I help UK organisations move from performative inclusion to meaningful change. My approach is plain-English, lawful, and actionable.
The Equality Act 2010 sets out clear responsibilities for employers:
- Promote equality of opportunity
- Tackle discrimination, harassment, and victimisation
- Foster good relations between different groups
It also makes employers vicariously liable for unlawful acts committed by their staff in the course of employment unless they can show they took all reasonable steps to prevent it. This includes conduct online, whether during working hours or not, if it impacts the organisation’s reputation, relationships, or creates a hostile environment.
Social media is a public stage. A single discriminatory post racist, sexist, homophobic, ableist, transphobic, or otherwise prejudiced can cause reputational harm, financial loss, and legal consequences for both the individual and the employer.
Yet too often, businesses don’t make their expectations clear from day one.
Do you:
- Ask about inclusive values in recruitment?
- Share your organisation’s stance on equality and social media conduct?
- Train staff on the link between online behaviour and workplace consequences?
This blog is your action plan to protect your people, your reputation, and your bottom line.
1. Employer Responsibilities under the Equality Act
You are responsible for:
- Discrimination, harassment, or victimisation committed by staff against colleagues, clients, or the public, in connection with work
- Behaviour that occurs on social media but affects the workplace or damages your organisation’s reputation
- Ensuring policies and training are in place to prevent such conduct
Employees are responsible for:
- Not engaging in discriminatory behaviour in any context connected to work
- Understanding the organisation’s values and policies
- Representing the business positively online
2. Real-World Case Studies
Large Employer Example
A teacher was dismissed after posting racist comments on Facebook. The school faced public outrage, an Ofsted investigation, and a safeguarding review. The tribunal upheld the dismissal as fair.
Small Business Example
A café owner lost key catering contracts after staff made sexist jokes on Instagram stories. Legal fees and lost revenue exceeded £40,000, forcing the business to close.
Cross-Sector Example
An NHS staff member tweeted homophobic comments from a personal account. The post went viral, damaging trust. The employee was disciplined, and the NHS trust had to launch a public inclusivity campaign to repair reputation.
3. Key Messages for Employers
- Prevention is cheaper than damage control: one offensive post can cost thousands in PR, legal, and lost contracts
- Values must be visible in recruitment, induction, policies, and ongoing training
- Zero tolerance must mean action: ignoring incidents undermines credibility
- Policies must cover online and offline behaviour: clarify that personal accounts are not exempt from accountability if harm is caused
4. Dos & Don’ts
Do:
- Share your equality, diversity, and inclusion values during recruitment and induction
- Make social media conduct a part of your code of conduct
- Train all staff on discrimination and its consequences
- Have a clear reporting process for inappropriate behaviour
- Act quickly when an incident occurs
Don’t:
- Assume “common sense” is enough – be explicit about expectations
- Ignore “off-duty” conduct if it affects the business or breaches policy
- Rely on generic social media policies without referencing equality and discrimination
- Forget that allyship starts at the top
5. Good Practice Guide for Managers
- Include “Workplace Diversity & Inclusion” (WDI) questions in interviews:
- “Can you give an example of how you’ve worked with people from different backgrounds?”
- “How would you handle seeing discriminatory behaviour in the workplace or online?”
- Embed EDI values into performance reviews and promotions
- Provide annual refresher training with case studies
- Lead by example – leaders’ online behaviour sets the tone
6. Activity – Staff Self-Assessment Checklist
Ask yourself:
- Do I understand my employer’s equality and social media policies?
- Would I be comfortable if my employer, a client, or the media saw my post?
- Could this comment cause offence or harm to a protected group?
- Have I challenged or reported discriminatory posts I’ve seen online?
If you answer “No” to any, review the policy and seek guidance.
7. Allyship Actions – Speak Up, Speak Out
- See it – recognise discriminatory content
- Call it – challenge directly if safe to do so
- Report it – follow internal reporting channels or external bodies like ACAS or EHRC
- Support others – offer solidarity to colleagues targeted by online hate
8. Assessment Checklist for Employers
- Do our policies clearly cover online conduct and discrimination?
- Are managers trained to handle incidents?
- Do we communicate expectations at recruitment, induction, and beyond?
- Have we reviewed recent case law for relevance to our sector?
- Do we act consistently when issues arise?
Closing Call to Action
This week, choose one “mistake” from this guide and take one small action. Reply and tell me which I’ll personally respond with tips.