34. The Anti-Racist Organization Workbook

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This episode explores the nervous system realities behind high-performing Black women and the hidden cost of becoming “exceptional” inside environments that repeatedly produce harm. Drawing from my keynote, 30 Patterns of Harm: A Product of a Nervous System Shaped Under Pressure, I reflect on survival, hyper-vigilance, institutional conditioning and why my relationship with this work is changing.

The Home Office has published a new White Paper setting out a national model for policing. Rather than reacting to obvious headlines, I am using the white paper as a live example of how moments of major reform can either be used to interrupt racial harm or side-step that opportunity altogether.

An audio version of a LinkedIn article about the necessary self-honesty behind my ability to write 30 Patterns of Harm: A Structural Review of Systemic Racism with the London Metropolitan Police Service (made public 8 November 2025)

“A Few Bad Apples”? Why That Narrative Protects Power More Than People“Can you help my executive leadership team understand that systemic racism isn’t just about bad people doing racist things, i.e. bad apples?”It’s the question I hear the most. It assumes the problem is one of explanation: if only leaders really understood that systemic racism is not just interpersonal behaviour, not just a handful of rogue managers or employees, then things would change.But here’s my counter-perspective. In most cases (yes, there are always a few exceptions, but work with me here), the issue is not a lack of understanding. The real problem is that the “bad apples” story protects the system itself, and we often fail to grasp just how much people are willing to invest in keeping that narrative alive. This article shares how and why.Full disclosure: it’s a longer thought piece, so grab a cup of tea (or coffee) and settle in. I needed to give this sufficient depth and also give you time to process throughout. It's one of dem ones where you know when people say it's not that deep? In this instance, my response is nah mate, it is that deep, trust me.And if this isn’t enough to persuade you to read it, let me try with this:Instead of asking “How can I get them to understand?” the sharper question is “What does the bad apples narrative make possible for leaders and organisations who keep repeating it…even when they know better?”

30 Patterns of Harm is an independent review by Dr Shereen Daniels, commissioned by the Metropolitan Police Service and recorded on 18 July 2025.The review examines how the Met’s systems, governance, leadership and culture produce and protect racial harm, and why these patterns persist despite decades of reform efforts. Rather than recounting individual incidents, it focuses on the structural logic — the everyday processes, norms and incentives — that make racial harm a recurring and predictable outcome.Central to this analysis is the role of anti-Blackness. The report identifies it as the clearest indicator of organisational dysfunction and the sharpest edge of harm within policing. By addressing anti-Blackness directly, the review shows how tackling its causes also helps dismantle the wider systems that enable racial iscrimination against other groups.This audio recording provides an accessible way to engage with the findings, supporting reflection and helping listeners grasp the depth and intent of the report’s structural approach.For the full 30 Patterns of Harm report and the accompanying Structural Companion Guide, please visit the Metropolitan Police Service website. Both documents should be read together to fully understand the scale of the challenge and the framework for change.

The Structural Companion Guide was developed by Dr Shereen Daniels to accompany 30 Patterns of Harm, an independent review commissioned by the Metropolitan Police Service and published on 18 July 2025.While 30 Patterns of Harm diagnoses the institutional logics that reproduce racial harm, the Companion Guide provides the scaffolding for what to do next. It sets out the principles, disciplines and structural foundations required to turn insight into practice – helping leaders understand how to rebuild systems that protect people rather than institutions.The guide is not a checklist or toolkit. It is a framework for reflection, accountability and redesign. It invites the Met to move beyond activity, to align intent with impact, and to create conditions in which anti-racism is embedded within governance, decision-making and everyday leadership practice.For the full 30 Patterns of Harm report and the Structural Companion Guide, please visit the Metropolitan Police Service website. Both documents should be read together for a complete understanding of the analysis and the route toward meaningful change.

