakistani Muslim League UK Overseas Scotland Branch 168 Battlefield Road Glasgow G42 9JT Pakistani Welfare Trust c/o 10 Moray Place Glasgow G42 9UF Pakistani Women’s Welfare Association 15 Keir Street 1/R Glasgow G41 2NP Punjabi Sahit Sabha Glasgow 35 Larchfield Avenue, Newton Mearns Glasgow, G77 5PW Park Community Council 343 West Princes Street Glasgow G4 9EX Partick Housing Association Ltd. 10 Mansfield Street Glasgow G11 5QP

Pakistan Muslim Welfare Society 21 Maxwell Drive Pollokshields Glasgow, G41 5DS

Pollokshields Development Association 110 McCulloch Street Glasgow G41 1NX

Pakistan Social & Cultural Society 9 Alder Road Glasgow, G43 2UY

Punjab Sports Club 4 Lendale Lane Bishopbriggs Glasgow G64 3LL

Pakistani Art & Literary Circle 26 Bank Street Glasgow, G12 8ND

Pakistan Welfare Association 332 Pollokshaws Road Glasgow, G41 1QS


Pakistani Professional & Academic Association Scotland 264 Maxwell Road 1/2 Glasgow G41 1PJ Queen’s Cross Housing Association 788/792 Garscube Road Glasgow G20 7ET Queens Cross Workspace 76 Firhill Road Glasgow, G20 7BA Ramgarhia Association 19-27 Otago Street Glasgow G12 8JT Refahey Care Council 7 Broomley Drive Glasgow, G46 6PD Religious Society of Friends Friends’ Meeting House 38 Elmbank Street Glasgow, G2 4PS Rutherglen & Cambuslang CAB School House 2 McCallum Ave. Glasgow G73 3AL Scotland China Association Flat 4F2, 109 Bell Street Glasgow G4 0TQ Scottish Asian Action Committee 39 Napiershall Street Glasgow G20 6EZ

West of Scotland Racial Equality Council Annual Report and Accounts 2004 Scottish Further & Higher Education Association 227 Ingram House Glasgow G1 1DA

The Dixon Community Ethnic Minorities Users Group 656 Cathcart Road Glasgow, G42 8AA

Wing Hong Chinese Elderly Group 134 Renfrew Street Glasgow G3 6ST

Scottish Human Rights Centre 146 Holland Street Glasgow, G2 4NG

The Volunteer Centre 146 Argyle Street Glasgow G2 8BL

Woodlands Community Development Trust 15A Lynedoch St Glasgow G3 6EF

Scottish Kashtri Sabha Glasgow 4 Killiegrew Road Glasgow G41 UDX

Today’s Scotland c/o 27 Unity Place Glasgow G4 9NZ

Scottish Minorities c/o 27 Unity Place Glasgow, G4 9NZ Scottish Pakistani Association Flat 6, 8 Riverview Gardens Glasgow G5 8EL Scottish Refugee Council 5 Cadogan Sq 170 Blythswood Court Glasgow Strathclyde Asian Women’s Association 36 Glenwood Place Lenzie Glasgow 66 4DI Strathclyde Chinese Association 10 Graham Street Airdrie ML6 6BU

UK Islamic Mission 19 Carrington Street Glasgow G4 9AJ United Muslim Organisation of Scotland c/o 26 Bank Street Glasgow G12 8ND Unity Enterprise Unity House 41 Blackstoun Road Paisley PA3 1EU WEA Scotland Merchant House 30 George Square Glasgow G2 1EG

Woodside Community Council c/o Community Central Halls 304 Maryhill Road Glasgow G20 7YE World Islamic Mission Scotland c/o Khazra Central Mosque 138 Butterbiggins Road Glasgow G42 7AF YMCA Glasgow 33 Petershill Drive Glasgow, G21 4QQ Youth Federation Govan 944 Govan Road Glasgow, G51 3A

West Dunbartonshire Minority Ethnic Association c/o Black & Ethnic Minority Communities Partnership Project Rosebery Place Clydebank, G81 1TG


West of Scotland Racial Equality Council Annual Report and Accounts 2004


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

Rear cover illustration: Winning entry in the 2004 Unitary Authorities Racial Equality Forum calendar competition by Sabrina Magheti, Lauren Curtis and Jade Curtis, all age 4, Dunbeth Nursery Centre, North Lanarkshire

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