Brighton & Hove City Council
At Brighton & Hove City Council it is not enough to be ‘not racist’. We must be anti-racist. This is evidenced through systemic change which means looking at our policies, practice, procedures, and services and challenging ourselves with the questions, ‘are these actively anti-racist? Are we actively creating equitable voice, outcomes, and value for Black & Racially Minoritised people in the city? If not, why not and what needs to change?'
We made a pledge in 2020; worked on ourselves and our relationships with Black & Racially Minoritised residents, set this in writing. We want communities to feel able to hold us to account and, importantly, ensure that we hold ourselves to account. It is not for the communities to do the work. We must better understand the varied lived experiences and systemic barriers faced by Black & Racially Minoritised people who live, work, and visit the city.
We recognise that our initial anti-racism pledge was motivated by the severity of anti-Black racism. We commit to focusing on this when actioning anti-racism work.
We stand by the belief that “one either allows racial inequities to persevere, as a racist, or confronts racial inequities, as an anti-racist. There is no in-between safe space of 'not racist.’ The claim of ‘not racist’ neutrality is a mask for racism.” (From the book ‘How To Be An Antiracist’, Ibram Kendi, 2019)
The council, councillors and staff know that achieving the vision and the aims of this foundational strategy will take some time. A strategic approach is important to clearly state where we want to get to and how we plan to get there. This is an ongoing journey, and the strategy sets out a framework for the first five years. We will review constantly and make it part of the operating principles of the council for the future. Residents rightly want to see action and change. So do we. However, disconnected individual action, no matter how good, does not create long-term change. We need a considered plan to achieve fundamental change ensuring we truly understand anti-racism, and anti-racist principles are embedded in how we work, think, and deliver. We hope this strategy sets us on the right path.
This strategy sets out:
It is supported by a set of appendices which:
Our vision is to be an anti-racist council that fully grasps and understands the severity of racism in all its forms and manifestations. Actively using its power and influence to eliminate racism within the council and the city.
We are a city in which Black & Racially Minoritised people have equity of access, opportunity, and representation of voice.
We do the necessary work year on year to become anti-racist, acknowledging that the work and the change is our responsibility.
Our systems, policies, and practices reduce inequity for Black and Racially Minoritised people and we truly understand the diverse and intersecting lived experiences of Black & Racially Minoritised people who live, work, and visit the city.
We are a council with anti-racist principles embedded in how we think and act as a service provider and employer. The city and the council are a beacon of change to residents, organisations, and local authorities nationwide.
Our aims are to:
This is a 5 year strategy. It provides the base for the council’s work on becoming anti-racist and supporting equity for Black & Racially Minoritised people. From this groundwork, we will develop focussed actions over the 5-year period that build on our work to date. We recognise that becoming an anti-racist council requires sustained work. Our intention is that progress against this strategy will influence our anti-racism work beyond 2028.
We are deeply committed to fulfilling our civic and public sector equality duties. Along with this strategy we are creating an Accessible City Strategy, seeking re-accreditation as a City of Sanctuary, and will be developing future equality strategies.
We seek to influence change, by joint work with other public organisations such as the Police, NHS, with businesses and community and voluntary sector organisations and with organisations that we funded to delivery services on our behalf. Through this, we aim to convey and connect community voice, to promote the adoption of best practice and to encourage proactive, inclusive solutions.
Through the process of developing the council’s Anti-Racism Strategy 3 key strategic themes for change within the council have been identified and prioritised.
These are:
Core priority actions have been identified under each theme for the whole council, and for individual directorates to support the creation of an anti-racist, accessible, inclusive council, and city.
Our intent is for the strategic themes and core priority actions to focus work on embedding anti-racism into business-as-usual practice, mindsets, and service delivery.
We are prioritising critical action that identifies and works towards tackling root cause issues. We intend to create more impactful, intersectional and meaningful changes to the experiences of Black & Racially Minoritised residents and communities.
The themes have been mapped with the existing equality, diversity, and inclusion priorities of the council, for example, the council’s Fair and Inclusive Action Plan and each directorate's own equality action plan. This is to avoid confusion, duplication, and increased reporting pressure on services.
Strategic themes and core priority actions in British Sign Language
Through our priority actions we want to create a council that:
Strategic theme 1 in British Sign Language
Through our priority actions we want to create a council that:
Strategic theme 2 in British Sign Language
Through our priority actions we want to create a council that:
Strategic theme 3 in British Sign Language
Our core priority actions for the duration of this strategy are to:
Details of directorate-level priority actions to take forward their work against these core priority actions are available in supporting document ‘Brighton & Hove City Council Anti-Racism Strategy Priority Actions 2023 to 2028’.
