Editor's message: Workers are protected from race discrimination at all stages of employment, including after the employment relationship has ended if the prohibited conduct arises out of and is closely connected to that relationship.
However, the Government is aware that more work needs to be done to ensure progression for all ethnic groups in the workplace. The Government considers that "transparency is a vital first step" and, with this in mind, it is exploring mandatory ethnicity pay reporting by employers. A few organisations are ahead of the game and are already reporting their ethnicity pay gap.
At the same time, the Government has launched the Race at Work Charter. The Charter commits businesses that sign up to it to key principles and actions that the Government says are designed to transform the recruitment and progression of ethnic minority employees. A number of large businesses are signatories.
With this ongoing push to tackle race disparity, it is important that organisations check that they have implemented, and continue to promote, clear and robust diversity policies and practices that cover every stage of the employment cycle.
Fiona Cuming, employment law editor
A woman who was spied on by her employer and denied the opportunity to progress in her career because she is black has won her claim of race discrimination, victimisation and harassment against Richemont (UK), which owns luxury brands including Cartier and Montblanc.
In Evans v Xactly Corporation Ltd, the Employment Appeal Tribunal (EAT) upheld an employment tribunal's ruling that calling a salesperson a "fat ginger pikey" in a working environment with a culture of "jibing and teasing"; was not harassment under the Equality Act 2010.
Updated to include information on the government consultation on ethnicity pay reporting by employers.
A table listing the race discrimination awards made by employment tribunals in 2017/18.
The Government recently issued its response to a consultation on whether caste should be considered a protected characteristic for employment law purposes. Charlotte Allery looks at the implications for employers.
In Saad v Southampton University Hospitals NHS Trust, the Employment Appeal Tribunal (EAT) held that the primary question, when deciding if an employee acted in bad faith, is whether or not the employee acted honestly in making the discrimination allegation, not the employee's ulterior purpose.
Updated to include a reference to the Government's response to the consultation.
Uber's chief people officer has resigned following an investigation into how she handled allegations of racial discrimination at the firm.
Netflix has said it will educate its staff about the ways that race, nationality and gender identity affect its organisation after it dismissed its head of communications for twice using the 'N-word' during meetings.
The law on discrimination in recruitment and selection, including the impact of the Equality Act 2010 on recruitment, direct discrimination, indirect discrimination, the duty to make reasonable adjustments, positive action, occupational requirements, monitoring and keeping records.
HR and legal information and guidance relating to race discrimination.