Category Archives: Equality, Diversity And Inclusion

Woman Home Secretary Speaks Out On Street Fears At Night

Dusk streets 137x113 4312a.jpg Home Secretary Jacqui Smith has told it as it is: many of us, men and especially women, are fearful of being out alone at night. Only really unimaginative or insensitive people – or perhaps some opportunist political opponents – would disagree with Ms Smith. This is not a new state of affairs. We have but to recall past feminist campaigns to ‘reclaim the night’ to know that.
So Jacqui Smith, the UK’s first woman Home Secretary, doesn’t enjoy being out alone at night.
This is surely not a new or startling revelation. The Home Secretary’s ‘admission’ – to me, a simple statement of a truth recognised by many – feels far more like reality than much of what we read in the papers.
Reclaim (‘retake’) the night
The idea that there is something to fear, out alone at night, is instilled in many girls (and some boys) from a very early age. In 1976 a movement began to recognise and act on this fear, by ‘reclaiming the night‘ from the men who were deemed to make it dangerous.
Women across Europe and the USA marched thirty years ago to demonstrate their belief that streets should be safe 24/7; but only more recently has this action begun again.
Telling it as it is
It feels very disingenuous that male politicians should denounce a woman in their midst who speaks candidly on a matter as fundamental as personal safety.
I hope these same men would not encourage their own female friends and family to walk the streets unaccompanied at night.
Making the streets safer
Sometimes people have to travel alone in the dark. To make their journeys safer, it is first necessary to speak the truth, to acknowledge realities, even when unpleasant.
Only after we know and understand problems can we ameliorate them.
Let’s start by thanking Jacqui Smith for being candid; and then let’s see how we can all, together, conscious femininists or not, reclaim those scary streets.

What’s Regeneration For?

The British Urban Regeneration Association (BURA) annual conference is in Liverpool this year, on 30th and 31st January 2008. The conference, bringing together some 300 people, will see brisk debates between professionals and community leaders from across the U.K. One important focus may be the search for consensus on what regeneration is ‘about’.
BURA is an organisation moving forward with increasing momentum and confidence in both its own role and the direction and meaning of regeneration in Britain.
What is regeneration?
We, as members of the Board of BURA, are beginning to understand anew, or at least consciously to explore in a new way, what ‘regeneration’ means. The discussion will doubtless continue for a long time yet; but for me some clarity is emerging from many years in the business.
Regeneration is much more than ‘construction’, ‘development’ or even ‘capacity building’.
In the end, regeneration is about adding long-term shared value to all these activities.
A win-win
Regeneration’s a real win-win; it’s about creating a more equitable, more sustainable life-context for everyone.
The challenge is, how to do it.
The UK is often said to be at the forefront of regeneration. BURA’s annual conference discussions this week should prove interesting.

