Every October, Black History Month provides us with an important opportunity to reflect on the contributions of Black people to our society, whilst also shining a light on the systemic barriers that persist. At Thrive Law, we know that employment law and workplace culture are central to this conversation. To build truly inclusive workplaces, employers must go beyond statements of solidarity and focus on truly implementing equity, diversity, and inclusion (ED&I) at work.
Racism in Employment
Racism, whether overt, subtle, or systemic, remains a lived reality for many black employees in the UK. Recent data continues to show:
- Discrimination: Specifically, nearly 39% of Black, Black British, Caribbean or African ethnicity report experiencing work-related discrimination on the grounds of their race or ethnicity.
- Recruitment bias: Job applicants feel as though their race or ethnicity has been a factor in not getting jobs they applied for.
- Pay gaps: Black workers are statistically more likely to earn less than their white counterparts for comparable roles.
- Progression barriers: Black professionals are significantly underrepresented in senior leadership positions.
Racial discrimination in employment is, of course, unlawful under the Equality Act 2010. Yet, legal protections alone are not enough. Too often, individuals facing racism at work feel silenced by fear of victimisation, or struggle to prove discrimination in a system weighted against them. The result of this is a cycle of underrepresentation and inequity.
Recent Division in the UK
There has been a noticeable rise in the display of the St George’s Cross and Union Jack flags in public spaces across the UK. Certain campaigns have encouraged people to fly these flags from lampposts, paint them on mini-roundabouts, or otherwise incorporate them into public infrastructure and surroundings .
While many supporters say their motivation is simply patriotism or a desire to reclaim civic symbols, those in minority and ethnic communities feel differently. Some people report that the flag-raising feels intimidating, especially when it coincides with other acts of discrimination or anti-immigration speeches.
Why Representation Matters
Representation is not just a buzzword; it shapes who we see as leaders and innovators. As such, a lack of representation in senior roles reinforces stereotypes and creates barriers for the next generation of Black professionals.
Representation also builds trust. It demonstrates that employers value diverse perspectives and are committed to ED&I in practice, not just in principle.
When Black employees are visible at every level of an organisation, it signals that talent and leadership are not and should not be confined by race or ethnicity.
Building Equality, Diversity, and Inclusion into the Workplace
For employers, Black History Month is an important time to review your ED&I practices. Here are some key steps to help with this:
- Audit and act on any imbalance
Review your recruitment and onboarding processes, salaries, and ED&I data through an intersectional lens. Where there are discrepancies, you should commit to measurable actions to close those gaps, such as, implementing blind recruitment, creating diverse panels, setting clear and measurable goals and seeking feedback.
- Create safe reporting systems
Ensure employees can raise concerns about racism without fear of retaliation. You should introduce independent or anonymous reporting mechanisms, and clear anti-racism policies. It’s also crucial that any accountability is visible and properly acted on.
- Educate and embed anti-racism
Training should go beyond unconscious bias tick-box exercises. Employers must invest in sustained, meaningful education that empowers teams to recognise and challenge racism at all levels.
- Be an ally
Challenging discrimination and micro-aggressions is crucial. This doesn’t always mean confrontation, sometimes it means reporting, supporting, or checking in with the affected person. Everyone should be encouraged to use their own voice to advocate for fair representation for Black people, particularly if you’re in a more senior or influential position.
Moving Forward
Black History Month is not only about looking back at history, but also about building a fairer future. This year’s theme is “Standing Firm in Power and Pride” which “illustrates the profound contributions made by Black people… who have shaped history while looking towards a future of continued empowerment, unity, and growth.” For workplaces, that means embedding ED&I as an ongoing commitment, not just a one-off initiative each October.
At Thrive Law, we are committed to helping employers build environments where everyone, regardless of race or ethnicity, can thrive. Racism has no place in the modern workplace or our society. Representation, equality, and inclusion are not optional extras, they are legally and morally imperative.
If your business needs support with creating zero-tolerance policies, improving representation, and/or embedding ED&I into workplace culture, our team at Thrive Law can help. Get in touch with us today: enquiries@thrivelaw.co.uk
