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Black, Asian and Minority Ethnic Labour

The creation of a fair and equal society in Waltham Forest is a key priority for the Council
Councillor Afzal Akram

CESImmigrants and Their Descendants in the Political Process
Improving the political integration of immigrants is an important task for the European Union. The number of people with an immigrant background in the EU is gradually rising, a trend that is expected to continue. As a result, immigrants and their descendants are likely to play an increasingly significant role in the political life of Member States, as well as at the European level. Nevertheless, political parties in the EU seem to have neglected this phenomenon. Immigrants from third countries and their descendants rarely appear as party members; party leaders at the local, regional, national and EU levels; or as paid officials or candidates. Political parties should therefore consider more carefully the political potential of immigrants and their descendants.
nutshellIn a nutshell - Migrating Towards Participation
Immigrants and Their Descendants in the Political Process
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Improving the political integration of immigrants is an important task for the European Union. The number of people with an immigrant background in the EU is gradually rising, a trend that is expected to continue. As a result, immigrants and their descendants are likely to play an increasingly significant role in the political life of Member States, as well as at the European level. Nevertheless, political parties in the EU seem to have neglected this phenomenon. Immigrants from third countries and their descendants rarely appear as party members; party leaders at the local, regional, national and EU levels; or as paid officials or candidates. Political parties should therefore consider more carefully the political potential of immigrants and their descendants.

Increasing immigration to the EU—and the integration of immigrants and their descendants into society—poses challenges to national and EU-level political parties.
These parties have struggled to incorporate immigrants and their descendants as members, officials and candidates, and have not sufficiently tapped into the electoral potential of the immigrant population.

The unfulfilled potential of immigrants in politics is all the more striking given the ever-increasing numbers of first-, second- and third-generation immigrants residing in the EU. In 2010, the number of foreign-born2 residents from third countries (non-EU) totalled 31.4 million, representing approximately 6.3% of the EU’s population.  Population projections speak of an ever-increasing proportion in almost every Member State of people with a foreign background, as shown in the graph above. Figure 1 shows Eurostat projections indicating that in many Member States, the share of the immigrant population is set to double or even triple.
In many countries, however, there are formal (institutional) and informal barriers to the political participation of immigrants, a situation which contrasts with other fields in life such as the arts or sport, where immigrants are much better integrated. In addition, political parties do not seem to be making use of existing monitoring tools that would enable them to map the electorate, voters, party members and candidates in order to determine these people’s migration backgrounds.

The lack of participation of immigrants in the political process is problematic for two reasons. First, without political participation immigrants do not fully integrate into society and may become alienated. Parallel societies may emerge based on ethnicity or religion which emphasise differences between the allegedly failing European political and economic systems and the ‘pure worlds’ centred on the distinct values of minority religions or cultures. This results in a lack of social and political cohesion and, in extreme cases, in the covert or overt support of violent responses to the problems of society. Second, political parties in general, and those on the centre-right in particular, are missing out on the electoral potential of migrant voters.

This lack of participation in mainstream politics, and the resulting possibility of radicalisation, becomes all the more visible in times of economic crises. Xenophobic reactions drive wedges between the majority society and immigrants as well as between different immigrant communities.
From a politically strategic point of view, the integration of immigrants into political life in the medium and long term is therefore crucial. It is logical that people with an immigrant background should be represented as voters, party members, candidates and party leaders.

BAME LabourBAME Labour
We are a democratically constituted membership organisation. We are affiliated to the Labour Party but are politically and organisationally independent. BAME Labour works closely with the Labour Party because of our shared values of equality, tolerance and opportunity for all.
Labour uncutLabour Uncut
BAME Labour is pointless – because Labour’s leadership can’t be bothered with minority communities
BAME Labour barely merits reporting. It has been in existence for three years and under-performed even the low expectations that greeted its birth.
The successes of Labour’s women’s networks and growth in women’s representation have shown what is possible if people are organised and committed.
lbwfLondon Borough of Waltham Forest, Local Economic Assessment
November 2010, Navigant Consulting
read full report
A low-skilled borough... Waltham Forest ranks 377th out of 408 local areas in Great Britain on overall skills and qualifications scores.There are more Asian/Asian British unemployed in Waltham Forest than any other ethnic grouping. Asian/Asian British residents are nearly three times as likely to be unemployed as White residents, and twice as likely as Black/Black British residents. There are more Asian/Asian British unemployed in Waltham Forest than any other ethnic grouping.
Council affiliations
S tonewall LBWF
Black boy Islam
Top 100 Stonewall
Waltham Forest Council, 2011 Top 100 Minority
Our members know that people perform better when they can be themselves.
"At £2,000 per annum, membership represents exceptional value for money and a cost-effective way of implementing employers’ responsibilities under the Equality Act 2010."
Council comment:
"The heterosexism of wider society is the origin of discrimination against lesbian and gay men."
Getting into the Stonewall Top 100 is great news for Waltham Forest and a real testament to our commitment.
No known list of top employers to ensure cost-effective way of implementing employers’ responsibilities under the Equality Act 2010.
"Only 1% of senior managers employed by the UK's top 100 companies are drawn from ethnic minorities:
download report Kaleidoscope 'snowy peak syndrome'
wfcw‘Diversity deficit’ threatens FTSE 100 companies’ competitiveness
10 February 2014
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Two-thirds of FTSE 100 companies still have an all-white executive leadership, according to research which warns that a “diversity deficit” puts their global competitiveness at risk. The research found that just 10 people from ethnic and cultural minorities hold the top posts of chairman, chief executive or finance director – equivalent to 3.5 per cent of the 289 jobs at that level.
The situation is no better for women in the FTSE 100: they occupy 12, or 4.2 per cent, of the most senior posts.
The findings come from a study by Trevor Phillips, who used to chair the Equalities and Human Rights Commission, and Professor Richard Webber of King’s College London, who developed the Mosaic consumer classification system.
Britain's Top Employers Britain's Top Employers
The Top Employers label is only awarded to organisations that meet top standards in HR. Through objective, fact-based research, we determine whether an organisation meets the requirements and thus qualifies for the exclusive Top Employers certification.
ENEIEmployers Network for Equality & Inclusion.
We recognise that equality and inclusion issues often cut across the ‘protected characteristics’ as defined under the Equality Act 2010. ENEI helps employers think about equality and inclusion in a broader sense.
TimesSunday Times 100 Best Companies

