We were delighted to be chosen by Careers Wales to deliver a project supporting career advisors and employability coaches - to enable them to provide more culturally sensitive and effective support for Black, Asian and Minority Ethnic girls and young women.

Careers Wales is an all age service for Wales, they provide support for young people in schools, particularly at key transition points in Year 10 and to all adults over the age of 16 who have left full-time education.

The aim of this training was for career advisors and employability coaches to have a better understanding of the lived experience of young women from ethnic minority backgrounds and the barriers that they face and the support that they need. This training explored the challenges and the key barriers faced externally - including the impact of racism and the experiences of microaggressions.

The training started off with understanding how race and gender intersect with other protected characteristics, identities and socioeconomic statuses. The themes being explored include implicit bias and the various forms of biases that impact our behaviour and decision making. We also explored language that was appropriate and inappropriate inside and outside the workplace, whilst also providing an understanding of institutional racism and systemic racism.

The importance of role models is discussed and we provide details of well-known female role models from Black, Asian and Minority Ethnic backgrounds across Wales in senior positions including those working in careers of Science, Technology, Engineering and Mathematics (STEM).

The training included group discussions and real life scenarios being used as the stimulus for debate and discussion with ideas on how to respond to uncomfortable situations. The training has been delivered in Careers Wales regional offices and has also included business engagement officers.

We would like to thank Careers Wales for the opportunity to deliver this project.

In the Spring, we were approached by the Greencore Group who are the leading manufacturer of convenience foods in the UK. They supply all of the major supermarkets in the UK, as well as convenience and travel retail outlets, discounters, coffee shops, food service and other retailers. Their wide range includes sandwiches, salads, sushi, chilled snacking, chilled ready meals, chilled soups and sauces, chilled quiche, ambient sauces and pickles, and frozen Yorkshire Puddings.

This successful food company was established in 1991 and they are the largest sandwich manufacturers in the world. The company has over 13,000 employees, of which 31% are from the global majority. They are also listed on the London Stock Exchange in the FTSE 250.

After a few initial meetings, we delivered our first training to senior managers across various locations. The first training session was held in Northampton. This all-day training explored the various themes around anti-racism and included the importance of inclusion and diversity within organisations, that in turn supports company and economic growth.

Greencore is committed to making progress in inclusion and diversity - anti-racism training is one of the key drivers towards this. We look forward to continuing to support Greencore over the coming months.

Today I will be sharing the recipe for a traditional and classic British dish, Chicken Tikka Masala. The dish consists of chicken tikka that is then cooked in a creamy tomato sauce. It is claimed to be created by Ali Ahmed Aslam, a Pakistani-British chef, in Glasgow, Scotland⁽¹⁾. Chicken tikka masala can be served with plain basmati rice, chapati, paratha or naan. We will explore all these options along with the ingredients required to create this delectable dish.

The recipe referenced in this blog is created by Swasthi and is shared on her blog ⁽²⁾. She also includes alternatives on how to cook the chicken tikka as the original chicken tikka, hailing from North India, is cooked in an Angithi, a Northern South Asian Brazier⁽³⁾.

Ingredients and origins:

• 700g of boneless chicken thighs (Origin of the chicken is estimated to be in Southeast Asia) ⁽²²⁾
• ½ cup of greek yogurt (Hung curd) (Origin as per wikipedia: Levant, Asia, Middle East, Caucasus, South Eastern and Eastern Europe) ⁽⁴⁾
• 1/2 -1 teaspoon of Kashmiri red chili powder (Origin: Jammu & Kashmir, Himachal Pradesh and Goa)⁽⁵⁾
• 1 teaspoon garam masala (Origin: Indian subcontinent) ⁽⁶⁾
• ¼ teaspoon turmeric (Origin: Indian subcontinent and Southeast Asia) ⁽⁷⁾
• 1 teaspoon coriander powder (Origin: Middle East and Mediterranean Basin) ⁽⁸⁾
• ½ teaspoon cumin powder (Origin: Central Asia, Southwestern Asia and Eastern Mediterranean) ⁽⁹⁾
• ½ teaspoon salt (Earliest documentation of salt is in the Chinese Png-tzao-kan-mu) ⁽¹⁰⁾
• 1 tablespoon lemon juice (Origin: Northwest India) ⁽¹¹⁾
• 1 tablespoon kasuri methi (Fenugreek leaves) (Origin: Near East and Indian subcontinent) ⁽¹²⁾
• ¾ tablespoon grated ginger (Origin: Maritime Southeast Asia) ⁽¹³⁾
• ¼ tablespoon grated garlic (Origin: Central and South Asia) ⁽¹⁴⁾
• 1 tablespoon mustard oil (Origin: Indus Valley Civilisation, which is modern day India and Pakistan) ⁽¹⁵⁾

