JAN Trust is a multi-award winning charity empowering and providing leadership for women in order to create positive and active citizens of society

ethnic minority women,

Founder awarded OBE

altWe are delighted to announce that our Founder, Rafaat Mughal, was awarded with an OBE in the Queen's New Year's Honours List. Rafaat has campaigned and worked tirelessly for over 40 years to support and empower Black, Asian, minority ethnic and refugee women. She is an inspiration to all at JAN Trust including users, staff and volunteers. 

Well done Rafaat. A much deserved award!

 

 

 

 

 

The story was covered by a range of press and below are some of the press links:

New Year’s Honours: Haringey women’s rights activist ‘flattered’ with OBE -CLICK HERE

 

 

New Year Honours 2014: List in full - CLICK HERE

 

Rafaat Mughal, of Wood Green, who founded the JAN Trust among people in 2014 New Year's Honours List - CLICK HERE

15 Indian-origin men, women in Queen's New Year's Honours List - CLICK HERE

Rafaat Mughal, of Wood Green, who founded the Jan Trust among people in 2014 New Year's Honours List - CLICK HERE

Sisters are doing it for themselves - and each other - CLICK HERE

Strong showing for charities in New Year Honours - CLICK HERE

New Year honours 2014: the full list - CLICK HERE

Asian community recognised in New Year’s Honour’s List - CLICK HERE

Asian community recognised in Honours List - CLICK HERE

Many Asians in Queen’s New Year Honours List - CLICK HERE

Asian community recognised in Honours List - CLICK HERE

Fifteen Indian origin people in Queen’s New Year’s Honours List for 2014 - CLICK HERE

Sisters are doing it for themselves – and each other -CLICK HERE

Bumper year for Asian NY Honours - CLICK HERE

FT .com -CLICK HERE

Hijabs, the Scottish police and women’s bodies

Summer 2016 saw Muslim women’s dress at the forefront of public debate. As the media storm surrounding the #BurkiniBan raged on, the Scottish Police Force made the announcement that Hijabs are now to be accepted as part of their uniform, with women no longer having to seek approval to wear them (as was previously the case). This change in rules was received positively, with politicians, Muslim groups and senior police figures welcoming the shift towards a more inclusive police force in Scotland. Establishing a dichotomy between ‘deplorable’ France and progressive, representative Scotland became widespread across a range of voices, gratefully embracing a rare moment of optimism in a climate of Islamophobia and increased hate crime against Muslim women.

This response necessitates a pause for thought. As advocates for the rights and dignity of ethnic minority women, it’s critical we approach policy shifts like this with nuance and that we avoid uncritically lauding Scotland’s change in uniform policy as a direct ‘contrast’ to France. It’s tempting to grasp onto any glimpse of progress towards a society in which state institutions welcome, rather than persecute black and brown bodies, and it is easy to establish nationalistic narratives of a liberal and tolerant British state and a racist, dictatorial French state (a narrative we can see reproduced in British discourse surrounding police brutality against black people in the US). But upon closer inspection, the suggestion that this policy change is indicative of progressive and inclusive values in the UK is naïve to say the least.

Whilst the incident on the beach in Nice, in which a woman was forced to remove an item of clothing at the feet of four officers towering above her produced an egregious visual image of subjugation and control, the ostensibly oppositional developments in the Scottish police force have merely moved beyond a requirement that its female Muslim police officers have to ask permission to wear a particular item of clothing. Even aside from the unwillingness to understand or engage with the religious background of workers who are integral to the daily functioning of the force, the symbolic significance of a requirement to seek approval for sartorial choices renders the move away from this deplorable power dynamic at best a rejection of Victorian-style notions of women’s agency over their own bodies.