Leadership: How employees feel about the head of the company and its senior managers
Wellbeing: How staff feel about the stress, pressure and the balance between their work and home duties
Giving something back: How much companies are thought by their staff to put back into society generally and the local community
Personal growth: To what extent staff feel they are stretched and challenged by their job
My manager: How staff feel towards their immediate boss and day-to-day managers
My company: Feelings about the company people work for as opposed to the people they work with
My team: How staff feel about their immediate colleagues
Fair deal: How happy the workforce is with their pay and benefits
Labour uncutWhat this country needs is more unemployed politicians. Labour’s leadership can’t be bothered with minority communities.
nutshellBAME Top 100 Employers
Please send information to the editors
nutshellStonewall Top 100 Employers
Stonewall list 2012

1 Ernst & Young
2 Home Office
3 Barclays
4 Sussex Partnership NHS Foundation Trust
5 Metropolitan Housing Partnership
6 Goldman Sachs
7 Accenture
9 Gentoo
10 Simmons & Simmons
11 = The Co-operative
11 = University of Cambridge
13 Nottinghamshire Healthcare NHS Trust
14 Hampshire Constabulary
15 Brighton & Hove City Council
16 = Environment Agency for England and Wales
16 = London Borough of Tower Hamlets
18 Lloyds Banking Group
19 Baker & McKenzie LLP
20 National Assembly for Wales
21= East Sussex County Council
21= University of Salford
23 = Leicestershire County Council
23 = South Wales Police
25 British Transport Police
26 Derby City Council
27 = Department for Work and Pensions
27 = ITV plc
27 = Southend-on-Sea Borough Council
30 = London Borough of Islington
30 = Merseyside Police
30 = North Wales Police
33 = Genesis Housing Association
33 = Irwin Mitchell LLP
33 = Nacro
33 = Transport for London
37 = Citizens Advice
37 = Leeds City Council
39 = Birmingham City Council
39 = St Mungo's
41 = Bristol City Council
41 = Core Assets Group
41 = National Audit Office
41 = Pinsent Masons LLP
45 = Crown Prosecution Service for England and Wales
45 = Morgan Stanley
45 = Royal Bank of Scotland Group
45 = Victim Support
49 = Cardiff University
49 = Kent Police
49 = Suffolk Constabulary
49 = West Mercia Police
53 = Department of Health
53 = Newham College of Further Education
53 = Rugby Football League

56 = Cardiff County Council
56 = Liverpool John Moores University
56 = Office for National Statistics
56 = Royal Air Force
60 = Hertfordshire County Council
60 = Tyne and Wear Fire and Rescue Service
62 = American Express
62 = Hogan Lovells
62 = The Security Service (MI5)
65 = Barts and The London NHS Trust and
Tower Hamlets Community Health Services
65 = South Essex Homes
67 = Clydesdale Bank
67 = Skillset Sector Skills Council
67 = Warwickshire County Council
67 = Your Homes Newcastle
71 = Crown Office and Procurator Fiscal Service
71 = Kent Community Health NHS Trust
73 = Eversheds LLP
73 = Hertfordshire Partnership NHS Foundation Trust
75 = Arts Council England
75 = Dyfed Powys Police
77 = Manchester City Council
77 = Royal Navy
77 = University of the West of England

80 = Herbert Smith LLP
80 = London Borough of Hackney
82 Gwent Police
83 = Berneslai Homes
83 = J.P. Morgan
83 = Sheffield City Council
83 = University College London
87 = Department of Energy and Climate Change
87 = Devon & Cornwall Police
87 = Liverpool Community Health NHS Trust
90 = Plus Dane Group
90 = The Scottish Government
92 = London Borough of Waltham Forest
92 = National Offender Management Service
94 = Barnardo's
94 = London Ambulance Service NHS Trust
94 = Scottish Prison Service
94 = West Sussex County Council
98 = Aviva
98 = Procter & Gamble
100 PricewaterhouseCoopers

*N.B. Those with = signs have joint ranking by score

Noor Ul Islam Think Tank Vision 2020 Noor Ul Islam Think Tank Vision 2020
ELOPELOP is in membership of the LGBT Consortium
nutshellMuslims making a positive change
Executive Summary
read full text ...

