Big data prove it is possible for a society to be riddled with racism in the complete absence of racists.

The government audit shows racism can be endemic even in the absence of racists


Trevor Phillips in The Financial Times


If Theresa May’s challenge to her own government on race equality does nothing else, it should take some of the terror out of talking about racial difference. Her government’s compendium of data about ethnic minorities’ experience across 130 public service areas, published this week, confronts us with a baffling puzzle: in a society demonstrably more open-minded than a generation ago, why do race and ethnicity remain such powerful pointers to an individual’s place in society?

You do not have to be a specialist in race relations to know that your doctor is more likely to be a Sikh than a Somali. Most of us can see that people from certain backgrounds — South Asians, Chinese — are more likely than others — African Caribbeans, Pakistani Muslims — to wind up as chief financial officers of big companies.

Sir John Parker, in a review that concluded this week, called out the paucity of non-white leaders in Britain’s top companies, confirming what most business leaders know: there are many available candidates but black and brown faces still do not turn up in the boardroom — except perhaps when they come to clean.

White Britons remain cautious about making such observations, for fear of being held personal responsible for racial inequalities. People of colour stay silent because nobody wants to sound like a grievance-monger. The race audit could be the best chance in years to break the silence.

Ministers have anticipated the charge of stirring up minority resentment by releasing a flood of data, some of which show that whites too can be at a disadvantage. White boys, for example, are far less likely to get in to a good university than the proverbial hijab-wearing Bangladeshi-heritage girl. By acknowledging that some differences might turn out to be intractable, Mrs May’s injunction that disparities should either be explained or eliminated could encourage a more open debate.

Some critics suggest that the audit will undermine minorities’ faith in public services. This underestimates the common sense of most people of colour. We do not live to complain about racism. On the contrary, we factor it into our daily lives, shrugging off discourtesies. But forbearance should not be confused with compliance. The data show that people of colour are right to have low expectations of their treatment by the healthcare system, the police or the courts. Their resentment should not be a surprise.

The audit is far from complete. Crucially, it tells us nothing about the UK’s most important economic issue — low productivity. Yet race relations can have a profound impact on the workplace.

A US survey shows that more than a third of white-collar employees think discussing race is off limits in the office, even though staff of all races think it affects their prospects. Blacks and Latinos believe their ethnicity holds them back; whites fear a word out of place will torpedo their careers. Annual appraisals have become stilted affairs: white bosses worry that too critical an assessment will land them in the dock for bigotry. Poor performance goes unchallenged and mediocrity protected.

The data released this week have all been available before. But together they could revolutionise our understanding of racism. Since the 1999 Macpherson Report into the death of Stephen Lawrence, the official doctrine has been that pretty much everyone everywhere was wrapped up in a racist conspiracy, even if they did not know it.

If that is true, how can we explain the fact that every measure of racial hostility has declined steadily over the past 40 years but there has been no corresponding fall in racial disadvantage? The answer is that most racial disadvantage is not the product of individual attitudes. Even if we were to adopt the widest definition of a racial incident, including online insults, and attribute every one of those acts to a prejudiced white person, it remains statistically demonstrable that the average person of colour will encounter such hostility once in their lifetime — not enough to produce the persistent patterns revealed by the audit.

So if Britons are individually better people what is preventing us becoming a better nation? Part of the answer is inertia: racial patterns we inherited and have not dealt with effectively. An example would be ethnic segregation in cities, baked into the geography because of settlement patterns generations ago.

A new source of racial disparities stems from what may be called techno-racism. Online decision systems use apparently neutral data: names, addresses, place of education. But these data carry racial markers that machines can read as reasons to reject minority applications for jobs, loans or insurance. In the US, companies are rewriting mortgage-lending programmes, having seen fines in excess of $100m for discriminating against African-American borrowers. Big data prove it is possible for a society to be riddled with racism in the complete absence of racists.

Mrs May says that government departments will have “nowhere to hide” in future. Unfortunately, her own privacy legislation will protect ministers from scrutiny. Data protection means that neither public bodies nor private corporations are allowed to keep ethnic data about individuals. A prime ministerial decision to allow companies, particularly recruitment firms, to hold ethnic data could be transformative.

Mrs May’s audit has opened a Pandora’s box. But when the first woman in the legend unleashed evils on humanity, Hope sat gleaming at the bottom. Our modern Pandora, lifting the lid on racism, is betting the facts may be the best way to solve our most toxic social problem. In this, at least, she has to be right.