Racial Discrimination in the Workplace- United Kingdom

This research paper highlights the aspect through which racial discrimination occurred at the workplace in the United Kingdom. The impact of such racial discrimination on the employee is also highlighted as it hampers their ability to survive in the competitive environment.

Running head: BUSINESS MANAGEMENT
Business Management
Racial discrimination in the workplace- United Kingdom
Name of the Student
Name of the University
Author Note

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Acknowledgement
The success and outcome of this research project need a lot of guidance and assistance from my
university people and family members. I am extremely privileged to have everyone besides me
for accomplishing this project.
I want to give respect and thank to my principal Mr./Ms. ____________________________ for
giving me the opportunity to select me as one of the facility member of the academic institute
______________________University. I also want to show my gratitude to my mentor Mr./Ms.
____________________________, who have supported me on my project Racial discrimination
in the workplace- United Kingdom and encouraged me thoroughly to complete the project duly.
She/he has provided me all the necessary information that can help me to finish my research
work.
I heartily thank my parents from where I get constant encouragement, support and guidance.
They have supported me morally and encourage me wherever I felt that I would not be able to
finish my research.
Thank you all…!
Yours Sincerely
__________________________________

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Executive Summary
Racial Discrimination is a common problem everywhere and people adopted this nature do not
prefer to have neighbor or nearby people belong from other race. Racial discrimination is highly
witnessed at the workplace as different people work there for supporting their living. Though
according to the organizational policies and government legislations, discriminated people based
on their race and ethnicity is illegal but people of developed countries possess the nature to
discriminate others more than the ethnically retarded people. The nation that is considered in this
research study is United Kingdom where majority of people are White and a certain percentage
of the population are from Black community. Some case studies are being considered to
highlight the real scenario of racial discrimination at the workplace. The result of racial
discrimination is witnessed through the mental state of the people that furthermore hampers their
performance. Secondary research is used in order to satisfy the research objectives. Hence, it can
be said that an interpretivism philosophy and descriptive purpose is being used in this research
study to collect data and answer the develop research question.

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Table of Contents
1.0 Introduction................................................................................................................................7
1.1 Background of the study........................................................................................................7
1.2 Rationale of the research.......................................................................................................7
1.3 Problem statement.................................................................................................................8
1.4 Aim of the research................................................................................................................9
1.5 Objective of the research.......................................................................................................9
1.6 Question of the research........................................................................................................9
1.7 Structure of the research......................................................................................................10
Chapter- 2 Literature review..........................................................................................................12
2.1 Concept of Racial Discrimination.......................................................................................12
2.1.1 Type of Racial Discrimination......................................................................................12
2.2 Theories related to workplace racial discrimination............................................................14
2.2.1 Interactional model of cultural diversity (IMCD)........................................................14
2.2.2 Relative deprivation theory...........................................................................................16
2.3 Factors for racial discrimination at the workplace..............................................................16
2.3.1 Difference in social belief.............................................................................................16
2.3.2 Lack of communication................................................................................................17
2.3.3 Improper resolution policy...........................................................................................17
2.3.4 Lack of Diversity Training...........................................................................................17

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2.4 Impact of the racial discrimination on the employees.........................................................18
2.4.1 Physical and emotional impacts....................................................................................18
2.4.2 Society and Businesses impacts....................................................................................18
2.4.3 Social, educational and financial impacts.....................................................................18
2.4.4 Political impacts............................................................................................................19
2.5 Conceptual framework.........................................................................................................19
Chapter 3- Research Methodology................................................................................................21
3.1 Research Philosophy............................................................................................................21
3.1.1 Justification for selected research philosophy..............................................................21
3.2 Research Approach..............................................................................................................21
3.2.1 Justification for chosen research approach...................................................................22
3.3 Type of Research.................................................................................................................22
3.3.1 Justification for selected research purpose...................................................................22
3.4 Data collection process........................................................................................................22
3.5 Data Analysis techniques.....................................................................................................23
3.6 Sampling technique.............................................................................................................24
3.7 Ethical consideration...........................................................................................................24
3.8 Research limitation..............................................................................................................24
3.9 Gantt Chart...........................................................................................................................24
Chapter 4- Analysis and Findings..................................................................................................26

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4.1 Theme 1: Racial Discrimination in the workplace- The United Kingdom..........................26
4.1.1 Overview of the racial discrimination in the United Kingdom....................................26
4.1.2 Statistics of the racial discrimination in the United Kingdom......................................26
4.1.3 Racial discrimination cases in the United Kingdom.....................................................34
4.2 Theme 2: Racial Discrimination in the workplace- United States of America...................36
4.2.1 Statistics of the racial discrimination in the United States...........................................36
4.2.2 Racial Discrimination in America................................................................................41
4.2.3 Case study of Francois vs. Department of Mental Health (2018)................................41
4.2.4 Case study of Equal Employment Opportunity Commission vs. McCready Foundation
Inc. (2017)..............................................................................................................................43
4.4 Theme 3: Pros and Cons of the presence of racial discrimination at the workplace...........43
4.4.1 Advantage of racial discrimination...............................................................................43
4.4.2 Disadvantage of racial discrimination..........................................................................44
5.0 Discussion and Conclusion......................................................................................................46
6.0 Reference List..........................................................................................................................50

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Table of Images
Image 1: Structure of the research.................................................................................................10
Image 2: Conceptual framework...................................................................................................20
Image 3: Statistics for employment rate in the UK of different race for the year 2016................28
Image 4: Percentage of unemployed people by ethnicity in the UK for the year 2016.................28
Image 5: Time spent in unemployment by ethnicity in the UK for the year 2016........................29
Image 6: Percentage of people with their income in the UK for the year 2016............................30
Image 7: Average hourly pay by ethnicity from 2013 to 2016......................................................31
Image 8: Civil service staff by ethnicity in the UK for the year 2016...........................................32
Image 9: Population by ethnicity recruited for police officer in the UK for the year 2016..........32
Image 10: Percentage of teachers by ethnicity in the UK for the year 2016.................................33
Image 11: Judges and non-legal members by ethnicity in the UK for the year 2016....................34
Image 12: Charge Sheet files against racial discrimination 1997- 2017.......................................36
Image 13: African-American participation rate for official and managerial position in United
States..............................................................................................................................................37
Image 14: Educational attainment of the labor force by race and Hispanic or Latino ethnicity...38
Image 15: Percentage of unemployed people by ethnicity in the US for the year 2017...............39
Image 16: Employed people by occupation, 2016 annual averages..............................................40
Image 17: Hourly earnings of men and women of different ethnicity in US for 2016..................40

