Employers should avoid treating employees for whom English is a second language less favourably on the basis they inevitably have a lesser command of English than those for whom it is their first language; otherwise they risk a race discrimination claim as a recent ruling makes clear.
Employers must ensure their recruitment policies do not systemically favour job candidates with protected characteristics, such as a particular gender, sexual orientation, race or disability. However, they can operate a 'positive action plan' provided the relevant candidates are genuinely as well qualified as other candidates to do the job - or risk a discrimination claim.
Employers should ensure they have an appropriate diversity policy and disciplinary procedures in place, and all staff are aware of them and the consequences of failure to comply, otherwise they risk being vicariously liable for acts of race discrimination by employees.
Business 'needs a wake up call on race'
The article discusses a survey done by the Chartered Institute of Personnel and Development on the careers of black, Asian and minority ethnic (BAME) employees in Great Britain which found that minority employees face challenges in the workplace based on race and ethnicity. Topics include mentorship, race discrimination, and diversity in the workplace
Handling Brexit harassment
The article discusses the need of employers in Great Britain to be aware of the risks of race-related harassment at work and take action to prevent risks. It states the need of any employers to address potential issues quickly and effectively to create a working environment were employees feel included and supported. It mentions that businesses should not ignore possible offensive comments
Bringing bias into the light
The article discusses biases in the workplace and several tips on how to prevent prejudices, stereotypes, and biases from influencing the employee hiring decisions of human resources personnel in America. The Implicit Association Test (IAT) for uncovering hidden biases about race, gender, and age is mentioned.
Equality Act 2010
Full text of the Act as enacted and revised, with explanatory notes. The Act includes provisions that ban race discrimination against adults in the provision of services and public functions. The ban came into force on 1 October 2012.
Employment Act 2008
Full text of the Act as enacted and revised, with explanatory notes.
Employment Equality (Age) Regulations 2006
Full text of the Statutory Instrument 2006/1031 as enacted and revised, with explanatory notes.
This is not an exhaustive list of legislation relating to equality. The ICAEW Library holds numerous print publications on discrimination law and also subscribes to electronic databases with the complete text of UK legislation. For information on accessing these resources, please contact the Library.
Equality Act 2010: Guidance
Information on the equalities legislation including guidance on race discrimination.
Acas resources on race discrimination. Covers the four main types of race discrimination.
New Equality Act guidance (EHRC)
Guidance and good practice from the Equality and Human Rights Commission, including information for employers and providers of services.
Race in the workplace: the McGregor-Smith Review
An independent review published in 2017 considering the issues affecting black and minority ethnic (BME) groups in the workplace.
Race at Work Report
A survey of 24,457 individuals on their attitudes and experiences regarding race in the workplace, published in 2015. A follow-up analysis was published in 2016.
Articles and books in the Library collection
To find out how you can borrow books from the Library please see our guide to book loans.
You can obtain copies of articles or extracts of books and reports by post, fax or email through our document supply service.
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