The guilty plea on the opening day of the Southport murder trial will save the parents of the three young girls who were murdered the ordeal of a full trial. It would have taken several weeks in court to prove in law the obvious, inescapable truth: that Axel Rudakubana had wielded the knife to commit these terrible crimes. Now a public inquiry must try to answer more difficult questions: why he did it, and how the murders could have been prevented.
When Rudakubana also was charged with terror offences - the possession of ricin and an Al-Qaeda manual - in October, it was widely assumed this confirmed an Islamist terrorist motive. With reporting restrictions lifted after the conviction, police and prosecutors have been unable to confirm that motive. They appear to believe the manual may have been in his possession more as a ‘how to’ guide to committing mayhem - along with much other material about school shootings and genocides - rather than reflecting specific sympathy to any cause.
Rudakubana was born in Wales in 2006, over a decade after the Rwandan genocide, after his parents came to Britain. How his family background and Rwanda’s history combined with other factors to influence his fixation with violence will be another question the inquiry must explore.
The perpetrator was referred to the Prevent programme three times, in 2019 and 2021. The prime minister, Sir Keir Starmer, called the judgment not to intervene on those occasions “clearly wrong”. Yet, in calling for future reforms, Starmer tacitly acknowledged that the issue may not have been with the decision in the specific case, but a gap in the policy design, over what the Prevent programme is for.
Every teacher has training on identifying those at risk of radicalisation, alongside other safeguarding responsibilities. The Prevent programme receives about 7000 referrals a year. The average age is sixteen. Boys aged between 11 and 14 years of age are the largest group. Because its focus is on extremism and terrorism, it takes forward fewer than one in ten of those cases. So, the most common decision given is “vulnerability present, but no ideological or counterterrorism risk”.
The problem is that, with Prevent focused on ideologies of extremism that can turn people into terrorists, there is no parallel programme of prevention for the growing numbers of people who could present a violent threat without any clear ideological commitment - because they fantasise about becoming notorious for a school shooting, or killing a celebrity, for example. With threadbare mental health services for young people, this appears to be an increasingly dangerous gap.
For all of the heated political controversy about Prevent over the last two decades, it has never been well understood by the general public. Indeed, research in 2021 by Crest Advisory found that two-thirds of people had never heard of the Prevent programme, including most people from Muslim and other minority backgrounds. This puts some of the polarised civic society and political debates into context. That Prevent is a voluntary programme would be counter-intuitive to most people, too.
The wider question of what inquiries are for has dominated the new year in Britain after a heated political argument over the harrowing history of ‘grooming gangs’. More needs to happen, locally and nationally, to secure confidence that misplaced cultural sensitivities will not prevent the law being applied without fear or favour across all citizens. It is important to be able to talk confidently about toxic sub-cultures of misogyny and abuse within British Pakistani communities, in order to support those working to shift the share of power and voice across genders and generations.
So, we do need to talk about cultural factors - within communities and institutions - in Asian communities, as we would do so when talking about the Irish community and the Catholic Church, and the struggles of the Church of England to get its house in order. That is an important foundation for being able to also challenge those relishing the opportunity for sweeping Pakistani-bashing caricatures promoting prejudice and discrimination in visa rules towards the entire group, or other efforts at racist radicalisation being dangerously promoted by the ill-informed billionaire troll Elon Musk.
The guilty pleas to ten counts of attempted murder are a reminder that several young lives were saved by heroic intervention in Southport. Southport’s tragedy remains the largest mass killing of children since the Dunblane school shooting in Scotland in 1996, when sixteen pupils and a teacher were murdered. From Dunblane’s grief and shock came what may stand out internationally as possibly the strongest ever example of a tragedy delivering lasting social change. There have been no school shootings in Britain this century - but over two hundred knife deaths per year. Southport’s tragedy last summer led not just to national grief - but to anger, conspiracies and racist riots. The challenge now is to seek a positive legacy from its pain too.

Sunder Katwala is the director of thinktank British Future












English questioning rose from 20 per cent to 31 per cent, and racist jokes from 36 per cent to 41 per cent
Workplace violence against Black and ethnic minority employees rises to 26 per cent
Highlights
The Trades Union Congress surveyed 1,044 Black, Asian and ethnic minority employees. The results show clear increases in racist behaviour between 2020 and 2026.
Workers having their English questioned rose from 20 per cent to 31 per cent. Those hearing racist jokes went up from 36 per cent to 41 per cent.
Racist comments made to workers or around them increased from 31 per cent to 36 per cent.
Violence and threats
The most worrying finding involves physical threats and violence, which jumped from 19 per cent to 26 per cent.
Racist posts shared on workplace social media grew from 22 per cent to 28 per cent. Racist materials being passed around increased from 19 per cent to 25 per cent.
Beyond direct racism, many workers face unfair treatment. Nearly half (45 per cent) said they get harder or less popular jobs.
Over two in five (43 per cent) receive unfair criticism. The same number (41 per cent) stay stuck on temporary contracts.
Work conditions got worse too. Those not getting enough hours rose from 30 per cent to 40 per cent.
Workers denied overtime went from 30 per cent to 37 per cent. Being kept on short-term contracts increased from 33 per cent to 41 per cent.
Direct managers cause most unfair treatment (35 per cent), followed by other managers (19 per cent).
Bullying mainly comes from direct managers (30 per cent) and colleagues (28 per cent). Racist behaviour mostly comes from colleagues (33 per cent) and customers or clients (22 per cent).
Paul Nowak, TUC general secretary, said: "Black and ethnic minority workers are facing appalling and growing levels of racism and unfair treatment in Britain. This racism is plaguing the labour market – and it's getting worse."
The TUC is calling for urgent government action to tackle the problem. The union wants ring-fenced funding for the Equality and Human Rights Commission to enforce workplace protections.
It is pushing for mandatory ethnicity pay gap reporting for companies with over 50 employees.
The TUC says the Employment Rights Act, which makes employers responsible for protecting workers from harassment by customers and clients, will be an important step forward.
The union also wants employers to treat racial harassment as a health and safety issue and monitor ethnicity data across recruitment, pay and promotions.