Crisis of Trust: Racial Profiling and Its Impact on Black & Ethnic Communities in Ireland

Image credit : Alan Beston

As we mark Black History Month in Ireland, it's crucial to reflect on the ongoing struggles Black and ethnic minority communities face, especially with the growing spotlight on how they are policed and impacted by systemic racism. This discussion was reignited by the events of Culture Night in Dublin on 20th September 2024, where Gardaí disrupted an annual block party organised by clothing store Tola Vintage, sparking widespread criticism. The intervention of law enforcement, which many attendees and community leaders viewed as overly aggressive, raised pressing concerns about racial profiling and unequal treatment by the Gardaí. 

For many, the incident echoed broader concerns about how racialised and ethnic communities in Ireland are disproportionately affected by law enforcement practices, a theme that has been long highlighted by advocacy groups.

Understanding Racial Profiling in Ireland

Racial profiling, as defined by rights organizations, refers to the discriminatory practice where law enforcement officials target individuals for suspicion of a crime based on their race, ethnicity, or national origin rather than on any evidence of wrongdoing. In Ireland, several reports have documented instances of this practice. For example, the Irish Council for Civil Liberties (ICCL) and the Irish Network Against Racism (INAR) released a joint report that called attention to the experiences of ethnic minorities being disproportionately stopped, searched, or questioned by Gardaí.

The ICCL-INAR report highlighted the stories of individuals from Black and ethnic minority communities who have experienced heightened scrutiny in public spaces. Such experiences not only erode trust in the Gardaí but also feed a sense of mistrust and fear within marginalised communities that should feel protected by law enforcement, not targeted.

The Psychological Impact on Communities

From a social and cultural psychology perspective, the effects of racial profiling and over-policing on Black and ethnic minority communities can be profound. Continuous encounters with law enforcement based on one's appearance create feelings of anxiety, hypervigilance, and alienation. These psychological impacts often lead to diminished trust in state institutions and can further isolate individuals from broader society.

The Culture Night incident serves as a stark example of how public celebrations, meant to foster inclusion and diversity, can quickly become spaces of exclusion and fear when law enforcement disproportionately targets marginalised attendees. These actions can have ripple effects beyond the event itself, as they contribute to a collective sense of being “othered” within one’s own community.

How to Co-Create Meaningful Change

These societal issues of racial profiling and discrimination inevitably spill over into workplaces and educational settings. Black and ethnic minority employees may carry the weight of these experiences into their professional lives, potentially affecting their sense of belonging, engagement, and well-being.

For DEI professionals, HR managers, and senior leadership, it is crucial to acknowledge the broader context in which their marginalised staff exists. To cultivate meaningfully inclusive environments, here are some practical steps that can be taken:

• Implement Anti-Racism Training: Offering training on recognising and combating racial bias can equip employees with the tools to identify discriminatory practices, whether they occur in the workplace or in public services like policing. This training should go beyond box-ticking and focus on fostering genuine understanding and awareness of systemic challenges.

• Advocate for Transparency: Supporting calls for transparency within institutions like An Garda Síochána is another way organisations can contribute. Advocating for the release of reports on racial profiling and pushing for accountability within law enforcement can help ensure that the concerns of Black and ethnic communities are taken seriously.

• Support Mental Health Resources: Provide access to mental health resources specifically tailored for employees from marginalised communities. By addressing the unique and intersectional stressors they face, organisations can promote well-being and create a more supportive environment for all.

• Co-create Solutions with Communities: Finally, it’s essential that any initiatives aimed at addressing these issues are co-created with the communities they impact. This means involving Black and ethnic minority voices in decision-making processes and ensuring that their concerns are at the heart of any proposed changes.

Moving from Actions to Feelings: Fostering Belonging

Creating a more equitable and inclusive society in Ireland goes beyond improving policing practices. It’s about fostering a genuine sense of belonging for Black and ethnic communities—ensuring that these individuals feel safe, valued, and heard in all aspects of public life.

As we reflect during Black History Month, we must ask ourselves: Are we truly co-creating spaces where everyone belongs, or are we engaging in performative actions that maintain the status quo? The answer lies in our willingness to move from actions to feelings, centering the lived experiences of those most affected by inequality. 

Discover more with our training on “Embedding Anti-Racism Practice in the Workplace”: https://www.gormmedia.com/online-training.