Race and Ethnicity as Protected Characteristics in the Workplace

Race and ethnicity are two of the most well-known protected characteristics in the workplace.  

The Equality Act 2010 requires that companies strive to create a safe and inclusive environment for all employees, regardless of their race or ethnicity.  

This includes ensuring that hiring practices, job opportunities, promotions, and other workplace decisions are not based on race or ethnicity. Furthermore, employers must take steps to prevent discrimination and harassment against those who belong to different racial or ethnic groups in the workplace.  

By doing so, they can create a more equitable work environment that is free from bias and prejudice. 

 

What is the Difference Between Race and Ethnicity? 

 
Race and ethnicity are distinct concepts that describe aspects of our identity. Race refers to a group of people who share similar physical characteristics such as skin colour, facial features, and hair texture.  

Ethnicity, on the other hand, refers to social and cultural characteristics such as language, religion, customs, values and beliefs.  

While race tends to be quite broad, often only being split into less than 10 groupings, such as Black, White, Asian, etc. depending on where you’re geographically located, ethnicity is much more vast – there are thousands of ethnicities across the world. 

 

National Origins:

National origin is the country where a person was born or raised. 

Ethnic Origins:

Ethnic origin is based on shared ancestry or culture. This can be direct to the individual, or the individual’s ancestors. 

Racial Group:

Racial group denotes membership in an identifiable racial category. 

Nationality:

Nationality is a person’s legal status with respect to their nation-state. 

 

 

What are Protected Characteristics? 

Protected characteristics are qualities or characteristics that are protected by law from discrimination and harassment by: 

  • Employers 
  • Businesses and organisations that provide goods or services, e.g. banks 
  • Healthcare providers 
  • Landlords, housing associations, real estate agents and other people you rent or purchase property through 
  • Schools, universities and education providers 
  • Transport services including taxis, buses, trains, etc. 
  • Public bodies including government departments 

 

Protected characteristics include: 

These characteristics ensure that individuals are treated fairly regardless of their background or personal circumstances. Understanding the concept of protected characteristics is essential in order to create an inclusive environment for all people in the workplace. 

It is important to note that protected characteristics also apply to discrimination by association, e.g. if someone is discriminating against you because your child falls under a protected characteristic, or if you act as a whistleblower or supporter of someone who was being discriminated against or harassed. 

 

How to Reduce Racial and Ethnic Discrimination in the Workplace 

Racial and ethnic discrimination in the workplace can have a negative impact on both employees and employers. It can lead to reduced morale, decreased productivity, and increased legal costs. To reduce racial and ethnic discrimination in the workplace, employers must create policies that are fair and equitable for all employees.  

This includes creating a culture of inclusion and respect, providing training to managers on how to recognize and address discriminatory behaviour, implementing diversity initiatives such as mentoring programs or employee resource groups, and ensuring that hiring practices are free of bias. By taking these steps, employers can create an environment where everyone feels respected and valued regardless of their race or ethnicity. 

 

Benefits Of Reducing Racial and Ethnic Discrimination in the Workplace 

Reducing racial and ethnic discrimination in the workplace is essential for creating an inclusive, equitable, and productive work environment. It can help foster a sense of belonging among employees from different backgrounds, as well as promote positive working relationships among colleagues. Additionally, reducing racial and ethnic discrimination can also have financial benefits for businesses. Studies show that companies with diverse workforces tend to be more successful financially than those without. Therefore, it is important for employers to take steps to reduce racial and ethnic discrimination in order to maximize their success. 

 

Other Common Questions about Race & Ethnicity 

 
Is Ethnicity a Protected Characteristic in the Equality Act? 

The Equality Act 2010 is a piece of legislation in the United Kingdom that makes it illegal to discriminate against people based on certain protected characteristics. One of these protected characteristics is ethnicity, which means it is illegal to discriminate against someone because of their race, nationality, or national origin. The Equality Act defines ethnic groups as those who have a shared cultural heritage and/or a common language or religion. This protection applies to all areas of public life including employment, education, and access to goods and services. 

 

Is Racial and Ethnic Discrimination in the Workplace lawful? 

Racial and ethnic discrimination in the workplace is a serious issue that has been plagued the world for generations. Despite laws and regulations being in place to protect employees from such discrimination, it still happens on a daily basis. In short, it is not lawful.  

 

Conclusion 

There are legal implications to racial and ethnic discrimination in the workplace, but protections allow us to help combat it. Some of the common use cases of racial and ethnic discrimination can be found in hiring practices, wage disparities, and unequal treatment on the job. Ultimately, employers and employees have a moral and legal duty to create an inclusive environment where everyone is respected regardless of their race or ethnicity. 

 

With expertise in Positive Organisational Science,  Wellbeing, D&I, Education, and so much more,  Elle has worked across industries and continents in sectors such as Management Consulting, Finance, Education, and Technology. Consistently, her goal is to bring evidence-based principles of positive organisational science and psychology to workplaces through direct service, training, consulting, content creation and beyond. 

Elle Mason People Science Lead (Innovation and Content Specialist) at inclusio

Elle Mason