We hope you enjoyed watching our Education Service video with Sarah Castagnetti, Visual Collections Records Specialist at The National Archives looking at a document from the Central Office of Information (COI) relating to a public information film from 1971 entitled ‘Insaaf’, the Urdu word for ‘fair play’ or ‘justice’.
Watch ‘Insaaf’ on the BFI Player
Connections to Curriculum
Key stage 4
AQA GCSE History: Britain: Migration, empires, and the people: c790 to the present day
Edexcel GCSE History: Edexcel, Migrants in Britain c800-present
OCR GCSE History: OCR, Migrants to Britain c1250 to present (Schools History Project
Key stage 5
AQA GCE History: The Making of Modern Britain, 1951–2007: Attitudes to immigration; racial violence 1951-1964 & Issues of immigration and race 1964-1970.
Edexcel GCE History British Political History, 1945- 90: Consensus and Conflict
Key stage 3
Challenges for Britain, Europe, and the wider world 1901 to the present day: social, cultural, and technological change in post-war British society; Britain’s place in the world since 1945. 1964-1974 issues of immigration and race
Now try and answer the following questions:
- What was the purpose of the Central Office of Information?
- When did it exist?
- What type of materials are included in the collections of the COI?
- What kind of material can be found which specifically relates to government films in this collection?
- Where are the original films kept which concern these documents?
- What is the code of the COI document for the film discussed in our video?
- What do the records in the file reveal about the purpose of film ‘Insaaf’?
Document 1
Publicity poster used to promote the film ‘Insaaf’, Catalogue ref: INF 6/1584
- What does the poster infer about the story/content of the film?
- What is purpose of the main figures and those shown in the background of the poster? How are they represented?
- What persuasive techniques are used in the poster to get audiences to watch the film?
- What are the reasons suggested in the poster for the making of the film?
- How important is the language on the poster?
- Why do you think the poster was made?
- Who do you think is the intended audience for the poster?
- Does it communicate effectively with its audience?
Document 2
Film production sheet for film ‘Insaaf’, Catalogue ref: INF 6/1584
- What is the purpose of the film ‘Insaaf’ according to this film production sheet?
- What is (a) the length of the film (b) the release date of the film?
- What is the historical value of this source?
Transcript
Particulars of Cinematograph Film for information of Public Record Office
(Records Administration Division)
1. Title INSAAF
2. No of reels 4½ – 43 mins. 5.4 secs. or length of film in feet: 3,879 ft x 35mm- 1,182.3 metres 1,551.6 ft x 16mm-473.1 metres
3. Sound or silent: Sound
4. Black and White or coloured Technicolor
5. Description of negative, fine grain or other master material available. 35mm cut Eastmancolor original neg.
6. Is a projection copy available in (a) 35 mm (b) 16 mm: Yes
7. Date when taken on charge: 15 July 1971
8. Division or Branch responsible: Race Relations Board
9. Departmental Catalogue no. MI 1545: FL 3653
10. Whether or not security-classified: NOT
11. Nature of subject matter, if not clearly indicated by Title: Aimed at immigrants living in the UK this film seeks through its dramatic story content to make such audiences aware of the Race Relations Act and to create a wider understanding of its provisions and purposes. The film has an English and Urdu soundtrack.
12. Any known production details (e.g. Producer, director, date of production): James Archibald & Associates for COI. Director: Robert Giles. Producer: James Archibald
13. Any point of interest appearing to justify consideration for permanent preservation by Public Record Office: Yes NFA
14. Additional remarks (e.g. as to condition of old film if so bad, as to appear unfit for preservation)
Document 3
Extract from an early treatment describing the nature of the film ‘Insaaf’, Catalogue ref: INF 6/1584
Note: Our collections contain ideas, language from original records which reflect historical perspectives and attitudes of the time. Some of this language will be considered offensive. However, we think it important to show them as accurate representations of the record to help us understand the past.
- What do you understand by the term ‘film treatment’?
- What in your opinion, was the thinking behind each of the points 1-6?
- How does this document help explain the story/content suggested by the film poster?
- How does this document extract relate to information provided by Source 2?
Document 4
Extracts from a booklet explaining the terms of Race Relations Act and Board set up in 1968. Catalogue ref: LAB 44/286
- According to the Race Relations Act what is meant by discrimination and segregation?