Performance against the strategy will have community accountability via the anti-racism Community Advisory Group and ongoing community engagement with Black & Racially Minoritised stakeholders.
Key highlights of performance, progress and barriers will also be reported to the council’s Tourism, Economy, Equalities and Communities Committee and the City’s Equality & Inclusion Partnership.
Our progress will be monitored through our internal performance management framework. This includes the Corporate Equality Delivery Group chaired by the Chief Executive that oversees all the council’s equality, diversity, and inclusion work.
Detailed action plans with measures of success will support our implementation over the five years of the strategy. Quarterly performance monitoring is undertaken by our Equality, Diversity, and Inclusion Officers on each of our five directorates, acting as critical friends in addition to community accountability. This will be supported by the provision of case study and lived experience-informed learning.
Additionally, each Directorate has an Equality Delivery Group to lead and deliver its equality work, ensuring the Directorate continues to embed equity, accessibility, anti-racism, and intersectional thinking in how we act and deliver as a service provider and employer.
Actions will also be monitored for leadership through individual staffs’ performance reviews with their manager.
More information is available in the Appendices to this strategy.
The strategy, and the supporting documents, have been created through sincere dialogue with the Anti-Racism Community Advisory Group (CAG), the council’s ‘BME’ Workers Forum and engagement with Black & Racially Minoritised-led community and voluntary sector organisations and businesses.
Thank you to everyone that gave their time, energy, and resilience to talking with us for the development of this strategy.
We offer our gratitude to:
The need to address residents’ lived experiences of racism in Brighton & Hove is well evidenced. Long before the murder of George Floyd, local and national Black Lives Matter (BLM) marches and the COVID pandemic, the Brighton & Hove Black & Minority Ethnic Communities Needs Assessment of 2015 evidenced the need to take proactive action to address interpersonal, institutional, and structural racism in our city.
Two independent reviews (in 2013 and 2018) of the council by consultancy Global HPO highlighted essential work to be done within the council to make the environment fairer and more inclusive for Black & Racially Minoritised staff.
The International Migrants in Brighton & Hove needs assessment 2018 provided an overview of the needs of international migrants in the city and recommendations for commissioners, service providers and decision makers to use to improve the lives and outcomes of migratised communities in the city.
Community engagement in recent years has reinforced the need for robust action. The lived experiences of Black & Racially Minoritised residents in our city echo the data that we have collected about disproportionally poorer outcomes for Black & Racially Minoritised residents.
We recognise the powerful work of local community organisations that have been pioneering anti-racism in the city for many years. Over 10,000 marched in Brighton & Hove for Black Lives Matter, with over 1500 people signing a petition to demand Brighton & Hove to be an anti-racist city. We are proud to work alongside and collaborate with local organisations in our aim of becoming an anti-racist council.
Anti-racism work had already begun to address the difference in outcomes and experiences for Black & Racially Minoritised residents. We acknowledge that our anti-racism work has not been enough to positively impact the lived experiences of staff and residents in the city. The events of 2020 accelerated and prioritised anti-racism work in the council, the city, the country and across the globe.
Background to the development of this strategy in British Sign Language
The murder of George Floyd in May 2020 by Minneapolis police was a tipping point in conversations and the recognition, experiences, and impact of race and racism around the world, and put the Black Lives Matter movement (#BLM) into the global spotlight.
Created by Alicia Garza, Patrisse Cullors and Opal Tometi in 2014, it originated as a movement against police brutality and Racially motivated violence against Black people. The movement focused on the specific impact of Anti-Black racism and violence. It is now a global movement.
We acknowledge that our pledge to be an anti-racist city followed a severe example of anti-Black racism. We are committed to learning more about the severity of outcomes for the Black diaspora across all protected characteristics. We are taking an evidence, data and community engagement led approach to the areas we are addressing. Where these sources point to disproportionate negative experiences for Black people, we will be addressing those as a priority.
The transformative effect the events of June 2020 had on organisations and individuals showed that instilling anti-racist best practice was not only necessary, but obligatory. It was a catalyst for the development of anti-racist policy that addresses racism in all its forms, including but not limited to:
Black Lives Matter coincides with:
Together they highlight the multi-layered discrimination experienced by Black & Racially Minoritised residents and people.
