Effectiveness of Equality Act 2010 in Tackling Racial Discrimination in the Workplace

This dissertation examines the effectiveness of the Equality Act 2010 in tackling racial discrimination in the workplace. It discusses previous and current legislation, employment legislation, comparison with the US, and evaluates the benefits and effectiveness of the Act. The conclusion provides recommendations for improvement.

"HAS THE EQUALITY ACT 2010 BEEN EFFECTIVE IN TACKILING
RACIAL DISCRIMINATION IN THE WORKPLACE?"
Contents
Introduction
1.CHAPTER ONE:
1.1 Previous and Current Legislation
2. CHAPTER TWO:
1.1 Employment Legislation
1.2 Racial Discrimination at the workplace
3. CHAPTER THREE:
Comparison with US
4. CHAPTER FOUR:
Effectiveness of Equality Act 2010in tackling racial discrimination in the workplace
5. CHAPTER FIVE:
Conclusion and Recommendation
Bibliography

"HAS THE EQUALITY ACT 2010 BEEN EFFECTIVE IN TACKILING RACIAL
DISCRIMINATION IN THE WORKPLACE?"
Introduction:
This dissertation purpose will be examining how the law treats racial discrimination at the
workplace which remains a persistent global problem where work related discrimination is
report to the government every year. The development of legislation will be discussed, also
some benefits and effectiveness of Equality Act 2010 as on which basis it protects
employees at workplace. The dissertation will also focus on proving and arguing on whether
the Equality Act 2010 is effective or needs further improvement, and how the issue of racial
discrimination can be resolved under the Act. It will evaluate some relevant cases where
employers of some retailers, companies and workplaces discriminate their employees based
upon race.
Chapter one it will look at the previous legislation before the Equality Act 2010 passing into
the law and replaced the anti-discrimination laws. It will briefly examine The Equality Act in
more detail and explain the relevant part of legislation.
Chapter two will explain the relevant employment legislation and how the law protect the
employee from discrimination at the workplace. This chapter will also provide an
introduction to the subject of racial discrimination at the workplace.
Chapter three will discuss racial discrimination at the workplace in US and analyse racial
discrimination legislation, including discussion of how such legislation is both similar and
different from the UK.
Chapter four is going to discuss benefits and effectiveness of the Equality Act 2010. The
chapter will evaluate cases of racial discrimination at the workplace and what are the
obstacle in resolving the issue, how the issue can be resolved under the Equality Act 2010.
Chapter five will be the conclusion based on the evidence on how the Equality Act protects
individuals from racial discrimination at the workplace. Comment will be made on racial
discrimination at the workplace regarding legislation. Conclusion will also mention whether
there will be any recommendation for the same.

"HAS THE EQUALITY ACT 2010 BEEN EFFECTIVE IN TACKILING RACIAL
DISCRIMINATION IN THE WORKPLACE?"
Chapter One: Previous and Current Legislation:
Sex Discrimination Act 1975, Race Relation Act 1976 and Disability Discrimination Act 1995
were pieces of legislation that used to cover discrimination before Equality Act 2010. Sex
Discrimination Act 1975 makes it unlawful to discriminate on the grounds of sex and marital
status in the areas of employment, education, also prohibits indirect and direct sex
discrimination.
Race Relation Act 1976 applies in the areas of employment, education, planning, housing
and public services. The Act makes it unlawful to discriminated on the grounds of race,
colour, nationality, ethnic origins and religious beliefs. The Race Relations Amendment Act
2000 came into force in 2001 on the 2nd of April. The law acknowledges the promotion of
racial equality and stresses the importance of race equality within the public authorities.
Disability Discrimination Act came into effect on 2nd of December 1995. This Act makes it
unlawful to discriminate people who have a disability. Disability under the Disability
discrimination Act is defined as the mental or physical impairment with a long-term effect
affecting normal daily activities and abilities to carry out normal routine. The law is effective
in employment, land and property and goods and services. This act was later amended in
2004 and 2005. In 2005 the Disability Discrimination Act was amended and include
discrimination by public authorities as a prohibition.
Equality Act 2010 legally protects people from discrimination in the workplace and in
society. Replaces previous anti-discriminations laws with a single act, making the law easier
to understand and strengthening protection in some areas. It also sets out a series of
protected characteristics against which people cannot be discriminated. Protected
characteristics cover age, sex, gender including gender reassignment, sexual orientation or
marital status, pregnancy and maternity, race, colour, nationality, ethnicity or national
origins, religion or belief and disability. Under the Equality Act, it is unlawful to discriminate
against someone on the grounds of any protected characteristic.