Only Allah Most High knows what the future holds in 2020. However, as with any action within our sphere of influence we rely on Allah Most High and then perform the action.
Based on our research we aim to achieve certain changes primarily within the Muslim community that will help in protecting the Islamic identity and contribute to the well-being of Waltham Forest and the wider community.

We envisage that by implementing these recommendations Waltham Forest should, by 2020, be a community where young adults have a sense of civic and financial responsibility and where parents are confident in engaging with educators to create a more tolerant and respectful generation.

Reducing crime and anti-social behaviour
In recent years we have seen a surge in crime and anti-social behaviour, predominantly, although not exclusively, linked to the youth. The report looks at the many measures introduced to tackle these problems, with questionable results and comes to the conclusion that emphasis should be placed on dealing with the culture behind criminal behaviour from an early age.
The accountability to Allah of individuals for their actions is the greatest deterrent for any practicing Muslim. The importance of legal punishment, based on fair and unbiased court proceedings, is also cited as another deterrent.

Some of the suggested recommendation for the eventual reduction in criminal behaviour:
  • Innovative and practical cultural (taqwa) programmes established in mosques or community centres. The primary aim is strengthening the Islamic personality within the youth, and getting them to become responsible individuals.
  • Every mosque has a trained drugs officer who can provide mentoring to those involved in drugs and advice to parents.
  • More youth clubs established in mosques. These should be managed by well-respected young Muslim role models.
  • Counselling programme for Muslim prisoners both whilst in prison and when they are released aimed at preventing their re-offending.
Mosques as centres of the community
Mosques should be the hub of the Muslim Community. Although Mosques are used primarily for prayer other services needed by the community should also be made available.
  • A series of measures are outlined to improve the running and development of Mosques including:
  • Mosque family counselling services relating to teenage issues, debt issues, drugs and bereavement.
  • Development of welfare activities within Mosques.
  • Media representative for each Mosque.
  • Greater participation in Youth Development schemes and the creation of Youth groups for every mosque.
  • A Think Tank group for every Mosque.
Making Education Matter
The general lack of respect in society has made the task for teachers more challenging with the result of more children underachieving in school. Parental involvement in their children’s education falls short of what is required and greater collaboration with educational bodies is required.
Islam places great emphasis on the need to be educated and the responsibility is on the individual to seek knowledge. The child, through Islamic teaching, should recognise their duty to acquire knowledge. Parents, with the assistance of the community, also have a great responsibility in providing Islamic education for their child.

Recommendations include:
Establishment of a local Islamic advisory group working for greater cooperation with local schools, LEA, SACRE, Governors and non-Governors.
  • “Every Child Matters” initiative to include all agencies.
  • Local Authority to promote the achievements of all pupils regardless of the school they attend (private or state).
  • Maintain and increase single sex schools in Waltham Forest.
  • Develop parenting coaching programmes.
  • School Governor training within the Mosques.
  • Local Madrassa council set up to share resources and best practice.
  • Muslim professionals to provide careers advice to local community.
  • Governor training for 16+ Muslim pupils to encourage a return to their own school as a Governor after graduating.
Increasing financial responsibility
The report looks at the global financial crisis and comes to the conclusion that the general acceptance of capitalist ideals is viewed as the main factor behind the current crisis. It highlights the responsibilities of Muslims in financial issues. The Islamic perspective is simply that all wealth belongs to Allah and we are simply in temporary possession of it and will be accountable for the way we use and share this wealth.

The following recommendations are put forward for greater financial responsibilities by individuals within the community:
  • Mosque becomes an advice centre to local major employers and job centres on Islamic issues.
  • Use debit cards or pre-paid credit cards for transactions not interest bearing credit cards.
  • Promote the Al-Mudarabah business model as a means to bring together wealthy business investors with unemployed people. Al-Mudarabah is a business consisting of a capital partner and a body or effort partner. The capital partner(s) provides the initial start up money for the business and is liable for all the business debts. He does not contribute any effort to the business. The body partner provides his/her effort only but no capital. He is not liable for the business debts.
  • Courses on Financial Literacy and debt awareness run by mosques and schools for the whole community.
Strengthening the role of the family
The report looks at the importance of the family and its declining role in society, due to growing individualism, and also takes an in-depth look at marriage, parenting, inter generational communication, the elderly and the role of the parents.
Islam believes that the family is the key to building a strong community. It teaches respect in all circumstances and to deal justly with one another. Great emphasis is placed on children respecting their parents and elders, which should be reciprocated. Islam sees the role of the parents as being the caring educator and friend.

The following recommendations are suggested to strengthen the family:
  • Mosque family counselling services relating to teenage issues, debt issues, drugs and bereavement.
  • Pre-marital training and marriage counselling service to be established by mosques.
  • Mosques working in partnership with Local Authorities to develop care strategy programmes for the elderly.
  • Encourage greater parental participation in schools.
  • Provision of pre-natal training.
  • Provision of post – natal support groups.
  • Development of parenting skill workshops.
nutshellELOP making a positive change
Subject: ELOP Connect... week commencing 3rd October... BME women's night this Monday!
Date: Fri, 30 Sep 2011 12:38:25 +0100

Hello lovely readers – We’re feeling particularly moved by the story of young American, Jamey Rodemeyer, who was just 14 when he took his life following a year of online bullying with gay slurs. Jamey posted an It Gets Better video to help others but then killed himself last weekend after posting an online farewell Sadly, Jamey isn’t the only gay teen that sees death as the only escape from their bullies but this shouldn’t happen! There are laws to protect us and agencies to support us and we must do everything we can to protect our young people from such experiences. If you need support, know someone else who may need support or feel your school or workplace would benefit from hearing about how homo/bi/transphobia can kill people, then please, contact us!