Intersectionality is a key part of anti-racism action because Black & Racially Minoritised people experience discrimination based on their ethnicity and their gender, disability, faith and/or sexuality. As a council, we recognise the impact of intersectionality, and importantly, how intersectional racism manifests, and what actions the council can take strategically. We realise we need to better understand and identify inequity and impact of our policy and practice in the context of intersectional identities for Black & Racially Minoritised people who live, work and visit the city. Valuing intersectionality in the context of various identities, for example, linking our disability and accessibility work with anti-racism, is intentional. This will help us develop an improved understanding of the complex diversity and inequity of lived experiences and different impacts for all racial groups, to help create equity.
We are clear that we have a duty to serve all residents in the city and ensure all residents have equality of opportunity, equal voice, and access to services. As a council, we are just as clear that this does not mean treating everyone the same. Led by qualitative and quantitative evidence we can, do and will continue to prioritise our resources, actions, and efforts to ‘level up’ outcomes for different groups in the city.
All lives cannot matter until Black & Racially Minoritised lives matter equally. This is a reality we recognise given various data sources and community feedback. Under the Public Sector Equality Duty, Section 149 of the Equality Act 2010, councils (and other public services) are required to show due regard to the need to eliminate discrimination, harassment, victimisation and any other conduct that is prohibited by or under this Act; to advance equality of opportunity between persons who share a relevant protected characteristic and persons who do not share it and foster good relations between persons who share a relevant protected characteristic and persons who do not share it. Ethnicity is one of the nine protected characteristics identified by the Act.
The Significance of Black Lives Matter in British Sign Language
We have been working for some years to change ourselves as an employer, a service provider and civic leader with the purpose of reducing racism, supporting people who experience racism, and alleviating the harmful impact on individuals, organisations, and communities.
Our work includes:
Anti-racism work we have done or started already in British Sign Language
We are aware that there is a lot of information and discussion about terminology regarding racism, anti-racism and people who experience racism, and that language is dynamic and continuously evolving. We believe its use should be nuanced and contextualised, recognising the right and agency to self-identification.
We therefore recognise it is not our place as a council to state definitive terms that must be used. However, we do need to communicate what we understand and how we are using some words in this strategy to support delivery and creation of an anti-racist council. We are committed to continuing this conversation and evolving with language and over time.
Terminology in British Sign Language
This strategy aims to use specific ethnicity descriptions and terminology to speak to specific lived experiences. Where this is not possible, the strategy will use the terms ‘Black & Racially Minoritised,’ and ‘people who experience racism.’ Where these terms are used, they will be referring to people who do not identify as White British. We use ‘Racially Minoritised’ to recognise that people are not minorities by identity, but have been minoritised by racist structures, systems, and societies.
This strategy will also use words such as Community and Diaspora when describing groups of people whose ethnicity has been mentioned. To give an example of how this will be used – people from the Black Diaspora refers to people who identify as Black though they may have differing nationalities; the Sudanese community in Brighton & Hove refers to people whose heritage lies in Sudan and are residents of the city. In this example, a person may identify as both Black and Sudanese, but will be affected by our services in different ways due to these intersecting identities. These descriptive words support us to recognise the nuances and diversity within our Black & Racially Minoritised communities in Brighton & Hove.
The council is also aware that the term ‘Global Majority’ is increasing in usage throughout the city. The term refers to people from the Black diaspora, Asian communities, people of Dual-Heritage, Indigenous communities, and those in the global South. These groups currently represent approximately 80% of the world’s population. Global majority is a collective term that shifts the conversation away from proximity to whiteness and onto the human race as a global population. We recognise the appropriateness of this terminology and are committed to direct engagement about its increased usage within the council and beyond.
We recognise that the use of ‘BAME’ (Black and Asian Minority Ethnic), ‘'BME'’, and ‘Black & Minority Ethnic’ can be particularly problematic. These terms are still used widely in local and national data, so when referring to statistical evidence to support our actions, these terms may be cited within inverted commas to recognise that they are not our preferred terms.
Terms and terminology have been identified based on dialogue at meetings of the Community Advisory Group and with Black & Racially Minoritised-led organisations in the city as well as current national narratives. We understand that umbrella terms can dilute people’s lived experiences, can be dismissive, and over-simplify complex realities. We understand people are subjected to racism for their skin tone, accent, culture, ethnicity, nationality, faith, marital status, sexuality (and more) in direct, indirect, and intersecting ways. Racism may be experienced on an interpersonal, institutional, or structural level. Specific terminology will be utilised to reflect the different communities in the city and the different ways people identify themselves.