Moreover, perhaps we should hesitate a moment before praising the steps the Scottish police have taken in reaching out to the Muslim community: any attempts to improve representation are long overdue. Chief Constable Phil Gormley’s hope that “this addition to our uniform options will contribute to making our staff mix more diverse,” is somewhat underwhelming given that in a staff force of 17, 242 there are just 6 Muslim women. None of these officers wear the hijab on duty or out in force. This lack of diversity is extremely problematic when considered in the context of a community facing rampant Islamophobia and widespread mistrust of authorities, inevitable in a climate of high profile cases of unfair racial profiling. There is an urgent need for a sustained and concerted effort to send a message to the Muslim community that they are welcome to participate in any and all employment sectors, whilst retaining the freedom to express their culture and religion.

Rather than a jingoistic celebration of the ‘progressive and inclusive’ values demonstrated by allowing women to make their own clothing choices, we at the Jan Trust instead would like to focus on the way in which the inclusion of the hijab in police uniform allows for an image of Muslim women which runs contrary to mainstream narratives of silent, subjugated figures and instead positions them as professional women in an important and challenging role in society. We believe that society can be stronger, fairer and more equal if we knock down the barriers to women achieving their potential and realising their dreams, and we continue to dedicate our efforts as an organisation in order to make this happen.

To find out more about our work, please visit www.jantrust.org

JAN Trust in Press

The BBC News quoted our Director, Sajda Mughal OBE following the Prime Ministers annoucement of English language skills and Muslim women. The article can be found here and her comments are below:

Access difficulties

Sajda Mughal, director of the London-based Jan Trust which works to empower vulnerable women, says there is indeed an issue among Muslim women living in the UK who are unable to speak English.

"Currently 200 women come to our centre each week, 80% of which are Muslim. Of these, 70% cannot speak English or are very poor at it. Some have English as a fourth or fifth language. Some are even illiterate in their own language.

"It's heartening to hear the prime minister is providing this language funding but it should trickle down to grass-roots organisations and not just be given to bigger ones like colleges.

"We have large numbers of women who say they have been turned away from colleges because they need very basic lessons and are told the colleges don't provide that level."

Published 18th January 2016

Muslim women are still more likely to be unemployed despite doing well in education

A report by the Social Mobility Commission, the ‘Ethnicity, Gender and Social Mobility’ report, has shown that Asian Muslim women, despite doing well in school, become socially immobile. This is due to many factors, including discrimination they face when looking for employment. The chairman of the commission, Alan Milburn, stated that the promise of social mobility is ‘being broken’.

The statistics are shocking when considering that ethnic minorities are far more likely to pursue higher education than White British children, with five in 10 Bangladeshi children going to university compared to just 1 in 10 white British children. Reports have found that British Muslim women have strong positive attitudes towards work, and that whilst they are more likely than White British women to take time out of employment after having children, they tend to have the overwhelming support of their families in finding work afterwards. The Young Foundation found that 93% of Muslim women who are not in work want to be, and feel supported by their families in looking for it. This disproves tabloid claims that Muslim women are unwilling to travel for work, or work in mixed-gender environments. Only 15% of Muslim women in the study said that they sought work in ‘women-only’ spaces, whilst 93% of British Muslim women stated that they would commute for up to an hour. So why are unemployment rates for British Muslim women still so high?

Bangladeshi and Pakistani women are the lowest earners out of all black and ethnic minority groups, having very little chance to gain professional occupations. When compared to male Bangladeshi graduates, despite performing better in education they are still less likely to gain a professional role. Culture is often cited as the central reason behind Muslim women’s perceived “failure” to integrate fully and economically, into British society.

While it is true that some British Muslim women face pressures from their family or community to stay at home, particularly after having children early - three times as many Muslim women as White British women are economically inactive because they are looking after the home – there are many other barriers that Muslim women face. These include discrimination due to religion and gender, and Muslim women who wear the hijab experience an even higher level of discrimination due to their outward display of religious beliefs

Islamophobia in the workplace has been well-documented. Evidence from France has discovered that practicing Muslims had a 4.7% chance of being called back for an interview, compared to 17.9% for their Catholic counterparts. In the UK, the Runnymede Trust has found that 25% of unemployment in ethnic minority groups can be accounted for by employer discrimination.