In terms of discrimination they are two type of discrimination, direct and indirect
discrimination. The act also protects people from harassment and victimisation. Direct
discriminations are where a person is treated less favourably than another in relation to
recruitment, selection, training, promotion, selection for redundancy. On the other hand,
indirect discrimination is where a person cannot comply with an unjustifiable requirement
imposed by an employer (because of their protected characteristic) which in practice can be
met by a smaller proportion of that group.
Harassment is unwanted conduct which violates another person's dignity or creates an
intimidating, hostile, degrading, humiliating or offensive environment for someone.
Victimisation is unfair treatment of someone who has made a complain of discrimination or
harassment or supported someone else's complain.
The Act also protects individuals from discrimination in educational institutions, as a
customer, when using public services, renting property, etc.
The main legislation that have merged due to this Act are The Equality Pay act 1970, The Sex
Discrimination Act 1975, The Race Relations Act 1976, The Disability Discrimination Act
1995, The Employment Equality Regulations 2003, and The Equality Act 2006.

"HAS THE EQUALITY ACT 2010 BEEN EFFECTIVE IN TACKILING RACIAL
DISCRIMINATION IN THE WORKPLACE?"
Chapter Two: Employment Legislation
Employment law was introduced for two reasons, first it promotes a better working
relationship between employers and employees and provide equality in the workplace.
Employment law is to protect employees from unscrupulous employers, and there are a
numbers of employment law in place. The main one is the Equality Act 2010 that prevents
people being discriminated against because of gender, race, colour, nationality, ethnic
origin, sexuality, disability and include that the individual must be paid the same and given
the same chances for promotion. Equality in the workplace has important consequences
covering recruitment, pay, working hours, training. Employees and employers must be
familiar with the act and what applies to the workplace and what means in practice.
Equal Pay Act 1970 is in force to ensure that men and women are entitled to equal pay for
taking part in similar jobs. Employers are required by law to provide equal opportunities to
both men and women in terms of their employment contract. Equal Pay applies to
employees, workers, agency workers, part time full time including temporary contracts, self-
employed. Equal pay law applies to pay and employment terms and conditions like basic
wages, pension, annual leave allowance, holiday pay, overtime pay, redundancy pay,
working hours, sick pay, bonus and benefits.
The second pieces of legislation are the Employment Rights Act 1996 and says that the firm
does not needs to give a worker a written contract of employment, but it must give a
statement of within eight weeks of starting work. This statement will include the job title,
the hours, details of the job, when the worker will be paid, what deductions will be taken
from the pay, notice, any disciplinary rules.
The Health and Safety at work Act 1974, the law makes it the responsibility of the employer
to protect the worker from dangers in the workplace. Responsibilities include providing
safety, equipment, washing facilities, toilets and adequate breaks.