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1.0 Introduction
1.1 Background of the study
This study aims to find the racial discrimination in the workplace. Triana et al. (2015)
stated that in recent time, where organization opted for the approach of globalization, they intend
to recruit people from diverse background. The prime reason in doing so is that existing
workforce gets the opportunity to know different culture and also utilize their knowledge base to
improve the operational functionalities. However, Okechukwu et al. (2014) argued that many
times, due to this difference in the culture and tradition conflict arises and often results in
discrimination. Racial discrimination in contemporary organizations can be seen especially in
recruiting and promoting employees to higher designation (Pager and Western 2012). This
discrimination is majorly witnessed in case of African Americans and Asian people. This
research paper highlight the discrimination occurred in the workplace with employees based on
their race, culture and tradition.
1.2 Rationale of the research
Every organization has anti-harassment and anti-discrimination policies that they have
developed for their employee and give them the sense of equality. However, Offermann et al.
(2014) argued that employees throughout the year file a lawsuit in court regarding the
opportunity that they did not get due to their different race. The statistics also state that in UK
organizations, 74.7% white people are employed and people from ethnic minority face high
unemployment rates. Another statistics shows that in UK workplaces 29% of Asians and 34% of
blacks stated that they had experienced racial or religious discrimination (News.bbc.co.uk 2018).
In recent times, when a company invested in outsourcing and opted for multinational approach,

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they have to hire people, who belong to other religion, caste and race. Though companies have
policies against racism and any other kind of discrimination, employees from a minority group,
black people or Asian people face discrimination at their workplace. This research paper will
highlight the act of racial discrimination in the workplace in the United Kingdom.
1.3 Problem statement
It has been found that due to racial discrimination, employees suffer from depression,
exclusion and some of them also commit suicide in many cases (Roscigno et al. 2012).
Wadsworth et al. (2006) furthermore affirm that people, with whom racial discrimination is
occurring, face low self-esteem, self-worth and their social relations also get hampered. This
affects results in their poor performance and low motivation to remain associated with the
organization. UK government has the legislation of Equality Act 2010 according to which all the
employee are protected from any discrimination (Gov.uk 2018). This legislation address both the
direct and indirect discrimination where a person is treated less favorably compared to others
and due to the policy adopted by an organization a particular group of people are affected
respectively. In some cases, victimization is also noticed which is occurred when the victim
made a complaint of race discrimination (Bonilla-Silva 2017). Harassments are the common
form of racial discrimination in UK workplaces where employees feel humiliated, offended or
degraded concerning their different race and tradition. However, Canas and Sondak (2013) stated
that some job designations have some explicit occupational requirement based on which specific
race is crucial for the job. In such cases, exclusions occurred. This research paper thus identifies
the reason for the cause of racial discrimination at the workplaces.

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1.4 Aim of the research
This research highlighted the aspect through which racial discrimination occurred at the
workplace. The impact of such racial discrimination on the employee is also highlighted as it
hampers their ability to survive in the competitive environment.
1.5 Objective of the research
 To identify the factors for racial discrimination at the workplace
 To investigate the impact of the racial discrimination on the employees
 To recommend strategies to diminish the adverse impact of racial discrimination
1.6 Question of the research
 What are the factors for racial discrimination at the workplace?
 What is the impact of the racial discrimination on the employees?

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Chapter One Introduction
Chapter Two Literature Review
Chapter Three Research Methodology
Chapter Four Analysis and Findings
Chapter Five Discussion
Chapter Six Conclusion
1.7 Structure of the research
Image 1: Structure of the research
(Source: Created by Author)
First Chapter- In this research paper, the first chapter of the research comprises of details
of the background of the study, rational of the study and problem statement. The aim, objectives
and question of the research are also illustrated in this research study.
Second Chapter- The second chapter comprises of the research finding from other
research scholar's papers on the same research topic. In this research study, the literature on the
concept of racial discrimination, type of racial discrimination, theories related to the
discrimination at the workplace, factors for racial discrimination at the workplace and impact of
the racial discrimination on the employees is illustrated.

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Third Chapter- The third chapter contains the detailed information of the data collection
method used and the research philosophy research approach and research purpose for collecting
the data are highlighted. The data analysis technique for evaluating the research outcome to
satisfy the research objectives is also described in details. The sampling technique and the
research ethics are also described in this third chapter.
Fourth Chapter- All the data collected are from secondary sources and thus, thematic
analysis is represented in the fourth chapter. The outcome of the literature review is also used to
find out the scenario of the racial discrimination at UK workplaces.
Fifth Chapter- This chapter comprised of the discussion on how the data obtained in the
fourth chapter, satisfy the research objectives formulated at the first chapter. This chapter is
important as it presents the overall findings of the research.
Sixth Chapter- This is the last chapter of the dissertation and illustrated the overall
findings of the dissertation. This chapter also links the findings of the research with the objective
to highlight the effectiveness of this research.

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Chapter- 2 Literature review
2.1 Concept of Racial Discrimination
Racial discrimination occurs when a majority of people favors a certain kind of culture
and tradition and intends to communicate or develop a relationship with people belong from that
community. Under the Equality Act 2010, the legal framework is presented to protect the
individual rights and equal opportunity for everyone (Equalityhumanrights.com 2018). In such
cases, the people do not belong to that group often witness discrimination based on their
difference in culture, traditional belief and race. Black, Asian and minority ethnic people mostly
suffer from racial discrimination and these groups often called as BAME workers (Allen 2018).
2.1.1 Type of Racial Discrimination
Direct Discrimination
Vickers (2016) stated that in direct discrimination, people directly treat the other person
in a bad tone or behavior while that person is acting sophistically with another person in the
same situation. In such cases, employees can directly see the differences in the attitude of the
person in front of them and sense of humiliation. Taken for instance, an African and Asian
worker is not allowed to sit beside a white worker even though they are handling same job roles
and responsibility. The Civil Rights Act of 1964 under the Title VII, it is notified that the
employment discrimination would be strictly prohibited. Especially, on the basic of colour, race,
sex, or ethnic origin, the discrimination would not be accepted.
Indirect Discrimination