For the Tikka Masala:

• 3 tablespoons of ghee (Origin: India)⁽¹⁶⁾
• 1 ½ cups onion (Origin: Iran, Western Pakistan and Central Asia) ⁽¹⁷⁾
• 1 green chilli (Origin: Central or South America) ⁽¹⁸⁾
• 1 teaspoon salt
• ¾ tablespoon grated ginger
• ¼ tablespoon grated garlic
• 1/2 -1 teaspoon of Kashmiri red chili powder
• 2 teaspoons garam masala
• 1 tablespoon coriander powder
• 1 - 1 ½ teaspoon cumin powder
• 1-2 teaspoons sugar (Origin: India) ⁽¹⁹⁾
• 500g of tomatoes (Origin: Western South America)⁽²⁰⁾
• 1 cup hot water
• 1 tablespoon kasuri methi

½ cup cream (Origin: Greece, Persia and Rome)⁽²¹⁾

For garnish:

• 3 tablespoons heavy cream
• 3 tablespoons coriander leaves

While the rest of the recipe can be referred to in Swasthi’s blog ⁽²⁾. This blog post is here to make you question if Chicken Tikka Masala can really be called a British dish when, from the person who created it down to the origins of every ingredient used, none of those are British. So, either we agree that if dishes born in the UK can be called British then so can all the people born in the UK, regardless of their heritage and ethnicity, regardless of their origin. Or, if those people born and raised in the UK cannot be British, if they are still ‘other’ then one of the most popular ‘British’ dishes can also not be claimed by the UK since no part of it is actually British.

You cannot claim our food, so deeply tied to our history and culture, without embracing us and every part of our culture and heritage. We are either accepted completely or not at all, but you cannot pick and choose what parts of our identity and history are to your liking, to your palette.

I live in a safe country. It’s a country seen as safe by locals and tourists alike, it’s seen as safe by white people as well. It’s one of the destinations in the Middle East for Europeans, Britishers and Americans for well paid jobs. There are lots of expatriates here, especially white expatriates, we’ve got an American Naval support base as well as a British Naval support base. We’ve got pretty easy travel and visa regulations between the UK, the USA and ourselves.

I live in Bahrain, it’s a very safe country, I was born and raised here and can attest to that, I was lucky to be raised here. My parents were raised in India but moved here after marriage to support my father’s family business that has been going strong here for over 100 years. No matter what has happened, I always knew I was safe in Bahrain. 

On Monday the 23rd of June, Iran targeted the Al Udeid Air Base in Qatar, our neighbouring country, and the emergency sirens in Bahrain rang out. We had already had a test siren a few days previously, we knew what it sounded like, we knew the guidelines of what to do if the sirens were sounded, if there was a nuclear explosion, or if we were dragged into war. We even knew where our closest bomb shelters were. None of us expected to ever actually hear the siren.

When the siren rang out, I didn’t even hear it, I only found out because a friend in another town had heard it and messaged me. The first thing I did was ask my dad to call my mum and ask her to come back home, she was out and not far from the US Naval base. At that point, we had no idea what was happening, we didn’t know if Bahrain had been hit or if it was next. We already had go bags ready in case we needed to go to a shelter if our house was no longer safe. I rang and messaged friends, to check they were okay, that themselves and their families were safe, to open up our house to anyone who might need shelter, and other friends did the same back. In that moment of fear, we all came together as a community, nothing but care for each other, and this spanned generations as my parents had the same experiences.

After the second siren was sounded to signal the all clear and things calmed down, it hit me then that even though I was so scared from the sirens, I was still blessed, because I lived in a country where I have never before had to fear for my life, where I have the freedom of movement, I could have run to Saudi, or flown out when the airspace opened again. I was not going to be trapped there indefinitely, there were safe places for me to go. The Palestinians in Gaza do not have any of that. Their homes and towns have never been safe from Israeli’s, they could never be sure when they’d be the next to be abducted by the IDF just for existing, they can’t leave because they are in an open air prison. If they do manage to leave, they can never come back. 