Discussions will continue to take place throughout the lifespan of this strategy to ensure language is kept up to date. Any terminology used in this strategy will be reviewed on a regular basis and updated as necessary.
Black & Racially Minoritised and Global Majority in British Sign Language
“There is no such thing as Race. None. There is just the Human Race scientifically, anthropologically” -Toni Morrison. (Toni Morrison quotes in Toni Morrison's Most Powerful Quotes On Racism).
“Race, the idea that the human species is divided into distinct groups on the basis of inherited physical and behavioural differences. Genetic studies in the late 20th century refuted the existence of biogenetically distinct races, and scholars now argue that “races” are cultural interventions reflecting specific attitudes and beliefs that were imposed on different populations in the wake of western European conquests beginning in the 15th century. - Britannica. (See Britannica’s definition of ‘Race’).
Our understanding, in line with academically and scientifically proven research, including views of community educators, activists, and members, is that ‘Race’ is a social construct that was created and has been perpetuated for centuries by actions of colonisation, the invention of eugenics, through marginalisation, and the systemic and intentional enslavement, oppression and looting of various Black, non-White, and Indigenous cultures, who are the global majority.
As the social concept of ‘Race’ persists systemically to divide and marginalise, so must our work to continuously become anti-racist, fight anti-Blackness, colourism, and other intersecting marginalising outcomes for Black and Racially Minoritised people to ensure equity, embracing of diversity and continuous inclusion by design in how we think, act and work.
This definition of racism, agreed by us, as the council with the Community Advisory Group in 2020 is:
Racism is when a person is treated worse, excluded, disadvantaged, harassed, bullied, humiliated, victimised, segregated or degraded because of their race or ethnicity.
At an organisational level, it can also be the collective failure to provide an inclusive and professional working environment to people because of their race or ethnicity*. This is sometimes described as ‘institutional racism’, based on the definition recommended by Sir William Macpherson in the 1999 Lawrence report (UK).
*NOTE: Race or ethnicity includes people’s colour, and nationality (including citizenship) ethnic or national origins.
The definition of a racist incident is "any incident which is perceived to be racist by the victim or any other person."
Racism in British Sign Language
Racism can happen anywhere, and in any context. It can be an action by an individual or a culture: ‘normal’ behaviour that underpins everyday practices. Like discrimination more broadly, racism is linked to power and is reflected in a society’s organisations and cultures. It influences people’s thinking, attitudes, prejudices, and actions. It is justified and normalised by institutions and culture. Attitudes and actions at all levels of society can be racist and decisions and policies made by individuals, organisations and institutions can be racist.
Racism can be a one-off action, random action, or subtle everyday behaviours that can add up to negatively affect a person (known as micro-aggressions and micro-incivilities). Racism can also be the deliberate or accidental outcome of an organisation’s policy or practice. It can be seen in processes, attitudes and behaviour which amount to discrimination through unwitting prejudice, ignorance, and thoughtlessness. Someone may discriminate against a person or group of people without realising it or meaning to, but this is still racism. The perception of the victim or any other person is central to how a racist incident or complaint is defined regardless of the intention of the perpetrator. Intention or ignorance is not an excuse.
Based on race/ethnicity, racist behaviour in practice it can mean:
How racism manifests in British Sign Language
Anti-racism goes beyond thinking of racism as an issue of individual actions, and incorporates the examination of racism in systems, structures, and institutions, and includes the role of implicit biases in attitudes, behaviours, and policies (Kendi, 2019). Anti-racist thought, practice, and approaches recognise and resolve for inequity between all racial groups, recognising White racial groups are not the norm, and inequity exists between and within different racial groups in different and disproportionate ways. Solving for long-term and root-cause issues, identifying intentionally for the most excluded, marginalised, and analysing for inequitable outcomes amongst all racial groups is central to anti-racist ways of thinking, practicing, and working.
Anti-Racist in British Sign Language
The term ‘White Privilege’ was coined by a White American man, Theodore W Allen, in the 1960s during the civil rights movement and was initially used to analyse race in the labour movement. ('Why I'm no longer talking to white people about race', Renni Eddo Lodge, page 86)
White Privilege refers to the benefit that people who present as White do not experience racism in the same way as people who present as Black & Racially Minoritised. There is a privilege in the ability to walk away from conversations about racism without being personally and negatively affected by the conversation or the subject matter. There is a privilege in not experiencing daily micro-aggressions and micro-incivilities for your appearance, accent, or having negative stereotypes applied that impact on how public services and other people view and treat you.