King’s Cross: Community And Colossal Opportunity Combined

London cranes 3924   109x115.jpg The renewal of King’s Cross – St Pancras and all that surrounds it is long overdue, but it looks to be a spectaclar project worth the wait. The final moves to achieve success in terms of the local community will however require those who should, to put their heads above the parapet so that everything comes together to make the best possible result. This project will ‘work’ for everyone as long as people really try to collaborate to get it right.
Having travelled on the bus past King’s Cross – St. Pancras on very many occasions, I can only say my heart lifted when, at last, evidence of its renaissance began to materialise.
Community links and challenges
It’s surely a unique and exciting challenge to put together a project as enormous and impactful as this. The project hits many buttons – strategic place, infrastructure, heritage, economic benefit; we could go on… King’s Cross is in anyone’s books a very spectacular and special piece of real estate.
Of course there’s still a possibility that King’s Cross will somehow miss on that vital community connection; but only if people on all sides of the equation let it. This is where civic and corporate leadership have such a critical part to play, right from day one.
Different from, say, Canary Wharf?
Given the common emphasis on transport hubs, there have been comparisons, but Canary Wharf is different. Just for a start, Canary Wharf is not at the heart of what’s to become the most important international ‘green’ hub connecting the UK and mainland Europe, and for another thing the Wharf is a glass and concrete creation with not too much reference to a long and glorious heritage.
King’s Cross is a genuine opportunity to build on a very high profile USP with enormous promise for all stakeholders.
Doubters and objectors
There are always people who oppose what’s happening. The financial and other costs of the debate with them may well be high, but in the end everyone has to be heard for progress to be made in a well-founded way. The line must be drawn somewhere, but the views of those with reservations are valuable because they help to pinpoint potential hazards further down that line.
But it’s up to everyone to make sure that in the end King’s Cross really works. This is a programme with serious commonality of interest between developers, the wider economic infrastructure and real people on whom the project impacts day by day.
Delivering success
Having seen examples elsewhere of exiting programmes based with various degrees of success in challenging locations, I’d say everyone, but everyone, involved has to ask, what more might I need to be doing to make King’s Cross fulfil its whole potential?
Of all the ‘Rules of Regeneration’, the first rule here must be: listen, seek to understand and where possible accommodate all stakeholders. And the second rule is, always remember someone has to be brave and take the lead, accountably and visibly.
Realistically forward-facing
This is not a time for pursuing plans regardless or for heads-in-the-sand-style denial of problems; but nor, most certainly, is it a time for standing back. King’s Cross is an <opportunity which comes only very rarely…. Here we have a genuinely future-facing adventure which everyone in town can share and actually see taking shape.
I watch from my bus as things come together week by week and I wish all involved the very best.
A version of this article was published on the New Start blog of 8 November 2007.

Women’s No Pay Day

Women & shopping trolleys 3916a (89x111).jpg Today (30 October) is UNISON and the Fawcett Society’s ‘Women’s No Pay Day’ – i.e. the date in the U.K. year when, compared with men’s average wage for a given job, women doing it cease to be paid. But there are many people, men and women alike, who are determined that things will change, and change much more quickly than to date.
This is what the Fawcett Society has to say about women’s pay in the UK:
Facts on the inequality gaps
There has been a revolution in some aspects of women’s lives over the past 30 years.
And yet, social and economic justice remains a distant dream for women in the UK, which is why Fawcett’s work is needed as much as ever.
Women working full-time are paid on average 17% less an hour than men (or 38% less if they work part-time)
Women make up less than 20% of MPs and ethnic minority women make up just 0.3% of MPs.
96% of executive directors of the UK’s top 100 companies are men.

Sign the petition to Gordon Brown
As Fawcett says, it only takes a few seconds to support the Women’s No Pay Day campaign. By signing a petition on the Number 10 website everyone who values equality can ask the Prime Minister to take stronger action on the pay gap .
Click here to sign the Equal Pay Petition to Gordon Brown, asking the Prime Minister to ‘admit that current pay laws are not working and bring in stronger measures’.

Liverpool: Governance, Growth And Going (Somewhere)

Liverpool Radio City & 08 Tower 616  93x96.jpg Abrupt curtailment of the 2007 Mathew Street Festival, silly ideas about removing fish so the docks become a concert arena, questions about preparations for the Big Year…. Liverpool 2008 is a drama unto itself. The leading arts venues have devised a good cultural programme for European Capital of Culture Year, but concerns about what else must be done remain.

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What Makes A Good Regeneration Worker?