The current genocide of Palestinians has gone on for over 600 days, it is the Nakba of the current ages. The first Nakba took place from 1947-1949 and approximately 750,000 - 1 million Palestinians were expelled from their homeland and made into refugees by Israel and their new militia ⁽¹⁾. 

The stats I am about to mention are almost 3 months old now, the numbers have done nothing but increase since then, I’d say I’d keep it short but that would be a disservice to Palestinians. An estimated 60,000+ people have been killed, out of which it’s estimated that 32% are children, over 40,000 children have been orphaned, 210 journalists have been targeted and killed, 121,000 people have been injured with over 10,000 children losing at least 1 leg, that number isn’t even including the children who have lost 1 or both arms. 90% of hospitals and 90% of schools and universities have been destroyed or damaged ⁽²⁾. 

If these numbers and the countless videos online from Gaza have not moved you and made you see that the Zionism of Israel, the genocide they are commiting, is not horrific, if you can still defend Israel, then I have no words for you. Criticising Israel, criticising Zionism and calling a genocide a genocide does not make you anti-semitic.

According to Merriam-Webster, the definition of Semite is: 

“a member of any of a number of peoples of ancient southwestern Asia including the Akkadians, Phoenicians, Hebrews, and Arabs. Or a descendent of these peoples”⁽³⁾ 

This is a quote directly from the United Nations website:

“The population of Palestine was mostly Semitic Arab, both Moslem and Christian.  There were also small numbers of Semitic Jews.” ⁽⁴⁾

As per these definitions and evidence, wouldn’t the genocide being committed by Israel also be labelled as anti-semitic since Palestinians are Semites?

I am lucky and blessed to have been born and raised in Bahrain, where I know that a ceasefire is an actual ceasefire, that I am safe again and can continue to live a regular life. A ceasefire for Palestinians has never been a true ceasefire as Israel has constantly violated the ceasefires. I hope this makes you reconsider your stance.

References

1. https://imeu.org/article/quick-facts-the-palestinian-nakba 
2. https://euromedmonitor.org/en/article/6673/Infographic:-546-days-of-genocide-in-Gaza 
3. https://www.merriam-webster.com/dictionary/Semite 
4. https://www.un.org/unispal/document/auto-insert-206581/ 
5. https://www.ohchr.org/sites/default/files/documents/hrbodies/hrcouncil/sessions-regular/session60/advance-version/a-hrc-60-crp-3.pdf

We have recently delivered anti-racism sessions to the students at Grwp Llandrillo Menai. The sessions were delivered in late March 2025 and then again on the 5th and 6th of June 2025.

The first session was delivered to their Independent Living Skills students at their Llangefni campus. The training sessions explored equality and identity.

For the second session, we also visited their Rhyl campus, where we delivered the training to students undertaking their studies in Health and Social Care. The training was preparing the students in relation to what they would deal with in their future front line roles understanding what is meant by systemic racism, discrimination within the system and unconscious bias. The training aligned closely with their course objectives by deepening their understanding of how cultural sensitivity can affect the people they support.

A few weeks earlier, we delivered anti-racism training at the Rhos-On-Sea campus where we delivered to students undertaking their studies in Construction. 

All the sessions were met with positive engagement and feedback and is part of the ongoing work by Grwp Llandrillo Menai to promote equality, diversity and inclusion across all areas.

No Boundaries has been supporting a number of schools across Torfaen in the past 18 months and on 14th May 2025, it was a time to celebrate the wonderful work the pupils having been undertaken within a number of schools across the region.

We have delivered anti-racism workshops to pupils and staff training to support the inclusive practice taking place in the schools. A number of schools were involved in this special day that was hosted by Llantarnam Community Primary School. Pupils from several of the schools in attendance gave short presentations to highlight the anti-racism work they had been involved in.

Our Director Sunil Patel gave a presentation on South Asian History and encouraged the teaching staff from the schools to explore the rich, diverse and historical context of this dysphoria. The presentation included the positive contributions of the South Asian communities to Wales and beyond. This included the support provided by Indian soldiers in WW1 & WW2 to Britain with as many as 3 million representing Britain during both historical moments. The current day contributions included the National Health Service, Sport, Businesses, Media and many other areas of our society that sees significant contributions by this group.

