Rachael Wardell updated the meeting on the measures that have been implemented or are proposed to respond to the issues raised by the Black Lives Matter campaign.  Merton’s response has two strands: Community and Staff. There is a focus on increasing senior leadership.  The council has developed Risk Assessment for staff, re-established the BAME staff forum.

Liz Hammond informed the meeting that a package of HR measures went to the Corporate Management Team (CMT) and will go to Cabinet in October. HR is meeting with the BAME staff forum to discuss the range of measures proposed.

Cllr Alambritis informed the meeting that the Civic Centre was lit up after George Floyd’s death. Patrick Hutchinson who protected an anti-BLM protestor, showed human kindness.  Mr Hutchinson, a Croydon resident who works in Merton is going to be recognised by the Labour Party. The council is working with Operation Black Vote and will report to the Labour Party Review, led by Baroness Doreen Lawrence. Merton has referred the closure of St Helier Hospital to the Equality and Human Rights Commission. The borough continues to take action to ‘Bridge the Gap’. The Windrush Day celebrations were a success.  Cllr Alambritis thanked BAME Voice and Hannah Neale.

Questions/Comments

C: It is important to follow up on the data, people are feeling stigmatised, getting the data will give clarity.

C: The impact is a manifestation of inequalities in society – BAME staff are in frontline roles. Regarding the lack of BAME senior managers a solution could be taking on Trusteeships. Being a trustee would give management and strategic experience. This has the dual aspect of strengthening local charitable organisations and make them more diverse.

Q: Individual cultures in the borough  are classed as BAME.  How is BAME reflected in Merton? Some cultures may not be getting the right support to see who is disproportionately represented.

A: BAME is not a helpful descriptor- the name is  place holder for now. How much do conversations need sub dividing. 7 communities are the focus for the COVID-19 work. It is acknowledged that the disproportionate  impact is linked to wider inequality. The council is open to the suggestion about Trusteeships.  The council is looking at itself as an organisation, there should be no focus on candidates being the problem.

Q: How is the message of BLM cascaded across Merton? How will the wider community be involved? There needs to be an exchange between the voluntary sector and council to promote the message.

Q: Does the council use Name Blind Recruitment?

Q: Is there  a Conscious Bias programme and who will it be delivered to?

A: There is wider messaging about Merton as Leader of Place. Suggestions are welcome about initiatives responding to BLM. Future updates to the JCC could include and Education update.  The borough can’t instruct schools but can support and engage them through School Improvement.

A: We actively recruit for diversity, a challenge is to make the council marketable as an employer. HR will ask the BAME staff forum to comment on the Rooney Rule (having a BAME person on recruitment panels). Mentoring and Coaching Pan-London is an option. The number of applicants don’t reflect there is a problem, it is at senior level. Unconscious Bias training will be for all staff. Other initiatives include Anti-Racism training for the Senior Leadership Team (the top 80 managers).  The unions are involved in the Workforce Strategy and receive the ethnicity and grade data. The programme to address issued raised by BLM is now ahead of the strategy. Some reports will be done annually and can be shared with the JCC.

Q: Information needs to be shared with residents. Is it a staff forum?

Q: How long is the £5,000 funding for the forum for?  Will the forum be able to get any more?

Q: Is Succession Planning being done as there is no evidence of it across the council?

A: Not all BLM events are organised by the council. £5000 is annual funding for the forum for meetings and development needs. The forum is for staff and is facilitated by Black staff and provides a safe space for staff to discuss their experience.

Q: Has unconscious bias been encountered and how was it addressed?

A: Overt rascism has not been seen and would be challenged if seen.  Unconscious bias is harder to detect.