In June 2024, at an Impetus Leadership Academy (ILA) panel event titled 'From Non-Racism to Anti-Racism,' experts Yvonne Field OBE, Founder and CEO of The Ubele Initiative, Ashley McCaul, CEO of ThinkForward UK, and Christopher Murray, CEO of the Young Brent Foundation discussed the difference between non-racism and anti-racism, and how leaders can effectively embed anti-racism in their work.

Impetus was founded with a belief in social equality – that all young people should have the same chance to succeed whatever their background. And you cannot believe in social equality without believing in racial equality.

The Impetus Leadership Academy (ILA) is a strand of our race equity work: a leadership development programme designed to support talent from ethnic minority backgrounds in the UK youth sector to progress into senior leadership roles, and contribute to the national conversation on issues facing young people in the UK.

In the UK youth sector, socio-economic disadvantages are hugely prevalent and vary by ethnicity. To discuss how the sector can tackle this systemic issue, we hosted a panel discussion on why it is not good enough to be merely ‘non-racist’ and how leaders can effectively embed anti-racism in their work.

Non-racism vs. anti-racism 

When starting the discussion on "non-racism", it’s important to first establish that race itself is a social construct, devised through colonisation and used to disempower certain groups, explained Chris. Racism is learnt, and so is prejudice, Yvonne shared. Non-racism is passive, avoiding responsibility and allowing racism to persist, added Ashley – non-racism is where racism lives.  

Anti-racism, in contrast, is intentional and action-oriented.  

[It’s] about being purposeful, being intentional, to strive for equality and equity.

It also involves recognising and embracing culture and heritage, celebrating differences. To drive this, we need good policies and robust structures in our organisations. So how can leaders help implement these policies and structures?

How can leaders embed anti-racism in their organisations?

Leaders must be intentional in combating systemic racial injustice, stated Chris. For example, the Young Brent Foundation focuses on individuals' journeys through the lens of their culture, heritage and identity. By removing the word "race" from discussions, the focus shifts to culture and heritage, empowering discussions about individual identities.

Identifying trusted allies within the system is essential. These people should be as diverse and eclectic as possible. They should offer insights and support for the senior leader - but leaders should also be prepared to support them.

Leaders need to be bold and lead by example, said Yvonne. In a sector where there is often pushback from funders who say “we don’t do race,” hard work is needed. They must understand the power they hold as leaders, navigate resistance and, particularly for Black leaders, be conscious of what kind of organisations they create and what is happening within the wider sector.

We're talking about power-sharing when [we talk] about anti-racism – and who wants to give up power?

Ashley, sharing her personal struggles of navigating an anti-racist structure in her organisation, stressed that once the issue of systemic racism is recognised, it cannot be ignored. Breaking down systemic silos takes time and effort. Leaders should anticipate resistance from all areas of life, not just work – such as at home, in social groups, or even at the pub – it is a personal mindset shift before anything else. They must be prepared for serious, ongoing efforts beyond superficial and tokenistic workshops. Understanding where the power lies within an organisation is crucial, she added.

Get learning intentionally about race – and keep learning.

Leaders must be ready for the anti-racism journey, albeit challenging, because being anti-racist benefits everyone. As Yvonne summarised: "there’s no change without friction."

Struggles and successes 

The panel also reflected on the challenges leaders in the sector have encountered, including: 

• The need to work together with those at different stages of the anti-racism journey

• Combining anti-racism with an organisation’s mission which can often leave little alternative than to challenge the system

• A feeling of being ostracised

There was unanimous agreement from both the panel and the audience that, despite the toll these challenges can take, success is always possible. For instance, when funders have withheld grants intended to support Black and racially minoritised communities, leaders have used this as an opportunity to adopt a more resilient mindset, determined to move forward on their own terms and find partners who were truly invested in working with them. This is real resilience in action and shows no work is too difficult to challenge when there is a team of open and like-minded individuals, striving for a fairer, better society.

In the final part of the evening, Jason Charles, an ILA leader and member of the third ILA cohort, shared his personal experiences and how the ILA provided him with opportunities to grow and step outside of his comfort zone. He added that "the ILA has given [him] the opportunity to be in a room with professionals who genuinely want to invest in [him]." 

All speakers, especially Yvonne, emphasised the need to “find your tribe, your support. Find people who you can trust and talk to. ... And look after yourself on this journey.” Finding a trusted support system can be the crucial step needed to enact structural change within an organisation. The journey to anti-racism is difficult but crucial and worthwhile.

* In the interests of using language that is familiar and widely understood by our audiences and drawing from the wider research used for the context of this blog, we have decided to use “ethnic minority backgrounds” in our messaging, but we acknowledge this is not perfect. We recognise that language is important, and that others use terms such as “global majority”, “racialised communities”, or “communities experiencing racial inequity”, each with specific and important nuance.