"HAS THE EQUALITY ACT 2010 BEEN EFFECTIVE IN TACKILING RACIAL
DISCRIMINATION IN THE WORKPLACE?"
Racial Discrimination at the workplace
Since 1976 when first introduced by the Race Relation Act 1976, race discrimination is illegal
in the UK, and for the purposes of Equality Act 2010 race includes colour, national origin and
ethnic origins, nationality. The Equality Act 2010 says that it is unlawful to discriminate
people based on the race, this can mean your colour, nationality or ethnic origins or national
origins. As for example you may have a Romanian national origin and living in the United
Kingdom with a British passport.
Every individual deserves to feel safe, accepted and comfortable in the workplace, treated
differently due to a characteristic may be considered employment discrimination. The
Equality Act 2010 protect employees of discrimination even before commence work, also
during the employment and on the termination of the employment. In UK, there are still too
many individuals from ethnic minority that still facing racial discrimination when trying to
get a job, compare with the British. In 2017, the minority ethnic employment rate was
62.8% compared with white workers 75.6%, and the gap was worse for those from Pakistani
or Bangladeshi with only 54.9%.
Discrimination in the workplace increase the rate of unemployment, also ethnic minorities
and migrants face significant discrimination at the workplace. An employee has the right not
to be discriminated against on the grounds of sex, disability, religious beliefs, sexual
orientation, including racial discrimination.
An employer has the responsibility to ensure that discrimination including racial
discrimination does not occur in the workplace, this responsibility increases when you are
part of the public sector and you have a legal obligation to promote equality. They are four
key type of discrimination defined in the UK law direct discrimination, indirect
discrimination, Harassment and Victimisation. Direct discrimination is when someone is
been treated less favourably because of the race, for example, been refused of a job or a
promotion and opportunity in the workplace. Indirect discrimination means that it's
unlawful for employer to discriminate by applying a practice, provision or criterion that
disadvantages job applicants or employees of a racial group without justification.
Harassment it happens where a person engages in unwanted conduct related to race which
has the purpose of or effect of violating someone else’s dignity. Individuals must not be
victimised because they have alleged discrimination, brought a discrimination claim or give
evidence in relation to discrimination proceedings.

If someone is treated unlawfully at the workplace such as unfair dismissal, unfair deduction
from the pay, discrimination including racial discrimination a claim to an employment
tribunal can be made. The claim must be made within 3 months of the problem happening
or the employment ends. Employment Tribunals is a public institution where statutory
jurisdiction hear disputes between employees and employers and is independent of
government. Before the claim to the Employment tribunal, the claimant needs to inform
ACAS about then intend to make a claim to the tribunal. ACAS can give free advice to
employees and employers on workplace rights, also can offer the chance to settle the
dispute without going to court.

"HAS THE EQUALITY ACT 2010 BEEN EFFECTIVE IN TACKILING RACIAL
DISCRIMINATION IN THE WORKPLACE?"
Chapter three: Comparison with U.S
Racial discrimination is characterized as treating others in an unexpected way, or
unreasonably with respect to the difference in the skin colour. For instance, pertaining to
the work market some firms may give preference to employ white skin individuals as
opposed to individuals of black colour because of the skin tone. Race discrimination includes
treating somebody basically applicant for a role or a representative negative since the
individual is of a certain race or as a result of the individual qualities related with race for
example such a hair surface, skin tone and other certain facial highlights.
In this, we will look at the US workers experience in regard to the racial job discrimination
and then making a comparison between UK and US in terms of experiences.
The employment law of US is basically considered as less prohibitive in contrast to the law
of UK. Along with that, the US law pertaining to discrimination is primarily the same as the
European model and several UK assurances from discrimination have been established on
their United State counter partners.
In regard to UK, discrimination law emerges from the most part from EU law (for example
the EU Treaty and a couple of EU mandates which involves discrimination on various bases
involving race discrimination, sex, ethnicity, age and inability. Each of these assurances are
carried out by the way of the UK Equality Act 2010.
In the US, a comparable big picture perspective emerges because of the nation’s federal
model. Government law gives discrimination assurance on a couple of grounds at Federal
level, which results into giving an adequate base limit of security, similarly as the EU
accomplishes for its part states.
The US Federal law in regard to discrimination dated back to 1866, yet the larger part
emerges from the civil rights movements 1960s, when most securities and measures were
stated in the Title VII of the Civil Rights Act of 1964, in respect to the race, shade of skin, sex,
pregnancy and religion. Apart from this, other government Acts which forbid discrimination
on the grounds of age, inability, and hereditary data.
The prerequisite in respect to the jo should be consistently and reliably applied to people
across all aspects, races and colours. Regardless of whether a task prerequisite is applied
reliably, on the off chance that it is not essential for work performance or business wants,
the necessity might be taken to be unlawful in the event that it bars people of certain racial
community or colour fundamentally more in comparison to others. For example, possibly
unlawful practices and approaches incorporate requesting submissions just from the