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As per the Equality Act 2010, the indirect discrimination states that the civil court has the
right to take action if any discrimination takes place among the citizens (Citizensadvice.org.uk
2018). Bayl‐Smith and Griffin (2014) depicted that indirect discrimination occurred when certain
policies opted in the organization does not offer the same benefit that other people are getting. In
such cases, people with minor group face a certain disadvantage at the workplace. Taken for
instance, for the post of supply chain manager, the company intends to hire a person, who has
citizenship of UK. In this case, people from other race cannot opt for the position; however, the
organization shows the reason that for the position it is required for the person to know all the U
trade and fair knowledge.
Harassment
As per the Equality Act 2010, harassment is an unwanted behaviour that a person finds
offensive or that makes a person feel humiliated. The civil court can take the strict action if any
harassment act is notified. Under this act, the harassment becomes unlawful if it is connected
with age, gender reassignment, pregnancy and maternity, disability, race, sex, sexual orientation,
and religion or belief (Citizensadvice.org.uk 2018). In this case, people from other religion,
culture or race are bullied and called by offensive name in front of other colleagues (Offermann,
et al. 2014). Velez and Moradi (2012) stated that the person, who bully them usually say that it is
fun, but the bullied person feels dejected and insulted. This impact their confidence to present
their concern to these employees and they gradually excluded from the group and suffer from
depression (Velez et al. 2013).
Victimization

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Jones et al. (2017) stated that in this case, bullied people are threatened for not to make
any formal complaints related the discrimination they suffered. Taken as an example, if a person
is ill-treated at the workplace and when decided to file a formal complaint under the Equality Act
2010, the manager of the company threatened to sack from the job role. Under the Equality Act
2010, a person can be protected from victimization is they claim the complaint of discrimination
or provide evidence of the claims. Canas and Sondak (2013) stated that minority people have a
fear of loss of job and reputation and thus compromise with the occurred situation.
2.2 Theories related to workplace racial discrimination
2.2.1 Interactional model of cultural diversity (IMCD)
The interactional model of cultural diversity (IMCD) defines the cultural diversity at the
workplace or in a certain place (Sullivan 2013). Goyal and Shrivastava (2013) stated that there
are existences of a variety of cultural or ethnic groups in the community or a society. Diversity in
culture refers to the presence of a different individual, age, culture, gender, religion, social status,
personality and sexual orientation (Boehm et al. 2014). Multiculturalism is also referred to as
cultural diversity. This model also defines cultural diversity trends:
2.2.1.1 Growth of the minority people
McKay and Avery (2015) stated that in the recent era of globalization, organization
recruited diverse population from all over the world. This combination of workforce resulted in
multicultural organizations and dynamic multiracial company. Vandana Mohanty and Acharya
(2014) further more stated that businesspeople opted for collaborating different culture in order
to attain competitive advantage regarding selecting best-skilled people with extra ordinary ability

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and experience. This approach also leads to the corporation of different viewpoints and ideas
that are come forward from brainstorming sessions organized by the company.
2.2.1.2 Addition of sensitivity or diversity training
Kalinoski et al. (2013) highlight that sensitivity training offers the employee of the
organization to know about the benefit if the multicultural environment at the workplace. This
training also makes people knowledgeable about how to utilize the knowledge based on their
diverse population to accomplish their organizational goals and objectives. Wilson (2013)
affirms that the sensitivity training also offers the detailed knowledge of proper etiquette,
appropriate terminology, elimination procedure of sexual harassment, anti-bullying management
style and improvement of communication skills.
2.2.1.3 Growth of stereotyping and discrimination
Ehrke et al. (2014) stated that not all good things happened when people from diverse
culture collaborates. There are some situations when due to the difference in thoughts and
thinking procedures, conflicts arise. In such cases, the minority people are likely to suffer more
than majority people at the workplace (McKay and Avery 2015). The difference in talking style,
different religious beliefs and different eating preferences are some reasons of conflicts at the
workplace which hampers the overall productivity of the organization as people lack team work
and collaboration.
2.2.1.4 Growth of giving opportunities to the least preferred people
Some company offer equal recruitment opportunity to physically retarded people with
equal pay and also offered to the job roles and responsibility according to their ability and
competencies (Hays-Thomas et al. 2012). There are reservation systems in some country where

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people from the backward community got the opportunity to get a suitable job of their choice.
However, Sullivan (2013) argued that this reservation system results in the selection of an
eligible candidate from the reserved candidates even though there are more competent
candidates, who can outperform if offered with the desired job role.
2.2.2 Relative deprivation theory
Schulze and Kratschmer-Hahn (2014) stated that according to relative deprivation theory,
according to the standard of fair treatment, the sense of deprivation occurred in an individual.
This theory identifies five conditions through which unfair treatment towards some employees
can be identified beforehand. These five conditions are- what other possesses, to desire what
others are possessing, feel entitled to the outcome, have a belief that this outcome can be
obtained by them also and unwilling to assume personal responsibility as they do not possess
such outcome currently (Olson 2014). Saleh (2013) highlight that when all these preconditions
occur some people face the deprivation in them that furthermore results in job dissatisfaction,
psychological stress and often adopt nature that affects the environment adversely. Schulze and
Kratschmer-Hahn (2014) also stated that there are some factors through it can be identified
whether or not some of the preconditions met. These factors are- experience, personality, societal
norms and immediate environmental factors and their biological needs.
2.3 Factors for racial discrimination at the workplace
2.3.1 Difference in social belief
Interethnic conflicts arise due to the difference in social belief and the way they precede
the work to accomplish. Allen (2018) stated that this difference could be raised due to the
difference is dressing style, eating style and way of talking. On the other hand, Vickers (2016)

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depict that knowledge regarding the culture is the major reason in this aspect. Some people have
a negative perception towards a minority group that they are not good enough and this is the
reason the majority of people misbehaves with these minority group people.
2.3.2 Lack of communication
In nations like the United Kingdom, where English is formally used for work purpose,
people from minority group cannot speak the language with fluency (Hall et al. 2012). This
results in the humiliation of the minority people and they lose motivation to share their concern
with them. Cortina et al. (2013) stated that lack of language difference results in lack of
communication that hampers their progress as they do not intend to ask a question even if they
face difficulty.
2.3.3 Improper resolution policy
Cho et al. (2014) stated when employee found that an organization does not have any
policies regarding racism or discrimination and neither have they had any regulation for
resolving the interethnic conflict. In such cases, majority of people bullied the minority group as
they do not have the fear to get penalized.
2.3.4 Lack of Diversity Training
Education regarding benefits of a diverse workplace plays a crucial role in making
employees aware of the important of diverse people (Barak 2016). However, Rowe (2012)
argued that most of the organization does not have this kind of training due to cost cutting or
they are unaware of the importance of such trainings. Vandana Mohanty and Acharya (2014)
furthermore stated that sensitivity training seminars has an extra ordinary effectiveness in
diminishing the racial discrimination at the workplace. Due to lack of such training, a significant

