I heard the remarks of Sir David Calvert-Smith, the Director of Public Prosecutions, on Radio 4. Out of a total interview of about 30 minutes, he spoke of race for two minutes. It is interesting in itself that there has been such a reaction to those two minutes. Two minutes in which one individual, an Etonian, someone from Oxbridge, and one who is so much a part of the establishment, has identified a fundamental problem facing Britain today.

What Sir David said was this. "It is my firm belief that British society is institutionally racist... the whole of society has a problem." He was then asked if he believed all, or almost all, Brits were racist, and he replied: "Yes."

Sir David, in those two minutes, has articulated something that, in my experience, every other Asian or black person in Tower Hamlets, Willesden or Bradford feels. Even the response to his remarks was all too predictable. Where one would have expected conciliation and compromise over differing views on race, we saw confrontation and conflict.

I went to primary, secondary comprehensive school and polytechnic here. I've learned to eat with a knife and fork, wear ties and suits, sort of speak the language and adapt my body language so that I don't appear to be over-emotional. I think in English, cheer for England and represent the country abroad.

But, there's a problem or two. When I was at primary school, I had to pretend to have had fish and chips everyday for lunch because I wanted to fit in and didn't want to explain that I was vegetarian. On the first day of secondary school, I was beaten up for being a "paki".

At the Bar, I made about a hundred applications for pupillage, and was always asked my nationality at interviews. After completing my formal training as a barrister, I was unemployed and couldn't get a job as an administrative assistant. As a member of the CPS court, clerks and ushers asked what I was doing in the "wrong" part of court. I have been stopped driving outside the office situated in the City, in the "ring of steel", nine times in the past year alone. The door of my parents' house has been kicked in; "paki" has been daubed on the wall. My car has had swastikas scratched on it. My parents, brother, nephew and niece have been the victims of racist attacks, and my whole family has been subject to racist abuse. So have my friends.

I am not advocating political correctness, positive discrimination or allowing certain individuals to milk the "race industry". The starting point for any useful dialogue has to be a recognition of the differences in perception between Asian and black and white colleagues, and that of the community they represent and serve.

Acknowledging the discrimination suffered by Asian and black people in education, employment, housing, and the law will lead to a better understanding of why "they have a chip on their shoulder", or why "they play the race card". The difference in perception will go some way to explaining why complaints from Asian and black people may be seen by some as a "poor management issue", whereas for those that believe they are suffering it, it is an example of "endemic institutional racism".

Whatever our opinion of these differing views, they are a reality for those who hold them. We need to change the culture of our society without marginalising minority ethnic members or alienating the white majority. I believe we need to move on from race awareness to active anti-racist training and development of diversity appreciation – and that has to start with children at school and changes in the National Curriculum. Apart from a curry or fish and chips at the weekend, what else do we know about each other's different cultures, values and traditions?

Progress has been made in putting race and equality issues on the agenda. Now let's move on. The same effective management methods that apply to a plethora of other topics need to be applied to race.

Statistics collected regularly show obvious disparities in Asian and black representation at different levels of our society. The historical argument that "they need to come through the system" does not hold water any longer. Why are there hardly any Asian or black people on any of the numerous working groups, aside from the specialist ones? Why do we hardly ever see different faces in meetings? Why are we not seen as the "face of the profession" in literature, or as "ambassadors"?

It is here that openness and transparency can make the biggest difference, rather than in finding the same "chosen few" to put into the limelight.

Access to, and sharing of, information through normal methods has always been a problem in any society. Networks help to provide mutual support, exchange ideas and promulgate good practice. Although they are sometimes viewed with suspicion, and seen as being divisive, it is often the case that they reveal and confront outmoded ways of thinking and of doing business, and are useful in exposing weaknesses.

Minority ethnic group networks and associations are needed to bridge the gap between the perceived remoteness of "the white men in power" and the community. This also needs to be done within society itself, unhindered by the fear that such groups are divisive.

Let's embark on a number of initiatives and not be tied by convention. Guidances and practices that were suitable and unquestionable years ago are no longer tenable. Why not challenge them by monitoring, evaluating and benchmarking all areas relating to race and ethnicity?

Any initiative is pointless without monitoring and evaluation. Any monitoring and evaluation is pointless without accountability. How do we call ourselves to account on providing equality? Are there systems in place to highlight discriminatory service? Any training that is carried out needs to be devised in consultation with local Asian and black communities, in order to provide the service they require.

We need to understand how racial disadvantage results in the condition that Asian and black people find themselves in. Training needs to take in those at the top, as well as the rank-and-file practitioners and officials within the system. Training can develop across institutions in order to ensure consistency and commonality of approach, as well as saving on duplication of effort.

Future leaders need to be chosen on their competence in understanding diversity and demonstrating positive action on equality issues. Let's tap into the resources readily available in our institutions, especially the Asian and black members, to reshape their culture and re-examine our values.

What does a look at the statistics within the criminal justice system under Section 95 of the Criminal Justice Act for stop and search, for the professions at a senior level, for the judiciary and management positions in government departments tell us? Things may well be "getting better" – but for who? How far have we really got when a judge, in spite of training and guidance, still manages to lock up a Rastafarian because he's wearing a hat?

Look at the statistics in education performance and exclusion, in health (especially mental health), unemployment, immigration and find one aspect of British society in which race is not a factor. An institution is the people who make it up – look at the outcomes, the results, and, as Tony Blair has pointed out, we will then see an inclusive society. Until then, I believe, there is only the illusion of inclusion.

Raj Joshi is head of the European and International Division of the Crown Prosecution Service