foundations in which all or most of the latent laborers are of a similar race or skin tone,
expecting candidates to have a specific instructive foundation that isn't significant for the
work, and testing candidates for information abilities or capacities that are not significant
pertaining to the work or for the business entity. Each of these examples which are
mentioned or referenced above are secured by the Title VII, Civil Right Act 1964.
In addition to the above, racial discrimination within the working environment is not an
uncommon event but an exceptional event however it may happen all the more frequently
in the US comparison to the United Kingdom.
US residents who are employed abroad for American organizations and their auxiliaries are
lawfully qualified for attainment of protection from the discrimination in the place of work.
Civil Rights Act (Title VII) and the Americans with Disabilities Act (ADA) incorporate
protection against various factors like race, religion, sex, place of origin and disability to US
residents who are employed abroad for US managers. White U.K conceived laborers have
not acquired similar benefits as their partners in the United States. It does not imply that
the racial discrimination at working environment is not an issue in the UK, an unmistakable
and quantifiable compensation gap or difference exist across racial discrimination at
working environment there.
In UK, the impression of the break of discriminatory law is to make a case for pay for
monetary loss and injury to the feelings and is subjected to the obligation of mitigation. If
there should be an occurrence of racial discrimination at work environment, the onus is on
the person for conveying a demonstration or exclusion steady with the outcome of
discrimination. By setting up this the weight moves to the business or organization to prove
that discrimination did not happened.
In respect to UK, the main remedy is the compensatory relief for loss both monetary and
non-monetary. But, in UK provisions goes beyond compensation and offers punitive
damages under the situation of wrongdoing.

"HAS THE EQUALITY ACT 2010 BEEN EFFECTIVE IN TACKILING RACIAL
DISCRIMINATION IN THE WORKPLACE?"
Chapter four: Effectiveness of Equality Act 2010in tackling racial discrimination in the
workplace
The Equality act 2010 is an act of parliament of the UK that is being developed with the
main aim of consolidating, supplementing and updating numerous prior acts relevant to
anti-discrimination law.
Before development of this act, there were several other acts relevant to discrimination
based on gender, race and others. For each type of discrimination, there were Equal Pay Act
1970, Sex Discrimination Act 1975, Race Relationship Act 1976 and others. Each act focusses
on only one type of discrimination, so by combining all and providing fair treatment to
people based on all gender, race, pay and other, this equality act 2010 has been developed.
Now with the help of and implementing only this one act, companies can protect
themselves against lawsuits. Employees at workplace can protect themselves against any
kind of discrimination as they do not need to make use of different types of acts. This act
protects employees at workplace against race, gender, pay, age and other types of
discrimination. There are several real based corporate examples where, this act has been
implemented and has protected employees against harassment, victimisation in
employment, disability, beliefs, sexual orientation and others.
Effectiveness of equality act 2010: Equality act is not only limited to racial, age and gender
discrimination but it protects employees at workplace against maternity, disability, religion
and others. One of the main bases on which this act is being used to the great extent is race.
Racial discrimination is when employees at workplace are being not treated equally only
because of their colour, nationality, origin and ethnic origin. Nationality is all about
citizenship or membership of a nation. There are several companies where people or
employees are being discriminated only because of their race, colour, different religion,
language and others.

