Introduction
Black employees in the UK are disproportionately subjected to workplace surveillance and algorithmic management. According to the Institute for Public Policy Research (IPPR), these patterns are not just coincidental they are systemic, rooted in historic and ongoing racial bias in employment practices.
As technology advances and workplace monitoring becomes increasingly sophisticated, employers must ask: Are our practices reinforcing inequality?
The Reality of Workplace Surveillance
Key findings from the IPPR report reveal:
- Black workers are 26% more likely to be in low-autonomy roles and 42% more likely to be in low-skilled jobs roles that attract higher levels of surveillance.
- 73% of Black employees are not unionised, making them more vulnerable to intrusive technologies.
- Surveillance often appears under the guise of support or performance management but is deeply linked to racial bias and confirmation bias.
- Tools like facial recognition, keystroke logging, emotion analysis, and biometric tracking are being used without transparent consent or inclusive testing.
Voices of Concern
Margaret Ochieng (Organisational Psychologist):
“We remain stuck in a frustrating ‘explain-what’ cycle—constantly diagnosing the problem but rarely committing to meaningful, sustained action.”
Cheryl Samuels (#InclusiveHR):
“It’s no accident that systems are designed in a way that reinforces the need to control and scrutinise Black staff.”
Sandra Kerr (Business in the Community):
“Monitoring systems must be transparent and fair, with proper ethics checks in place.”
Key Messages for Employers & Service Providers
- Bias is built in unless challenged – Racial disparities will persist unless algorithms and tools are tested across diverse groups.
- Surveillance without safeguards is oppression – Monitoring systems must have checks, balances, and employee consent.
- Intent is not impact – Even well-meant tools can cause harm if they disproportionately affect marginalised groups.
- Transparency builds trust – Employees should always know what is being collected, how, and why.
- Accountability is non-negotiable – Whether decisions are made by humans or machines, leaders must own the outcomes.
Assessment Checklist: Is Your Organisation Getting It Right?
Use this checklist to evaluate your current practices. Tick all that apply:
| ❓ Questions | Yes / No |
| Do you audit your surveillance and monitoring tools for racial or other discriminatory bias? | |
| Have you involved diverse employees in testing or assessing new technologies? | |
| Is there a clear, written policy that outlines what data is collected, how it’s used, and why? | |
| Are staff informed and consulted before introducing any new monitoring technology? | |
| Do you have an independent ethics or fairness panel reviewing data and algorithmic logic? | |
| Is there a mechanism for employees to challenge surveillance decisions or seek redress? | |
| Do your managers receive training on unconscious bias and equity in supervision practices? | |
| Have you reviewed whether roles predominantly held by Black or marginalised staff are more heavily monitored? | |
| Is surveillance data ever used to support rather than punish — e.g., to offer development opportunities? | |
| Have you reviewed union access and representation across racially diverse groups? |
Score Yourself:
- 9–10 “Yes” answers = Strong equitable practice – keep it up and stay vigilant.
- 6–8 “Yes” answers = You’re on the right track but need to do more.
- Below 6 “Yes” answers = Urgent reform needed – your systems may be reinforcing structural inequality.
What Next?
- Conduct an Equality Impact Assessment of all surveillance systems.
- Create inclusive design teams involving employees from different racial and socio-economic backgrounds.
- Engage trade unions or staff networks when introducing monitoring technology.
- Invest in training for both HR and technical staff on algorithmic bias and racial equity.
- Listen and act on lived experiences of staff affected by surveillance.
Conclusion
Surveillance must never become the modern-day expression of institutional bias. Employers and service providers must take active, accountable steps to ensure their practices uphold dignity, fairness, and trust for all — especially those most at risk of discrimination.
🎧 Further Listening