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

Has the Equality Act 2010
Been Effective in Tackling
Racial Discrimination in the
Workplace

TABLE OF CONTENTS
INTRODUCTION................................................................................................................................3
Effectiveness of equality act 2010 in tackling racial discrimination in the workplace...............3
CONCLUSION....................................................................................................................................9
REFERENCES...................................................................................................................................10

INTRODUCTION
An unfair treatment, done with employees and people at workplace on the basis of their race
like religion, colour and nationality then it is known as racial discrimination (Small and Pager,
2020). This study is going to discuss some benefits and effectiveness of equality act 2010 as on
which basis it protects employees at workplace. It will discuss benefits of this act for companies
if they implement it within business. It will evaluate some relevant cases where employers of
some retailers and companies discriminate their employees and customers only on the basis of
race.
Effectiveness of equality act 2010 in tackling racial discrimination in the workplace
Equality act 2010: 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 on the basis of 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 focus on only one type of discrimination so, by combining all and
providing fair treatment to people on the basis of all gender, race, pay and other, this equality act
2010 has been developed (Hankivsky, de Merich and Christoffersen, 2019).
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 basis on which, this act is being used to the great extent is
race. Racial discrimination is when, employees at workplace are being nit treated equally only
because of their colour, nationality, origin and ethnic origin. Nationality is all about citizenship
or membership of a particular 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 has to be maintained so that there is equality and satisfaction of living which is
existing. There are 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 have to 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 interactions 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 and are
not practising them in any way possible. Right resources and commissions which is not bias also
has to be existing to make sure that there is good systematic factor which is current immediate in
the country.
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 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