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percentage of people do not know the procedure to show respect to other especially minority
group people.
2.4 Impact of the racial discrimination on the employees
2.4.1 Physical and emotional impacts
Sawyer et al. (2012) stated that every person desire to make friends and companion in
order to obtain a stable of mind. However, when these people face discrimination from others
regarding the aspects on which they do not have control, sense of anxiety, sadness and
depression raises. Racial discrimination also causes guilt feeling and emptiness and they do not
dare to talk with other people and suffers from eating disorders and stress-related ailments.
2.4.2 Society and Businesses impacts
Schmitt et al. (2014) highlight those organizations that failed to opt reliable anti-
discrimination policies at their workplace suffered from lower productivity. However in case of
an individual, the performance may lack due to continuous humiliation at the workplace. These
people from minority group or other race when noticed that their effort have not be address even
though their performance is extraordinary, they lose the hope or do not get motivation to keep
their good work. Sutin and Terracciano (2013) stated that there is a drop in morale, confidence
and trust to represent their talent as they do not want to be discriminated based on their social
beliefs and culture.
2.4.3 Social, educational and financial impacts
Racial discrimination results in confusion and some people often get broken after
suffering from continuous discrimination at the workplace. Anderson (2013) stated that these
people started taking drugs or alcohol in order to overcome from the situation. In some cases,

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people develop a sense of hatred to such an extent that they intends to harm others, who
discriminated them and become criminals Harris et al. (2012). However, in most of the cases,
discriminated people deny to continue with their ob role in that organization.
2.4.4 Political impacts
Social discords are the main result that occurred due to racial discrimination. Chou et al.
(2012) highlight that the equity policy adopted in the organization should be equal for everyone;
however, many of the employees do not know what factors of discrimination are included in the
policy. The employees from minority group when decided to fight for their right develop a small
union at the workplace (Lacey et al. 2013). This results in division of the total workforce into
smaller groups that often fueled conflicts in the working atmosphere. This furthermore affected
the productivity of the organization.
2.5 Conceptual framework
This framework below shows that at workplace there are four types of racial
discrimination occur- direct discrimination, indirect discrimination, harassment and
victimization. The effect of direct discrimination and harassment can be seen through the
emotional degradation of the employee, who is discriminated. In such cases, the minority person
is bullied directly due to their difference in cultural background, skin tone and the religious
belief. Moreover the indirect racial discrimination impact on the business and political impacts.
There is the formulation of such political regulation due to which people from retarded
background did not get the opportunity to prosper in a particular direction. Harassment on the
other hand not only impacts the emotional balance of an individual but also hampers the society
and business. According to the Equality Act in the United Kingdom, no one is allowed to
discriminate or distinguish minority people from getting any opportunity; however, the

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Racial Discrimination
Direct Discrimination
Indirect Discrimination
Harassment
Victimization
Physical and emotional impact
Society and Businesses impacts
Social, educational and financial impacts
Political impacts
Workplace Performance
organization is found not to follow such regulation results in poor reputation. Lastly, the racial
discrimination through victimization is completely political as people of higher authority or
majority community threatened the lower designated people or minority group not to file a
formal complaint under some political legislation or regulation. In this aspect, discrimination
through power can be witnessed and the victim might lose the motivation to remain associated
with the organization or do not perform the offered job responsibilities with proper
understanding and interest.
Image 2: Conceptual framework
(Source: Created by Author)

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Chapter 3- Research Methodology
3.1 Research Philosophy
Smith (2015) stated that research philosophy illustrated the way to select the data for the
research. This can be carried out through three different ways- positivism, interpretivism and
realism. Padgett (2016) describes that positivism philosophy is used when the research is high-
structured and need data that is collected numerically. This method is thus used in case of
quantitative data. Moreover, in interpretivism philosophy, the social believe based on the
research topic is gathered to answer all the research questions. Lastly, the realism philosophy
highlights the combination of both the positivism and interpretivism philosophies.
In this research study, the interpretive philosophy has been utilized.
3.1.1 Justification for selected research philosophy
All the collected data are from different research papers published some years ago. Thus
the belief of those research scholars has been considered to address all the research objectives.
3.2 Research Approach
Inductive and deductive are the two distinguish ways of research approach used in a
research study. Bryman (2015) stated that when the research questions are formulated earlier and
the literature review and the data collected from the data collection process is utilized to answer
those questions, this method is known as a deductive research approach. On the other hand, when
data is collected prior to the formulation of the research question so that new theories and
hypothesis can be derived is known as an inductive research approach.
In this research study, the methods of deductive research approach have been applied.

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3.2.1 Justification for chosen research approach
The research questions along with objectives were established earlier that is what the
factors for racial discrimination at the workplace are and the impact of the racial discrimination
on the employees. These questions are answered through the formulated literature review and the
data obtained from the data collection process. Thus, this research evaluates the answer to the
question developed.
3.3 Type of Research
The type of research refers to the way of answering the research question that is
developed in the first chapter (Barkan et al. 2015). Exploratory and descriptive are the two ways
through which the research questions can be answered. Panneerselvam (2014) highlight that in
exploratory purpose, new data, theories and concepts are formulated. Thus, this indicates the
methods of exploring new facts on the selected research topic. On the other hand, Zikmund et al.
(2013) depict that when the research question are described through the data collected in the
collection process, it is said that descriptive research approach is used.
In this research, descriptive approach is utilized.
3.3.1 Justification for selected research purpose
There are two research questions developed for this dissertation. The answer to the
research question is described with appropriate details of the findings with examples and
evidence. Hence, a well described answer is developed to answer the research question.
3.4 Data collection process
Bhattacherjee (2012) stated that data is required to evaluate the research objectives.
These data are collected through two different ways. First, primary collection process and second

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is secondary data collection process. Smith (2015) moreover depicts that when data is collected
directly from the research respondent it is known as primary way of collecting data. This data is
collected through conducting survey, questionnaires and interviews. The advantage of this
process is that the current and recent scenario on the research topic can be evaluated at the end of
the research. On the other hand, Bryman (2015) stated that when data is collected through
secondary sources like research papers, articles, per journals, newspaper intercepts, company’s
website and government sites is known as secondary way of collecting data.
In this research study, the secondary data collection process is used. The thematic
analysis is obtained through the case studies of racial discrimination at the workplace in UK
organizations. These data compared to the racial discrimination occurred at other US workplace.
3.5 Data Analysis techniques
The collected data are analyzed through two different ways- quantitative and qualitative
data analysis methods (Fowler Jr 2013). Data when collected primarily through survey and
questionnaire, numerical data are evaluated. This process of data evaluation is known as
quantitative data analysis technique. On the other hand, Denscombe (2014) stated that when the
data are collected based on theoretical data that are present in descriptive formats, only the main
theme is considered. This method of analysis is known as qualitative methods.
In this research study, the qualitative method is utilized. Thematic analysis is being
carried that highlighted the racial discrimination occurred at UK workplace and compared with
that if the other nation’s racial discrimination scenarios. The outcome of the comparison is then
further utilized for evaluating the pros and cons due to the presence of racial discrimination in
the workplace.

