In a landmark legislation fifty years ago, the UK took a crucial step in outlawing racial discrimination in employment. Yet, as Stephen Ashe and James Nazroo highlight, the persistence of racism in the workplace demands a fresh perspective, one that considers it not just an issue of equality and diversity, but also a critical matter of health and safety.
The Toll of Racism on Health
Studies consistently demonstrate the severe long-term consequences of exposure to racism on mental health. Despite warnings from figures like Theresa May against racial discrimination in public services, research indicates that existing legislation falls short in addressing the pervasive issue of workplace racism effectively.
The Trade Union Congress (TUC) conducted a survey from 2016 to 2017, revealing the profound impact of workplace racism on both the physical and mental well-being of individuals. Shockingly, over half of respondents from ethnically diverse backgrounds reported negative effects on their mental health, while more than a quarter reported adverse impacts on physical health. Moreover, a significant portion admitted to taking sick leave due to workplace racism, with some even experiencing racist violence at work.
Personal Testimonies Paint a Grim Picture
Personal testimonies gathered from survey participants reflect the insidious nature of workplace racism. One individual recounted a harrowing experience spanning multiple workplaces, resulting in mental health struggles and a loss of professional identity. Such narratives underscore the debilitating effects of racism, leaving individuals feeling powerless and questioning their worth.
Similarly, the 2015 Business in the Community (BITC) Race at Work survey echoed these findings, with thousands of participants citing anxiety, stress, and depression stemming from workplace racism. Intimidation and racist violence further compounded the distressing reality for many workers.
Legislative Shortcomings
Despite legislative efforts over the decades, racism remains deeply entrenched in the fabric of British society. While laws such as the 1965 Race Relations Act and the 2001 Race Equality Duty aimed to combat discrimination, they have not eradicated racial inequality in the workplace.
Existing health and safety regulations, including the Health and Safety at Work Act 1974, offer avenues for addressing workplace hazards, including psychological harm caused by racism. Anti-discrimination statutes like the Protection from Harassment Act 1997 and the Equality Act 2010 also play a role in safeguarding employees from discriminatory practices.
However, recent responses from government officials indicate a reluctance to enact further legislation to tackle systemic racism. The emphasis on voluntary measures falls short of addressing the urgency and severity of the issue.
Towards Action and Accountability
In light of the persistent challenges outlined by the TUC and BITC surveys, Ashe and Nazroo advocate for a coordinated approach to enforce existing legislation and hold employers accountable. The Health and Safety Executive asserts employers’ duty to ensure the well-being of their employees, free from the threat of racism and its detrimental effects.
It is imperative to recognise workplace racism not merely as a matter of equality and diversity, but as a fundamental issue of health and safety. As Ashe and Nazroo aptly conclude, the time for comprehensive action is now, as individuals have the right to work in environments free from discrimination and prejudice.
Stephen Ashe leads the Centre on Dynamics of Ethnicity’s Racism at Work Project.
James Nazroo is Professor of Sociology and Director of the Centre on Dynamics of Ethnicity at The University of Manchester, focusing on inequalities related to ethnicity, race, and health.