Could race hate impact your business?

news article

Posted:
Jul 28 2016

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Following the UK’s historic vote to leave the EU on the 24th June, there has been a well-documented and troubling increase in the level of race-related hate crimes being reported. Police chiefs state that there has been a five-fold rise in hate crimes being reported since June.

Research conducted by the CIPD has uncovered that 70 per cent of employers have reported receiving concerns from staff about job security, and more crucially, the right to work in the UK in the weeks following the vote. In response to a survey conducted jointly by the CIPD and People Management, 36 per cent of employers stated that staff had expressed concerns about job security, whilst another 36 per cent said that non-UK employees had voiced worries about their continuing right to work in the UK.

The survey also brought increased workplace tensions and divisions into view, with almost one in ten (8 per cent) of respondents confirming that race-related incidents had been reported, and a further 25 per cent saying incidents had been hinted at, but not officially declared.

Ben Willmott, Head of Public Policy at the CIPD, said: “There is no doubt that the vote to leave the EU has had a significant impact on the workplace, with many people worrying about future employment prospects. This is especially true of non-UK nationals, with many clearly concerned about their ability to continue to live and work in the UK after the vote…employers have a duty of care to their employees and must ensure their working environment is fair, welcoming, and tolerant for all.”

In turbulent times, observing a duty of care towards your employees could go a long way towards alleviating fears and promoting wellbeing and confidence within the workplace. Observing some of the following tips could help to keep your staff positive and motivated over the coming months:

  • Fully support a zero tolerance approach to racism within your business, making it clear that any incidences, even those classed as jokes, are completely unacceptable.
  • Be as transparent in your business communication as you can – keep employees reliably informed of any significant business changes.
  • Ensure that any non-UK employees know that they can speak to a manager or any senior personnel if they feel uncomfortable, intimidated or threatened by their colleagues.
  • Initiate or actively encourage any workplace events which promote team building, camaraderie or bonding amongst all employees.
  • Make disciplinary and grievance channels clear and concise, and ensure that any employees who report incidences feel supported throughout all processes.

Effectively managing workplace incidents and grievances can result in the generation of huge amounts of paperwork and admin tasks for HR professionals. Many attempt to negate this effect by investing in fully integrated, cloud-based HR and Payroll software, which can allow HR departments to efficiently manage workplace processes from beginning to end, whilst simultaneously removing substantial administrative headaches.

If you’re interested in finding out how our software could aid you in comprehensively managing disciplinary and grievance procedures, as well as promoting better workforce engagement, why not book a free demo today?


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