D40 BRANCH

What is Racism in the Workplace?

Tackling racism is no easy task. Discrimination may be unconscious and management may be unwilling to acknowledge that they may be unwilling to acknowledge that they might be discriminating. Employees may not always recognise the reasons for the treatment they receive. Where they suspect discrimination or they experience harassment, they may not wish to pursue their case for fear of a backlash.

Racism consists of conduct or words or practices which disadvantage or advantage people because of their colour, culture or ethnic origin. It can be subtle or overt, intentional or unwitting.

There is also institutional racism, which has been defined by the Stephen Lawrence Inquiry as " the collective failure of an organisation to provide an appropriate and professional service people because of their colour, culture or ethnic origin. It can be seen or detected in processes, attitudes and behaviour which amount to discrimination through unwitting prejudice ignorance, thoughtlessness and racial stereotyping which disadvantages minority ethnic people"

Common examples of Racism in the workplace

Racism can take many forms. Some common examples of where Racism occurs in the workplace occurs are:

1. Recruitment

A workplace has a small proportion of workers from minority ethnic groups, not properly reflecting the ethnic breakdown of the area.

• Staff responsible for recruitment end up unconsciously not selecting ethnic minority candidates.
• An applicant for a job is restricted because of a concern that “they will not fit in”.

2. Working Environment

• A grievance about an allegation of race discrimination takes months to be heard, and months more to be finally decided by management.
• Assumptions are made that certain racial groups have specific skills.

3. Promotion

• Promotions depend on previous acting-up or supervisory experience which mainly white workers have.
• Promotions possibilities are not advertised internally or externally, but made on the whim of a manager.
• There are no procedures for promotion; can often depend on out of hours socialising in the pub or golf course.

4. Harassment

• Workplace culture makes ethnic minority workers feel uncomfortable.
• A worker is the butt of jokes that make reference to their race.

5. Redundancy

• In a redundancy exercise, a larger number of workers from ethnic minorities are selected for redundancy than white workers.
• A worker is selected in circumstances that suggest that they might have been selected because of having made allegations of racism.

6. Dismissal

• Misconduct by ethnic minority workers leads to dismissal, whereas in similar circumstances white workers are given final warnings.
• A worker is dismissed for not talking English with his colleagues.

Challenging Racism: GMB

Use your communication network to talk to members and potential members to:

• find out about local issues they may be concerned about.
• circulate info about special branch meetings about new legislation.
• ask people if they want to become involved in the campaign/meeting/event.
• involve self-organised groups in promoting union policies/campaigns.
• use people of who can speak other languages to talk to different groups of workers.

Branch meetings

• make sure union meetings take place in appropriate venues and at times which are convenient to all
  members who work part-time, shifts, etc. are included.
• consider inviting a speaker to lead the discussion on the new legislation.
• think about ‘open’ meetings and invite non members.
• ensure any homophobic, anti-religious, or racist comments are challenged and everyone is aware of their responsibilities as union members and under the law.
• avoid using jargon.
• target individuals who show an interest in the union and choose a rep with whom they can ‘shadow’ and later be nominated for union reps positions.

Publicity, information and education

• include information about the new rights in your regular newsletter.
• produce specific recruitment literature around the new rights.
• use posters to publicise meetings, new rights, etc.
• organise discussion groups or GMB training sessions to use this package.

Working with management

• review policies and procedures in the light of the new regulations.
• seek to gain better than the legal minimum.
• improve diversity on negotiating committee.
• take up cases of discrimination within the workplace.
• jointly organise training on the new rights and policies.

Challenging Racism: Employers: 

Positive Action:

An employer can take positive action to provide workers from a particular racial group access to facilities or services to meet their special needs with regard to education, training or welfare.  An example would be the provision of special classes to learn English in order to access a particular job or training.

Setting targets for recruiting and retaining workers from minority groups

Other things an employer can do are:

• Engage in consultations with minority ethnic groups.
• Work in partnership with GMB.
• Fulfil legal requirement (Rights at Work).
• Encourage best practice and support campaigns that support equality.

Challenging Racism: Employees

• Contact Trade Union Representative . GMB play a big role in challenging racism by offering support to their members through grievance procedures or Employment Tribunals.
• Follow internal and complaint grievance procedures.