Did you know…
· ELOP offers a rapid response counselling service where we aim for you to start counselling with us within 4 weeks of contacting us and this includes having a pre-counselling appointment
· ELOP offers youth, individuals and couples counselling
· ELOP can offer short and longer term contracts
· ELOP doesn’t have a waiting list
· ELOP doesn’t restrict who can access our counselling service by postcode
· ELOP offers the only weekly social group for LGB&T parents and their little ones

Interested? Why not call us to see how we can help you today – 020 8509 3898
We’re keen to hear your views, experiences & opinions so we’ve put together the clever little form attached with some prompts and support to help you help us. Please help, it’ll only take 10mins!
See you soon ELOP-ers…
WEEKLY As Always …
Club Mellow Parents & Baby group
Our Club Mellow Parents & Baby group is for LGB&T parents and their pre-school little ones to have their weekly rainbow family time. Have a cuppa and a natter about what’s going on in your world, share stories & build better networks. Only £2 entry for adults and FREE for little ones - Thursdays 10.30am – 12.30pm

Club Mellow Youth group
Tap into and indulge your creative side with an arts & crafts session this week so lots for you to get stuck into, although not literally we hope. Trans artist Alex is coming joining us to facilitate your creations… More details to follow in Jessie’s email next week. Come along, bring a friend & make some more! Drop in and hang out from 6pm. FREE entry - Wednesdays 6-9pm

Club Mellow Support group
Let’s get back to basics and play some board games with chats & support! Only £2 entry - Mondays 2pm – 4.30pm
NEW Monthly Monday Events (except bank holidays) All groups 6.30-9.30pm
First Monday BME Women’s Night Next session 3rd October
Coming out with colour is the talk shop topic for tonight. An opportunity for you ladies to share what it was like to come out or what prevents you from coming out to your community.
Third Monday Women’s Night Next session 17th October
Halloween Theme for girls!!! Whether you like Catherine Deneuve as a sexy vampire, or more into Nicole Kidman in ‘The Others’, it will be a scream with chilly tales!
Fourth Monday Men’s Night Next session 24th October
Halloween theme for boys!!! What is your favourite scary movie? It’s Halloween theme this month. What are your plans this year? What is your favourite scary movie characters? The handsome, sexy vampires in Blades? Or the running zombies in 28 Days Later? We can share ghost stories, and talk about the gay horror, an emerging genre!
Bring some Halloween tricks & treats, cup-cakes or popcorn, have a cup of tea and maybe watch a scary movie for a chilling night!
Third Sunday LGB&T Family Day OUT Next event 16th October
For our regular monthly Sunday family event next month we’ve hired a local children’s play centre so we have MUCH more space with fantastic soft play areas for kids of all ages! The event, held at The Limes, E17 2.30-4.30pm, is for LGB&T parents/ carers and their children. To book places for you and your little ones, please email with your names & contact number.
Your Space, Your Place
We’re keen to ensure, where possible and within reason of course, that we design and deliver activities that YOU want to come along to so we want to hear YOUR ideas for Club Mellow activities. We’re happy for you to be quirky and creative or remind us that sometimes back to basics works best. Unfortunately, until some kind and generous person/ people donate or leave us some money, realistically the activities need to either be zero or low cost to deliver (oh dear, was that rumble in the distance the sound of your bubbles bursting…). However, we are of course interested in hearing about activities that you would like us to provide that do cost money so that we can consider adding these to the pot of potential funding projects so please, give us some feedback & help make sure that your needs are met and desires fulfilled at Club Mellow.
The National LGB&T Partnership
The National LGB&T Partnership now has its own Facebook page -

Also, if you aren’t yet a Stakeholder Member of The Partnership, please send an email to asking to sign up.
We’ve also attached the latest Partnership bulletin with updates & opportunities for LGB&T communities. Please spread the word and join us!!!
The Glass Bar
All events below are a must to attend, particularly Flaunt Halloween Party on Sat 29th Oct. I will say at this point that I will stop putting on events if you can't be bothered to attend. I realise that some of you have particular reasons for not attending travel distance, family, health etc but there is little point voicing your appreciation for the opportunity to have events if you insist on not walking your talk. It would be a huge honour and a great delight to see all my events made busy by your genuine interest.

On Saturday 29th October Flaunt has its halloween party. Theme Dirty Devils and Fallen Angels. We will be raising money for ELOP charity (East London Out Project). £8 inadvance. £10 on the door before 11pm and £15 after. All advance ticket money goes to charity. for your advance tickets.
Venue: Holborn House 266/267 High Holborn WC1V 7EE (Holborn House exudes timeless glamour and opulence).
Time: 8pm - 3am
Dress code: Wickedly sexy.
Attitude: Naughty but nice.