All regeneration and strategic planning professionals need to have excellent formal qualifications and wide experience; the job is far too important for anything less. But what other characteristics are also required to make a good regeneration official into an outstanding agent of delivery on the ground? Here is a list of such characteristics, from a rather specific observational position.
Here are some suggested stereotypical characteristics of the ideal regeneration or urban / rural planning worker:

  •   Willing to listen and learn; everyone has something to offer
  •   Open to the idea that communities change over time
  •   Realistic about the balance in plans and designs of art and application
  •   Knowledgeable about the area’s infrastructure and transport arrangements
  •   Involved in the community and active in establishing good local facilities
  •   Not afraid to challenge the status quo, but also keen to keep the peace
  •   Gets quickly to the bottom of the issues; there’s lots to do!
  •   Manifestly focused on what works and what’s sustainable
  •   Ultra-aware that time is precious; opportunities need to be seized
  •   Motivated by making things better for all stakeholders
  •   Sensitive to the requirements of those less able to articulate their needs

Have you spotted the tongue-in-cheek subtext of this list?
The ‘hidden message’ is of course offered only fun; but the actual listed characteristics are in my view a fundamental requirement of any competent regeneration worker, however formally qualified they may be.
What do you think?
This list was devised as part of a discussion about developments inhigh-rise living, for an Urban Design Week Coffee Shop Debate in Liverpool, September 2007. It was also published as a New Start external blog.

No Top-Level Diversity Leaves Liverpool’s Leadership Lacking

Liverpool Town Hall dome 0771 (115x92).jpg Civic leadership in action requires a range of perspectives and understandings. No single ‘type’ of person can hold all the wisdom to take communities forward in this complex age. A range of experience is required. The overwhelmingly white, male hegemony in Liverpool’s corridors of power is a civic embarrassment, demonstrating a fundamental lack of will to learn from the richly diverse insights of its citizens.
For everyone to flouish, civic direction must draw on the life experience of us all. Sadly however this is a lesson yet to be learnt in Liverpool.
In April Liverpool’s Liberal Democrat-led City Council set up the long-needed Countdown Group in an attempt to sort the physical regeneration of Liverpool before our big European Capital of Culture year in 2008.
Currently, in September, Council leaders are doing the same with the Board of the Culture Company, with even less time for manoeuvre to achieve success.
Singular perspective
Both the Countdown programme and Culture Board are now led exclusively by white men. But with such a singular perspective, how can these City Council appointees even hope to do a decent job for everyone?
It needs saying yet again: Liverpool’s political leaders have no idea how to engage all the richly diverse talents of this city’s citizens.
Exclusion zone
Such wilful exclusion of women, and of people from the Black and Minority Ethnic (BME) communities, demonstrates a huge failure by our political leaders to reflect on inclusion before they act – a consistent omission which may well impact on the success of 2008 and beyond.
Wherever the debates about inclusion in all senses may take us, the evidence to hand suggests Liverpool probably has the most sexist Council leadership in England.
Diversity Index
I award Liverpool City Council 0 / 5 for leadership on this website’s Diversity Index.

An editied version of this commentary was published as a letter in the Daily Post on 17 September 2007 and the Liverpool Echo of 21 September. Responses and commentary from other correspondents, endorsing the view, were also published on 18 September and 21 September.

