Black Lives Matter.
The protests in the US and subsequently the UK are finally forcing those of us who don’t face racism daily to confront the inherent biases, unfairness and systemic racism that exists here in the UK. The toppling of statues, the renaming of streets and an increasing willingness to listen and learn are a start, but there is so much more to do.
mySociety’s work has always been about understanding where power lies and how to enhance people’s abilities to hold that power to account and call out injustice. We stand in solidarity with Black Lives Matter protestors and all Black people who have experienced systemic and institutional discrimination.
We recognise that the injustices perpetrated by the current system and institutions, built on centuries of racial injustice and colonial violence, disproportionately impact those from Black and minority ethnic (BAME) communities. It is only right, therefore, that we reflect upon where we’re falling short in our support of these communities and what we might do to better as an organisation and as a sector to change those dynamics.
Starting with ourselves
Technology reinforces structural inequality by actively equipping state institutions to deliver unjust outcomes more efficiently, e.g. by wilfully enabling state surveillance (knowing that people of colour are disproportionately affected by this) while civil society and civic tech have failed to open up channels for engagement that work better for marginalised groups and aren’t primarily on the terms of extant powerful institutions.
This is exacerbated by representation in civic tech which suffers from the same shortcomings as the wider tech and civil society fields that we’re part of: with usually white leadership and staff, most tech roles held by men, and limited opportunities for progression for those from BAME communities. The challenges of this narrow representation in our field are very clearly laid out by Decolonizing Civic Tech.
Having spent the past few years successfully improving gender equality within our own team but with less success in improving our ethnic diversity, we are well aware that changing the make-up of an organisation does not happen of its own accord; it requires intention and purpose – we’ll only have more Black colleagues by actually hiring them.
Changing the composition of our teams to become more diverse is not an overnight job and we have to start from where we are. That means making explicit commitments to actively tackle racism in our organisation and the wider sector, advertise for new roles to ensure that they reach prospective Black candidates and the role and organisation is seen as attractive to work in, creating leadership opportunities for Black colleagues, and providing support for training and career progression where we can.
Something we can make progress on more immediately is how we can best help shift power within our sector, and without assuming this is what is needed explore what appetite exists for establishing more cross sector communities to provide support and mentorship between Black colleagues within different civic tech organisations and the wider field.
Where we are falling short
Five years ago we released our report on ‘Who benefits from Civic Technology’ which looked at the inherent biases in who was more likely to make use of our services; in the UK they tended to be older, usually white and usually male – basically those already comfortable dealing with public officials, in public, and with an expectation that their requests would be dealt with in a timely manner.
Since then not enough has changed.
Internationally all of the successful work we have done has been carried out in partnership, with local groups who understand their community, the political situation, how best to operate and run their services.
We identified this partnership approach as being the key way that we could better understand and deliver our services in the UK so that they could benefit more marginalised communities. Despite a few exceptions we simply haven’t made enough progress on this.
So with each new project we will redouble our efforts to listen to and collaborate with those groups and individuals drawn from these communities to better understand how we might change our approach where needed, make services that work for those who most need them, or just get out of the way and support others when it’s not our place to help. We’re committed to reporting back on progress against this in our research programme.
As a team and individuals we recognise that it’s up to us to educate ourselves on how to be anti-racist. Like many others, we’re sharing books and articles to read so that we all better understand the issues and recognise what we need to do to change.
From our internal discussions we’ve made clear that it’s okay to be uncertain of how to react or what to say – but it’s even better to learn from each other. This is not just the work of a few blog posts or the occasional meeting – it’s about understanding how we normalise anti-racism within our day to day work, to adapt our approach and working methods where required.
We’ll consider the language we use to describe what we do, how we might better use the funds, access and what influence we have to raise up and introduce Black voices within our sector and the communities that we serve.
And where we get it wrong along the way we’ll try to fix it and make it right.
On a personal note
As a senior leader within a civil society organisation I’m not unusual in being a middle-aged white man.
One thing I do understand is that the job of leadership is to help create the conditions for your team to succeed and do their best work in the right way. This applies equally with the need to create a more diverse team and culture, especially when all the research suggests that more diverse teams are more successful in their goals and impact.
So whilst I hold a position of responsibility it’s on me to cede that held space to others as we find and support new leaders to take our work forward – which is ultimately what I’ll be held accountable for in the future.
And if you like me are looking for a good place to begin, this post by Salma Patel: ‘White senior leaders: 12 practical things you can do this week to create a supportive culture for your Black/BAME colleagues’ is a very useful starting point.
Image: Sam Pearson (CC by-nc-sa)