At the CRE, I've conducted formal investigations into the Army and the prosecution services to help overcome institutional racism in these bodies. At the same time I remained fully engaged in the trade union movement, while also working for private companies and organisations. My work has taken me all over Europe, and I've lived in France and Denmark. I have spent much time advising organisations and governments throughout Europe on diversity and change management. Having both a trade union and a private sector background has enabled me to provide advice on ways to bring the two sides together and bridge gaps on many of the issues that we face in the context of racial discrimination.
Most racism nowadays takes indirect forms.
People don't necessarily intend to disadvantage other people because of their racial or ethnic background. For example, initiating a policy that all women who work in a shop have to wear skirts. This is not only discriminating to women in general, but also has a disproportionate effect on some Asian and Islamic women, whose custom is to keep their legs covered. Therefore, if policies imply particular disadvantages for people in one particular racial or ethnic group, such policies should be changed. It is not acceptable that black and ethnic minority people have to be twice as good to get half as far.