As a white middle aged man can I be anything but a racist? I think it’s an ‘in your head’ debate that many of us can never resolve. After all I’ve never had people shout offensive words at me as I walked down the street. The colour of my skin hasn’t ever impacted on any roles I have been interviewed for and if it has, then I am very unaware of it. I’ve never been asked where I come from, replied that I come from London and had the response, “no, where are you really from?”. I also haven’t had a senior manager approach me, shake my hand vigorously and tell me how great it is that I’m in the team as I’ve really improved the teams diversity profile.
Recently I was talking to two of the support workers who help me get up in the morning. One of them is from South Africa and has lived in the United Kingdom for over 25 years. In that time, they don’t feel they have experienced any racism. When I asked them if they had blocked it out, they weren’t so sure. They felt that United Kingdom is the only place they have lived or visited where they didn’t feel they had to take extra precautions. They had experienced a great deal of institutional racism in South Africa (name calling, being treated like they were worthless, last to be told of any senior role).
The other support worker moved here recently with their family from Nigeria and again, racism wasn’t something that they felt they had experienced, however their partner felt that they had. Even though their experience and qualifications were better than the knowledge and experience of their colleagues, they felt that the colour of their skin had impacted on their chances of being appointed to a senior role.
I believe that racism is still very much present in the UK— though not always in obvious forms. Just a few days ago, I listened to colleagues talk about a new training and community support programme they’re delivering. As I listened, I felt a wave of sadness. The challenges and barriers they were describing felt so familiar — almost identical to the ones I remember from anti-discriminatory practice training back in the 1990s.
Have things really changed since the 90’s? Or have we just learned to frame inequality in more subtle ways?
So am I a racist? I like to hope I’m not. I am however, consciously aware of discrimination, racism and inequality. I make it my business to be aware, because I understand my privileged position as a white man. I do think that at all times I have to remember and respect that my friends and colleagues from different cultures will have very different life experiences to mine, and whilst we might not discuss it on a general basis it’s important to keep challenging ourselves. When we forget the importance of challenging ourselves, that’s when we risk becoming racist. Challenging ourselves alone isn’t enough however, it’s also important to have solidarity with others and to speak up when we see racism happening, pushing for systemic change.
One person might feel that they haven’t been subjected to racism, they may or may not be consciously aware of their own lived experiences and what they have had to navigate already. It might be that the racism they have experienced in the UK isn’t as bad as racism they have faced elsewhere. This doesn’t mean there won’t be dozens of local people in similar positions who are experiencing racism every day. Structural and systemic racism is very much alive and well and quietly pushing doors down, Whilst it’s hard for us to push back, it is vital that we do so together. While I may not use racist language or behave with prejudice, I know racism operates at a structural level, and that I have a role in recognising and challenging it.
It’s not enough to say “I’m not racist.” We have to actively notice, speak up, and act when something’s not right — whether it’s about race, class, disability, or any other form of discrimination.
I’ve learned a lot from people whose work on co-production and anti-racism reminds us that real change only happens when we share power and centre the voices of those most affected.
In listening to people and researching the blog, one statistic hits home from the NHS workforce race equality standard (WRES)
Percentage of staff experiencing harassment, bullying or abuse from staff in last 12 months
89% of trusts reported, a higher proportion of BME staff compared to white staff experiencing harassment, bullying or abuse from staff in last 12 months in 2023.
In 2023, the percentage of staff experiencing harassment, bullying or abuse from other staff in the last 12 months was higher for BME staff (24.9%) than for white staff (20.7%). This pattern has been evident since 2015 and was repeated in all regions.
This blog isn’t about assuaging my guilt, It’s about responsibility And respect. And the belief that we can do better — together.
Jim Thomas
October 2nd 2025
Thank you colleagues and friends for your support
Dr Clenton Farquharson, OBE, TLAP
Isaac Samuels, OBE, TLAP
Tricia Pereira
Cat Duncan-Rees, Curators of Change
Listening and self-reflection are only the first steps.
Change comes when we keep learning and acting together. These resources are a good place to start.
Further Reading & Resources
To support deeper reflection, organisational development, and practical change, these resources may be helpful:
Annual reporting on race inequality in the NHS workforce.
https://www.england.nhs.uk/about/equality/equality-hub/workforce-race-equality-standard-wres/
Social Care Workforce Race Equality Standard (SC-WRES): A dedicated lens on inequalities across the adult social care workforce. https://www.skillsforcare.org.uk/Support-for-leaders-and-managers/Equality-diversity-and-inclusion/SC-WRES/Social-Care-Workforce-Race-Equality-Standard.aspx
Runnymede Trust: The UK’s leading independent race equality think tank, producing influential reports and campaigns. https://www.runnymedetrust.org
Co-Production Collective: Understanding Anti-Racism in Co-Production Spaces – Centring the Voices of Racialised Individuals. https://www.coproductioncollective.co.uk/news/understanding-anti-racism-in-co-production-spaces-centring-the-voices-of-racialised-individuals.
Race Equality Matters: Practical allyship resources for individuals and organisations.
https://raceequalitymatters.com/resources/
Black Thrive: Tackling systemic inequalities that affect Black communities in the UK.
Peggy McIntosh (1989): White Privilege – Unpacking the Invisible Knapsack:
A foundational reflective essay on privilege, still widely used in training.https://www.racialequitytools.org/resourcefiles/mcintosh.pdf
Equal Justice Initiative (Bryan Stevenson): Though US-based, this resource provides profound insights into structural racism and justice.
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