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YOU ARE IN CHECK YOU WHITE SUPREMACIST RACISTS!

From: – – – – – – – – – – – – @hotmail.co.uk
To: ccsd.employmentprogrammescorrespondence@dwp.gsi.gov.uk; nick.debois.mp@parliament.uk
CC: ministers@dwp.gsi.gov.uk; stratford.appeals@jobcentreplus.gsi.gov.uk; contactus@communities.gov.uk; enquiries@geo.gsi.gov.uk; christiana.during@enfield.gov.uk; cllr.christine.hamilton@enfield.gov.uk; cllr.nneka.keazor@enfield.gov.uk; cllr.ozzie.uzoanya@enfield.gov.uk; info@equalityhumanrights.com; williamz.omope@enfield.gov.uk
Subject: RE: Freedom of Information – Request 1195, DWP / INGEUS
Date: Mon, 25 Mar 2013 10:18:04 +0000

 

To:

Business Management Team | Department for Work and Pensions

Contracted Customer Services

Level 4, Steel City House

West Street

Sheffield S1 2GQ

 

From:

– – – – – – – – – – –

 

Enfield

Middlesex

 

 

Date: 25 March 2013

 

Dear Member of the DWP Business Management Team,

 

Your wrote:

“Upon considering your request, I consider it to be vexatious in nature and therefore under section 14(2) of the Freedom of Information Act, the Department is under no duty to answer your request.

 

The reasoning behind this is that you have made unfounded accusations that Ingeus staff are racist simply because of the colour of their skin, and as such your request is being treated as vexatious.”

 

That information is not correct.

I have not made “unfounded accusations” or decided to make a complaint at this stage. I have been advised by the Race Equality Secret Service (RESS) working effectively together with the Black National Party (BNP) that I, a Black person IC3, B9, BEUR, should continue with this inquiry, gathering evidence, establishing facts, building a case and charging up power.
 
I am deeply offended that you have accused me, a Black person IC3, B9, BEUR, of making “unfounded accusations that Ingeus staff are racist simply because of the colour of their skin”.
 
Race is a British Government / Crown protected characteristic. The Crown / British Government do not consider skin colour as the only factor to be taken into consideration when deciding a person’s Race. This is evidenced by the Police Racial Codes and Civil Service / Census Ethnicity Codes.
 
 
I, a Black person IC3, B9, BEUR, with the authority of The Crown, do not consider skin colour as the only factor to be taken into consideration when deciding a person’s Race.
 
Please explain your “reasoning” in detail:
 
1. What is the evidence, that you have, that I, a Black person IC3, B9, BEUR, consider skin as the only factor to be taken into consideration when deciding a person’s Race?
 
2. I, a Black person IC3, B9, BEUR, suspect that a number of DWP and Ingeus staff are White Supremacist Racists based on their appearance, words and action and/or inaction. Is that clear?
 
3. Are you accusing me, a Black person IC3, B9, BEUR, of being a simpleton?
 
4. What is your name, job title and Racial Identity, using the Police Racial Codes and Civil Service / Census Ethnicity Codes? I, a Black person IC3, B9, BEUR, have provided illustrated Police Racial Codes and Civil Service / Census Ethnicity Codes, with this email, for your convenience.
 
5. Can you feel this Racial power charge by order of The Crown?
 
6. Will you apologise to me, a Black person IC3, B9, BEUR, for the unfounded accusations you have made?
 
7. Will you apologise to me, a Black person IC3, B9, BEUR, for this misunderstanding?
 
Please make sure that you fully comply by answering all of the above questions or there will be serious trouble that the Business Management Team | Department for Work and Pensions will be guilty, to blame and totally responsible for.
 
The way my case has been managed has caused me, a Black person, IC3, B9, BEUR, to suspect direct and/or indirect White Supremacist Racist behaviour and/or disorderly and vexatious behaviour in the DWP.  I am a Black person, IC3, B9, BEUR, who is being caused Racially Aggravated Harassment, Alarm and Distress contrary to section 5 (1) (A) of the Public Order Act 1986 thereby.
 
The way my case has been managed has caused, me, a Black person, IC3, B9, BEUR, to suspect that the management of the DWP and Ingeus have White Supremacist Racists, vexatious by nature and nurture, working directly and/or indirectly to vex, confuse, abuse, exploit, cripple and kill Black and Non-White people. Race Hate Criminals.
 