Collette Philip runs multi award-winning anti-racist brand and strategy consultancy, Brand By Me.  Brand by Me help organisations harness the power of brand strategy to embed anti-racism, drive equity and tackle injustice. Collette has been building powerful brand strategy for brands for almost 25 years, both agency and brand-side, including McDonald's, Always, Veet, Clearasil  Barnardo's and EE. Collette is also a celebrated writer and speaker having featured in Third Sector, Campaign, Forbes and on BBC Radio 4.  Her business, Brand by Me was named a “Small Business of 2021” by Lloyds Bank and The Times and she was one of Campaign’s “40 over 40” in 2023.  Collette is also co-founder of Join Our Table, an initiative to increase the visibility of Black women in the communications industries, as well as being Chair of Trustees, for Abram Wilson, a charity which creates visibility and opportunity for minoritised young talent through jazz.In this episode, I speak with Colette Phillip, founder of Brand by Me, an anti-racist branding and strategy consultancy. We explore Colette’s personal journey from advertising to launching her own consultancy and discuss the challenges of navigating systemic racism in corporate spaces.We cover:Colette’s career path and personal journey – Colette shares how her upbringing in Luton and early experiences in predominantly white environments prepared her for the advertising industry, where she faced systemic racism and burnout, ultimately leading her to found Brand by Me.Racism in the workplace – Colette explains the pressures Black professionals face to work "twice as hard" and how this narrative is rooted in white supremacy, often forcing Black employees to overwork in environments that don't value their contributions.The dilution of DEI efforts – We discuss how DEI (Diversity, Equity, and Inclusion) initiatives are often co-opted and diluted, sometimes even reinforcing white supremacy rather than dismantling it, making real progress on racial equity more difficult.Representation vs. systemic change – While representation of Black and brown people in media and advertising has improved since the murder of George Floyd, Colette notes that these visual shifts are superficial and don’t address deeper, systemic racism within organisations.Capitalism and anti-racism – Colette reflects on the challenges of engaging commercial brands in true anti-racism work, particularly when capitalist structures and practices like exploitative labor contradict the principles of racial justice.Internalized oppression and survival – We dive into how internalised oppression affects Black professionals, leading many to focus on survival rather than advocating for systemic change, and how proximity to whiteness can create a false sense of security.The importance of Black-centered conversations – We emphasize the need for conversations about anti-racism and Black liberation that are centered on Black experiences and not reliant on corporate agendas, to ensure meaningful and sustainable progress. 

There are many things to tell you about John. There’s all the usual bio stuff: Professor John Amaechi OBE is a respected organisational  psychologist, and the Leadership Transformation Expert at APS  Intelligence LTD, the consultancy he founded in 2006. At APS  Intelligence, John and his team of specialists' partner with businesses  to build bespoke programmes focused on executive coaching and  behavioural change that help create effective leaders and authentic  and ethical cultures. This is what John believes leads to sustainable  organisational growth and high performance while ensuring the  dignity and well-being of all colleagues.Recognised as an influential thinker in HR, John is a Professor of  Leadership at the University of Exeter Business School in the United  Kingdom and a Fellow of the Institute of Science and Technology.  He's the author of the New York Times and the Sunday Times  bestselling leadership book, The Promises of Giants, John draws on his  early life in Stockport, near Manchester (UK), his career as the first  Briton to play professional basketball in the NBA and deep  psychological insights, to challenge and inspire others. In doing so, he  continues to be driven by the words his mother once used to inspire  him when she said that: "The most unlikely of people in the most  improbable of circumstances can become extraordinary." He is a non-executive director of a FTSE 250 company, was a 10-year  director of the UK’s largest healthcare organisation and a board  adviser for several FTSE 100 organisations in the financial, legal and  professional services, technology, publishing, engineering and retail  sectors.He is a LinkedIn influencer and has been a LinkedIn Top Voice since  2020. In 2023, John was nominated for and awarded the Sport's  Industry, Integrity & Impact award. But there are some more things it’s important to know:John is a mentor, a teacher, and always using his deep psychological  insight combined with real-life experience to provide a touchstone for  people and companies who want to thrive, achieve, and align their  beliefs, values and ethics.  People who think facts and evidence should bow to opinion drive him  crazy; he’s passionate about Star Wars, is a self-confessed nerd &  geek, a former NBA sportsman who has a voice like honey and is  transported by music and loves nothing more than to eat decadent  foods that are bad for him – especially pies!So, while you’re questioning everything you thought you knew, John  will entertain you with his storytelling, confront you with  uncomfortable truths, make you laugh and move you to tears  (sometimes in the same minute) and ultimately inspire you to grow  and develop in ways you couldn’t possibly imagine…so that you can be a Giant too.In this long-awaited episode, Shereen Daniels speaks with leadership expert John Amaechi about the evolving landscape of leadership and the complexities of driving organizational change. Together, they:Explore the nature of leadership and influence, highlighting the limitations of individual power in effecting systemic change while recognizing the significance of inspiring others.Discuss the challenges posed by socio-political dynamics, including the widening gap between leaders and employees and the reluctance to engage with uncomfortable topics.Emphasize the importance of embracing discomfort as part of the journey towards inclusivity and organizational change, advocating for a nuanced understanding of learning and transformation.Examine the role of “mediocrity” within organizational structures, challenging traditional notions of excellence; and Offer insights into the complexities of leadership in a rapidly evolving worldJoin Shereen and John Amaechi on this absolute “must-listen” episode of Advancing Racial Equity 4.0.

 Karia shares his entrepreneurial journey, starting from his early days selling video games on floppy disks to building Canada's largest crypto company, WonderFi.Karia discusses the transformation of his identity, including his name change from Ben to Karia, and its profound impact on his personal and professional life. He speaks about the importance of understanding his heritage, connecting with his roots, and how this journey has influenced his values and business approach. The conversation also touches on Karia's transition from WonderFi to focusing on social causes, particularly bonded labor, modern slavery, and human trafficking. He shares insights on the challenges and motivations behind this shift and offers advice to aspiring leaders of colour navigating corporate environments.