Creating an inclusive workplace

Reps can be in a good position to create a supportive atmosphere in the workplace by challenging racist remarks and behaviour and preventing BAME workers from feeling isolated. They can also ensure complaints are taken seriously and dealt with fairly and collectivise issues where there may be systematic problems.

The TUC Tackling racism workbook acknowledges that challenging racist behaviour can be difficult, and advises reps to do it in an “enabling” way. For example, it suggests providing a person who behaves in a racist or discriminatory manner with guidance and clear explanations, rather than putting them down or making them feel vulnerable.

It is also important for reps to act as positive role models by treating everyone fairly and being seen to take the concerns of BAME members seriously and actively.

In terms of creating an inclusive workplace union, reps should:

• find out where BAME members are located within the workplace;

• talk to them and elicit any particular problems, such as racist incidents;

• discuss how these issues might be addressed; and

• where there is evidence of a systematic problem – such as racism from a line manager – consider taking a collective grievance.