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3.6 Sampling technique
Two categories of sampling techniques are probability technique and non-probability
sampling technique (Padgett 2016). In probability technique, the selected candidate for giving
the response is selected with equal priority. These respondents get similar chances to present
their views on the research topic. On the other hand, in non-probability sampling technique, not
all the respondents got the similar chance to share their response.
In this research study, all the data are selected from articles and research papers based on
racial discrimination and thus non-probability technique is utilized.
3.7 Ethical consideration
All the data taken from the selected research articles are based on racial discrimination
and no other research papers based on other topic is selected in this research. Moreover, all the
research scholars are being credited in this research through appropriate citation in the desired
place where the research data have been used. In order to maintain the effectiveness of this
research study, all the recently published research papers that are not more than 7 years.
3.8 Research limitation
The limitation of this research is that only secondary data are collected that sometimes
comprised of outdated data. Thus, this research also has some data of racial discrimination that
occurred a few years back. Moreover the entire UK is considered; however, not all organization
in the UK faces the same kind of racial discrimination. Thus, if a particular organization of UK
was selected, the research outcome could have been more accurate.
3.9 Gantt Chart
Main activities/ stages 1st and
2nd
3rd and
4th
5th and
6th
7th and
8th
9th and
10th
11th and
12th

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Week Week Week Week Week Week
Topic Selection
Data collection from secondary
sources
Literature review
Selection of the Appropriate Research
Techniques
Secondary data collection
Analysis & Interpretation of Data
Collection
Conclusion of the Study
Submission of Final Work
Table 1: Time frame of the research
(Source: Created by Author)

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Chapter 4- Analysis and Findings
4.1 Theme 1: Racial Discrimination in the workplace- The United Kingdom
4.1.1 Overview of the racial discrimination in the United Kingdom
The United Kingdom is one of the most developed nations in recent times and many
people from the backward community or other race migrated in the United Kingdom in search of
a job and a comfortable lifestyle. However, the finding shows that ethnic minorities are under-
represented at the workplaces especially at the senior levels across the public sector (Stevens et
al. 2012). It is also found that people belong to other race especially Black, Asian and minority
ethnic (BAME) people, have double unemployment rate compared to the white British adults.
This unemployment rate is higher in the North than in the South UK (Ahmed 2012). Although
Indians and Pakistanis suffered less for the difference in their culture black Caribbean pupils
excluded permanently to meet people in the community and this rate is three times greater than
that of the white British pupils (Triana et al. 2015).
4.1.2 Statistics of the racial discrimination in the United Kingdom
There are several cases of the occurrence of racial discrimination against the minority
people in the UK. According to the Racial Violence Statistics survey conducted by The Institute
of Race Relations for the year 2013-2014, it has been found that there were 47,571 ‘racist
incidents’ alone in England and Wales and this makes the total of 130 filed incidences regarding
racial discrimination per day (Irr.org.uk 2018). Vickers (2016) also stated that due to racial
discrimination, the victim develops the sense of revenge and commit a crime or sometimes the
white people commit something dangerous against minority people as they do not like them. The
statistics show that from 2012 to 2015, there were on average, 106,000 racially motivated ‘hate

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crimes’ for every single year (Irr.org.uk 2018). Moreover, it is highlighted by Crime Survey for
England and Wales (CSEW), most of the victims think that they have not been treated fairly. In
addition to that, for the year 2013-2014, a total of 44,480 hate crimes was recorded (Irr.org.uk
2018). The term hate crime referred as a criminal offence that is committed against a person,
who is motivated by hostility towards someone (Gov.uk, 2018). The author furthermore
explained that there are five strands of hate crime and these are race ethnicity or nationality,
gender identity, disability, the faith or belief and sexual orientation and religion. The statistics
also show that 2,273 hate crimes were based on religious; while, 37,484 hate crimes were
recorded based on difference due to race (Irr.org.uk 2018).
Moreover, the British government also has the statistics that show that ethnic minorities
face huge disparities compared with white British counterparts. The total population of UK
comprised of 87% of White and 13% of BAME people (Gov.UK 2018). According to the
published data in The Guardian Newspaper (2018), it is found that white people are more likely
to enjoy the employment schemes compared to other ethnic backgrounds.

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Image 3: Statistics for employment rate in the UK of different race for the year 2016
(Source: The Guardian 2018)
Moreover, it is also written that, two-thirds of ethnic minority people are employed at UK
workplaces, compared to the rate of three-quarters for white people (The Guardian 2018).
However, according to the survey conducted by ‘Annual Population Survey’ (2018), the overall
rate of unemployment in the UK for the year 2016 was 5% (Gov.uk 2018). It has also been found
that or the year 2016, over 4% of White people had faced unemployment; whereas, 11% of
people, who are unemployed are Pakistani/Bangladeshi (Gov.uk 2018).
Image 4: Percentage of unemployed people by ethnicity in the UK for the year 2016
(Source: Gov.uk 2018)
It is also found that white people in the UK; do not have to spend more unemployment
time compared to other ethnic groups. Though, among the unemployed people, the percentage of
White people (43%) is more than the other ethnic groups (37%), who remained unemployed for
0 to 3 months (Ethnicity-facts-figures.service.gov.uk 2018). On the other hand, people from all

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other ethnic groups faced a long period of unemployed that is for 3 to 12 months. Data shows
that 35% and 31% of other ethnic groups and White people remained unemployed for 3 to 12
months (Gov.uk 2018).
Image 5: Time spent in unemployment by ethnicity in the UK for the year 2016
(Source: Gov.uk 2018)
Ansell (2016) argued that those BAME people, who manage to get a work at any UK
workplaces, indirect discrimination occurred with them in terms if that they have been contracted
to do the same work comparatively at a lower wage. The statistics of ‘Understanding Society,
Income Dynamics’ derived from Annual Population Survey provided by Department for Work
and Pensions shows that other ethnic groups have 27% of their children and 17% of working age
adults to work on a low income; whereas, White people have this percentage as 10% and 7%
respectively (Gov.uk 2018).

