Anti-Racism Policy

Bromley Humanists (BH)

1) Principles and Legal Alignment:

BH operates on the core principle that every human being is born free and equal in dignity and rights. Guided by the United Nations Universal Declaration of Human Rights (UDHR), the UK’s Equality and Human Rights Commission (EHRC) and the UK’s Equality Act 2010, we stand unconditionally opposed to all forms of racism, prejudice, systemic discrimination, and marginalisation. Our commitment to human rights is universal and indivisible, applying equally to all people. We respect and safeguard their protected characteristics under the Equality Act 2010, including race, ethnicity, nationality, religion or belief, skin colour, descent, and origin.

2) Commitments and Prohibitions:

We recognise that discrimination takes distinct historical and contemporary forms. To ensure clarity in our activities, advocacy and organisational culture, we explicitly reject and prohibit antisemitism, anti-Muslim hatred, anti-Black racism and xenophobia.

• Antisemitism: Hostility, prejudice, discrimination, or violence directed against Jewish individuals, communities, or institutions because they are Jewish. This includes the use of historical anti-Jewish tropes, conspiracy theories, or holding Jewish people collectively responsible for the actions of foreign governments.

In this respect, BH uses the Jerusalem Declaration on Antisemitism (JDA) as a guide (reserving the right to make its own interpretation and adjustments) to define antisemitism while protecting free expression. The JDA defines antisemitism as discrimination, prejudice, hostility or violence against Jews as Jews (or against Jewish institutions as Jewish). We agree that the JDA explicitly states that criticism of the government or any institution of Israel is not inherently antisemitic, including criticism of specific political parties, leaders, military actions, or state legislation.

• Anti-Muslim Hatred: Prejudice, discrimination, or hostility directed against Muslims or those perceived to be Muslims, including the use of dehumanising stereotypes or collective blame. As discussed above, while BH strongly rejects hostility, prejudice, discrimination, or violence directed against Muslims, we protect free speech and explicitly declare that evidence-based criticism of the behaviour of Islamic governments, institutions, or Islamist activists is not inherently anti-Muslim. This includes criticising specific political parties, leaders, military actions, or state legislation.

• Xenophobia and Racism: Racism is the belief that certain races are superior, underpinned by systemic power and discrimination based on skin colour or ethnic origin. Xenophobia is the fear, dislike, or hatred of people from other countries or cultures, driven by the idea that an outsider threatens national identity (purity). Xenophobia and racism often occur together, for example, when anti-immigrant policies target specific racial groups. Both prejudices fuel social exclusion, political scapegoating, and adverse physical and mental health outcomes. BH rejects and strongly condemns any form of systemic exclusion, racial slurs, or discriminatory practices targeting individuals on the basis of their nationality, migration status, ethnic origin, or skin colour. We maintain a zero-tolerance approach to these behaviours across all our research, educational materials, and internal operations.

• Anti-Black Racism: Anti-Black Racism (Afrophobia) is the prejudice, systemic discrimination, or violence directed specifically at people of African descent, rooted in the unique history of transatlantic slavery and colonialism. BH explicitly rejects and condemns all forms of anti-Black racism. We further acknowledge that anti-Black racism is a distinct, systemic form of prejudice rooted in the historical legacies of transatlantic slavery and colonialism. We are committed to creating an environment where Black staff, members, volunteers, trustees, beneficiaries, and guests are safe, valued, and treated with absolute equity. We commit to actively identifying, challenging, and dismantling anti-Black bias within our day-to-day work, culture, and operational practices. Anti-Black racism can be intentional or unintentional, overt or subtle. We absolutely prohibit behaviours that may lead to disciplinary action, including, but not limited to:

  • Microaggressions: Subtle, everyday verbal or behavioural slights, such as questioning a Black person’s competence, tone of voice, or right to belong in a professional space.

  • Hair Discrimination: Discriminating against or making inappropriate comments about natural Afro-textured hair and protective styles (including braids, locks, twists, and cornrows). In line with EHRC guidance, we explicitly recognise this as a form of indirect racial discrimination and adopt the Halo Code guidelines (Appendix 1) to ensure hair equity.

