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Race Equality Week is an annual campaign in the UK, aimed at keeping the momentum going in addressing race inequality in the workplace. Running from 2nd to 8th February 2026, the week encourages employers to move beyond awareness and take practical action. It provides a focused moment for reflection, learning, and commitment to change. In light of Race Equality Week, we take this opportunity to outline the key legal protections afforded to employees under the Equality Act (EqA) 2010 and how these protections translate in the workplace.

Discrimination and the Equality Act 2010

Race is one of 9 ‘protected characteristics’ under the EqA 2010, meaning that employees are legally safeguarded from unfair treatment based on colour, nationality, or ethnic or national origins. Race discrimination can take place in many ways, including:

• Direct discrimination – treating someone less favourably because of their race
• Indirect discrimination – policies, rules or practices which are the same for everyone, but that disproportionately disadvantage certain racial groups
• Harassment – unwanted or offensive conduct related to race, which has the purpose or effect of violating the person’s dignity, or that creates an intimidating, hostile, degrading humiliating or offensive environment for the person
• Victimisation – treating someone badly because they have raised or supported a complaint of race discrimination

Employees are entitled to legal protection from race discrimination at all stages of employment, including during the recruitment process, and with respect to training, promotion, pay and dismissal.

How does this translate in the workplace?

Employees have the right to work in an environment free from discrimination and harassment. They are entitled to raise concerns without fear of retaliation, and employers must take all complaints seriously. If discrimination occurs, an employee may bring a claim to an Employment Tribunal, which if founded can result in compensation and reputational damage for the organisation.

Employers have a duty to actively prevent racial discrimination in the workplace and look after the wellbeing of their workers. This includes implementing robust EDI and anti-harassment policies to minimise and eliminate discriminatory behaviour, and taking appropriate disciplinary action against anyone alleged to have engaged in discriminatory conduct. Employers also have a responsibility to review all workplace policies and practices applicable to their organisation to ensure that these do not indirectly discriminate against people on the basis of their race.

When an employee raises a complaint of racial discrimination, it should be treated with the utmost seriousness and addressed promptly and professionally, regardless of whether concerns are explored under the grievance process or via the disciplinary process. Employers who are made aware of potential discriminatory behaviour should also take steps to support the employee, ensuring their concerns are heard without judgement or interruption, that they are aware of the avenues to raise a complaint, and are offered access to support which may include a contact within the workplace and any counselling or employee assistance programme the company may offer.

It is important that employer’s take proactive steps to prevent racial discrimination in the workplace and promote equality, not only to protect themselves from any legal implications, but to create a fair and inclusive working environment. Where a complaint of race discrimination is founded, as an employer, it is fundamental to consider additional measures that can be put in place to prevent this from happening again.

Other steps which can also be taken to promote race equality in the workplace include, but are not limited to:

• Capturing data related to the ethnicity and race of employees to identify under representation or potential disadvantages created for some employees, and addressing findings
• Reviewing workplace practices, including recruitment and management processes to ensure they do not unintentionally disadvantage particular racial or ethnic groups
• Providing regular training so that managers and staff understand what racial discrimination looks like, and their individual roles in preventing and addressing discrimination

Race Equality Week serves as a reminder that tackling race discrimination requires consistent and meaningful action from employers. Employers can do this by strengthening their policies, responding to complaints effectively and fostering a culture where all employees feel included and respected. Race Equality Week provides an opportunity to reflect on current practices and ensure that equality and inclusion remain a priority all year round.

If you have queries or questions relating to race discrimination, please do not hesitate to contact a member of the AfterAthena team (part of the Napthens Group) who are able to offer 30 minutes of free advice to QCS members.