We would like to thank Torfaen Council and the schools who have supported us as we continue to help support the anti-racism education across Wales. The next generation are the key to unlocking racism and inequality, by providing an inclusive school experience, pupils will be ethically informed citizens of not just Wales, but the wider world.

South Asian Heritage Month - Further details about South Asian Heritage Month including school resources can be found at the following website SAHM

Our journey with Crownbridge School started in February 2024 when we worked with learners at the school. Crownbridge School is a Local Education Authority maintained special day school, which educates children and young people with severe learning difficulties in the age range of 2-19 years. It truly is an inspirational school providing a rich learning environment with a variety of learning experiences which are geared towards enabling each pupil to experience success in a happy, caring and secure environment.

All the staff are highly skilled and dedicated to providing an inclusive environment and creating an ethos within the school which positively promotes equality of opportunity and in particular prepares our pupils to participate positively and confidently in adult life.

No Boundaries delivered sessions that explored racism with the learners providing them the opportunity to understand the topic in more detail. We discussed the impact of all forms of discrimination and provided clarity on what racism is and the impact of it on our communities.

We followed this up with anti-racism sessions with all the staff at the school including TAs and Senior Leadership staff. Other staff included class teachers and Business staff such as receptionist and Administration. The anti-racism training has been an ongoing commitment and a number of sessions have been delivered in large and small groups.

The whole school approach to anti-racism includes continued anti-racism learning with the learners and staff. We will be providing support to the curriculum design and undertaking pupil voice engagement.

We are delighted to have been provided the opportunity to support this truly wonderful school based in Croesyceiliog in Cwmbran.

On Wednesday the 19th of February 2025, we visited the Cardiff and Vale Perinatal team at the Cardiff Royal Infirmary. We delivered this session to 24 members of staff over the course of a whole day.

The day started with some group work where we looked at multiple different topics such as what racism is, what are racial microaggressions, appropriate and inappropriate language and terminology.

For racial microaggressions we looked at names, the importance of pronouncing names in the correct way. We also looked at the stereotypes faced by certain communities and how these stereotypes are formed in society and how that influences our behaviour.

We explored healthcare workers experience in providing care for Black, Asian and Minority Ethnic women in neonatal assessments in relation to neonatal jaundice. Babies with darker skin tones have an increased risk of jaundice as it is more likely to go undetected or not be identified adequately through the visual assessments. Early treatment in cases of jaundice is crucial as untreated jaundice can lead to severe health complications such as seizures, learning disabilities, hearing difficulties and brain damage. Many of the current guidelines use terms such as “pink”, “pale” or “blue”, however, those same guidelines do not mention anywhere how different these colours might look on darker skin.

The workshop also explored how to challenge racism in the workplace and how to be an anti racist organisation. As the day went on, some of the staff members shared their own experiences of racism.

Leading on from that, we also spoke about Immigration and how a large percentage of NHS workers are foreign born and were asked to come to the UK to help support the NHS.

Overall, we felt like the day was very productive and the staff seemed open to discussion. We would like to thank The Cardiff and Vale Perinatal Mental Health service for giving us the opportunity to provide training to the staff.

We delivered anti-racism sessions to Gwent police staff from September 2022 with approximately 2100 staff members. We had attendees from the control room staff, community support officers, police constables and senior police staff. The sessions were completed in December 2024.

Before we started delivering the sessions, we worked with the communities in Newport and engaged with the people from the “Pill” area, which contains the Newport docks, the Western end of the Newport Transporter Bridge, City Bridge and George Street Bridge. We asked the communities for their thoughts, views and opinions on policing. These statements were then used to help support the delivery of the workshops. We highlighted some of the challenges the communities faced and how the police could go about improving their relations with the Black, Asian and Minority Ethnic community across the region.

These sessions provided an opportunity for us to have a honest and open conversations about racism and how the organisation can improve relations with the Black, Asian and Minority Ethnic community, we also explored the importance of representation and inclusivity within the workplace.