It is important to make sure that the rights of individuals and protecting them from
discrimination would be existing. Strengthening and anti- discrimination laws are also
enforced by the government so that there would be better operations and make the
individuals have better functioning. Equality Act 2010 was a combine of colour, nationality,
ethics disability, race, etc. so that there is going to be more clarity that would be present.
Treating unfairly is not right for all the people and it is important so that the complaints are
going to be less. Lifestyle of individuals must be maintained so that there is equality and
satisfaction of living which is existing. There is a rise in the race discrimination by 17.75%
which is enforcing harassment and increasing factor so that there is going to be better
working. Implementation of this factor is very essential so that there would be higher
functioning and working which is existing so that there are right actions which are being
taken. Surroundings must be right and make the behaviour be equal as well which is
acceptable so that there is right percentage which is going to be set. Effectiveness of
Equality Act 2010 is present in UK so that there is a good balance which is existing in the
organization. Fair punishments are being declared as well so that there is going to be
effective legislature. Education is being provided on this aspect as well so that there is going
to be better involvement of living and resolving issues between people. There would be a
good interaction and working which would be present.
Campaigns and other options are being explored by the government to make sure that the
people are having the right knowledge so that they are not practising wrongful practices in
any way. Right resources and commissions which are not bias are also been setup to make
sure that there is good and organized system in place for meeting the current problem of
the country.

"HAS THE EQUALITY ACT 2010 BEEN EFFECTIVE IN TACKILING RACIAL
DISCRIMINATION IN THE WORKPLACE?"
Relevant racial discrimination cases: It is a case of UK’s largest retailer, Tesco that was
accused of racism with Romanian anti-shoplifting posters. This racial discrimination was
mainly based on language in which anti-shoplifting posters were being displayed in the
language of Romania. It impacted on the brand image of Tesco as it discouraged shoplifters
and law-abiding Romanians who live in the UK (Tesco Accused of Racism with Romanian
anti-shoplifting Posters, 2018). In the favour of the UK, Tesco Spokesperson said that the
local police provided them such posters with advice that all shoplifters should be prosecuted
as they have had some cases of shoplifting but many people criticised this campaign. It
means Tesco, discriminated people based on their race and target Romania people and it
also found that Romanians are the 2nd biggest immigrant community in the UK and worked
for longer hours in British supermarkets, hotels and farms. With the help of this act, this
case was taken under consideration.
Marks and Spencer racism complainant receives more abuse
Another case of Marks and Spencer in which, Faryaal Hussain alleged on Marks and Spencer
that 2 staff of this retailer abused her. She said that both staff followed her into a car park
and then one subjected her to racial abuse. After that she started receiving phone calls with
abusive language. She reported to police that since that day, Hussain was receiving nonstop
abusing calls.
From investigation, Media and BBC found that Mrs Hussain was right, and she was accused
of making the incident up. Marks and Spencer said that it is investing and will try to find out
reasons and the whole story behind it
After this case and Black lives matter protest have spurred Marks and Spencer’s to
undertake a much overdue review to diversity. They said that they need to take urgent
action on racism in order to improve and regain image (Marks and Spencer to take Urgent

Action on Racism, 2020). In addition, they also said that as an employer, a brand and a
retailer we need to focus on this and need to take immediate action.
By implementing Equality Act 2010 and providing fair treatment to people with different
race, image can be improved, and it can also help in attracting customers. After that case,
for supporting black lives matter and for regaining image, it said sorry and accepted its
mistake of racism discrimination. After that, with the purpose of protecting its employees
against racial discrimination, it implemented Equality Act 2010. It is believed that after
implementation of this act, employees feel safe at its workplace and it has made several
positive changes. This act helped this retailer to the great extent and protected its
employees as well as customers against all types of discrimination and promoted diversity.
Asda loses race discrimination case
There are some other cases of racial discrimination in which Asda has been forced to pay
around £27,750 as a compensation to 37 Asian workers because of racial discrimination. In
the racial discrimination, it is a case of supermarket’s branch in Lutterworth where
Leicestershire ordered his employees for producing a report or document that can prove
that they have been given right to work in Britain in an attempt to make sure that company
is not employing illegal immigrants. It was as per them discrimination based upon race. It
was found that company had offered illegally an inducement for giving up the collective
agreement negotiated by their union. Because of this racial discrimination, this supermarket
was ordered to pay around £850,000 to all its 340 trade union workers.
Another case happened at Asda in which it was criticised because one of its workers cracked
a joke on race, but he was not punished by managers. For warehouse management this
retailer hired a Blackman, named David Connikie and he won his claim, made on racial
discrimination over the joke.
When joke was cracked then Connikie asked to colleague Peter that where the
supermarket’s orange spades were stored then on this question, his colleague, Mr.
Reddington replied and said that that’s not spade as that’s are shovel because spades are
black. The employment tribunal heard this joke, but manager did not take any action. But
after efforts and with the help of legislations and equality act, made for protecting against
discrimination, Mr Connikie won his case and seek to offer and compensate of around
£5,000. He said that he does not want money as he wants an apology and fair
discrimination. He wants policies to be implemented that can make all people with different
age group, race and culture of people safe and secure. So, from these cases, it can be said
that racial discrimination is common, but it makes employees feel devalued and
demotivated. It also becomes the reason of employees’ turnover. So, by knowing all
consequences and after the development of black lives matter program, Asda, Tesco