The privilege of being unaffected by racism and the lack of lived experience of racism and inequity, can lead to obliviousness. This lack of awareness and understanding can produce unintentional harm and systems, policies and procedures that create inequity for some over others. Being actively anti-racist as a council means identifying how White Privilege manifests in the delivery of our services and in the culture of our workplace.
We acknowledge that those who present as White may experience other forms of racism. The idea of White Privilege does not dismiss the varying impacts of racism on White communities and people. Nor does it dismiss the complex socio-economic and class-based discrimination experienced by residents of all ethnicities. Having White Privilege does not disregard or demean the discrimination or inequality that people presenting as White may experience due to their heritage, faith, culture, socio-economic circumstance. It means that their life is not made harder or as hard due to the colour of their skin.
White Privilege in British Sign Language
It is important for us to recognise the impact of language in perpetuating ‘otherness’, inequity, and exclusion for those who do not belong to White UK English heritage and are audibly and visibly different, even within White-UK and White non-UK heritage communities.
The term Migratised and language of “Migratisation” was developed by Dr. Alyosxa Tudor in their article “Cross-fading of Racialisation and Migratisation: The postcolonial turn in Western European gender and migration studies”.
They “describe not only the condition of being on the move but also names and shames the border, barriers and attitudes that turn people into migrants and others”. It “considers how migrants are treated based on their existence as people on the move. It describes how some people can be assumed to be migrants, and constructed as such, without having been on the move themselves, it also highlights the conditionality of belonging of diasporic communities, especially for those who are racialised as Non-White”.
Shifting language toward “migratisation” and ‘people with lived experience of the asylum process’ is key because it specifies how migrants are treated beyond merely naming them as people on the move with some defined legal or non-legal status’.
Migratised Communities in British Sign Language
Our work on anti-racism is closely linked with accessibility and disability-inclusion principles to ensure we understand differential access requirements and build better solutions as a council to serve all our diverse residents. Intersectionality is a concept introduced and developed by Kimberley Crenshaw. It means to recognise the complexity of the many parts and identities of each person that co-exist and impact one another, particularly when experiencing inequity and exclusion, and the more diverse lived experiences a person has.
Intersectionality must be acknowledged in all equalities work because of the regular discrimination Black & Racially Minoritised people face for their ethnicity combined with their gender, faith, disability, sexuality, accent, appearance – their physical appearance and their choice of dress. Many of our residents identify intersectionally and will be impacted in varying ways by racism due to their faith, ethnicity, nationality, and culture. This is especially true for members of our community including but not limited to:
We understand that a council policy may have different impacts for different people depending on the unique combination of protected characteristics. It is important therefore that as a council and a city, our anti-racism work speak to the disability, accessibility, gender and more, to include migratised communities and those who appear or present to be outsiders to the United Kingdom or are in socio-economically and other under-represented groups, making them more vulnerable to experiencing inequity and exclusion when also disabled, gender-diverse, neuro-diverse, or different in various ways.
The anti-racism Community Advisory Group (CAG) provides community accountability for the council's anti racism work. Facilitated by an external convenor with lived experience of racism, the group is made up of Black & Racially Minoritised members of the community that are stakeholders in the community and voluntary sector.
The group meets bimonthly, and council services are selected by the group to share their progress on their anti-racism work. The CAG has been influential in the development of this anti-racism strategy, and we are very grateful for their support, commitment, and resilience.
The councils co-chair for Tourism, Equality, Communities and Culture Committee and Lead member for Equality is a standing invitee. Council officers that attend include the:
Our core values connect strongly with our commitment to embed anti-racism into the way the council works and takes decisions. Our values shape the way that council staff review their own conduct and the performance of others. Each member of staff has a Performance and Development Plan which sets out their current work objectives so that they, their manager, and the organisation are clear on what they are being asked to achieve and that they have the relevant training and support not only to do this, but also to develop as people and professionals. We believe strongly in a motivated workforce that feels ownership for their individual roles and wider aims of our organisation.
Below are our core values with a description of how they connect to prioritising anti-racism in every aspect of our work as your council.
Council values and becoming an anti-racist organisation in British Sign Language
Work together and contribute to the creation of helpful and successful teams and partnerships across the council and beyond.
