While the UK has come a long way in the fight for equality, it still has an extremely long way to go. Even with the shameful colonial past of the British Empire safely in the rear-view mirror, there are shadows of that legacy that continue to impact us today – to say nothing of modern threats to basic human decency.
There are many places where prejudicial behaviours and systemic racism can be found in full display, but few are starker than the UK workplace. Even with considerable legislation enshrining the rights of minorities in the workplace, there are untold ways in which a person of colour can be made to feel inadequate or unwelcome – with profound consequences for personal wellbeing. How can we navigate such toxic working environments safely?
- Understanding Microaggressions in the Workplace
There are many overt ways in which racism can be expressed in the workplace, but these are not our topic of conversation today; these instances are easy to legislate against, with thanks to the Equality Act 2010 and its clear consequences for discriminatory behaviour. Racist behaviour proliferates in undetected ways – undetected, that is, by a system blind to ‘the little things’. These ‘little things’ are microaggressions.
No person of colour will the word ‘microaggression’ defined to them, having experienced them on a daily basis. For the avoidance of doubt, though, they often take the form of back-handed comments or plausibly-deniable prejudices with regard to physical appearance or personal competence.
These indignities are forgivable in the eyes of institutions, often too small to litigate against – and often missed entirely by white managers. The consequences of these small events are massive, though, whether creating a difficult working environment or directly impacting mental health.
- Recognising the Impact on Career and Wellbeing
With specific regard to professional opportunities, microaggressions can create their own unique ‘glass ceiling’ effect for minorities – particularly people of colour. Ethnic minorities are less likely to advance on account of numerous systemic and personal failings, and besides which earn less than their white counterparts.
- Seeking Professional Support and Legal Advice
The Equality Act 2010 remains valid, no matter the extent of the prejudice experienced by a given employee. As such, those unfortunate enough to experience prejudicial behaviour in the workplace may benefit from consultation with employment lawyers regarding their rights and options. Many such issues can be handled in-house, but given the systemic nature of such prejudices it is often difficult for ethnic minorities to get the results they deserve.
There are many resources and charities devoted to ensuring people of colour are able to thrive in their professional environments, such as the Race Equality Foundation – but that they have to exist at all is a stain on the UK. Ethnic minorities continue to have to fight for rights given freely to their fellow citizens, until real change is made on a societal level.
