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From Lament to Action: key recommendations

22 April 2021

Read the key recommendations, and timetable for action, from the Anti-Racism taskforce

Members of the taskforce, pictured in the report

Members of the taskforce, pictured in the report

On participation, the taskforce recommends that:

  • the maximum of ten UKME/GMH people (five clergy; five laity) are appointed as governing members of the General Synod in the next Quinquennium (2021 to 2026)
  • UKME/GMH participant observers are introduced to the House of Bishops for three years from the autumn (as women were before legislation on women bishops was introduced)
  • mandatory diversity-monitoring forms are implemented immediately and all racial diversity data gathered and reported annually to inform recruitment processes
  • 30 per cent of nominees to the next intake of the Strategic Leadership Development Programme are from UKME/GMH backgrounds; bishops must nominate at least one candidate
  • by September, at least one appointable UKME/GMH candidate is shortlisted for senior clerical posts, senior NCI appointments, and senior leadership teams, or, if not, the recruiter must provide “valid, publishable reasons” why not;
  • from October, work is undertaken to increase UKME/GMH chaplains in higher-education institutions and new approaches are taken to recruitment processes including shortlisting and interviews to improve racial diversity
  • from December, 15 per cent of members of Bishops’ Councils are UKME/GMH, and all dioceses produce annual reports on recruitment of clergy and lay
  • by June 2022, the Archbishops of Canterbury and York are to host annual provincial events for UKME/GMH clergy and ordinands “for the purposes of support, networking and discussion”
  • by July 2022, all appointing persons undertake anti-racism recruitment focused learning programme.


On education, it recommends that:

  • by September 2022, a theology-based programme for school leaders is developed and implemented that promotes equity and racial justice; mentoring programmes and shadowing opportunities are implemented to ensure more UKME/GMH teachers, leaders, and governors are appointed; nationally standardised mandatory anti-racism learning is introduced for TEI staff
  • by this summer, theological training institutions promote Black History Month and diverse/modern saints and martyrs, and TEIs use resources in training liturgies, prayers and other worship which reflect the breadth and diversity of the Anglican Communion
  • by September, school discipline, exclusions and attainment for UKME/GMH students is audited in all C of E primary and secondary schools, as is ethnic diversity among teaching staff and headteachers, and resources are developed for school assemblies that address questions of racial justice
  • by October, all TEIs carry out demographic audit of tutors, lecturers and governing board members and to produce a workable plan for increasing racial diversity and inclusion of UKME/GMH members
  • by the autumn, a study course and/or materials on racial justice and anti-racism work within Christian Discipleship is produced for churches and small groups
  • by February 2022, the Church of England Liturgical Commission adopt formally Racial Justice Sunday each year with Churches Together in Britain and Ireland.


On training and mentoring, it recommends that:

  • all diocesan Bishops participate in “reverse mentoring” with member of UKME/GMH clergy/lay person from a different diocese (appointed by November)
  • a lead person is identified to embed anti-racism practices within the National Ministry Team (NMT), who will report quarterly to its director
  • by the autumn, all BAP advisers undertake a new mandatory three-stage learning programme covering unconscious bias; intercultural awareness; and anti-racism (by July 2022 for all other staff)
  • by October, the NMT produce clear guidelines of best anti-racism practice for every diocesan ministry officer and all TEI staff, and, by January 2022, produce a handbook for DDOs on this
  • by February 2022, develop a mandatory anti-racism learning programme (in a range from online to in-person/in-depth). This should be rolled out to all diocesan staff and clergy in every diocese from April 2022, and to all Readers and church officers by September 2023, over a two-year period with a triennial refresher. This should be available to all volunteers
  • by July 2022, guidance is developed on good practice and a template for use by TEIs setting out the NMTs outcomes and expectations of anti-racism practice.


On young people, it recommends that:

  • by the end of the year (Covid-dependent), dioceses host regular networking days with young people to encourage diversity within congregations
  • the existing diocesan racial-justice resources for young people are reviewed, and new ones commission as required
  • by July, the Strategic Investment Board favours bids from dioceses which prioritise youth work in parishes with large UKME/GMH populations
  • by October, a global majority youth forum is created to reflect on “issues of identity, anti-racism, racial justice and a celebration of diversity”
  • by December, build a referral mentoring programme on the C of E website through which UKME/GMH young people can be mentored by a UKME/GMH clergy/lay minister
  • a racial awareness learning programme is developed for leaders and volunteers of youth groups, youth clubs, holiday clubs and other intergenerational activities.


On structures and governance, it recommends that:

  • a Racial Justice Directorate, incorporating a director level post, senior post, and administration post, be appointed in the summer as part of the NCIs “to ensure delivery, monitoring and accountability for the actions” of the report
  • by the summer, the Committee for Minority Ethnic Anglican Concerns (CMEAC) is replaced “with a body which acts as a standing committee of the Archbishops’ Council, whose chair is co-opted on to the Council by the Archbishops”
  • an audit of governance structures is carried out and existing and newly gathered data examined in relation to ethnic diversity at all levels
  • by the autumn, full-time Racial Justice Officers are appointed in every diocese — centrally funded for five years — to work in individual churches and wider communities
  • within weeks, a plan is created to increase representation and participation of UKME/GMH people to at least 15 per cent at all levels of governance by 2030.


Read our full story on the report and reaction from the Archbishops of Canterbury and York

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