The work we delivered supports the Police Race Action Plan, which has been developed by the College of Policing and the National Police Chiefs Council. This plan has been out for many years now and our organisation’s aims and objectives are in line with that plan. Our work also supports the Criminal Justice Wales Race Action Plan and also the Welsh Government’s Anti Racism Action Plan. This is a quote from the Police Race Action Plan:

"We accept that policing still contains racism, discrimination and bias. We are ashamed of those truths, we apologise for them and we are determined to change them. We have much to do to secure the confidence of Black people, including our own staff, and improve their experience of policing – and we will. We will be held to account and we welcome scrutiny. We hope that in the future, we will be seen as the institutionally anti-racist organisation we want to be, because we took action and delivered on our promise to change."

Going over some of the feedback we received, it’s clear that most people found the workshops to be helpful. An excerpt from one person’s feedback was:

“It was uncomfortable to learn that some simple well-intentioned comments or questions in my past were more than likely to have caused hurt and offence and did nothing but add a brick to the wall of separation. I have made mistakes and I have no doubt I will do so again, but thanks to the training I will keep trying to build bridges, not boundaries”.

Our slogan, which is the first thing on our website and one of the first things we mention at the start of every workshop is “Making the uncomfortable, comfortable”. You have to sit in your discomfort a little and examine your own behaviour to see how you might be contributing to a larger problem.

Furthermore, from the feedback we found that 9% of the people who left feedback thought no, these sessions would not help improve engagement between the police and Bame communities. Out of 387 responses, that's approximately 35 people, not a lot in this respect. However, Gwent police employs about 2600 members of staff, this is excluding volunteers and cadets. Which means that, hypothetically, out of 2600 people, 234 members of staff probably have a similar sentiment towards anti-racism training. NPCC estimates there are 148,886 police officers in England and Wales. Hypothetically, going by the feedback numbers of Gwent then that would mean that ~ 13,400 police officers across England and Wales feel training like this is not useful.

We would like to thank Gwent police for the opportunity to deliver this work and look forward to supporting them moving forward.

For the past few years, we’ve been collaborating with the Keys Group throughout England and Wales. They provide education and care services for children, young people, and families through their specialist schools, residential children’s homes, education services, activities, and interventions.

At the end of 2021, we conducted staff training at a Cardiff care home. The training was highly appreciated and led to an invitation for us to be guest speakers at the National UK Conference. This event, centered on inclusion, was attended by over 200 deputy leaders of the Keys Group.

Sunil and Sean, the directors, gave speeches at the conference, sharing their personal stories and experiences with racism. They reflected on past events and discussed how racism manifests today, including both direct and indirect forms like systemic racism.

After their speeches, they led an anti-racism activity with the groups, focusing on biases and stereotypes in society. By the end of their guest slots, they received a standing ovation from the delegates and numerous compliments afterward.

Since the conference, No Boundaries has collaborated with various Keys settings across England and Wales, engaging with both staff and young people in residential environments. They have also visited several locations in Yorkshire, the Midlands, and South Wales.

We appreciate the support of the Keys Group and look forward to continuing our partnership with them.

During the academic year of 2023-2024, No Boundaries supported Cardiff University with their work on anti-racism and their commitment to being an anti-racist university.

To support this ambition, we provided support and anti-racism training to the senior leaders at the university. The initial introductory session was delivered through a half day anti-racism session at the Leonardo Hotel in Cardiff City Centre. Well over a hundred staff attended this training. In this session, we looked into the areas of what racism was, terminology, the history of racism and biases.

Following this session, we delivered sessions to smaller groups of senior leaders, with the aim of increasing the awareness of leadership, what anti-tacist leadership looks like, to equip senior leaders to inspire anti-racism change individually but also as a team, collectively, within the university. To add to that, we then spoke about what a whole institutional approach towards anti-racism should be.

The first of these sessions were held with the University Executive Board and included the President and Vice-Chancellor of Cardiff University, Professor Wendy Larner.

The university has a high number of international students attending, so we also explored the challenges they may face in terms of integration and cohesion within and outside of the university. This is a university that welcomes everyone, regardless of their background.

The training was well received and the opportunity to have open and honest discussions reflecting on what is going well and what needs to be improved on to ensure the university is working towards their goal of anti-racism practice.

We would like to thank Cardiff University for providing No Boundaries with the opportunity to support their work on anti-racism.

In October 2023, No Boundaries partnered with local councils across Wales as the chosen provider by the Welsh Local Government Association (WLGA) to deliver anti-racism sessions for elected members.