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Image 6: Percentage of people with their income in the UK for the year 2016
(Source: Gov.uk 2018)
The ‘Office for National Statistics’ (20118) published the survey result of ‘Labour Force
Survey (LFS)’ and found that compared to the White people, Indians are the earned the highest
average hourly pay in the last 3 months of the year 2016 (Gov.uk 2018). However, among the
Asian people, where Indians earned the largest hourly pay, Pakistani and Bangladeshi employees
earned the lowest.

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Image 7: Average hourly pay by ethnicity from 2013 to 2016
(Source: Ethnicity-facts-figures.service.gov.uk 2018)
Lastly, in the Job sector, when considering the preference of the candidates, UK
businesspeople prefer to select White people. This can be seen from the statistics carried out by
‘Annual Civil Service Employment Survey’ by Department for Work and Pensions shows that
88.8% of the total civil servants were White; while, 5.8%, 3.1%, 1.4%, 0.3% and 0.5% were
Asian, Black, Mixed, Chinese and other ethnic groups respectively (Gov.uk 2018).

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Image 8: Civil service staff by ethnicity in the UK for the year 2016
(Source: Gov.uk 2018)
However, in recruitment for the defence, police and army, White people are preferred as
officials considered White people more trustworthy. This is the reason that 94.1% of White
people were in the designation of police officers compared to 5.9% of the other ethnic groups
(Gov.uk 2018). There is a state of improvement in accepting people from backward minority
people and this can be witnessed through the employment of 3.9% minority group people as a
police officer that is increased to 5.9% in the year 2016 (Gov.uk 2018).
Image 9: Population by ethnicity recruited for police officer in the UK for the year 2016
(Source: Gov.uk 2018)
The discrimination in recruitment or employment offer can be seen when considering
academic institutions and Judges and non-legal members of courts. The statistics show that
86.5% of all teachers in the UK were White people; while, only 13.4% have belonged to an
ethnic minority (Ethnicity-facts-figures.service.gov.uk 2018). Moreover, 93.1% of the academic

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White teachers are recruited as head-teachers (Gov.uk 2018). The Judicial Statistical report
presented in 10th October, 2017 by Department for Work and Pensions also represented that
larger number of judges in the UK was White people; whereas, people from minority group able
to capture the place were from Asia.
Image 10: Percentage of teachers by ethnicity in the UK for the year 2016
(Source: Gov.uk 2018)

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Image 11: Judges and non-legal members by ethnicity in the UK for the year 2016
(Source: Gov.uk 2018)
4.1.3 Racial discrimination cases in the United Kingdom
A case study of NHS: In the year 2007, Elliot Browne, manager of certain departments of
NHS is accused with the false allegation (Furness 2012). This allegation is based on the
discrimination and the workplace people also did not support Elliot Browne. The cases
highlighted the scenario of persistent discrimination. The concerned manager handled the
pathology, radiology and anaesthetics departments and some problem aroused in these
departments. Browne when asked to produce a plan to tackle overspends, he did what the trust
had asked him but they, on the other hand, give the reply of "no longer tenable”. The senior
manager then accused of using the amount of £1 million of the public funds for defending the
indefensible which should be used for the cure of the patients (Furness 2012). This accusation
resulted adversely on the Browne's health to such an extent that he had tried committing suicide.
The tribunal court had supported him to file a legal lawsuit under Race Relations Act 2010
against the organization for not treating a person equally as their White people. The trust then

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took the decision to suspend the manager by overlooking the statements that were trying to say
and ended his 34-year NHS career. Unite, the trade union defended Mr. Browne and wanted an
independent inquiry concerning the trust's disciplinary policies and have later found that in the
workplace they have 2% of black people and they form 25% of the people, who dismissed for
wrongdoing. The search also allows the tribunal official to find that Gill Heaton, the deputy chief
executive and trust's chief nurse had created an intimidating environment for some of the
employees. Moreover, Gill Heaton had also used her intimidatory comments for a claimant, who
was ill at the time. In case of Elliot Browne, the dismissal of his job from one of the biggest
hospital trusts was so traumatic that he did not want to join to the organization again as the
incident already impacted adversely his self-esteem, family life and personal life. The trust has
never apologized to Browne and always fund different ways to show disagreement with the
tribunal's findings that have estimated a total sum of £933,115 for the damage of injury to his
feelings, personal injury, aggravated damages and compensation for future loss. Lastly, the
lawsuit was in favor of Elliot Browne and the former NHS manager was awarded with £1 million
for winning the racial discrimination case.
The case study of H&M: It is the recent case, where a black child was used as a model
for a green hoodie. The hoodie has the words of “Coolest monkey in the jungle”. Though there
are two similar designs modelled by a other white children, the advertisement a backlash on
social media (The Guardian 2018). The image of the black boy is removed from the website. On
the other hand, Alex Medina, a brand designer replied that an established brand should be careful
regarding the awareness of the people’s preference in the community. The brand designer also
highlighted that under the same category, for all other apparel only white child has been selected
for modeling.

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4.2 Theme 2: Racial Discrimination in the workplace- United States of America
4.2.1 Statistics of the racial discrimination in the United States
Every year there are several charge sheets files for the reason of racial discrimination in
the United States. According to the report of EEOC's Charge Data System, 32,309 and 28,528
cases were filed in the year 2016 and 2017 respectively (Eeoc.gov 2018). Some cases were
settled; while in some of the cases compensation is being given to the victim.
Image 12: Charge Sheet files against racial discrimination 1997- 2017
(Source: Eeoc.gov 2018)
In United States, due to the strict legislations of Equal Employment Opportunity
Commission's (EEOC), the participation of people from other race has been increased.
According to the report it has been found that in the year 1966 the participation count of
African-American Technicians was only 4.07%, that has increased to 13.25% by the year 2013
(Eeoc.gov 2018).