LGBT Rainbow Parents E-NEWS

Hello folks - hope you are well and OUT in the sun - a couple of things to tell you...
Firstly final reminder that our next gathering is THIS sunday, October 2nd, 2-4 Positive East, Stepney Green...please come for a cuppa, a chat and a play. The space has a wide range of stuff to play with, books etc ALL WELCOME!
Secondly, and very exciting, there's a new LGBT Parents/carers/kids drop-in group starting up on one saturday a month in central London....see the info below. its run by LGroup Families and is for all LGBT people....

Subject: LGBT Parents and Children Drop-in at Children's Centre
There will be an LGBT Parents with children drop-in starting on Saturday the 15th of October at 10am to 12noon. It will take place at Coin Street Neighbourhood Centre (inside there is the children’s centre)
We will have full use of the Children’s Centre between 10am and 12noon on the 15th. The drop-in will then take place every third Saturday of the month (same venue) I have put a link on how to get there.
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LGBT parents- to -be are also welcome - If you would like to book a place, please email TESSA at
17-24-30 No To Hate Crime karaoke fundraiser
The Kings Arms Soho, 23 Poland Street, London W1F 8QL, is hosting a karaoke fundraiser on Sun 2 Oct from 8pm in aid of 17-24-30 No To Hate Crime, the organisation behind the London Hate Crime vigils who aim to enourage people of various backgrounds to work together to eliminate hate crime in our communities.
Government announces new consultation on civil marriage for same-sex couples
On 17 September, Lynne Featherstone, the Minister for Equalities announced that a public consultation to consider how to make civil marriage available to same-sex couples will begin in March 2012. This would allow any legislative changes to be made before the end of this parliament. The consultation will cover civil marriage for same-sex couples only - not religious marriage or opposite-sex civil partnerships.

The Women’s Project
A unique opportunity for a diverse group of women who love women aged over 25yrs to meet regularly over 7 weeks to discuss ideas, share experiences and talk about the things that matter to you in a different and safe environment. We have different activities, guess speakers and most importantly lots of complimentary refreshments!
This is a free workshop series to be held in Holborn for 7 Tuesday evenings from 6.30-9.30pm starting on 18th October 2011.
Interested? Find out more by emailing
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Volunteers Needed at ELOP!
We’ll be going out into our community social venues in Soho and North East London in the run up to World AIDS Day to promote our services and sell ribbons to generate much needed funds for ELOP. If this is something that you would like to help us with, please contact us to find out how to get involved!
ELOP is a thriving lesbian and gay centre that’s been supporting lesbian, gay, bisexual and trans (LGB&T) communities in East London since 1995. We’re currently recruiting volunteers for a number of exciting posts so if you’re LGBorT and have some time, energy, creativity and commitment to spare and would like to give something back to your community, we’d really like to hear from you!
Current vacancies include:
Charity trustees
ELOP ambassadors
Development committee members
Outreach and fundraising volunteers
Volunteers who live, work, or study in Waltham Forest who are interested in offering their voice to local issues
Female facilitator for our monthly social group for BME women
Female facilitator for our weekly support group for mental health service users & learning disabled adults
Male and female facilitators for our new monthly social groups
Male & female facilitators for our weekly youth group
Male and female facilitators for our monthly family events
Please contact us on 020 8509 3898 or at if you would like us to send you an application pack.
LGBT Conference 8th October
A day of case studies and workshops focused on Lesbian, Gay, Bisexual and Transgender youth activities taking place in libraries, archives, museums, youth centres and other settings. If you are interested in exploring the different ways in which LGBT related fiction, historical collections, performance activities and community projects can be used to engage and support young people, this day is packed with practical ideas.
Further details in attached flyer

56/60 Grove Road
London E17 9BN
Tel: 020 8509 3898
Fax: 020 8509 7950
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This email and any files transmitted with it are confidential and solely for the use of the intended recipient. If you have received this email in error please notify the sender and delete the email.
ELOP has taken steps to ensure that any attachments are free from viruses. You should, however, carry out your own virus check before opening any attachment. ELOP accepts no liability for damage caused by software viruses.
Raise money for ELOP every time you search the web.
Everyclick is a great new search engine. It works just like other major search engines but it also generates cash for the charity of your choice. They have already raised hundreds of thousands of pounds for a wide range of charities.
Make your homepage and raise money for ELOP whenever you search the web.
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FYI (ELOP is in membership of the LGBT Consortium)
home office We lead on issues relating to women, sexual orientation and transgender equality matters; we have responsibility across government for equality strategy and legislation.
Institue of Community Cohesion Institue of Community Cohesion, 2007
Breaking down the walls of silence