Croxteth And Norris Green, Liverpool

Croxteth and Norris Green in Liverpool have recently become tragic headline news. But the no-hope issues behind the grim developments in these areas of North Liverpool have been simmering for many years. The Crocky Crew and Nogzy ‘Soldiers’ are not new. The challenge is how to support local people to achieve their higher expectations and horizons.
My first ‘real’ job post-college was as a junior social worker in Norris Green and Croxteth, Liverpool.
The task allotted me all that time ago was to visit every one of the 200+ people in the area, many of them living on the Boot Estate, who were on the Social Services list and had not been seen (‘assessed’) in the past year or two. And so, equipped only with the list, a degree certificate and a bus pass, I set about my first professional posting.
Forgotten land
Nothing, not my inner-city school, not my academic training, not my voluntary work, could have prepared me for what I was to see.
Here were elderly men who seemed to survive solely on Guinness, bread and marg; here were children with disability so severe that they had to live day-in, day-out in their parents’ lounge; here were old ladies who promised fervently to pray for me, simply because I was the first person they had spoken with for weeks.
Here, in fact, was a land, originally designed as the vision for the future, which, by those far-off days of the early 1970s, few knew, and almost everyone had forgotten.
For some, a zero-expectations environment
This was a Liverpool where there were people who, expecting nothing, eked an existence. It was the home of the dispossessed, the displaced and the despairing. Every day was like every other day in that concrete wilderness of dust, derelict front ‘gardens’, broken windows and enormous, fierce Alsation dogs.
No-one, or so it seemed, went to work. No-one ever seemed to leave the Norris Green ‘estate’, designed as a circular enclosure with concentric streets of council housing and no indication of via which road one might depart – urban planning surely to guarantee future disaster. There were few amenities (I had to take the bus to get even a sandwich or coffee at lunchtime) and even fewer shops.
Cut off from Croxteth
Until the 1980s Croxteth itself didn’t feature much in the Liverpool mind map as an area to live. Norris Green, the near-neighbour, was cut off from almost everywhere by dual carriageways on every side, and beyond them, on to the South-East was the huge, green Croxteth Estate – to this day the location of a fine country house and gardens open to visitors and in the ownership of the City of Liverpool.
Also near Norris Green was the North-East Liverpool Technical College (which co-incidentally turned out to be my next employer), a provider of day-release training for local Fords apprentices and other ‘tradesmen’ (the only women were student radiographers) and set on a large piece of land. Later, when then-Prime Minister Margaret Thatcher effectively abolished apprenticeships, the NELTC site was sold and became, with the farming land next to the Croxteth Estate, the location of a private development of pleasant housing for people who worked in the surrounding areas.
Broken hopes and promises
And later still the Norris Green council housing residents were promised their own improvements, as part of the Boot Estate programme – a programme which raised, and then dashed, the hopes of those from this place of quiet desperation who had dared to look to beyond their immediate horizons.
Little surprise – though unspeakably sad – that from this strange amalgam of development and despair have arisen the Nogzy ‘soldiers’ and the Crocky Crew of Liverpool’s current tragic troubles. Set alongside an area of new (relative) affluence, Norris Green is an enclosed place still, it must feel, without either hope or many stories of success.
Nothing excuses the illegal drugs economy and vicious violence – the fatal shooting by a local youth of Rhys Jones, who lived in Croxteth and was aged just eleven – of which we have all recently read; but one does begin to see through this disturbing grey blur how it might have come about.
Facing the future
There are many serious and good people who live and work in Norris Green and Croxteth. Life for them at present must feel extremely difficult, and the way forward by any account challenging. Support for what they do is obviously a critical first requirement.
But beyond that, I look back to a conversation between my supervising senior social worker and myself, when I left the employ of the Social Services.
I was leaving, I told my boss back then, because I believed that resolution of the issues required deep economic and political engagement, as well as the personal approach.
Strategies for hope
Many years later I still hold that conviction. Since that time Government and European funding of multiple millions has come to Liverpool; and now – in theory at least – we know so much more about positive strategic and sustainable intervention that we could ever have known then.
The traditional challenges of all-embracing absolute material poverty are in truth behind us. No longer can poverty alone be used to ‘explain’ the grim situation that we see.
New challenges
What we now face in Norris Green, Croxteth and some other city areas in Liverpool and elsewhere is the gang-led imposition by the few on the many of a sometimes suffocating, stultifying local culture; a culture, it is said, created intentionally by illegal drugs dealers who enforce it via the callous manipulation of alienated local children.
Nothing can change what has already happened. But I hope one outcome of recent awful events will be a compelling sense of urgency about getting things sorted, before more people’s lives are ruined and even more people believe that for them there is no hope.