 
The White Supremacist Racists have the smartest, cleverest, most sophisticated, most deceptive, most ruthless and most powerful members club / network in the known world.

Black and non-white people have been made stupid, dizzy, deluded, confused and severely retarded about what Racism is and how Racism works as a result of White Supremacist Racist conditioning since childhood.

The POWER of White Supremacist Racist people is being neutralised, by the Race Equality Secret Service (RESS) working together with the Black National Party (BNP), in a civilised, orderly, non-violent, dignified and peaceful manner to humble White Pride World Wide for the greater good .If you check the facts against the clock you will see that the White Supremacist Racists are losing power and getting weaker every 24 hours as a result of the valuable and magnificent work being done by the members of the impregnable Race Equality Secret Service (RESS) and the invincible Black National Party (BNP) working from the Moral High Ground in righteousness, glory and majesty.
 
You White people of Britain are encouraged to join the “BritDems” (British Racial Democratic Party) and sort yourselves out for Racial Equality.
 
You White people of Europe are now being warned to study the European Racial Partition map of Europe and sort yourselves out for Racial Equality.
 
European Racial Partition:
 
Kind regards
– – – – – – – – – – (IC3, B9, BEUR)

 

________________________________________________________

 

 

Contracted Customer Services

Level 4, Steel City House

West Street

Sheffield S1 2GQ

http://www.dwp.gov.uk

 

– – – – – – – – – – – @hotmail.co.uk

 

 

22 March 2013

 

Freedom of Information Act – Request for Information

Our Reference: FOI 1195

 

Dear – – – – – – – – –

Thank you for your Freedom of Information request received on 11 March 2013.
 
 

You asked for:-

I, a Black person, IC3, B9, BEUR, will not be able to work with Ingeus because I, a Black person, IC3, B9, BEUR,

 

perceive

 

that the way that I have been treated by Ingeus has been direct and indirect White Supremacist Racist behaviour and disorderly behaviour in sight of a Black person who was and is being caused Racially Aggravated Harassment, Alarm and Distress contrary to section 5 (1) (A) of the Public Order Act 1986 thereby.

I, a Black person, IC3, B9, BEUR, will not be able to work with Ingeus because I, a Black person, IC3, B9, BEUR,

 

 

 

suspect

 

that the decision making processes in Ingeus are directly and indirectly impacted by White Supremacist Racist behaviour and disorderly behaviour in sight of a Black person who was and is being caused Racially Aggravated Harassment, Alarm and Distress contrary to section 5 (1) (A) of the Public Order Act 1986 thereby.

A Race Hate Crime.

 

These are the reasons I, a Black person, IC3, B9, BEUR came to the above conclusions:

 

1. You wrote:

 

 

I am writing in follow up to our meeting held on Friday 1st March, when you attended your first Insight meeting with Ingeus and outlined to both your Advisor Andreas Savva and myself that before you would be able to work with Ingeus you had a series of questions that you would like answering.

My Advisor Andreas Savva, IC2, W9, WGRC, a Greek Cypriot, when asked, said that he was not a Racist but refused to put it in writing. He also said that he was unable to tell me about any procedures in place to protect Black people from White Supremacist Racist activity in Ingeus.

You, Matthew Lamb, IC2, dark hair, dark eyes, Melanochroid, claiming to be English, when asked, said that you were not a Racist but refused to put it in writing. You also

said that you were unable to tell me about any procedures in place to protect Black people from White Supremacist Racist activity in Ingeus.

2. You wrote:

You expressed a wish to understand the policies, procedures and five year history relating to Ingeus’s past dealing with any racially-related incidents. In the meeting I outlined that you would need to submit a Freedom of Information request

 

.

I have been advised by the Race Equality Secret Service who work effectively together with the Black National Party (BNP) to look for the three (3) P’s when dealing with suspect White Supremacist Racist organisations. The three (3) P’s are:

 

 


Policy – Do they have a Race Equality Policy?

Procedure – What procedures are in place to carry out the Race Equality Policy?

Performance – What evidence is there that their Race Equality Policy and Procedures are effective? So far Ingeus has failed me on Procedure and Performance.