implemented appropriate policies and acts for promoting discrimination (Racism Case
Winner Turn Down £5000 compensation, 2020).
They also said that implementation of such policies like Equality Act 2010 made them able
to improve image, making an effective working culture and taking competitive advantages
as well.
Arcadia high basketball coaches accused of racial bias
There is another case of racial discrimination where a basketball coach screamed on a black
student and said that cut your fucking hair. In this case, it was found that Coach Stephen
Dan ford was yelling at a black student at the time of basketball practice. This school is in an
affluent area of east Phoenix. It found that David, who had been the head coach for at least
6 years at this school asked to black students to cut their hair and never asked to white kids
for getting their hair cut. As per the report, it found that coach asked to white kids privately
about cutting hair and to black kids he screamed in front of all.
As per the investigation, the coach was claimed for racial discrimination. In further
investigation, it was found that students were discriminated and treated based on race
because of their colour they were not treated in an effective and fair manner.
So, based on above all cases relevant to racial discrimination it can be said that it all can be
decreased if all companies were bound to implement Equality Act 2010. This act provides
rights to all employees at workplace by which they can protect themselves against
discrimination. It is believed that when employees work at a fair working environment then
it improves their performance and productivity. It can help companies in taking competitive
advantages.
UK supermarkets unite after Sainsbury's advert prompts racist backlash
Sainsbury's promoted black family for featuring Christmas advertisement for online
backlash. By evening there was a hashtag which came up in the country which was for
standing against racism. This was a racial discrimination which the organization had used to
be able to put forward their ideas and reflect the passionate modern Britain celebration.
Sainsbury's faced this in 2020 when the world was facing this issue of COVID-19 and it is
important for the organization to maintain this.

There were 180 countries which supported this stand for racial aspect in order to make sure
that there are right governmental acts which can be implemented and 1.5 million
supporters worldwide, this would impact the discriminations which are taking place in the
country. Challenges must be overcome and staying in the world of black lives matter
movement must be accepted as well. This online advertisement also ran on Channel 4 back
to back for two prime time slots which make the event be more highlighted. Communication
from the brand and the creative way had to be thought out by the organization so that
there would be better working.
The brand had to tweet out about the advertisement, and they did not seem to target
anyone so that there is going to be better functioning. It is observed that there is good
involvement of racist tweets which are not going to be incorporated in the company for
racism and no one is welcomed to do so as well. For being fair, the company made sure that
they took down the advertisement and had nothing to do with discrimination though this
act. Sainsbury's also promised to make sure that they would eliminate individual existing
which is present in the company and make sure that there are right working performance
which would be present for the shoppers as well. Christmas is a national celebration and
must have the right understanding as well so that there are right operations, and this is not
acceptable that the black does not celebrate it with them.
Primark faces £47k bill for ‘shocking’ transgender discrimination
Primark faced transgender discrimination when an employee was not treated well in the
organization which is not a good factor. Alexander faced this issue every day when there
was a mistake in the system of converting her from Miss to Mr. which was put on her name
badge as well. There was a lot of jokes which were passed in from people and manager of

