Anti-Racist Code of Practice

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National Community Development Programme
Equality in Community Development
An Anti-Racist Code of Practice
December 1999

Contents

1. Introduction
2. Preamble
3. Internal Actions
4. External Actions
5. Implementing this Code

1. Introduction
This code of practice provides a framework for Community Development projects to address racism and to promote equal outcomes for Black and minority ethnic members of their communities (including Travellers). It is a tool for projects to use and make their own as they apply themselves to developing their work in this area.

2. Preamble
(Name of Organisation) recognises that racism is an issue at all levels of Irish society; national, regional, local and community. This is a concern for community development, which seeks to address poverty and inequality.

Our commitment to anti-racism is part of a wider commitment to equality. It is not about creating a hierarchy of oppressions but is a recognition of the particular nature of the exclusion of Black and minority ethnic communities (including Travellers) and the role of the majority population in this exclusion.

(Name of Organisation) understands racism as an oppression experienced by Black and minority ethnic communities (including Travellers). Racism involves individual practices that discriminate against these groups. This discrimination can be intentional and without intent. At times, it is only visible in the unfair outcomes for these groups relative to outcomes for the majority population from the provision of institutions and organisations.

(Name of Organisation) is committed to this code of practice because

• The community is multicultural or might be in the future and cultural difference challenges us to do things differently if we are to create outcomes for all the community
• As with all communities, there is the potential for racism in the community and we seek to prevent this potential being realised.
• As with all community groups there is the potential for racism in our organisations and we seek to prevent this potential being realised.
• Racism is a growing problem in Irish society and we are challenged to demonstrate solidarity with those who experience racism.

3. Internal Actions
(Name of Organisation) commits itself to make racism a visual issue through:

• Introducing it as a theme in inter-project training and the pre-development phase of projects.
• Examining our own ethos so that anti-racism is central to our mission and so that the assumptions that underlie our work are proofed against racism.
• Communicating the anti-racist ethos of our organisation in the symbols and images we use and in the messages we communicate.
• Acknowledging the particular oppression of women from Black and minority ethnic groups and taking steps to address it.

To ensure our decision-making procedures are anti-racist through:

• The participation of Black and minority ethnic (including Traveller) members of the community in out decision-making structures and the provision of capacity building supports where necessary to ensure this participation is effective.
• Creating different mechanisms for participating in decision-making to ensure that the effective participation of Black and minority ethnic (including Traveller) members of the community
• Networking with organisations articulating the interests of Black and minority ethnic communities (including Traveller) to secure their imput to key decision and plans.
• Assessing all key decisions for their impact on the issue of racism and their contribution to positive outcomes for Black and minority ethnic (including Traveller) members of the community.
• Making anti-racist actions a dimension of all plans.

To pursue our role as employer in an anti-racist manner through:

• The manner in which jobs are advertised.
• The person specification prepared for jobs.
• Recruitment and interviewing practices.
• Commitment to positive action in the employment of members of Black and minority ethnic communities (including Travellers).
• Taking action to create the conditions for such employment outcomes for members of these groups.

To promote anti-racism and interculturalism in the materials we produce through:

• Ensuring materials produced or published are attractive and accessible to Black and minority ethnic (including Traveller) members of the community.
• Developing materials that promote the organisation in a manner that captures our anti-racist commitment.

4. External Actions
(Name of Organisation) commits itself to develop intercultural approaches to our actions and services through:

• Gathering information on the needs and aspirations of Black and minority ethnic communities (including Traveller) members of the community.
• Challenging incidents of racism as they arise within actions and services.
• Designing actions and services so that they are culturally appropriate and accessible by minority groups as well as the majority population.
• Developing actions and services specific to Black and Minority ethnic (including Traveller) members of the community where this will enhance access to and outcomes for our mainstream work for these groups or where this will address culturally specific needs and a history of discrimination.
• Tracking through the collection of data, the take-up by and outcomes for Black and minority ethnic (including Traveller) members of the community from our actions and services.

Developing relationships with Black and minority ethnic (including Traveller) communities through:

• Availing of the organisations articulating the interests of these communities as sources of information.
• Networking and developing partnerships with these organisations in developing our plans for action and services.
• Including these organisations in our mailing lists
• Resourcing these organisations as appropriate.

Taking action in solidarity with Black and minority ethnic communities (including Travellers) through:

• Supporting campaigns pursued by these communities and taking up their issues in our campaigns.
• Raising these issues in the various fora where we are involved.
• Advocating anti-racist practice within local and national institutions.

5. Implementing this Code
A post of responsibility will be allocated within the staff with the role of monitoring the implementation of this code and of ensuring it is brought to the attention of staff and management at the appropriate moments.

Staff and management will take responsibility for ensuring information flows to maintain our capacity to implement this code and will take part in anti-racist training.

The Community Development Anti-Racist Code of Practice was devised by the National Community Development Programme under the auspices of the Department of Social, Community and Family Affairs.