Extracts from the report :
Some of the Mosques appear to have less influence than others and community leadership may be more significant in respect of the leaders of the Birardari (or traditional kinship) networks.
The majority are of Pakistani Punjabi heritage, mostly from Jhelum and Kashmir. They are mostly of Sunni Barelwi origin.
There is also a small, but well established Shia community, also of Pakistani heritage.
Many members of the Muslim communities feel unrepresented by the Council and isolated from other statutory agencies: although there are 12 Muslim Councillors, they are all associated with the same Mosque and come from the same part of the Community.
3.1.5 Councillors from one particular community or group are perceived as working only in the interests of that group, rather than of all the people living in the ward they represent.
3.1.6 Similarly, Council officials from the Muslim communities are perceived by many to be partisan, and we understand that some have been placed under inappropriate pressure by Councillors or other members of their own communities.
Breaking down the walls of silence
BBC report ...
Reluctant Gangsters
John Pitts 2007
Waltham Forest has one of the highest crime rates of all outer London boroughs, and last year had the biggest increase in street crime (68 per cent) of any London borough. Crime and anti-social behaviour is the number one concern for local people. In three Leyton and one Walthamstow ward, unemployment is more than 7 per cent. The highest rates of unemployment are amongst young people, with 7.7 per cent of 16-17 year olds unemployed, rising to 14 per cent in Grove Green ward in Leyton.
Over 1,100 people have been unemployed for over 1 year (20 per cent of all unemployed) but in the more deprived estates, the proportion reaches one in four.
more ...
LBWFHigh earning ethnic minority community staff, employed in all services except education,

Waltham Forest Council receive top ranking for high earning minority staff, March 2011,
Since 2005 there has been a clear upward trend in the proportion of minority ethnic community staff, employed in all services except education, in the top 5 per cent of earners with figures rising progressively from 14.19 per cent in 2004/05 to 24.1 per cent in 2007/08.
Waltham Forest has consistently performed higher than the London median for minority ethnic community employees in top 5 per cent of earners. In 2006/07 the London median was 12.8 per cent and Waltham Forest achieved 22.5 per cent.
more ...
lbwfEthnic minority children are disproportionately more likely to be poor. Young people of Pakistani and Bangladeshi origin are less likely to take part in education, training or employment
nutshellIssues for BAME Residents (WF Council)
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BAME young people and early years

• Ethnic minority children are disproportionately more likely to be poor. Black and minority ethnic families are at higher risk of living in poverty, and in London this is especially the case for first generation migrants, asylum seekers and refugees and some longer standing communities, notably Pakistanis and Bangladeshis
• Young people of Pakistani and Bangladeshi origin are less likely to take part in education, training or employment
BAME and education inequalities
• On average, children from ethnic minority groups do not do as well in school as children from other groups. Children from Bangladeshi, Pakistani, black Caribbean, gypsy and traveller families do not do as well in early school, or make as much progress as they could during their time at school as children from other groups
BAME and employment
• BME have lower employment rate. The employment rate for the non-white population (58 per cent) is 11 percentage points below the borough average
• Worklessness is a major cause of poverty and an estimated 40 per cent of children in the borough live in households below the official poverty level. The proportion of women from the South Asian, Caribbean and West African migrant communities in work is particularly low
BAME and health inequalities
• BAME communities in Waltham Forest suffer health inequalities on particular health issues, such as coronary heart disease, HIV infections and diabetes
• Higher rates of child and youth obesity, especially in some BAME groups
• BAME and Mental Health Issues
BAME and regeneration
• It is imperative that those responsible for the projects that are reshaping our landscapes and communities see racial equality and good race relations as central
BAME and procurement
• Evidence suggests that ethnic minority businesses find it more difficult to gain opportunities to tender for contracts and are under-represented in both public and private sector supply chains
BAME and housing
• 70% of homeless households in Waltham Forest are from BME groups
Racism and hate crime
• Although significant reductions have occurred for certain crimes, BME people in Waltham Forest are twice as likely to suffer more crime than white groups
Other issues
• Ethnic minority people are a lot more likely to be stopped and searched by the police. They get harsher sentencing in court and are more likely to be sent to jail than white people who commit the same crime.
• The health, cultural and language needs of ethnic minority communities have been neglected. In London, if you come from an ethnic minority community, you may find it more difficult to get services that meet your needs
wfcwThe creation of a fair and equal society in Waltham Forest is a key priority for the Council. Waltham Forest Council has a longstanding reputation for driving forward the equalities agenda, and is committed to ensuring it continues to do so.
nutshellLabour's Record on BAME Rights, (Council's Equality Plan 2012 - 2015)
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The creation of a fair and equal society in Waltham Forest is a key priority for the Council and needs the commitment and contributions of all to make it a reality. Waltham Forest Council has a longstanding reputation for driving forward the equalities agenda, and is committed to ensuring it continues to do so. We are proud of our equality achievements as delivered through our previous statutory equality schemes.
With the introduction of a new single equality duty, fewer resources and much more challenging economic conditions, the Council recognises the need for a fresh approach.
Over the last few months, the Council has worked to develop a set of equality objectives through a review of relevant research and data and direct community engagement. This plan sets out what these key equality objectives are, how they will be delivered and evaluated. In times of economic constraints, the context is one of targeting resources on priority areas and focussing on those most in need.
Beyond the objectives, our ambition is to achieve equality as a public service provider and employer and to ensure our services are fully accessible.
Councillor Afzal Akram
Cabinet Member for Corporate Resources, Business & Employment

This is the Council’s Equality Plan for the period 2012 - 2015. This plan is an important document for residents and those working for and with the Council. It sets out the equality priorities the Council will focus on over the next few years and how they will be delivered.
The Equality Act 2010 sets out the public sector equality duty. This consists of a general equality duty which requires the Council to have due regard to the need to:
• Eliminate unlawful discrimination, harassment and victimisation and other conduct that is prohibited by the Act.
• Advance equality of opportunity between people who share a characteristic and those who do not.
• Foster good relations between people who share a characteristic and those who do not.

