A Race Discrimination Claim under the Equality Act 2010 in the UK arises when an individual believes they have been treated unfairly or less favourably because of their race. The Act protects individuals from discrimination based on race, which includes colour, nationality, and ethnic or national origins. This includes discrimination based on:
The pigmentation of a person’s skin.
A person’s citizenship or national origin.
A person’s cultural, linguistic, or ancestral background.
Race discrimination can manifest in various ways, including employment, education, housing, access to services, and public functions. It can be direct, indirect, or involve harassment or victimisation.
Occurs when someone is treated less favorably than others because of their race.
Example: An employer refuses to hire a qualified candidate solely because of their ethnic background.
Happens when a policy, practice, or rule applies to everyone but disproportionately disadvantages people of a particular racial group.
Example: A company implements a dress code that bans headwear, which indirectly discriminates against employees who wear religious or cultural head coverings.
Involves unwanted behaviour related to race that violates a person’s dignity or creates an intimidating, hostile, degrading, humiliating, or offensive environment.
Example: A colleague repeatedly makes offensive jokes or comments about someone’s race.
Occurs when someone is treated unfairly because they have made or supported a complaint about racial discrimination.
Example: An employee is ostracised or denied promotions after filing a race discrimination complaint.
Being denied a job, promotion, or training opportunity because of your race.
In the UK, the Equality Act 2010 provides legal protection against race discrimination. It ensures that individuals are treated fairly and equally, regardless of their race, in various areas of life, including:
Employment
Education
Housing
Access to goods and services
Public functions
If someone believes they have experienced race discrimination, they can:
Discuss the matter with the person or organisation involved.
Use internal grievance procedures (e.g., at work or school).
Consult a non-practising barrister like me or an organisation specialising in discrimination, like a solicitor.
File a claim with an employment tribunal (for workplace discrimination) using this template and attaching it to the ET1 Form.
Race discrimination is not only unlawful but also undermines social cohesion and equality. Addressing it is essential to fostering a fair and inclusive society.
Discrimination based on race claims is often complicated since it is uncommon for businesses to publicly treat employees differently according to their race. Therefore, it is up to an employment tribunal to determine whether race was indeed the cause of the alleged discriminatory or unfavourable treatment. Discrimination-based claims can be challenging to understand; this template, drafted by me, helps organise the claim in the most effective manner possible, thereby increasing the likelihood of success at the tribunal level.
A Race Discrimination Claim under the Equality Act 2010 in the UK arises when an individual believes they have been treated unfairly or less favourably because of their race. The Act protects individuals from discrimination based on race, which includes colour, nationality, and ethnic or national origins. This includes discrimination based on:
The pigmentation of a person’s skin.
A person’s citizenship or national origin.
A person’s cultural, linguistic, or ancestral background.
Race discrimination can manifest in various ways, including employment, education, housing, access to services, and public functions. It can be direct, indirect, or involve harassment or victimisation.
Occurs when someone is treated less favorably than others because of their race.
Example: An employer refuses to hire a qualified candidate solely because of their ethnic background.
Happens when a policy, practice, or rule applies to everyone but disproportionately disadvantages people of a particular racial group.
Example: A company implements a dress code that bans headwear, which indirectly discriminates against employees who wear religious or cultural head coverings.
Involves unwanted behaviour related to race that violates a person’s dignity or creates an intimidating, hostile, degrading, humiliating, or offensive environment.
Example: A colleague repeatedly makes offensive jokes or comments about someone’s race.
Occurs when someone is treated unfairly because they have made or supported a complaint about racial discrimination.
Example: An employee is ostracised or denied promotions after filing a race discrimination complaint.
Being denied a job, promotion, or training opportunity because of your race.
In the UK, the Equality Act 2010 provides legal protection against race discrimination. It ensures that individuals are treated fairly and equally, regardless of their race, in various areas of life, including:
Employment
Education
Housing
Access to goods and services
Public functions
If someone believes they have experienced race discrimination, they can:
Discuss the matter with the person or organisation involved.
Use internal grievance procedures (e.g., at work or school).
Consult a non-practising barrister like me or an organisation specialising in discrimination, like a solicitor.
File a claim with an employment tribunal (for workplace discrimination) using this template and attaching it to the ET1 Form.
Race discrimination is not only unlawful but also undermines social cohesion and equality. Addressing it is essential to fostering a fair and inclusive society.
Discrimination based on race claims is often complicated since it is uncommon for businesses to publicly treat employees differently according to their race. Therefore, it is up to an employment tribunal to determine whether race was indeed the cause of the alleged discriminatory or unfavourable treatment. Discrimination-based claims can be challenging to understand; this template, drafted by me, helps organise the claim in the most effective manner possible, thereby increasing the likelihood of success at the tribunal level.