  • Tone Policing: Dismissing the valid concerns, grievances, or feedback of Black individuals by focusing on or criticising their delivery, perceived emotion, or communication style.

  • Stereotyping: Acting upon harmful, systemic tropes regarding Black individuals, such as associating them with aggression, lower capability, or criminality.

  • Service Delivery Bias: Treating Black beneficiaries, service users, or London community members with less empathy, lower expectations, or greater scrutiny than non-Black individuals.

3) Distinction Between Racism and Critique of the Behaviour of Certain Individuals, Groups, or State Actors.

As an independent humanist charity, BH’s work requires us to distinguish clearly between discrimination against individuals or groups of people because of who they are (e.g., Hindus, Muslims or Jews) and the objective critique of the behaviour of certain individuals, groups or state actors because of what they do or have done.

• Universal Standards: We apply the same rigorous international humanitarian and human rights standards to all state and non-state organisations or actors globally, without exception.

• Objective Framing: To ensure our work remains strictly humanitarian and non-political, all our organisational outputs must target specific laws, policies, state strategies, or institutional behaviours and avoid any generalisations about any ethnic, national, or religious group.

• Stripping demographic data: BH removes the person’s race or religion from the scenario and evaluates the action purely as an event. We avoid framing our views or statements around demographic markers (age, sex, gender, race, ethnicity or socioeconomic status).

• Defining the exact offence: BH pinpoints the precise action, word, or choice that crossed a line; focus on what was done rather than who did it.

• Avoiding historical tropes: BH ensures our criticism does not accidentally reuse long-standing hateful stereotypes.

• Measuring the impact: We base our response entirely on the measurable or perceptible damage or consequences of the specific act, not on our personal feelings or opinions.

4) Implementation and Accountability:

To maintain our independence and non-political stance and uphold the standards of impartiality and human rights, we embed these principles into our research and educational frameworks through continuous peer review. This ensures that our activities and resources remain strictly focused on structural human rights violations and objective evidence.

5) Complaint Procedures:

We handle all complaints with confidentiality, urgency, and tact. We offer a dual-pathway system for reporting racist or xenophobic incidents to ensure safety and comfort.

• Stage 1 (Informal): Speak directly with the individual if it is safe to do so, or ask someone else to facilitate a restorative conversation. This is an effective approach in some situations.

• Stage 2 (Formal Internal): Submit a written complaint to the Anti-Racism Lead, Reza Zolfagharifard, at reza-z@bromleyhumanists.org.uk. Or to his colleague Brian Venables at brian-v@bromleyhumanists.otg.uk. Once a formal complaint is received, the BH will follow its General Complaint Procedure.

6) External Support Links

For the Complainant (Independent Support and Advocacy): The following London-wide and national bodies offer free, confidential advice and case support for individuals facing racial discrimination:

• Equality Advisory and Support Service (EASS): The official UK helpline (0808 800 0082) advising on race discrimination under the Equality Act.

• Black Equity Organisation (BEO): A national body providing free support directories and systemic advocacy for Black communities in the UK.

• Stand Against Racism and Inequality (SARI) provides free, completely confidential advocacy and support to anyone targeted by racial hate or discrimination.

• Mind in Haringey (BAME Advocacy): An example of a London-specific mental health support hub tailored for racially minoritised individuals. Phone: 0208 340 2474. Email: admin@mih.org.uk.

• For Trustees and Leadership (Governance and Best Practice Support): Trustees must handle complaints in a neutral and lawful manner. To maintain a fair process, any external organisation or advisor contacted by the trustees to guide the investigation must remain completely separate from the external organisation supporting the complainant. The following infrastructure networks offer free resources, policy templates, and guidance:

• Race Equality Foundation: Provides research, resources, and evidence-based guidance for organisations tackling structural racism. Contact information: Unit 17 & 22, Deane House Studios, 27 Greenwood Place, London NW5 1LB. Phone: 020 7428 1880, Email: admin@racefound.org.uk

• The London Community Foundation (Ubele Initiative): A London-based African diaspora-led infrastructure organisation that helps small charities build equitable internal systems. Contact information: The London Community Foundation, Canopi Arc House, 82 Tanner Street, London SE1 3GN. Tel: 020 7582 5117.