Muslim women face additional gendered barriers, and ‘cultural’ arguments seep into this discrimination. 1 in 8 Pakistani women in the UK have been asked about marriage and family aspirations in job interviews, as opposed to only 1 in 30 non-Muslim women, and they may also face evidence of “name discrimination”.  Many women have “whitened” job applications, using non-Muslim names on forms. Some have even chosen to stop wearing the hijab and niqab – 18% of Muslim women in work have stated that this helped them to find employment. If Asian Muslim women who are educated struggle in the labour market, it is even harder for barriers BAMER who don’t have qualifications or have recently migrated to the UK and might have limited English.

The report offered a number of recommendations, including that businesses need to specifically support Asian Muslim women to progress in their careers. This is something that JAN Trust has long recognised to be a priority. At JAN Trust, we provide the education for women to become aware of when they are experiencing discrimination and how to overcome it, with the aim of empowering themselves and be socially mobile in the job market.

JAN Trust empowers women to attain and achieve more, despite the fear of discrimination, through a variety of measures: from workshops that provide information about opening businesses to building confidence and self-esteem. Milburn stated that ‘Britain is a long way from having a level playing field of opportunity for all regardless of gender, ethnicity or background’.

Visit our website www.jantrust.org to learn more about the work we do empowering women to play a vital role in British society.

 

The challenge of institutional racism

Over a fortnight ago, an article was published in the Evening Standard titled ‘Nearly half of black and ethnic minority Londoners have faced racist abuse.’

If this statistic surprised anyone, it shouldn’t have. Yes, we have made progress in the fight against racism. Last month, Londoners voted to have a Mayor who is a practising Muslim and the Chelsea Flower Show awarded its first gold medal to a Black woman but this doesn’t mean that racist abuse and discrimination against Black and ethnic minorities has disappeared or isn’t as bad as it used to be.

Hate crime is rising rapidly particularly against visibly Muslim women. Articles about attacks on Muslim women appear almost daily in both print and online media. There have even been videos uploaded to the Internet of the physical and verbal attacks on Muslim women.

However, physical and verbal abuse is not the only form of racism Black and ethnic minorities are encountering. According to the article in the Evening Standard, the form of racism and discrimination affecting Black and ethnic minorities today is institutional racism. As the author of the article, Joe Murphy, wrote ‘Our investigation uncovers the often blatant, however mostly subtle and complex, nature of ‘silent discrimination and institutional racism’ that is present in modern Britain today.’ The unemployment rate of non-Whites is significantly high as the graph below which was produced by the Office for National Statistics last year shows.

Muslims are one such group that are disproportionately affected by institutional racism and face the most difficulties in finding employment or rising to a managerial role. This can be attributed to rising Islamophobia. Last year, Dr, Nabil Kattab of the University of Bristol conducted a survey revealing that 71% of British Muslim women are up to 65 per cent less likely to be employed than white Christian counterparts.

The failure to properly address institutional racism increases the feeling of disaffection already felt by marginalised communities and can lead to them becoming even more isolated. It also prevents them from fully integrating into the society in which they live and fosters a sense of inequality and unfairness.

JAN Trust has worked with marginalised women from BAMER communities for nearly 3 decades encouraging, educating and empowering them so that they can fully participate in society but these efforts can be thwarted if these women are not given access to the same opportunities as other women with similar skills and experience.

In 2010, JAN Trust launched its Say No To Hate Crime campaign. Our website is a resource bank providing access to a range of information and materials about hate crime specifically race and religious hate crime for victims of hate crime as well as their supporters and also professionals working on this issue. We actively encourage victims of hate crime to anonymously report the verbal and/or physical abuse they’ve suffered using our online reporting form. We also provide support to victims and shape policies aimed at combating hate crime and Islamophobia. To find out more about how JAN Trust is tackling hate crime, please visit our website at: http://www.saynotohatecrime.org.
Irish gambling website www.cbetting.co.uk Paddy Power super bonus.

sponsored by business van | www.vanleasing.com