Specific duties, which are imposed by regulations, require the Council to:

• Publish sufficient information by 31st January 2012 to demonstrate its compliance with the general equality duty across its functions. This duty has been met by publishing equalities information on the Council’s website which will be updated annually.
• By 6 April 2012, prepare and publish objectives that it reasonably thinks it should achieve to meet one or more aims of the general equality duty. One of the purposes of this document is to address this duty to prepare and publish the Council’s equality objectives. Our Equality Ambitions and Approach
The Council’s equality agenda is about making positive changes for our residents, customers and staff and to improve services and make them more accessible. The Council also wants to make sure that it is being fair.
The Council’s approach is to use a wide-ranging evidence base to identify the priority issues for change and to ensure that robust processes are in place to deliver them. This is consistent with the legal duty to advance equality and eliminate discrimination. This plan sets out the Council’s equality objectives for lessening the effects of discrimination and advancing equality and fairness for everyone. Our Equality and Diversity Policy
To help the Council deliver its policy and meet the legal equality duties the Council has committed itself to the following four strategic outcomes:
• Promoting equality of opportunity
• Opposing all forms of discrimination, intolerance and disadvantage
• Ensuring our workforce reflects the diverse communities of Waltham Forest at all levels
• Providing fair, appropriate, accessible and excellent services to all.
Waltham Forest Context
The Council as at December 2011 employs 3,048 people (excluding employees in schools) in a range of roles to serve a diverse community of 247,503 people. The majority of staff are women (72.8 per cent), just over half (52.7 per cent) are from an ethnic minority group, and the largest age group amongst staff is people aged 30-49 (50.6 per cent). In addition to supporting a network of black and ethnic minority staff the Council also has active groups of disabled staff and lesbian, gay, bisexual and trans-gendered staff.

Some key features of the Waltham Forest population are:

The 2011 Mayhew Harper population count shows that Waltham Forest has a population of 247,503. Broken down by broad age group, some 28% of the population (68,141) are aged 0-19, 34% (83,798) aged 20-39, 29% (71,048) aged 40-64 and 10% (24,517) aged 65+. Pan London data from the GLA shows that Waltham Forest has a larger percentage of its population aged 0-19 (28.3%) compared to 24.5% across London. Between 2011 and 2031 the same data shows that the 65+ age group in Waltham Forest is forecast to grow the most from 26,898 to 39,852. (Source: 2011 Mayhew Harper population count and 2010 SHLAA from GLA). As of December 2011, we had 320 children in our care. 55% were male and 45% female. Most are in the '10-15' age bracket (35%) followed by '16 years and older' (27%). Mixed race children are over-represented in care (21% in care compared to 10% in local population).
Waltham Forest’s Black, Asian and Minority Ethnic (BAME) community is 42% of the total population and 8th highest across London when expressed as a percentage of total population. Broken down by specific ethnicity: Pakistani (9%), Black Caribbean (8.9%), Black African (7.1%), Other Asian (4.1%), Black Other (4.1%), Indian (3.5%), Other (3.7%), Bangladeshi (1.2%) and Chinese (0.9%). Of all the new arrivals to the borough since 2002, the top 3 countries of origin have been Poland, Pakistan and Lithuania (Source: GLA 2010 SHLAA and NINO Registrations Data 2002 –2010 DWP).
Data from the 2009 Annual Population Survey suggests there are 24,000 disabled people of working age (16-64) living in Waltham Forest. This would represent around 16% of the resident working-age population and is in line with the London average. 2011 data on the percentage of those claiming Disability Living Allowance shows that claimant rates tend to be higher in the southern and middle wards of the borough compared to the North though this data should only be treated as a rough indicator of the prevalence of disability. There are 19,000 people with reduced mobility living in Waltham Forest, half of whom have walking difficulties (48%) and 13% are wheelchair users. It is estimated that there are between 1,800 and 3,200 children and young people in the borough experiencing some form of disability. As of June 2010, 1,418 children and young people had a statement of Special Educational Needs in Waltham Forest (Source: 2001 Census, 2009 Annual Population survey, Office for National Statistics, Department for Work and Pensions).
Pregnancy and Maternity
Data regarding recent births from the GLA shows that Waltham Forest has 8.9% of its population aged between 0 and 4 compared to a London wide figure of 7.6% (2011). For those up to the age of 1 this percentage is 1.9% and 1.6% respectively. The Total Fertility rate for Waltham Forest in 2009 is 2.54 (4th highest across London) compared to a London wide figure of 1.95. The teenage pregnancy rate in Waltham Forest (2009) is 55 per 1,000 of the female population aged 15-17 compared with 41 across London and 38 across England. Source: 2010 SHLAA from GLA, Office for National Statistics, NHS (NCHOD).
According to the 2001 Census the borough has 57% of its population stating their religion to be Christian, Muslim 15.1%, Hindu 1.8%, Jewish 0.7%, Sikh 0.6%, Buddhist 0.4% and other 0.4%. Some 15% of residents claimed no religion whilst 9% did not state an answer. The multi-faith nature of Waltham Forest is evidenced by more recent data which shows that Waltham Forest has around 150 Christian Churches, 16 Muslim Mosques, 4 Hindu Temples, 3 Jewish Synagogues, 1 Sikh Gurdwara and 1 Tao Temple. (Source: 2001 census and Waltham Forest Faith Forum).
Estimates of the gender split in Waltham Forest are 50.6% female and 49.4% male (Mayhew Harper) and 51.3% female and 48.7% male (GLA SHLAA). (Source: 2011 Mayhew Harper population count and GLA 2010 SHLAA).
Sexual Orientation
National estimates of LGBT population range from 0.3% to 10% using different measures. A recent study commissioned by Waltham Forest Council suggested the population to be somewhere between 7,000 to 10,000 people in 2007 (this is 4-6% of the adult population). The study also suggested that there maybe at least 35 transgender individuals in the borough (Source: Measuring Sexual Identity – Office for National Statistics, Waltham Forest LGBT Matters). How we decided our Equality Objectives
We developed our Equality Objectives using the following four-stage approach:
• Collecting and reviewing relevant equality information and evidence.
• Presenting/discussing the findings from the review with key stakeholders
• Using the feedback from these discussions to inform the final set of objectives.
• Presenting the objectives to Cabinet for agreement.

