Me and Prof Aneez onstage at the public forum last Tuesday.
If there was a theme to my week last week, I would call it 'Diversity and Equality' week. I've had busy weeks before but rarely does everything on my schedule synchronise quite so well.
Last Tuesday I had the honour of moderating the public forum entitled Race Relations:The British Experience hosted by the Institute of Ethnic Studies (KITA), UKM. It was held at the Malaysian Institute of Integrity at Jalan Duta to make it more accessible to the public and I think that's why there were more than 300 people in attendance. It also proved that people are interested in the subject because they came despite it being a weekday afternoon.
I found that I knew lots of people in the audience. Many of my NGO colleagues were there, as well as many from academia and individuals who just were curious about it. I forgot to ask who in the audience had heard about it from this blog.
A section of the crowd at the public forum.Anyway after the formalities, which included an opening speech from Minister from the PM's Department in charge of national unity and KPIs, Tan Sri Koh Tsu Koon and who then had to leave, the forum was underway.
Prof Dr Aneez Esmail spoke about his experience of having his life changed by racism. He was born in Uganda but in 1972 all Asian Ugandans were given two months to get out of the country with only two suitcases, under orders from then President Idi Amin. Some 16,000 of these Asians went to the UK which took them in despite some opposition from locals.
He then went on to study medicine at university and then upon graduation started looking for a job. He soon realised that he had to send off many many more applications than any of his white colleagues.This was at a time when Britain was short of doctors in its National Health Service and was bringing in lots of doctors from the Indian Subcontinent.
Curious about why this was, he finally met one of the people in charge of recruitment and asked him how they selected who to employ. And the man said, "I put all the applications with white names in this pile and all the ones with the foreign names in another pile. Then I select from the first pile and only if I can't find anyone there, do I look at the second pile."
Prof Aneez realised that this man was not a malicious man but like many Brits at the time, they took these attitudes as normal. After all, there were many job ads in the British Medical Journal which actually said "British doctors only" (meaning white ones only) and where you could see signs outside boarding houses which said "No blacks, no Irish, no Asians, no dogs.".
He then set about to try and prove that these racist attitudes existed through empirical means. With a white colleague, he set up a simple study. They both sent out job application forms to many hospitals with identical qualifications. The only difference was that some had white names and some had 'foreign' names. And the results were astonishing:the white candidates were ten times more likely to be shortlisted for jobs than the non-white candidates, despite having the same qualifications. (A similar
study recently in Australia showed the same thing.)
The results of this study was published in the British Medical Journal and uproar ensued. Prof Aneez was almost arrested for making 'fraudulent applications' while the British Medical Council wanted to censure him for bringing the medical profession into disrepute. But the study proved that although the British Parliament already had a Race Relations Act in 1976, racism still existed. Still, as Prof Aneez asserted, they needed the Act "to provide the mechanism to challenge whether the Constitution worked".
The RRA provided the framework but obviously did not solve the problem. It was not the solution but "the beginning of the journey." And the journey was tested again in 1993.
In that year a young black boy Steven Lawrence, waiting at a bus stop, was set upon by a bunch of white thugs and was beaten to death. When the police came, they assumed that it was Steven Lawrence who was the criminal and took their time calling the ambulance, ignored clues, didn't interview witnesses, etc. Lawrence's parents took the matter to court, accusing the police of racism, and the result was the
MacPherson report which for the first time recognised 'institutional racism'. This resulted in an amendment of the Race Relations Act which stated that public bodies ' have a duty to promote racial equality'. Since then, all public institutions have to make concerted efforts to ensure diversity within their workforce. Or else they will be censured by the Government.
Today Prof Aneez is Vice-President of Diversity and Equality at the University of Manchester. This means that he has to not only ensure that there is racial diversity among the students , faculty and staff but also gender and socio-economic diversity. As an example, while there are many female lecturers, there are very few female professors. When the heads of faculties are asked why, they said that many women lecturers don't seem to be ready for professorships. Prof Aneez has the power to tell them that this was not good enough and that they had to go back and ensure that the women lecturers were made ready for professorships by the following year, or else nobody would be made professors at all! It works a treat!
He also spoke about how the University has tried to ensure that its students come from more diverse backgrounds. He explained how, with the standard offer of 2As and a B to get into the university, they had no trouble getting many students who were mostly from private schools or the elite state schools. So they decided to look at the schools around the Manchester area and realised that the students there found it hard to match their private school counterparts because their schools lacked facilities and they often came from families who could not afford books, computers or tuition for their kids. Hence their A Level results weren't that great.
Manchester U then decided to take a proactive step and invited the kids from these poorer backgrounds to summer camps where they were given tuition and help to improve their A Level grades. Also their entry requirements were lowered slightly to take into account their less advantaged backgrounds. As a result more students from these backgrounds were successful in entering degree courses at Manchester. And what's more, once in, they tended to do better than the students from the more privileged backgrounds!
So the main points that Prof Aneez wanted to stress from the British experience, were that:
Legislation is necessary but it must be more focussed on
outcomes, rather than processes. We have to look at whether it works or not and then take steps to ensure that it does. Some of these steps are affirmative action, quotas and other needs-based affirmative action. (There are a lot of people here who are opposed to a Race Relations Act, not all for the same reasons. Some argue that we don't need it because we already have other Acts while others feel that we should really get rid of all these Acts because they don't help race relations at all, so another one is not really going to help.)