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Image 13: African-American participation rate for official and managerial position in United
States
(Source: Eeoc.gov 2018)
The scenario of African-American Office and Clerical Workers shows that the
participation increased to 3.53% to 15.76% from the year 2008 to 2013 (Eeoc.gov 2018). The
case for African-American Laborers showed that the participation changes to 21.13 % to 18.69
% from the year 1966 to 2013 (Eeoc.gov 2018).
Educational attainment of the labor force by race and Hispanic or Latino ethnicityfor 2016

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Image 14: Educational attainment of the labor force by race and Hispanic or Latino ethnicity
(Source: Bls.gov 2018)
Thus, it is seen that there the highest number of uneducated people, who do not have any
high school diploma are greatest from Hispanic or Latino ethnicity. However, the highest
percentage of mostly educated people is from Asian background and the numeric value shown in
the statistics is 60 out of 100 whereas among white people the number of bachelor’s degree or
higher degree is 38 (Bls.gov 2018).
The statistics for United States shows that the highest percentage of the unemployed
other ethnicity group are black or African-American and Dominican and the numeric value are
7.5% and 7.8% respectively (Statista 2018). Thus, it can be seen that the percentage of the
unemployed people of different race is less in US.

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Image 15: Percentage of unemployed people by ethnicity in the US for the year 2017
(Source: Statista 2018)

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Image 16: Employed people by occupation, 2016 annual averages
(Source: Bls.gov 2018)
The statistics shows that people occupied in the managerial position in US are from white
or Asian background and the numeric value for the same is 39 and 51 respectively (Bls.gov
2018). The prime reason for the same is the educational background as managerial position
requires firm educational background. Moreover, for construction site the maximum person hired
are from Hispanic or Latino background and their count is 16 (Bls.gov 2018). The statistics also
shows that the occupation; where racial discrimination and its effect is witnessed less is for the
sales and offices.
Image 17: Hourly earnings of men and women of different ethnicity in US for 2016
(Source: Bls.gov 2018)
Thus, it can be seen from the above graph that discrimination in terms of payment is
witnessed in every race in the United States. The Asian are paid more per hour compared to

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White people but the amount men receive is $24; while women receive only $18 (Bls.gov 2018).
On the other hand, among men the lowest earning group is from Hispanic group; however,
women also receive $2 less than men (Bls.gov 2018).
4.2.2 Racial Discrimination in America
The case study of American Mortgage Discrimination shows that in America there are
banks which do not allow home loans and create a problem especially in case of black people.
These black people are African-Americans and Latinos and they are routinely denied for high
rates conventional mortgage loans compared to their white counterparts. The ‘Federal Reserve
and Department of Justice’ identified the lending disparities that is against of Home Mortgage
Disclosure Act 1975 and found that the applicants are denied to given loans based on their color
complexion. Moreover, there is Community Reinvestment Act 1977, according to which
depository institutions should help their community people to meet their credit needs. However,
the American bank turned away the black applicants significantly at a higher rate in 48 cities.
There were 25 Latinos, 3 Native Americans and 9 Asians have witnessed this scenario. The
comparison has been highlighted that during the Obama administration, nine financial
institutions were targeted by the Justice Department and legal actions were taken against them
for racial discrimination. On the other hand, during the President Donald Trump's first year, the
Justice Department had not taken a single step against the institutions for racial discrimination.
4.2.3 Case study of Francois vs. Department of Mental Health (2018)
This case highlighted the scenario of February, 2018 that African-American employees at
the Vermont Psychiatric Care Hospital have faced the problem of racial epithets and offensive
comments not only by the colleagues but also from the admitted patients (Burlington Free Press
2018). The incident gets highlighted when a racist patient made an African-American employee

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unsafe. The victim, Ismina Francois, a mental health specialist filed a lawsuit to Vermont
Human Rights Commission in the year 2016 regarding other racial discrimination acts that
occurred in the concerned organization (Burlington Free Press 2018). However, it has been
reported by the five-member commission that Ismina Francois had failed to address harassment
at the hospital though they have found that Department of Mental Health illegally discriminated
against her. This result in the filing of another lawsuit by the Human Rights Commission for not
being taken any sues. In addition to that, the state Attorney General's Office reported that the
incident was not severe enough to consider as illegal discrimination (Burlington Free Press
2018). It has also been highlighted that the employee of the concerned hospital was also not
allowed to attend diversity training until October 2016. This is the prime reason that the
employees can ignore the urgency and necessity of training and get control over the verbal
attacks to the black people. Ismina Francois had also filed complaints against the co-workers
through direct discrimination and harassments as they used series of bad comments like-
"colored people” and “nappy” (Burlington Free Press 2018). The outcome of lack of diversity
training can be seen from the comments given by the white employees, who stated that they do
not know how to show support to their African-American co-workers when any patients yelled
racial epithets. The administrative law examiner, Bor Yang from Human Rights Commission
when investigated, found that native white Vermonters had no active communication with their
non-whites working staffs and there were other incidents of racism. However, after 2016, the
training has been provided to all the employees and they have developed a code of civility due to
which they know how to hold the accountability for the appropriate behavior of others.

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4.2.4 Case study of Equal Employment Opportunity Commission vs. McCready
Foundation Inc. (2017)
In the year 2017, a lawsuit against the nursing facility in Maryland was filed by ‘U.S.
Equal Employment Opportunity Commission’ (Mongan 2018). The reason for filing the case
was that a woman was not promoted in her workplace for her race and age. McCready
Foundation is known for their nursing home providers that provide long-term care facilities and
healthcare facility in Maryland. At the ‘Alice Byrd Tawes Nursing and Rehabilitation Center’
under McCready, a 53 year old woman was recruited as a geriatric nursing assistant in the year
2013 (Mongan 2018). However, after years of experience, the woman had applied for a
restorative aide position and she was not selected due to her race. EEOC's lawsuit claims that the
considered woman has a certification in restorative nursing and years of experience that no other
employee of the nursing home possesses. The woman was asked to work under a junior
employee in the organization and was working with the organization for only three months and
the white person was promoted. Thus, when the case was minutely investigated, it was found that
McCready did not adhere their own organizational policies and they disregarded their own
promotion policy. According to the policy, in order to get promoted, a person has to work in the
organization at least for 12 months (Mongan 2018). Moreover, the organization does not keep
their personnel records that according to the federal law are illegal.
4.4 Theme 3: Pros and Cons of the presence of racial discrimination at the workplace
4.4.1 Advantage of racial discrimination
The advantage of having racial discrimination at the workplace is also much
recognizable. It only promotes the understanding among those groups, who are against of

