The role all businesses have to play in tackling racism

31 million people in the UK tuned in on Sunday evening to watch England play football against Italy in the UEFA Euro 2020 final at Wembley. Whether you are a football fan or not, there is no doubt that the nation has been gripped by England’s journey through the competition. In an age where TV choice is endless, the final was the third most highest viewed TV event ever to be shown in England, falling only behind the 1966 World Cup final and Princess Diana’s funeral. After a promising start, and following a 1-1 draw at the end of extra time, the result ultimately didn’t go England’s way losing 3-2 on penalties.?

Following the defeat came an onslaught of online abuse aimed towards the team, primarily at the three players who were all unsuccessful when taking their penalties: Rashford (23), Sancho (21) and Saka (19). Appallingly, much of the abuse suffered by the young men was also racist towards them. Clearly this type of behaviour, irrespective of whether it takes place online or in real life, is completely unacceptable and needs to be eradicated.

The Prime Minister Boris Johnson has come forward to share the sentiment of many across the UK stating all of the England National football team ‘should be lauded as hero’s’ and he condemns the racism. Similarly Prince William has spoken out to say he is ‘sickened’ by the racist abuse that has been aimed towards the young black players. Gareth Southgate, Manager of the national squad, in a press interview explained that the responsibility for the missed penalties and teams defeat ultimately sat with him as the Manager. He was responsible for choosing the line-up and he stated for the players to be abused in this way was simply ‘unforgiveable’.

Many of the tech giants responsible for running the social media platforms have also come under fire and questions have been asked as to how the players, other people within the media spotlight as well as general members of the public can all be better protected from online abuse. Many are calling for racist comments and other discriminatory posts and content to be automatically blocked by the sites and for user verification to take place before accounts are opened. There has also been encouragement of users who come across?racist and other inappropriate content online not only to report to the social platform itself, but also to the police and to the individuals employer if this is known.

So what role do businesses play when it comes to tackling racism?

Racism is a societal problem which means it’s also a business problem too. Under UK law employers have a duty of care towards their staff and must actively take steps to prevent them from suffering from any form of abuse in the workplace whether this be on grounds of race, ethnicity, religion, gender, sexual orientation or disability. Employers who become aware of employees posting racist comments online or engaging in hate speech can ultimately fire those members of staff, providing they are following their policies and the ACAS code of practice when it comes to the dismissal.?

Some employees may mistakenly believe they have the right to absolute freedom of speech and that they are openly able to express any views they so wish, but racism and other hate language are prohibited under UK legislation and can be prosecuted as hate crimes so employees need to be educated about their responsibilities and the consequences of their social media conduct and activities.

It’s really important businesses take an active role towards stamping out racism in our society. Equality and Diversity training should be provided to all staff and businesses should take active measures to promote an inclusive workplace culture. This is particularly vital for businesses to be able to demonstrate that the Company itself is not liable when it comes to defending discrimination claims levied towards them, particularly where one employee may be subjecting another to racist and abusive behaviour.

Five key-steps all businesses should be taking to tackle racism:

1. Review ongoing staff education and ensure Equality and Diversity training is provided to all staff. Make sure the content of any training is both sufficient and meaningful.

2. Check training records. Training is considered to be ‘stale’ if completed longer than a year ago, meaning the employer will not be able to use old training sessions as a defence if discrimination claims are made against the company.?

3. Have suitable mechanisms in place for reporting inappropriate and abusive conduct. Do employees know who and where to turn to if they are subjected to racist, abusive or inappropriate behaviour?

4. Ensure abusive and racist actions are not tolerated. Whether this involves conduct towards other members of staff or online activity outside of the workplace it is important the company addresses the actions with a firm stance.

5. Create a workplace culture that values inclusion. Encourage regular conversations and learning amongst staff to breakdown any perceived barriers.