Race

Understand your responsibilities towards all staff
 Familiarise yourself with the Equality
Act 2010, the
University of
Warwick’s Equality and Diversity Policy and Dignity at
Warwick Policy
 Understand that all staff have different backgrounds and cultures
 Ensure staff are able to perform to the best of their abilities
 Confidentiality
 Equality and
Diversity Training
 Ensure any reasonable adjustments are considered
 Inform colleagues about the Staff
Black, Minority,
Ethnic Network group
 Display E&D posters on departmental notice boards
 Be aware of additional support available
Familiarise yourself with available resources and obtain further support, advice and guidance
 Equality &
Diversity
Team
 E&D
Webpages
 HR Adviser
 Chaplaincy

Be aware of your responsibilities, identify and challenge behaviours where discrimination may be present
Ensure your department supports an inclusive approach to all staff and students
Familiarise yourself with resources and refer those when necessary for further support, advice and guidance
Equality Act 2010
It is unlawful to discriminate against someone on the grounds of their Race. The Equality Act 2010 aims to protect people and prevent discrimination.
Race Discrimination
Race discrimination is when someone is treated unfairly because of their race, or because of the race of someone they are connected with, such as their partner. Race discrimination can be direct or indirect . It may also take the form of harassment or victimisation .
Race discrimination does not need to be deliberate.
Dignity at Warwick
Familiarise yourself with the Dignity at Warwick Policy
– If a member of staff feels they are being bullied or harassed they can speak to a Dignity Contact in confidence.
http://www2.warwick.ac.uk/services/equalops/dignit yatwarwick/

Find out about the E&D training sessions, these cover all Protected Characteristics.
Also complete the online E-Learning modules. Encourage all your staff to complete the online modules as a minimum.
http://www2.warwick.ac.uk/services/equal ops/training
Equality & Diversity Team
For more information please contact:
Sandra Beaufoy, HR – Equality &
Diversity
Ext: 74479 – S.Beaufoy@warwick.ac.uk
Claire Algar, Equality & Diversity
Coordinator
Ext: 22356 – C.Algar@warwick.ac.uk
Disclosure and Confidentiality
It is important that the University promotes a working environment that encourages disclosure.
Encourage staff to disclose their ethnicity and national origins so that the University can identify and take steps to address any areas where staff are disproportionately affected, such as prayer facilities
Race is protected under the Equality Act 2010
• Race means being part of a group of people who are identified by their race, colour, nationality, citizenship, or ethnic or national origins.
• It is unlawful to discriminate against workers because of their background, race or ethnicity

 Dignity at Warwick Policy - It’s important that managers are able to direct staff members to organisational policies when dealing with cases of bullying and harassment, including the various reporting routes available to them.
 Manager’s Responsibility - All managers need to be clear in their role on how to support staff to ensure there is no discrimination against workers because of their Race.
 Office Banter : Comments and jokes and the use of inappropriate language which may simply have been intended as ‘banter’ can be offensive to some people. Harassment or bullying will not be tolerated and examples of such behaviour, which can intimidate individuals because of their race or perceived race include: name-calling; derogatory jokes; deliberate isolation of individuals; offensive emails, etc.
 17.3% of the West Midlands population is Black, Asian and Minority Ethnic (BAME). In
Birmingham, just under half of the resident population is BAME and people of Pakistani origin are by far the largest ethnic minority group representing 13.5% of all people in the city. However, the unemployment rate for BAME people aged 16+ is 14.9% , compared to 8.6% for the region's overall population. (Race for Opportunity)

 ACAS Guide : The Equality Act 2010 makes it unlawful for an employer to discriminate against employees because of race, colour, and nationality, ethnic or national origin.
There are four types of race discrimination.
• Direct discrimination: treating someone less favourably because of their actual or perceived race, or because of the race of someone with whom they associate. An example of this could be refusing to employ someone solely because they are a particular race
• Indirect discrimination: can occur where there is a policy, practice or procedure which applies to all workers, but particularly disadvantages people of a particular race. An example could be a requirement for all job applicants to have GCSE Maths and English: people educated in countries which don't have GCSEs would be discriminated against if equivalent qualifications were not accepted.
• Harassment: when unwanted conduct related to race has the purpose or effect of violating an individual's dignity or creating an intimidating, hostile, degrading, humiliating or offensive environment for that individual
• Victimisation: unfair treatment of an employee who has made or supported a complaint about racial discrimination.
• In relation to Race : Promote a culture of inclusiveness, including supporting and championing professional development of all staff. Ensure that job adverts do not discriminate and everyone is committed to supporting and championing professional development opportunities for all, including Black and Asian Minority Ethnic (BAME) staff.

 Employee Network Group – Show your support to the BME staff network group by displaying posters, ensure new and existing staff are aware of this resource. Network groups can provide a safe channel for managers to seek advice and support on disability issues
 Training – Encourage all members of staff to complete the online E-Learning modules
- Diversity in the Workplace, reports can be obtained from the E&D team to monitor who has completed the modules. Ensure all members of staff who sit on interview panels have completed the Recruitment and Selection module to ensure no bias.
 Inclusive Behaviour – To maintain the momentum around equality initiatives include
Equality and Diversity as a standing item on staff meeting agendas
 University Events – Encourage team members to attend diversity events that are held around campus, this could be communicated by email, prominently displaying posters and displays on digital screens