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The Anti-Racism Journey: Moving from Fear to Growth

In today’s world, where diversity is increasingly valued, the journey to becoming anti-racist is crucial for individuals and communities alike. This process involves moving through three key stages: the Fear Zone, the Learning Zone, and the Growth Zone. As highlighted in the image, each stage represents a different level of awareness and engagement with racism.



The Fear Zone: Confronting Initial Discomfort


The first stage in the journey is the Fear Zone, where individuals often feel uncomfortable when engaging with issues of race. In this phase, people may:


  • Deny that racism exists: Some may believe that racism isn’t a problem in their community or personal life, especially if they don’t witness overt acts of discrimination.

  • Avoid difficult conversations: Many avoid discussions about race altogether, fearing they will say or do something wrong.

  • Feel defensive: When confronted with issues around race or accusations of bias, individuals may become defensive and refuse to engage meaningfully.


Recognising these feelings and acknowledging discomfort is an essential first step in moving forward. It allows individuals to begin addressing their own biases and misconceptions.


The Learning Zone: Gaining Knowledge


Once individuals acknowledge their discomfort, they enter the Learning Zone. This is where education and growth begin. In this phase, people start to:


  • Recognise systemic racism: They learn that racism is not just about individual actions but also about societal structures that disadvantage minority communities.

  • Listen to minority voices: Engaging with diverse communities is crucial for understanding the lived experiences of those affected by racism. This could involve reading books, listening to podcasts, or attending events that highlight minority perspectives.

  • Challenge personal biases: Individuals begin to question their own assumptions and behaviours. For example, reflecting on how certain societal norms or practices might disproportionately affect ethnic minorities.


This stage involves absorbing information and challenging long-held beliefs. It is critical for growth and understanding.


The Growth Zone: Taking Action


The final stage is the Growth Zone, where individuals move beyond learning and take concrete action against racism. In this phase, people:


  • Advocate for change: Those in this zone actively work to change policies or practices within their workplaces, schools, or communities that perpetuate racial inequalities.

  • Promote inclusivity: They encourage others to think critically about race and foster more inclusive environments.

  • Engage with diverse communities: Building relationships with minority groups helps foster trust and mutual understanding. This could involve volunteering with organisations that support racial equality or participating in community dialogues.

  • Commit to continuous self-reflection: Anti-racism is not a one-time achievement but an ongoing commitment. Individuals should regularly assess their actions through an anti-racist lens.


Moving into the Growth Zone allows people to make meaningful changes within themselves and their broader community.


Scotland’s Evolving Approach to Equality


A long history of legal reforms, policy changes, and societal shifts has shaped Scotland’s journey towards equality. Over the years, the country has made significant strides in addressing issues of discrimination, inequality, and racism, focusing on creating a fairer society for all. This article explores how Scotland’s approach to equality has evolved over time, highlighting key milestones and initiatives that have contributed to this progress.

Early Legislative Foundations


The foundation for Scotland’s equality efforts was laid through UK-wide legislation. The Race Relations Act 1965 was the first law to address racial discrimination in public places across the UK, including Scotland. This was followed by the Race Relations Act 1976, which extended protections against racial discrimination in employment, education, and other services. These laws were crucial in setting the stage for future equality work in Scotland.


In 1998, the Human Rights Act incorporated the European Convention on Human Rights into UK law, providing further protection against discrimination. This act was a significant step forward in ensuring that individuals’ rights were protected under Scottish law.


The Role of Devolution


With the creation of the Scottish Parliament in 1999, Scotland gained more control over its domestic policies, including those related to equality. The Parliament established the Equal Opportunities Committee (now known as the Equalities and Human Rights Committee) to scrutinise government policies and ensure they promoted equality across all sectors of society.


One of the early debates in the Scottish Parliament concerned Section 28 (also known as Section 2A), a provision that prohibited local authorities from “promoting homosexuality.” The repeal of Section 28 in 2000 marked a significant victory for LGBTQ+ rights in Scotland and set a precedent for future equality reforms.


The Equality Act 2010


A significant milestone in Scotland’s approach to equality came with introducing the Equality Act 2010. This UK-wide legislation harmonised previous anti-discrimination laws into one comprehensive act, covering race, gender, disability, age, sexual orientation, religion or belief, and other protected characteristics. The act also introduced a Public Sector Equality Duty, which required public bodies, including Scotland's, to consider how their policies and practices impacted different groups.


The Equality Act provided a robust legal framework for tackling discrimination and promoting equality across all sectors of Scottish society. It also empowered Scottish Ministers to impose specific equality duties on public bodies within Scotland.

Race Equality Framework for Scotland (2016-2030)


Recognising that legislative change alone was not enough to address deep-rooted inequalities, the Scottish Government launched the Race Equality Framework for Scotland (2016-2030). This long-term strategy aims to tackle racism and promote racial equality by focusing on six key themes:


1. Community cohesion and safety

2. Participation and representation

3. Education and lifelong learning

4. Employability, employment, and income

5. Health and home

6. Justice


Based on the Race Equality Framework for Scotland, there are no specific asks or actions directed solely at Police Scotland. The framework takes a broader approach, setting out goals and actions for the Scottish public sector as a whole rather than singling out individual organisations.


The framework was developed after extensive consultation with minority ethnic communities across Scotland. It sets ambitious goals for achieving racial equality by 2030.

Recent Developments: Intersectionality and Anti-Racism


In recent years, Scotland has increasingly embraced an intersectional approach to equality—recognising that people’s experiences of discrimination are often shaped by multiple factors such as race, gender, disability, and socioeconomic status. For example, the First Minister’s National Advisory Council on Women and Girls has focused on addressing intersectional gender inequality through initiatives like improving women’s representation on public boards and tackling violence against women.


Additionally, following global movements like Black Lives Matter, there has been renewed focus on anti-racism efforts in Scotland. In 2023, the Scottish Government announced plans to establish an Anti-Racism Observatory to provide oversight and support for anti-racist approaches across public institutions.


Challenges Ahead


Despite these advances, achieving full equality in Scotland remains challenging. Reports from organisations such as the Equalities and Human Rights Committee have highlighted areas where progress has been slow, particularly regarding race equality. For instance, while positive rhetoric has been about racial justice over the past two decades, tangible progress has often lagged behind.


The journey towards becoming anti-racist is not linear; it requires ongoing commitment from each individual. By moving through the Fear Zone into the Learning Zone and ultimately reaching the Growth Zone, individuals can play a pivotal role in fostering trust, inclusivity, and equality within their communities.


This journey requires courage, humility, and a willingness to listen and learn from those affected by racism. Only through this process can we create a more just society for all.

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