It has been over 30 years since legislation was first introduced to protect people from racial discrimination.  However, issues around race, ethnicity and nationality still pervade the workplace.

Black and minority ethnic (BME) people continue to face unfair treatment.  For example BME people make up only 10% of the UK population, yet 11% of this group are unemployed, compared with 5% of the white population.*  Research shows that BME people are more likely to be subject to disciplinary procedure than their white colleagues.**  Many BME people come up against a concrete ceiling that blocks their progression into the ranks of senior management.

The nature of discrimination has changed.  These days it tends to be subtle rather than overt.  Often it is completely unintentional; managers may not even recognise that they are treating some employees or job applicants differently - and less fairly - because of the person's nationality or the colour of their skin.

Conversely sometimes people are acutely aware of race.  A white manager who is worried about giving negative feedback to a black or Asian employee and as a result gives that person an easy ride is doing that person an injustice.  Think about how the employee's white colleagues will view the situation.  Consider the effect on the employee; the lack of feedback means they are unable to take steps to improve their performance; their career prospects are damaged.  Everyone loses out.

Completely new issues regarding race and nationality are also emerging.  The opening up of the labour market has seen the arrival in Britain of workers from Eastern Europe and beyond.  Many face hostility because of fear that they are 'stealing our jobs'.  Low pay, poor working conditions and bullying from other workers are issues that need to be addressed.

But there are many positive aspects we need to consider too.  Enlightened organisations are taking positive action to give BME people a level playing field.  Initiatives such as shadowing, mentoring and coaching are helping to ensure that BME people acquire the competencies and confidence they need in order to compete for senior jobs.

Organisations are introducing policies to protect employees against racial harassment from customers and colleagues.  Just as importantly they are training staff how to implement those policies and to safeguard themselves and each other from racist bullying.

Whatever your race, ethnic or cultural background, whatever your level in your organisation, you will benefit from using this stimulating training programme.  By reflecting on our attitudes and our behaviours and by taking appropriate action we can help to create environments that are truly inclusive and rewarding places in which to work.

*Source: TUC Report 'Black workers jobs and poverty', 2005

**Source: 'Race in Employment: Metropolitan Police Service, 2005/2006', 2006