Collecting information to create an evidence base
Each directorate created an up-to-date evidence base on equality issues by collecting and analysing data and information from local, regional and national sources. These included:
• Demographic information
• The results and findings from other recent consultation and involvement exercises
• Research reports
• Performance data including equality monitoring data about our customer base and levels of satisfaction with our services
• The results of recent inspections from an equalities perspective
• Workforce data and evidence Equality Stakeholder Session
Key equality stakeholders were invited to an event to agree the priorities. Presentations were made by senior Council officers on our draft objectives and the rationale/evidence behind them. Feedback, comments and challenge on the proposed objectives was received and wider ownership and agreement was established. The feedback from this session was used to inform the final set of objectives.
Key Principles
The following principles formed the basis of all our objectives:
1. Ensuring our equality objectives are aligned to the Council’s priorities and commitments.
2. Ensuring our equality objectives are specific, outcome-focused, deliverable and measurable.
3. Prioritising a small number of objectives where inequalities are most pressing and we can make a significant difference.
4. Ensuring that the objectives reflect all the protected equality groups and contribute to the aims of the general equality duty.
5. Expressing our objectives in language that is simple and straightforward, so that residents can understand what we are aiming to achieve. Our Key Equality Objectives We have set the following key priorities for change: Protect the most vulnerable: equality objectives
 Increase the percentage of older people and disabled people in receipt of social services who control their care through self-directed support.
 Reduce the length of time it takes for disabled children and adults to receive aids and minor adaptations.
 Reduce the incidence of racist and homophobic bullying within schools.
Improve Community Safety: equality objectives
 Reduce the percentage of over-represented young people from black, Asian and ethnic minority residents who are affected by gang-related violence.
 Increase access to domestic violence services for women and lesbian, gay, bisexual and transgender residents.
 Reduce the number of older people who are victims of burglary, and in particular artifice burglary.

Regenerate the borough: equality objectives
 Narrow the gap between the overall employment rate and the employment rate for black, Asian and minority ethnic groups, disabled people and women.
 Increase the percentage of young people who are in education, employment or training.
 Narrow the gap between the attainment of pupils eligible for free school meals and their peers.
 Narrow the gap between the attainment of Asian and Black African pupils and their peers.
 Narrow the gap between the attainment of children in care and their peers.
 Increase the attainment of pupils with a statement of Special Educational Needs (SEN).

Workforce equality objectives:
 Ensure the percentage of women, disabled staff, and black, Asian and minority ethnic staff is in line with top-performing London authorities across all tiers of the Council’s workforce.
 Encourage the development of young people through apprenticeships and a graduate programme.
 Support men and women to balance their work and caring responsibilities.
 Work closely with staff networks for race, faith, disability and sexual orientation to address priorities agreed with staff.
 Eliminate bullying and harassment in the workplace. How we intend to develop the Objectives further
The Council is in the process of developing its new cohesion plan and this will include further outcome-focused equality objectives in relation to cohesion and fostering good relations which will be published later this year. We will consider developing a number of equality outcomes associated with our population’s health when responsibility for local health improvement transfers to the Council in April 2013. Delivery, Monitoring and Evaluation
The Council’s management board have agreed a fresh approach to equalities to help respond to the current challenges of protecting the most vulnerable and providing resident focused services with fewer resources whilst ensuring compliance with the public sector equality duty.
The equality objectives set out in this plan are clearly aligned with the Council’s core priorities and are therefore very much part of our mainstream business. Each directorate has nominated a senior level equalities champion to provide a strategic lead on equalities and oversee the delivery of agreed objectives. Equalities monitoring will form part of the corporate performance monitoring arrangements and regular progress reports will be prepared to monitor progress.
It is important to note that these objectives are not a reflection of all of the Council’s equalities related work and all Council services will continue to work in providing inclusive and accessible services to all as well as seeking out opportunities to further advance equality of opportunity. This plan is a live document that will be reviewed annually to ensure the equality objectives remain fit for purpose.

ETHNOS Research and consultancy report, 2008
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