Employment Polarisation, Gender And Regeneration

London lights, buses & faces 115x140 (small).jpg An ippr report by Ioannis Kaplanis tells of increasing employment polarisation in Britain – with differences most significant amongst female employees in London. Regional economies must learn from Kaplanis’s studies, looking especially at policies for the full use and retention of women’s high-level skills. One emphasis must surely be on how very senior decision makers outside London (a hugely male population) respond to this challenge.
The Institute for Public Policy Research (ippr) has just published a paper by Ioannis Kaplanis at the London School of Economics. The report, entitled, The Geography of Employment Polarisation in Britain, offers potentially far-reaching implications for renewal and regeneration in the UK.
Polarisation, but not greater absolute poverty
In essence, Kaplanis tells us that polarisation between high-paid and low-paid occupations in Britain has increased significantly since the early 1990s, but that both categories have seen expansion when measured against middle-income activity.
This, Kaplanis suggests, is because technology (and international out-sourcing?) have removed the need for large numbers of middle-level skills, whereas very highly skilled work still requires very highly skilled people – who in turn stimulate the demand for lower-level skills such as domestic cleaning and local leisure facilities. (Perhaps this polarisation is also more likely to occur where there is a lot of private sector activity.)
The gender dimension
Most significant of all, it appears, has been this effect on female employment in London – which is hardly surprising, given that many talented young people go to London to work; and London is where gender discrimination is, if necessary, most challenged and least likely to occur before the highest levels of the glass ceiling. (Merseyside, as a contrasting example, has an appalling senior level employment record in gender terms.)
Add to such a backdrop the obvious fact that women are usually responsible for hiring domestic help (they can’t do home maintenance and have high level jobs…) and we have a win-win for female workers at both ends of the formal skills spectrum.
The regional challenge
There are many other aspects to Kaplanis’s work in addition to gender, but he does note that employment polarisation is now (the converse may have been true until the early 1990s) less evident in the UK regions than in the capital.
So here’s a challenge: get highly-skilled women outside London working at the level of their acquired expertise – and pay and promote them properly.
Then maybe the UK regions would see a turn-around of their still relatively declining fortunes. It’s only one part of the equation, but it might just prompt that desperately needed impetus towards success.

Regeneration And Community Engagement In Action: The ‘Rules’

‘Regeneration’ happens when someone with influence perceives a need for improvement. But this is a process in which professionals omit to involve those to whom regeneration is being done at their peril. What follows is therefore a set of observations or ‘rules’, derived from direct experience, about how regeneration and community engagement may play out on the ground.

The ‘Rules’ below are presented from the perspective of a professional approaching a regeneration scenario. The reader might like to turn them around and ‘translate’ them, to reflect the possible understandings of a person ‘in the community’ on whose (claimed) behalf regeneration is taking place.
1) It is very difficult to ensure that everyone ‘knows’ what they need / would like to know.
2) People at all levels get suspicious / unhelpful if they feel ‘left out of the loop’.
3) Identifying legitimate Stakeholders is always a challenge – not all of them are formal.
4) Professional practitioners are not the font of all knowledge.
5) Perspectives and language (discourse / terms) may vary
dramatically between parties.
6) Expectations may similarly vary, and can be challenging to manage.
7) It is essential to start any programme by identifying ‘what works’ and protecting that.
8) Who is ‘qualified’ to undertake such ‘what works’ identification can be problematic.
9) Participants’ understandings develop over time; what they’d initially asked for will change.
10) The same may also apply to the professionals involved – especially if they are sensitive to context.
11) Sustainability – social, economic, physical – is often
overlooked in practice, if not in theory.
12) There is rarely a clear end-point (when does ‘regeneration’ finish?)
13) Engagement is by definition voluntary; it can never be forced, but is very necessary.
14) Equipping people to engage often requires patience, skill and thoughtful leadership.
15) Many stakeholders only really become interested when the chequebook arrives; be ready and beware!
These observations formed part of a lecture delivered (by Hilary Burrage) on 23 April 2007 to Masters’ students of social policy and political science at Charles University, Prague, in the Czech
Republic.

What do you think?
Do these ‘rules’ reflect your experience? And are there other ‘rules’ to add to these?

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