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minority group people. These people develop mutual understanding and are together if law are
against them.
Another advantage that has been noticed in the case from the United Kingdom is that if
any person filed a case against the racial discrimination occurred under Equality Act 2010; the
victim can get support from the political parties and governments. On the other hand, in the
United States, depending on the political leaders in the nation, sue against well-established
organization has been taken.
Moreover, due to racial discrimination, a nation can give a fair chance of their native
people to get employed and earn for making their life more comfortable. In this way, the
employment rate of a nation can be enhanced when only native people are considered for the
statistics.
4.4.2 Disadvantage of racial discrimination
One of the major disadvantages of racial discrimination is that it does not allow the
organization to grow for the future. There are people from minority background having the
greater knowledge base and in-depth understanding regarding the operation that the organization
is following (Kivel 2017). In such cases, is these employees will be judged based on their race
and traditional belief, the organization might lose one efficient candidate in their workplace.
Poor organization reputation is another big issue in the organization where racial
discrimination occurs. Simpson and Yinger (2013) stated that once the case or lawsuit against the
organization against the company has been filed, the organization on being found guilty has to
pay huge compensations in millions. The government may also found other evidence for

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overlooking or not adhering other legislation that furthermore results in the bad reputation of the
organization.
People in certain sectors face more discrimination because of their race. Data shows that
in most nations, native candidates are preferred for some designations (Troyna and Williams
2012). These designations are a police force, army or navy, judges in the federal courts, financial
institutions, educationists and medical practitioners. Common people also have the belief that
they can communicate easily with native people and often possess the perception that people
from minority group lack knowledge. Pager and Western (2012) furthermore stated that this
scenario illustrates that allegations of racial discrimination as most likely to occur in these
sectors.

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5.0 Discussion and Conclusion
The main objective of this research is to identify the factors for racial discrimination at
the workplace and investigate the impact of the racial discrimination on the employees. The
nation that was considered is the United Kingdom and through the data analysis, it has revealed
that when considering the total population of UK, it has been found that the nation comprised of
87% of White and 13% of BAME people. However, discrimination occurred can be witnessed
through the hate crimes numbers. From 2012 to 2015, there were on average, 106,000 racially
motivated ‘hate crimes’ for every single year. Moreover, the Crime Survey for England and
Wales (CSEW) found that most of the victims think that they have not been treated fairly.
Moreover, 2,273 hate crimes were found that was based on religious; while, 37,484 hate crimes
based on the race of the total 44,480 hate crimes for the year 2013-2014.
Additionally, it is found from the secondary research that the overall rate of
unemployment in the UK was 5% for the year 2016. There was over 4% of White people, who
faced unemployment and 11% of people face the same problem from a minority group are
Pakistani/Bangladeshi. Moreover, the ethnic groups faced a longer period of unemployed that is
for 3 to 12 months and the data was 35% and 31% for the other ethnic groups and White people.
It is also found that the White people have 10% of their children and 7% of working age adults,
who works for a lower wage. This number is 27% and 17% in case of the backward ethnic group
respectively.
Racial discrimination is found specifically in some jobs in the UK. It is found from the
secondary analysis that 88.8% of the total civil servants were White; while, 5.8%, 3.1%, 1.4%,
0.3% and 0.5% were Asian, Black, Mixed, Chinese and Other ethnic group respectively.

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Moreover, 94.1% of White people were in the designation of police officers compared to 5.9% of
the other ethnic groups. In the UK, 86.5% of all teachers were White people and 93.1% of the
academic White teachers are recruited as head-teachers, while, only 13.4% belonged to ethnic
minority. The thematic analysis and the case study analysis also highlighted that in the UK, a
manager of NHS is accused of the false allegation and the organization ended his 34-year NHS
career. This resulted adversely on his health too badly that he had tried committing suicide. The
tribunal court had supported him under Race Relations Act and through the investigation it has
been found that 2% of black people and they form 25% of the people, who dismissed for
wrongdoing. The tribunal's findings that have estimated a total sum of £933,115 for the damage
or injury to his feelings, personal injury, aggravated damages and compensation for future loss
and the former NHS manager was awarded £1 million for winning the racial discrimination case.
Thus, the literature review highlighted that due to the difference in social belief, lack of
communication, improper resolution policy and lack of diversity training, the problem of racial
discrimination occurs. The identified factors are race, age and color complexion. It is also found
that racial discrimination at the workplace is of four types- direct discrimination, indirect
discrimination, harassment and victimization. It has been a fund that in most of the UK and US
workplaces, indirect discrimination and harassment occurred more than direct discrimination.
The cases present in the thematic analysis shows that in UK workplace, indirect discrimination
occurred, where policies are followed differently for White employees and Black people.
However, in US, especially in nursing homes, direct discrimination occurred not only from
colleagues but also from patients.
Additionally, through the racial discrimination case in America, it has been found that
during the Obama administration, nine financial institutions were targeted by the Justice

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Department and legal actions were taken against them for racial discrimination. However, during
the President Donald Trump's first year not a single institution was sued for racial discrimination.
It has also been found that an African-American employee of Vermont Psychiatric Care Hospital
faced the problem of racial epithets and offensive comments. The U.S. Equal Employment
Opportunity Commission filed a lawsuit against McCready Foundation for the cases, where a 53-
year-old woman was not selected due to her race for a restorative aide position. The woman was
asked to work under a junior employee in the organization and was working with the
organization for only three months though the woman is overqualified.
The literature review illustrated that physical and emotional impacts, society and
businesses impacts, social, educational and financial impacts and political impacts are some of
the impacts that are occurred due to racial discrimination. The thematic analysis shows that the
former NHS manager was emotionally hurt to such an extent that he wanted to commit suicide.
Moreover, in cases represented for the US shows that overqualified person, who have in-depth
knowledge of the working procedure are failed to get promotion due to their different race. It is
also concluded that current leadership of the politics and government also plays a crucial role in
overcoming racial discrimination.
Recommend strategies to diminish the adverse impact of racial discrimination
Diversity training is the staring initiative that can be taken for overcoming the problem of
racial discrimination. The content of the training should also be developed carefully. This
training will help the employee to know about the importance of the diversity in the workplace
and how to behave properly with people of different culture and race.

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The organization should develop their separate policies along with the government
legislation for the nation. These policies should also be based on the records and cases of racial
discrimination that is occurred in the workplace. The elder should always show their support to
the victim and take immediate action against the so that the victim can sense the justice at the
workplace.
Developing effective ways of communication is another solution to diminish the racial
discrimination. People of different race have different language and this is the reason that other
does not understand their feeling and problem even if they want to communicate. Practicing the
Anti Discriminating laws under the Equality Rights Act 2010 would be helpful for diminishing
the discriminative acts. The organization should publish the written report in all the languages so
that all employees can feel equal and help others if people with minority group face some
difficulty. This will also help to develop an interpersonal relationship with each other that
furthermore diminishes the racial discrimination.

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