the store and this made her not feel so comfortable in working within such an organization.
Environment of the organization must be positive so that there are right working spaces.
There was a huge compensation which Primark had to serve to Alexander so that the
company's name is not being affected. Primark had to provide the transgender with £47,000
in 2018 since this is a harassment case which the company would have to face.
By compensating for the mistake which the other employees of Primark made had a positive
impact which is good for the reputation of the business in the market. HR also did not take it
seriously when Alexander went for help so that there would be better actions which can be
taken for this act. Sexuality made a lot of difference in this case because of the factor that
Alexander was a female, and everyone treated her like a male in the organization. On a large
scale on which the organization is operating the company must make sure that there is right
treatment which are being done and even for visiting the washroom Alexander got
comments which are not relevant to the working of the firm. Dismissed action were
remarked and status led for resignation from this employee. Legal name was not considered
in the organization and trans genders must be considered as one so that there is going to be
right policies and legally, they are considered equal as well. Primark must have supervised
this aspect so that there is going to be right knowledge and make sure that there is higher
functioning which is present.
Black employee to sue Tesco over systemic racism
Tesco manager treating the employees with this bad influence of environment for the black
workers. It is important that there is good equality which is being present in the overall
working which is existing. Black women were called out from a wrong name and it was
because she did not response and then the manager said that they all look the same to
them (Black employee to sue Tesco over systemic racism, 2021).
The male black people are also not treated the same in Tesco since they are being given
night shifts the most which is going to make the direction of the workplace being affected.
Harassment must not take place in any way possible so that there is going to be better
functioning. Investigations must take place so that there is going to be less shock which

should be entertained in the company as well. Complains are coming in for the management
of Tesco for discrimination but there are no serious actions which are being taken for the
employees of the company.
Black must be treated like anyone else in the organization so that there is going to be less
afraid of the factors which are present. There are a lot of campaigns as well which are
present because of this case which is black lives matter movement which included this
company as well .As the people are being aware of this aspect there are more cases which
are coming up so that the people are going to get justice. Investigations must be set by
Tesco so that they would be able to make sure that the environment and practises are
having a good balance which is going to be existing which is good for the portfolio of the
company as well.

"HAS THE EQUALITY ACT 2010 BEEN EFFECTIVE IN TACKILING RACIAL DISCRIMINATION
IN THE WORKPLACE?"
Chapter five: Conclusion and Recommendation
Going to work fundamentally is about earning money to be able to participate in society. If
you're discriminated against in such way that you can't earn money or you can't get on the
way that you should be able to, that has an effect on you, on your family and on your whole
community.
The race at work survey commissioned by Business in the Community in 2005 and there
were two things that were surprising about, one of them was the fact that still in 2018 the
sheer scale employers that do very little if anything at all to promote equality and diversity
in the workplace. The second things that were surprising was the sheer volume of
comments that the survey gathered of people sharing their experiences of the reports of
racism in the workplace not being taken seriously.
The Race Relations Act was introduced in 1965 but was missing vital details. amendments
followed to outlaw refusal of employment based on ethnic background, indirect
discrimination and to place a duty on public authorities to act with due regard to promote
equality of opportunity.
The Equality Act 2010 prohibits discrimination and harassment against people who possess
one of the protected characteristics. Is almost 50 years since the Race Relation Act was
amended to outlaw discrimination in employment. What year will be when we achieve
equality? Legislation by itself doesn't change minds, it stops the worst behaviour, it stops
the worst offenders and it sends a signal that these are the sorts of values that we want to
uphold. Frankly we haven't seen enough leaderships from employers.
Things around race equality have improved, but that's only because governments and
businesses have taken notice of the fact that there is discrimination.
There is a lot that policy can do, the Equality Act 2010 had a provision that required all
employers with more than 200 employees to report on the gender pay gap, if it worked to
reduce those pay gaps for gender, it will work for race.

We got The Equality Act 2010 and Human Rights Commission, but it doesn't really play the
role of an enforcer and is not independent from government as it's supposed to be. Another
thing that policy should be doing is removing barriers to making claims against racist
discrimination. Introducing fees has reduced the number of people being able to make
claims but it hasn't reduced racism in the workplace. The Equality Act 2010 is effective to
protect against racial discrimination at the workplace but needs improvement.

Bibliography