Race, Ethnicity, and Culture
The London Museum has urged staff to address the problem of ‘embedded whiteness’ as part of a diversity drive, it has emerged. The publicly-funded museum focused on the history of London has reportedly created a leaflet to help staff to ‘challenge embedded whiteness’ in the workplace. Staff have been told that the museum’s current ‘culture and ways […]
The context of embedded whiteness Read More »
Greater Manchester is home to a vibrant and diverse population. Yet, for many Black and Asian communities, long-standing inequalities continue to limit access to opportunity and fair treatment. Whether in employment, education, housing, health, or interactions with the police, structural barriers and institutional bias persist but they can be dismantled. With targeted, co-produced action and
Across the UK, Gypsy, Roma and Traveller (GRT) communities continue to face stark and persistent inequalities, despite legal protections under the Equality Act 2010, which recognises Romany Gypsies and Irish Travellers as distinct ethnic groups. This means they are protected under the Act from discrimination, harassment, and victimisation on the grounds of race, including ethnic
Breaking the Cycle: Inequality faced by Traveller Communities and what we can do Read More »
Why This Matters At EDUK, we understand that equality, diversity, and inclusion (EDI) are not optional extras in public health, they are central to it. A new report by the Runnymede Trust and the Health Foundation makes this clearer than ever: racism is a social determinant of health. From housing conditions to employment outcomes, people
Racism is a Public Health Crisis. Here’s the Evidence Read More »
Introduction In our roles as public servants, educators, employers, and community leaders, we often ask: why do racial inequalities persist despite decades of legislation and good intentions? The answer may lie not in the old face of racism, but in a subtler, more insidious version, what scholars call new racism. New racism doesn’t wear a
To cultivate an anti-racist workplace, organisations can implement the following strategies: 10 Steps to Becoming a Proactive EDI Employer By committing to these steps, organisations can create environments where all employees feel valued and respected, leading to enhanced innovation, employee satisfaction, and overall organisational success.
Strategies for Anti-Racism in Everyday Practice Read More »
Why This Matters For those of us who have lived through racism in the UK, there are experiences that often go unspoken—moments that leave lasting wounds. Misogynoir and ostracism are two deeply embedded forms of discrimination that many ethically diverse people, particularly Black women, experience daily. Yet, these words aren’t widely understood. This blog aims
Breaking the Silence: Understanding Misogynoir and Ostracism in Everyday Life Read More »
The recent report commissioned by the National Fire Chiefs Council (NFCC) has once again brought to light the ongoing diversity and inclusion challenges within the UK fire service. The report’s findings that the service is still overwhelmingly male and white, with less than 10% women and 5.4% from ethnically diverse backgrounds highlight the significant gap
Response to the Report on Diversity in the UK Fire Service Read More »
Introduction For more than four decades, Britain has sought to address racial inequality through legislative, social, and institutional interventions. Yet, despite these efforts, racism continues to persist in workplaces, communities, and institutions. The Stuart Hall Foundation’s Race Report: 40 Years of Tackling Racial Inequality in Britain highlights that while progress has been made, structural inequalities
40 Years of Race in Britain: Progress, Challenges, and the Path to Eradicating Racism Read More »
The Weight of a Label When Black women express themselves whether in the boardroom, classroom, or everyday interactions their tone, volume, and body language are often scrutinised in ways that others never experience. They are told to “calm down” when they are simply making a point. They are labelled “aggressive” for advocating for themselves. They
The “Angry Black Woman” Stereotype: A Silencing Tactic Read More »