3. You wrote:

For your records I can state that Ingeus maintains an Equal Opportunities Policy that underpins our commitment to providing a fair and equal service to all our clients regardless of race, age, disability, gender, sexual orientation or religious belief. We expect all members of staff to treat all individuals equally and with respect, and I am confident that this happens consistently in all of our offices. This policy has been reviewed and approved by DWP

You, Matthew Lamb, IC2, dark hair, dark eyes, Melanochroid, claiming to be English, were unable to provide any evidence of

 

Procedures in place to protect Black people from White Supremacist Racist activity in Ingeus and were also unable to provide any evidence of Race Equality Strategy Performance

 

information, claim to be confident that “all members of staff treat all individuals equally and with respect” and that “this happens consistently” in all of Ingeus’s offices.

4. You wrote:

 

 

May I take this opportunity to reiterate that the Work Programme is a mandatory requirement of your claim to benefits and a follow-up appointment will be booked shortly. Failure to attend this mandatory appointment to our programme may affect your benefits.

Failure to provide the following

 

mandatory information before the follow-up appointment will be perceived, by me, a Black person, IC3, B9, BEUR,

 

as direct and indirect White Supremacist Racist behaviour and disorderly behaviour in sight of a Black person who was and is being caused Racially Aggravated Harassment, Alarm and Distress contrary to section 5 (1) (A) of the Public Order Act 1986 thereby.

Please make sure that Ingeus provides the following

 

 

 

mandatory

 

information before the follow-up appointment.

1. A written declaration of the Racial and Ethnic Identities of all the people that I will be expected to speak to in the follow-up appointment using the Police Racial Codes

 

and Government Census Ethnicity Codes that I have provided for your convenience below.

 

2. A written declaration from all the people that I will be expected to speak to, in Ingeus, at the follow-up appointment, that they

 

 

 

are not

 

White Supremacist Racists or Black / Non-white people that have been made stupid, dizzy, deluded, confused and severely retarded about what Racism is and how Racism works as a result of White Supremacist Racist conditioning since childhood.

3. A complete copy of the

 

 

 

Procedures

 

that are in place to protect Black and Non-White people from White Supremacist Racist activity in Ingeus.

4. Evidence that the

 

 

 

Performance

 

of the Ingeus Racial Equality Strategy is effective.

If Ingeus cannot provide any these documents please provide a detailed explanation for why each document cannot be provided before the

 

 

 

mandatory

 

follow-up appointment.

If Ingeus refuses to comply, I, a Black person, IC3, B9, BEUR, will

 

 

 

perceive the action or inaction of Ingeus as direct or indirect White Supremacist Racist behaviour and disorderly behaviour in sight of a Black person who is being caused Racially Aggravated Harassment, Alarm and Distress contrary to section 5 (1) (A) of the Public Order Act 1986 thereby and suspect

 

that Ingeus is a White Supremacist Racists organisation working directly and indirectly to confuse, abuse, exploit, cripple and kill Black and Non-White people.

If, I, a Black person, IC3, B9, BEUR, am refused access to the requested documents before the

 

 

 

mandatory

 

follow-up appointment there will be serious trouble that Ingeus will be held guilty, to blame and responsible for.

Is that understood / overstood?

 

Is Ingeus willing to put an end to this Hot Race War?

 

The White Supremacist Racists have the smartest, cleverest, most sophisticated, most deceptive, most ruthless and most powerful members club / network in the known world.

 

Black and non-white people have been made stupid, dizzy, deluded, confused and severely retarded about what Racism is and how Racism works as a result of White Supremacist Racist conditioning since childhood. The POWER of White Supremacist Racist people is being neutralised, by the Race Equality Secret Service (RESS) working together with the Black National Party (BNP), in a civilised, orderly, non-violent, dignified and peaceful manner to humble White Pride World Wide for the greater good. If you check the facts against the clock you will see that the White Supremacist Racists are losing power and getting weaker every 24 hours as a result of the valuable and magnificent work being done by the members of the impregnable Race Equality Secret Service (RESS) and the invincible Black National Party (BNP) working from the Moral High Ground in righteousness, glory and majesty.

You White people of Britain are encouraged to join the “BritDems” (British Racial Democratic Party), put aside White Pride World Wide and sort yourselves out for Racial Equality and put an end to this Hot Race War.
 
 

 

 

Upon considering your request, I consider it to be vexatious in nature and therefore under section 14(2) of the Freedom of Information Act, the Department is under no duty to answer your request.

The reasoning behind this is that you have made unfounded accusations that Ingeus staff are racist simply because of the colour of their skin, and as such your request is being treated as vexatious.

You noted that you have been informed that Ingeus have an equality policy. A copy of their Equal Opportunities Policy is attached for your reference and information.