The sessions were conducted both online and in person, with over half of the councils in Wales participating. This six-month project covered topics like language and terminology, bias awareness, the effects of racism, the importance of equality impact assessments, and strategies to engage better with underrepresented communities with the public sector.

Discussions also delved into why certain groups from Black, Asian, and Minority Ethnic communities often feel excluded and are labeled as 'marginalised' or 'hard to reach.' The sessions addressed institutional and systemic racism, providing real-life examples from the public sector.

After the project ended, No Boundaries continued collaborating with some councils, working with internal staff across various departments and roles.

We extend our gratitude to the WLGA for the opportunity to work on this meaningful initiative with councils across Wales.

We have been working with Swansea City Football Academy delivering workshops to foundation phase players. These players are training at the Fairwood training ground in Swansea. In the workshops, we looked at racism and the impact of racism in football and in society, understanding what language is appropriate and inappropriate to use. 

The young people also then explored solutions towards how we can tackle racism and we shared some statistics around racist incidents involving football across Wales. This included racism in grassroots football across Wales and the punishments that are given out if players behave inappropriately due to racism.

We also discussed the impacts of racism on future careers as footballers and what players should do if they experience racism within football. Further, we shared videos of well-known footballers talking about their own experience of football within the Premier League.

No Boundaries supported FORCardiff by delivering sessions on anti-racism. FORCardiff is a private, non-profit membership organisation that represents businesses in Cardiff City Centre. The membership includes businesses from the profession, retail, leisure and educational sectors. They deliver ambitious plans to transform Cardiff.

The sessions were delivered in the Cardiff office of the Metro Bank, located on Queen Street. The sessions were half day and were attended by members from Monmouthshire Building Society, Cardiff and the Vale College, St. Davids Shopping Centre, Cardiff Youth Service and Careers Wales, to name a few.

These sessions provided the opportunity to explore racism with deep, reflective and honest conversations. We looked at the impact of racism on our communities and also explored what an inclusive workplace looks like. We also fostered an understanding of behaviour such as racial microaggressions and inappropriate language. Some of the other themes were explored included recruitment practices and understanding positive action, making adjustments in the workplace to promote inclusivity and representation.

We would like to thank FORCardiff who supported the project that we delivered and Metro Bank who provided support by allowing us to use their office spaces within their building in Cardiff City Centre.

In October 2023, No Boundaries delivered training to all the staff in S4C at their head offices in Carmarthenshire. The training led to some honest and frank discussions about racism and its effects.

The training lasted half a day and covered various areas around anti-racism. Some of the areas we covered in the training included racial microaggressions, unconscious bias, stereotypes over the years in terms of the characters on TV and media and how it may have influenced people through the generations. This was largely perpetrated by TV shows that were on from the 1960’s-1990’s, with TV shows such as Little Britain, Love Thy Neighbour, and In Sickness and in Health. Mostly quite popular and widely loved TV shows.

The training facilitated plenty of group discussions through the morning and looked at possible solutions on how to move forward and build an anti-racist society. 

Due to the success of this training session, S4C facilitated a further rollout of these sessions to companies and partners that they were associated with. This training was then delivered to company heads, senior producers, series producers, producers and production managers and line producers of all the production companies associated with S4C.

As part of the partnership with S4C, we started our delivery with The Tinopolis Group who are an international TV production and distribution group with businesses based in the UK and US. The company produces over 4,500 hours of television annually for more than 200 UK and foreign broadcasters.

The training was delivered at both of their sites in Llanelli and Caernarfon. All of the staff were involved in the anti-racism training. Heno TV presenters Rhodri Owen and Angharad Mair were among the staff who attended the training.

Further training was then delivered through TAC (Teledwyr Annibynnol Cymru); they represent independent TV production in Wales. They also provide a wide range of support to this sector. The training through TAC was delivered at the Cardiff Storyboard Museum and at Bangor University.

We then finished off our training with the media industry in Wales with sessions with Boom Cymru; the sessions were delivered at their offices in Cardiff Bay. The training was attended by all their staff and the feedback suggested the training was well received.

"No Boundaries offered us an opportunity to explore our own feelings and emotions about Anti-Racism, and to better understand how we can influence and interact with the people we meet. The sessions opened our eyes to the lives and experiences of others and reminded us of our responsibility in society to call out injustice, of all kinds, wherever we see it"

Tinopolis staff member