Equality, diversity and human rights >
Race discrimination
In Allay (UK) Ltd v Gehlen, the Employment Appeal Tribunal held that the employer's diversity training was not sufficient to amount to a "reasonable steps" defence in a claim of racial harassment committed by one of its employees.
We look at what police forces are doing to attract recruits from different black, Asian and minority ethnic (BAME) groups and consider if positive discrimination is necessary to increase the number of BAME police officers.
Roianne Nedd, a diversity and inclusion expert, explores the impact of the Black Lives Matter movement.
In Bessong v Pennine Care NHS Foundation Trust, the Employment Appeal Tribunal (EAT) held that the Equality Act 2010 cannot be interpreted to make an NHS trust vicariously liable for race discrimination for a patient's racially motivated attack on a mental-health nurse.
In Forbes v LHR Airport Ltd, the Employment Appeal Tribunal held that an employer was not vicariously liable for racial harassment when an employee posted an image of a golliwog on her Facebook account.
In Base Childrenswear Ltd v Otshudi, the Employment Appeal Tribunal considered the level of race discrimination compensation for an employee whose appeal against her dismissal and post-dismissal grievance were ignored.
In Georges v Pobl Group Ltd, an employment tribunal upheld a black employee's harassment claim after she attended diversity training at which the trainer wrote racially offensive terms on a flipchart and staff were encouraged to shout out the most offensive words that they could come up with.
Equality is high on the agenda of most NHS employers. As well as being subject to the gender pay gap reporting regime, NHS employers are required to comply with an equality standard in relation to race, and from April 2019 will be required to comply with a standard on disability. Nicky Green from law firm Capsticks explores what the standards mean for NHS employers.
In Evans v Xactly Corporation Ltd, the Employment Appeal Tribunal (EAT) upheld an employment tribunal's ruling that calling a salesperson a "fat ginger pikey" in a working environment with a culture of "jibing and teasing"; was not harassment under the Equality Act 2010.
HR and legal information and guidance relating to race discrimination.