If you have any queries about this letter please contact me quoting the reference number above.

 

Yours sincerely

 

Business Management Team

Contracted Customer Services Directorate

 

Email ccsd.employmentprogrammescorrespondence@dwp.gsi.gov.uk

 

____________________________________________________________

 

Your right to complain under the Freedom of Information Act

If you are not happy with this response you may request an internal review by e-mailing freedom-of-information-request@dwp.gsi.gov.uk or by writing to DWP, Central FoI Team, Caxton House, Tothill Street, SW1H 9NA. Any review request should be submitted within two months of the date of this letter.

If you are not content with the outcome of the internal review you may apply directly to the Information Commissioner’s Office for a decision. Generally the Commissioner cannot make a decision unless you have exhausted our own complaints procedure. The Information Commissioner can be contacted at: The Information Commissioner’s Office, Wycliffe House, Water Lane, Wilmslow Cheshire SK9 5AF http://www.ico.gov.uk

 

 

____________________________________________________________

 

Equality and Diversity at Ingeus

Our Commitment

At Ingeus we believe in every individual’s potential and our experience over many years has taught us first-hand that when given a level playing field there is no limit to what individuals can achieve.

We strive to create a work-place culture where every member of staff, client, partner and employer is treated with dignity and respect.

Within our work there are differing cultures, ethnicities, religions, age groups, genders and capabilities, and we are committed to ensuring that every individual is recognised for the value of their contribution.

Our aim is to bring positive and effective change by raising awareness of Equality and Diversity issues across the provider community, and by developing open dialogues across our networks.

 

Our Strategy

The Ingeus Equality and Diversity strategy aims to draw upon the vast experience within our diverse partner network; to learn, to share good practice and to provide the support necessary to take the Equality and Diversity agenda forward. The strategy has been developed to not only fulfil our legislative duties, but also to promote an environment where people can achieve their potential without impediment.

To reflect the importance we place upon Equality and Diversity and promote our inclusive approach, we will bring together key internal and external partners to form an Equality and Diversity Forum. The principal focus of the forum will be to agree actions and oversee the implementation of strategies to drive the agenda forward. We aim to add focus, energy, value and understanding and make our Equality and Diversity goals visible and effective.

The group will set annual priorities for action, share knowledge, and review progress against agreed objectives. A critical objective will be to understand local and national impact measures, reduce achievement gaps and drive progression for minority groups.

The Forum will evaluate existing policies and processes and where necessary we will revise and strengthen these mechanisms.

Ingeus will be represented on this group by Kalbir Heer, Director of HR, and Kuldeep Bassi, Director of Compliance and Quality Assurance, who have been appointed as

Equality and Diversity Champions to provide the necessary support and direction to promote the agenda. In addition Patrick Widdowson, Head of Contract Management will attend as our internal representative for the supply chain. (others tbc.)

 

 

Proposed Equality & Diversity Forum Priorities

We have identified a number of proposed areas for the Forum to consider;

1.
To better understand why particular groups fail to achieve parity of outcomes and do not make progress in greater numbers
2.
To identify barriers and reduce achievement gaps
3.
To promote and raise awareness of Equality and Diversity amongst all stakeholders, including clients
4.
To share good practice within our partner network and the wider industry
5.
To promote Equality and Diversity in all policies and the way we work
6.
To agree objectives and measure progress against these

The Forum will meet at least twice a year and will report back to the business annually, detailing activities undertaken, progress achieved and actions going forward. The report will be sent to all partners by the CEO’s dept. The Forum will establish working sub-groups to take actions forward as required.

Through the Steering Group we will ensure that Equality and Diversity remains a priority subject area and that a constructive dialogue continues to take place, which shapes and influences our progressive agenda.

 

 

From: CCSD.EMPLOYMENTPROGRAMMESCORRESPONDENCE@DWP.GSI.GOV.UK
To: – – – – – – – – –   @hotmail.co.uk
Subject: Freedom of Information – Request 1195
Date: Fri, 22 Mar 2013 10:55:47 +0000
– – – – – – – –
Please see attached reply to your recent Freedom of Information request.
 

Regards
Business Management Team | Department for Work and Pensions | Contracted Customer Services Directorate | DWP Operations | Level 4 Steel City House, West Street, Sheffield S1 2GQ |www.dwp.gov.uk | Please consider the environment before printing 
 
 
 

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European Racial Partition
 
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