Just one-third of UK employees (36%) have spoken up when they have seen discrimination or exclusion of a minority colleague at work.
This is despite almost seven in 10 (67%) considering themselves an ‘ally’ to those with identities different to their own, according to new research by Wates Group.
The research reveals that while most think they are supportive of colleagues from underrepresented groups, the intent is still not translating into action when it comes to tackling discrimination.
Only one-third (37%) of respondents had taken the time to educate themselves on the experience of minorities, falling to 33 percent among C-level executives.
At the same time, 70 percent admitted they had never publicly given credit for ideas to a minority colleague. Also, 79 percent had never advocated for new opportunities for those in a minority group.
Microaggressions at work
The research found that four in 10 (40%) have experienced microaggressions at work related to their identity. This figure rises to almost six in 10 for gay, lesbian (58%) and bisexual (59%) employees and to 64 percent for individuals from a Black Caribbean background.
Three in five respondents from Black African (60%) or Caribbean (59%) backgrounds have seen colleagues mispronouncing a name because it is ‘too hard’ to say, while four in 10 (42%) men from the LGBTQ+ community have witnessed someone telling a colleague that they do not even ‘look’ gay.
Minority communities are more likely to face discrimination
People from minority communities were also more likely to report witnessing microaggressions and discrimination. Almost half of those identifying as gay, lesbian (47%) and bisexual (46%) said they had seen instances of microaggressions and discrimination related to someone’s sexual orientation, dropping to 26 percent overall.
Also, 62 percent of people from a Black Caribbean background, and 47 percent from a Pakistani background, had witnessed microaggressions or discrimination related to race or ethnicity. However, this was only 35 percent overall, further highlighting the need for increased education around the experiences of underrepresented groups.
How can more inclusive workplaces be created?
It is important to recognise that there is a long way to go to create an inclusive workplace, both within its business and the UK workforce more broadly.
Nikunj Upadhyay, Inclusion and Diversity Director at Wates Group, said: “The disconnect between intent and action when it comes to tackling discrimination and microaggressions at work is worrying. We need employers across the UK to boost education and ensure that colleagues have an improved understanding of the experiences of underrepresented groups and what they can do be an effective ally.
“At Wates, we are acutely conscious that our industry doesn’t reflect the diverse make-up of the society and communities we serve. If we are to create lasting change, we need to step up efforts to challenge social norms and create cultures that support everyone, inclusive of age, race, sexuality or background. That’s why we’ve asked all employees to make one allyship commitment this National Inclusion Week and why we are encouraging the wider business community to do the same.”
Amelia Brand is the Editor for HRreview, and host of the HR in Review podcast series. With a Master’s degree in Legal and Political Theory, her particular interests within HR include employment law, DE&I, and wellbeing within the workplace. Prior to working with HRreview, Amelia was Sub-Editor of a magazine, and Editor of the Environmental Justice Project at University College London, writing and overseeing articles into UCL’s weekly newsletter. Her previous academic work has focused on philosophy, politics and law, with a special focus on how artificial intelligence will feature in the future.