Many people may not agree with affirmative action but it can bring benefits. Prof Aneez gave the example of affirmative action in the US. To truly appreciate what an achievement for Barack Obama to become President, we have to realise that it was only in 1964 with the
Civil Rights Act that African-Americans could even vote. After that, in order to bring African-Americans up to speed quickly, they instituted affirmative action specifically to get them in education and into public offices etc. Without this, it is highly unlikely that Barack Obama would get where he is today.
However, as succesful as that action was, it doesn't mean that it needs to continue always in the same form. As Barack Obama himself says, while he benefited from affirmative action, it doesn't mean that his daughters should also benefit from it. Obviously they are growing up in a very different environment from their parents so they can make it on their own. While the need for affirmative action remains in the US, it now needs to be a needs-based one, that is, one that is aimed at anyone from poor backgrounds, regardless of race. This would still mostly benefit African-Americans because they are still the poorest but would also cover Hispanics, Asian-Americans and also poor whites. (And if anyone is making comparisons with our situation here, it might be useful to remember that the NEP
started off as a needs-based affirmative action programme meant for
anyone who was poor.)
Prof Aneez also spoke about quotas, another controversial measure which he doesn't normally favour unless it is for a specific purpose and is time-limited. He gave two examples of quotas for women that have been successful in redressing particular imbalances.
Many years ago, frustrated with the low numbers of female election candidates, the British Labour Party imposed a
quota where a number of safe seats had to be given to women candidates for the general elections. Today there are about 100 women Labour MPs, compared to only 8 Conservative ones, and the quotas are no longer in place because the women are quite capable of flying on their own. (It also means that ironically, the party that has had a woman leader has a far smaller pool of women to choose leaders from than its opposition.) This would not be something too difficult for any party here to do either.
Another example was
Norway which several years ago told all companies that 40% of the composition of their Boards of Directors had to be women within two years or else they would not get any contracts. The Government extended that period by another two years and today, most of Norway's companies have women filling at least half of their Board seats. So sometimes, wielding the big stick works when nothing else does. And by the way, none of these companies have suffered from having women in high positions either.
These were some of the practical examples that Prof Aneez cited has been done to redress imbalances within society, as far as race , gender and class are concerned. How did our audiences respond to this?
Q&A time at the forumAt both the public forum and the closed roundtable a few days later, Malaysians showed that they are very capable of discussing these issues with great maturity and rationality. (Perhaps because there weren't any politicians there?) They asked intelligent questions and they pondered how these lessons can be applied here in our country. Of course, our situation is not the same as in Britain. But it is clear that change is needed in order for us to move forward.
Perhaps the most important lesson is really that change has to come from below, not from the politicians. Nothing would have changed in the medical profession in Britain if Prof Aneez, a simple doctor, had not done his little study on recruitment. Perhaps, for example, what we need is something like a Macpherson report on the police to galvanise them into dealing with the possible institutionalising of prejudice within the ranks? Perhaps we need quotas and special incentives to bring in non-Malays into the civil service within a certain time frame, and not take "nobody wants to apply" as an excuse? The important thing to remember is not that we have quotas for unqualified people but for people with equal qualifications who may not even apply because of various reasons.
I personally don't think that we can deal with racial equality isolated from gender equality. In between the two forums on race relations, I went to Penang to speak at an in-house Intel conference on women in the workplace. Like many multinationals, Intel has a policy of ensuring diversity in their workplaces and actively works to make sure this happens in all their sites in the US and around the world. According to their Vice-President in charge of diversity, as a global company dealing with employees in so many countries and cultures, diversity is good for business. They recognise that a one-size-fits-all approach will not work and so they ensure that their staff have input in how their operations are run.
Judging by the types of people, especially women, I met working at Intel, it seems to me that a diversity policy attracts very good people. When people know that they are valued for their skills and knowledge, rather than things they can't do anything about such as race or gender, than they tend to be happier, and therefore more productive, employees. But there has to be special provisions to recognise structural impediments to lack of diversity, such as educational opportunities, gender barriers etc.
It was really instructive listening to the female (and male) staff at Intel talking about workplaces issues affecting their different genders. For example, despite the company offering flexible and part-time jobs that they thought might help some staff cope with balancing home and work better, few take them up largely because of fear that this would be seen as 'slacking'. Whereas in the US and Europe, flexitime is very popular. So these cultural issues need to be considered when trying to implement these policies.
Intel is not the only company I'm familiar with that has a diversity policy. But I don't know of any local company that has any sort of diversity policy where they seek to ensure not only racial diversity but also gender diversity. After all some workplaces could be said to have too many women!
All in all, it was a very interesting and stimulating week for me. There will be a CD of the public forum and reports done which I will inform you about when they are out. I think for me, I get the feeling that while we have innumerable problems, most people are keen to try and resolve them in a way that would benefit everyone. There was really a lot less blaming perhaps because without practical measures to overcome problems, nothing will be achieved.
By the way, the police were there at the public forum. Apparently the IGP sent 70 of his officers to attend and someone pointed out several CPOs to me. At one point, one member of the audience took the mike to complain about some incident he experienced where the police took no action and the Selangor CPO stood up and gave him his card. I just hope the police listened to the story of Steven Lawrence and reflected on themselves ( though actually I doubt self-reflection is big among the police).