TellMAMAUK – Anti-Discrimination tool-kit

The ‘Anti-Discrimination tool-kit’ is a guide for the workplace and is a self-empowerment tool-kit for people who suffer discrimination at work.

ACAS – Equalities Act 2010:

Through the Acas Helpline you can get free advice on specific problems and alternatives to a tribunal claim, such as Mediation or Early Conciliation, where appropriate.

Under the Act, it is unlawful to discriminate against people at work because of nine areas termed in the legislation as protected characteristics:

ACAS Tackling racism in the workplace

Employees expect to be treated fairly and considerately in the workplace. When it comes to issues of race discrimination and race hate, fair treatment is a moral and legal duty and employers have a responsibility to investigate and respond to any issue they become aware of, as well as take all reasonable measures to protect employees from harassment for example, if a customer abuses an employee over the shop counter because of their accent.

Key points

  • Employers should intervene if they see or hear employees expressing or acting on racist views. Incidents should be investigated and handled through appropriate disciplinary measures.
  • Any employee who witnesses anyone expressing or acting on racist views should intervene.
  • Any employee who experiences racism – even if it is not directly aimed at them – should be able to raise their concerns with their employer and expect the issue to be dealt with swiftly and fairly.
  • Any employee who is accused of race discrimination must be dealt with fairly – including a reasonable investigation and if needed, a fair disciplinary process.
  • Employers must take all reasonable steps to protect employees from racial harassment – including from outside sources like customers and contractors.
  • Racist incidents can include employment and criminal law matters, meaning that some incidents should be handled by both an employer and the police.

EASS Equality Advisory and Support Service

The Freephone Helpline advises and assists individuals on issues relating to equality and human rights, across England, Scotland and Wales. Check out their resources page which includes letter templates for raising formal grievances at work.

BVA & BVNA – Free legal support services for members

Free legal helpline – for professional and personal issues BVA / BVNA members can access a free legal helpline 24 hours a day, 365 days, a year to speak to a team of specialist legal advisors about any professional or personal subject.

If you are member please  log in to view the helpline number.

All calls require your BVA / BNVA membership number. They can guide you in the right direction by giving professional and completely confidential advice on issues including discrimination.


5 ways to combat racism in the workplace

Combatting racist abuse in the workplace

A TUC guide to protecting migrant and Black and Minority Ethnic workers from violence, harassment and abuse

Successful discrimination challenges

NHS Racist couple ‘demanded white doctor’

HMRC Employee who suffered racist insult from contractor awarded £26,000 for discrimination

Sikh policeman rejected 12 times by ‘racist’ force set to win five-figure compensation sum


ACAS Bullying and Harassment at work – a guide for employees

Harassment as defined in the Equality Act 2010 is: Unwanted conduct related to a relevant protected characteristic, which has the purpose or effect of violating an individual’s dignity or creating an intimidating, hostile, degrading, humiliating or offensive environment for that individual.

The relevant protected characteristics are age, disability, gender reassignment, race, religion or belief, sex and sexual orientation.

Your right not to be harassed at work by others

An employee can make a complaint against their employer where they are harassed by someone who doesn’t work for that employer such as a customer, client or passenger. You should let your employer know if you are being harassed in this way so they can take steps to prevent it from happening again.

In addition, the complainant need not possess the relevant characteristic themselves and can be because of their association with a person who has a protected characteristic, or because they are wrongly perceived to have one, or are treated as if they do.

ACAS – Bullying and Harassment at work – a guide for managers and employers

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