Guidance for organisations regarding recent riots and other racist incidences. [Live post]
This guidance is in response to the the ongoing civil unrest and groundswell of hate we have seen across the country – including through riots that have taken place during August, and further in-person and online abuse.
We continue to work with our members to ensure that workplaces remain a safe place for everyone. The current climate which has been influenced by culture wars, polarisation and other global and environmental influences has caused increasing unrest within society. It’s important that organisations maintain and re-iterate a zero tolerance on racism, and ensure they are addressing any arising issues appropriately.
Whilst this is a guide based on recent riots that have happened in August, we also believe that having some essential mechanisms and processes in place for any future incidences, as well as improving awareness within the organisation, will substantially help ensure a safe space within the workplace.
Information has been collated from various organisations who have put measures in place that have created the best impact.
Please get in contact if you would like to find out more about our ongoing work.
Immediate planning
It is important to access any situation and ensure safety first for colleagues who will be affected. This can include putting emergency measures in place, such as allowing colleagues to work from home if affected or in areas which riots are planned, or opening support lines for those affected. Ensure you involve relevant stakeholders in planning and get feedback from employee resource groups or similar.
Safeguarding ethnic minority colleagues is the first priority by assessing within the following areas:
- Supporting colleagues who have received racism or are affected by racism from outside of the workplace
- Supporting colleagues who have received racism from colleagues and ensuring that there is zero tolerance on racist behaviour
- Supporting colleagues who have received racism from being frontline, public or customer facing colleagues
Measures to consider
1. Communication to the whole organisation is vital
Release a statement across the organisation (first step)
Acknowledge the current climate with empathy, as soon as possible after any incident(s). Include that your organisation will be monitoring the situation and ensuring that colleague safety is paramount.
Consider including a statement from relevant board members, exec sponsors or CEO.
Consider including the following:
- Ensure you convey measures your organisation are doing to convey safety for colleagues
- Ensure your organisation makes it clear it will not tolerate racism within the workplace (or from the public) towards colleagues.
- People Managers (if given guidance) – signpost as an option for support
- Outline the process for raising concerns and information on anti bullying and other relevant policies that are in place
- Signposting to what the organisation is doing around grievances and anti-bullying policy, and any additional specific measures such as a help line that can support those affected
- Links to any support and resources for allyship or what to do if you see any racism at work
- Signposting to support both inside and outside the organisation
- Other areas that are being launched in response (see below)
Involve your employee resource group (network) or other external support to get an alternative viewpoint on the tone and content within the statement.
Further communication for ongoing incidences are important. Reiterate messaging and follow up and with any updates where needed.
Case study:
NHS England were commended on releasing a quick statement which was backed by a meetings with the network and senior team: https://www.england.nhs.uk/long-read/nhs-response-to-2024-riots/
2. Use Social Media if you are a public facing company
Some organisations, particularly public or customer facing, included external communications, as a secondary part of their strategy. This can explain that your organisation will not tollerate any racism from customers toward colleagues.
Example:
3. Get People Managers on to the same page
People managers should be aware of the processes involved: how to signpost to support, and what to do if they witness or have been told about racist behaviour in the workplace. It is important to have some guidance ready or signpost them to the relevant channels so they can best support their teams.
Communications and managers
Give people managers a template to send out to their teams, this can include information on how colleagues can seek out support, and reaffirm that the organisation’s message. If people managers have had sufficient training they can be the first line of contact and offer support to their team.
Dealing with racism at work
Outline the procedure for people managers, if they witness or are reported any serious cases of racism within the workplace. For more subtle, one off situations within teams, please read our allies toolkit (page 11)
4. Supporting affected colleagues
Whilst processes are already in place for anti-bullying, it might be worth considering a dedicated way of ensuring that there is a support mechanism for colleagues who have been affected.
A first line for support
If you have inclusion champions (or similar), who have had sufficient training, signpost then as a line of contact for concerns. Consider guidance and training for people managers to help them to be able to support the team and communicate any updates.
If people managers are equipped and have had the necessary training, they should check in with staff who have expressed they are affected by the external climate.
Anonymous or dedicated support line
Consider anonymous support. Some organisations have set up a dedicated support line or signposted to external support.
Safety of colleagues
Assess all situations and have a mechanism to monitor planned riots or anything that might affect colleagues. For example: danger commuting to the office, – allow colleagues affected to work from home where needed.
5. Ensuring safety of public or customer facing colleagues
Many of the organisations we have worked with have created specific training on how to deal with racist behaviour from the public towards colleagues. All colleagues should be aware of the relavent policies and processes on how to deal with situations, whilst ensuring safety.
Examples of what some organisations are doing:
- Refusal to serve the customer (or process to ban them for repeated behaviour)
- Posters in stores or at locations on anti-racism or stamping out miss treatment of colleagues
- Colleagues given training on how to deal with racist situations and behaviour, including how to stand up against racist behaviour directed at colleagues
- People managers in customer-facing roles given training and how to support their team
- Alerts on any potential local disturbances or protests
6. Longer-term strategy: Racist behaviour is not a one off
It’s important to continue to monitor the situation, the riots may have subsided, however there is still a rise in hate crime, and some people may still be affected.
- Continue to check in with employees and keep an eye on the external climate.
- Consider how you can ensure things are in place if a similar incident was to happen?
- Give colleagues training on stamping out racist behaviour and dealing with incidences
- Get alerts on any potential local or national unrest or protests that might affect your colleagues
Review policies
Ensure policies cover what to do if colleagues display racist behaviour inside or outside of the workplace, give examples and ensure this is easy to access for all colleagues
Work with trade unions (if applicable)
Ensure policies cover what to do if colleagues display racist behaviour inside or outside of the workplace.
Example statement:
https://www.tuc.org.uk/blogs/fighting-racism-trade-union-and-community-response
Please get in touch with us if you’d like to find out more about how your organisation can be more inclusive of under-represented ethnic groups. Contact us.