Our Equalities Team, Corporate Equality Delivery Group (CEDG) and Directorate Equality Delivery Groups (DEDGs) are involved in supporting council teams and services to intentionally centre anti-racism at the heart of their work.
We engage with our local Black & Racially Minoritised communities to learn from and platform diverse voices and experiences. We are equally committed to our own learning and cross council collaboration, ensuring we do not exhaust Black & Racially Minoritised communities with inefficient engagement.
Collaboration in British Sign Language
Work in a way that makes the best and most sustainable use of our resources, always looking at alternative ways of getting stuff done and asking, "How can I improve that?"
Our leadership, Directorates, and the services they represent work hard to identify and implement sustainable, innovative, best-practice informed and efficient ways to solve for inequities and racist outcomes, policies, processes, and practices.
Our leadership, Directorates, and the services they represent work hard to identify and implement solutions that swiftly address racism in all its forms.
Efficiency in British Sign Language
Embrace diversity with kindness and consideration and recognise the value of everyone.
We recognise the value and strength diverse people bring to how we think, work, and deliver our services and support. We recognise that our lived experiences may differ, particularly where our racial, national, ethnic heritages, faith, sexuality, and protected characteristics differ. We commit to mutually respecting, believing, and hearing different lived experiences, understanding the different impact on all people who live, work, and visit the city, particularly for Black & Racially Minoritised communities.
Respect in British Sign Language
Share and communicate with honesty about our service and ourselves, whenever appropriate.
Our Equalities Team is committed to providing psychologically safe and inclusive spaces where we can support council teams and services to interrogate their knowledge and understanding of racism, anti-racism, and White privilege, and explore solutions to have anti-racism as a core approach in their service. This work is supported by our leadership, directorates, Corporate Equality Delivery Group (CEDG) and Directorate Equality Delivery Groups (DEDGs) including various leads undertaking specific equalities and inclusion work across every directorate across the council.
Openness in British Sign Language
Have ideas that challenge the 'tried and tested', use evidence of what works, listen to feedback, and come up with different solutions.
We are committed to hearing and learning from creative suggestions given by our anti-racism engagement group – the Community Advisory Group. The group prioritise listening to the voices of people with lived experience of racism and hearing their ideas for change and improvement. We constructively challenge the status quo and find more effective, efficient, and innovative ways to do anti-racist learning and work within the council, for ourselves as council leadership and staff, including influencing our partners and others we work with to create positive change for Black & Racially Minoritised communities.
Creativity in British Sign Language
Adopt our customer promise ‘We will make it clear how you can contact or access our services. We will understand and get things done. We will be clear and treat you with respect.
We seek to meet these commitments in every interaction with our internal and external stakeholders, and to remove barriers to equal access, opportunity, representation, and voice for our Black & Racially Minoritised customers, residents, tenants, service users and people. We can access interpreting and translation services with ease, using these effectively to support diverse communities, and work intentionally to upskill staff on their use, improving customer service, delivery, and experience.
This strategy uses national and local data to provide context to the antiracism work we are undertaking. The data is not being used to establish direct causal connections between ethnicity and outcome. It can be misleading to think of ethnicity as the main reason or explanation for any differences or disproportionality.
There will be many different intersecting factors that contribute to people who experience racism having greater or lesser access to services, resources, or information.
For example:
in service delivery will all contribute to any differences in the data. Furthermore, we recognise that there is vast diversity within Racially Minoritised communities. It is difficult to draw general conclusions based on ethnicity alone. This strategy will use the data in conjunction with community engagement and anti-racism best practice to complement the reasoning for our anti-racism intentions.
Data insight informing the strategy development in British Sign Language
Population data by ethnicity – Census 2021 in British Sign Language
Key Data: Local in British Sign Language
This Anti-racism Strategy is available in accessible formats upon request, including:
For the strategy in another format or any questions about the strategy, contact our Equality Team.
Send an email to equalities@brighton-hove.gov.uk
Phone 01273 291 952
Text 078 2511 3908
Racism has no place in Brighton & Hove.
We are committed to proactively eradicating racism in all its forms, creating and embedding Anti-Racist policy, practices, and procedures into all council services.
We recognise the destructive impact of racism on individuals, organisations, and society.
We will work to create a culture within the council, and in the city, where Black & Racially Minoritised people who visit, live and work in our city can thrive.
This strategy provides a roadmap for us becoming an anti-racist council and delivering on actions, co-created with communities, to create lasting change in our council and city.