- How did the Race Relations Board work and deal with complaints?
- Why do you think this booklet was produced?
- Explain how the government was trying to address racial discrimination through this legislation and the film ‘Insaaf’ at this time?
- What is lacking in documents 1-4 concerning the realities of discrimination for British South Asians in the 1970s?
- Watch the film on the British Film Institute player.
Transcript
The Race Relations Act 1968
Discrimination and segregation
The Act defines discrimination as treating a person less favourably than another person on grounds of colour, race or ethnic or national origins in the provision to the public of goods, facilities and services, and in employment and housing.
Discrimination includes segregating people on grounds of colour, race, or ethnic or national origins.
Throughout this booklet ‘discriminate’ and ‘discrimination’ are used in that sense.
Goods, facilities and services
It is unlawful to discriminate in the provision to the public, or a section of the public, of any goods, facilities or services. Examples are given of such facilities and services. They include:
Access to, and use of any place which members of the public are permitted to enter
Facilities for entertainment, recreation, refreshment, transport or travel
Accommodation in a hotel, boarding house or similar establishment
Facilities for education, instruction or training
Facilities for banking, insurance, grants, loans, credits or finance
The services of any business, profession, trade, local or public authority
These are given as examples only.
Employment
It is unlawful for an employer, or anyone concerned with employment of others to discriminate against a person by refusing to employ him for work which is available and for which he is qualified, or by refusing him the same terms and conditions of work which are available to others having the …
The Public Service
Government Departments are also bound by the Act.
Advertisements and notices
It is unlawful to publish or display discriminatory advertisements or notices, even if the act to which the advertisement or notice applies is not itself unlawful under the Act.
Incitement
It is unlawful deliberately to aid, induce or incite another person to discriminate unlawfully.
Incitement to racial hatred (as distinct from unlaw discrimination) may be a criminal offence but is not within the jurisdiction of the Race Relations Board. It is a matter for the Police and the Attorney General.
Complaints
Complaints of discrimination must be made within two months of the act complained of. They will be investigated by a conciliation committee, or by the Race Relations Board.
Employment complaints are dealt with in the next section.
If, after investigation, the Board or committee forms an opinion that there has been unlawful discrimination it must try to get a voluntary settlement of the differences between the parties. It must also, where appropriate, try to get a written assurance against further discrimination.
The Race Relations Board
Functions and powers
The function of the Race relations Board is to secure compliance with the Act.
In the first instance the Board endeavours to resolve complaints by conciliation. Only when conciliation as failed does the board seek proceedings in court.
Under the Act certain changes have been made in the Board’s composition and powers, including the new power, already mentioned, to take cases to the courts and to seek injunctions and damages. Further, though the Board will continue to work through its conciliation committees, it can, if it wishes, investigate complaints itself. It can also initiate investigate where no complaint has been made.
Conciliation committees
Conciliation is central to the work of the Board and its conciliation committees. These committees cover the whole of Great Britain. Their addresses and telephone numbers are given are given at the back of this booklet. Committee members serve on a voluntary basis and are not appointed in a personal capacity. They do not represent any particular organisation or group but, collectively, they are able to deal constructively with the problems brought before them. Conciliation committees are assisted by full-time conciliation officers.
Investigation and conciliation
There are two stages in dealing with complaints: investigation and conciliation.
First, the Board or committee must, by investigation, form an opinion that unlawful discrimination has occurred. Only then does the Board or committee try to secure a settlement of the differences between the complainant and the discriminator and an assurance from the discriminator about his future conduct. Only where it has not been possible to achieve a settlement and assurance, or where an assurance against future discrimination has been broken, can the Board decide to take court proceedings.
Complaints
Who can complain
A person who believes, he, or she, has been unlawfully discriminated against can complain. Or someone can complain on their behalf.
How to complain
A complaint can be made in writing or by word of mouth.
When to complain
A complaint must normally be made within two months of the act complained of, but complaints are best dealt with if they are made quickly.
Where to complain
A complaint should be made to the nearest conciliation committee or direct to the Race Relations Board. Employment complaints may also be made to an Employment Exchange.
Complaints made on behalf of another person.
Anyone complaining on behalf of another person must have that person’s authority to do so, in writing.
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