• Action for Race Equality (ARE) offers specialised organisational resources, strategic advice, and systemic equality tools for the charity sector.

• ACAS (Advisory, Conciliation and Arbitration Service): Free, impartial advice for employers and trustees on running fair, legally compliant internal workplace investigations. Contact information: Unit 17 & 22, Deane House Studios, 27 Greenwood Place, London NW5 1LB. Phone: 020 7428 1880 - Email: admin@racefound.org.uk

Appendix 1

Hair Discrimination in the Workplace: The Halo Code

For many Black employees, battling workplace dress codes, official or unofficial, is part of everyday life. They are forced to choose between their career on the one hand, and their cultural identity and hair health on the other.

They’ve heard heartbreaking stories of Black people humiliated at work because their hair was deemed unprofessional, unruly, unkempt, a distraction to others.

That’s why Halo Collective is working with employers and professional bodies to support them in adopting the Halo Code, the UK’s first Black Hair Code.

The Halo Code explicitly protects employees who come to work with natural hair and protective hairstyles associated with their racial, ethnic, and cultural identities.

By adopting the Halo Code, employers are proactively taking a stand to ensure that no member of their community faces barriers or judgments because of their Afro-textured hair.

More than ever, Black people are asserting autonomy over their hairstyling decisions, reconnecting with their heritage, and reclaiming what it means to be beautiful. But Black hair still remains a battleground in the UK, with instances of unfair treatment in schools, in workplaces, and on the street. Together, it’s time to end hair discrimination for good.

Halo Campaign

What is the Halo Collective? The Halo Collective is a youth-led Collective of organisations and individuals working to create a future without hair discrimination.

Isn’t hair discrimination already illegal in the UK? Technically, yes! Race-based hair discrimination has been illegal in the UK since the Equality Act came into force in 2010. But for many Black people, battling racist hair policies, official or unofficial, is still part of everyday life. We’ve been suspended from school, held back in our careers, and made to feel inferior by racist policies and attitudes. The law is clear, but it’s simply not enough.

The Halo Collective is campaigning to help schools and workplaces understand how to fulfil their legal and moral obligations, and to help pupils, parents, and employees understand how to safeguard their right not to be discriminated against.

There are so many issues with dress codes; why focus only on hair? The Halo Collective is a Black-led campaign with one mission - to end hair inequality for good. We exist to stop the policing of Black hair in schools, workplaces, and on the street.

We acknowledge that there are other important issues regarding dress codes that need to be addressed. We look forward to supporting campaigns that challenge other elements of discriminatory dress codes.

Some hairstyles are just unprofessional. Isn't this about what's suitable for the workplace? Perceptions of Black hair as unprofessional, unpresentable, and thus unacceptable come from centuries of Eurocentric messaging portraying straight hair as the ideal and anything diverging from it as needing to be ‘tamed’. The idea of “unprofessional” hair is often deeply rooted in racist social norms. Halo is taking steps to push employers, schools, and the broader culture to change their understanding and acceptance of Afro-textured hair, and to help dismantle a culture of discrimination experienced by Black people who continue to face implicit or explicit pressures to conform, unwelcome comments, and outright unequal policies.

Doesn’t giving Black hair its own code draw unwanted attention to Black people and make them feel even more othered? The Halo Collective exists to champion and celebrate Black life. This Halo Code is designed to make spaces more welcoming and supportive and never to “other” those in our community.

Does Halo encourage every Black person to have natural hair? Absolutely not! As a collective of Black people ourselves, we love talking about the varied and wonderful hairstyles Black people enjoy. Whether you’re rocking Fulani braids or a full weave, we've got you.

How does Halo define Black? The term Black has historically been used as a racial and political label. Here, we use it to refer to members of Black diaspora communities, including those with mixed heritage, who, as a result of their ancestry, have Afro-textured hair.