Today is International Day for Countering Hate Speech.
This year, the UN’s focus for the day is about AI and the speed with which that can acceleratee and amplify hate speech. You can read more about their strategy and plan of action here.
For our founders, challenging discrimination and calling out hate speech is not just a day job, it’s in our DNA.
This image is taken from an on-line council meeting in 2021, where Liz Mayers called out the (then) Leader of a council for racism and inciting racial hatred.
Refugees and asylum seekers are often a contentious topic, being used and manipulated by some political parties to win votes. But they are not a “topic” they are people.
At times of economic hardship, it is easy to look for someone to blame. However, the story we are being fed about refugees is nonsense.
As the UK continues to debate immigration policy, one narrative conveniently overlooked is the positive economic impact of refugees. Far from being a burden, refugees contribute significantly to the UK’s economy—through work, entrepreneurship, taxes, and cultural enrichment.
Refugees Fill Critical Labour Gaps
In sectors like healthcare, social care, agriculture, and hospitality, refugees often take on roles that are hard to fill. Many arrive with professional skills and qualifications, and with the right support, they integrate quickly into the workforce. According to the Migration Observatory, immigrants—including refugees—have a net positive fiscal impact over time, especially when they are able to work and contribute taxes.
The UK government’s 2025 immigration reforms, outlined in the white paper Restoring Control over the Immigration System, have been framed as a necessary recalibration of national sovereignty and fairness. But behind the rhetoric lies a system that many human rights advocates describe as cruel and dehumanising.
Among the most alarming changes is the prohibition of citizenship for anyone arriving via irregular routes, including small boat crossings. This effectively bars thousands of refugees—many of whom are fleeing war, persecution, or trafficking—from ever becoming British citizens, regardless of their need or the legitimacy of their asylum claims.
The reforms also extend the path to settlement from five to ten years, leaving even long-term residents—teachers, NHS staff, care workers—in a prolonged state of legal limbo. The message is clear: belonging must be “earned,” but the criteria are arbitrary and exclusionary.
Victims of modern slavery now face stricter evidentiary requirements to access support, with rejection rates soaring. The government’s approach treats survivors as security risks rather than individuals in need of protection.
Entrepreneurship and Innovation
Refugees are twice as likely to start businesses as native-born citizens. Sadly, because of discrimination against refugees, it is often harder for them to secure appropriate employment (there are many examples of highly qualified doctors, lawyers, engineers having to accept manual or low skilled jobs) so becoming a business owner is preferrable. These businesses not only create jobs but also stimulate local economies. From restaurants and tech startups to retail shops and logistics firms, refugee-led enterprises are thriving across the UK.
Boosting Local Economies
Refugees are often forced to settle in areas facing economic decline. Their presence can revitalise communities, increase demand for housing and services, and bring new life to high streets. According to the Migration Exchange report, the growth of refugee-focused charities and services has also been linked to broader community development.
Long-Term Fiscal Gains
While initial support costs exist, studies show that over time, refugees contribute more in taxes than they receive in benefits. A 2025 report by the UK Parliament notes that although in-donor refugee costs have risen, the long-term economic integration of refugees offsets these expenses.
A Time for Solidarity Amid Hostile Borders
Welcoming refugees is not just a moral imperative—it’s also an economic opportunity. With the right policies—access to work, training, and legal stability—refugees can and do thrive. And when they do, so does the UK.
Each year, Refugee Week offers a moment of reflection, celebration, and solidarity for people who have been forced to flee their homes. In this climate, Refugee Week is more vital than ever. It is a reminder that refugees are not statistics or threats—they are people. People with dreams, talents, and the right to live in safety and dignity.
This week let’s amplify refugee voices, challenge harmful narratives, and demand policies rooted in compassion and justice. Let’s remind our leaders that human rights are not optional, and that the UK’s strength lies not in exclusion, but in its capacity to welcome.
Visit Refugee Week to find out how to get involved with their Simple Acts and resources. Or, Channel 4 recently aired the documentary Go Back to Where You Came From, where six British people got to experience refugee life, if you do nothing else, please take a watch and remember the human beings behind the headlines.
This year marks the 60th anniversary of the International Convention on the Elimination of All Forms of Racial Discrimination.
Yet today, 60 years later, António Guterres Secretary-General of The United Nations acknowledged in his personal message “The poison of racism continues to infect our world”. Going on to say “I call for universal ratification of the Convention, and for States to implement it in full. And I urge business leadership, civil society, and everyday people to take a stand against racism in all its forms…”
In the last 60 years, some progress has been made. The Race Relations Act came into force in the UK in 1965, banning racial discrimination in public place places, and made the incitement of racial hatred illegal. In 1968, the Act was updated to address the issues of discrimination in the workplace and accessing accommodation. In 1976, the Act was extended again to define and include direct and indirect discrimination. The Commission for Racial Equality was formed in 1976 too (later replaced by the Equality and Human Rights Commission in 2007). In 2000 we saw the Race Relations Amendment Act requiring public authorities to actively promote racial equality. Then 15 years ago in 2010, the Equality Act came into force, updating and replacing the previous legislation.
In Global politics we also saw encouraging signs of change, with Apartheid being abolished in 1992, Paul Boateng becoming the UKs first Black Cabinet Minister in 2002, America electing its first Black President in 2009 and what was lauded as “Britian’s most ethnically diverse Cabinet ever” in 2019 with six Cabinet Ministers being of ethnic heritage. Including Rishi Sunak who went on to become Prime Minister in 2022.
Yet for every step forward we appear to take, we seem to take several backwards too.
In 1970, the infamous Mangrove Nine trial. In 1981, the Brixton Riots. In 1993, the murder of Stephen Lawrence, which prompted the Macpherson Report to be published in 1999, concluding that the Metropolitan Police was institutionally racist. The racially motivated murders of Mi Gao Huang Chen and Anthony Walker in 2005, and Mushin Ahmed in 2015. The Institute of Race Relations monitors deaths with a known or suspected racial element in the UK. Their research indicates that between 1993 and 2013 that there were at least 105 such deaths in the UK. The Windrush Scandal in 2018, exposed the wrongful detention, deportation and denial of legal rights to Commonwealth citizens who had settled in the UK and continues unresolved today. In 2024 Race Riots broke out across the UK.
In 2023, the Guardian reported that Black people are seven time more likely to die after police restraint. The Institute of Race Relations report included the IOPCs 2019/2020 statistics revealing that 23% of deaths in, or following, police custody are people of ethnic heritage, disproportionately much higher than the ethnic population.
Between 2013 and 2023, according to official data, police recorded hate crimes, in England and Wales rose from 41,294 to a staggering 145,214. In 2013/14 the number of successful convictions for racist or religious hate crimes was 10,532, just under 25%.
All this depressing reading doesn’t begin to detail workplace racism and inequality. Suffice it to say, the CIPD report two-thirds of Black employees in the UK experienced racism last year! Race Discrimination claims have also risen since 2018 according to legal firm Wright Hassall.
Our Charity Partner, Race Equality First are on the frontline working to eliminate racial discrimination and support the victims of hate crime. Their CEO Aliya Mohammed says “Racism continues to be a persistent and deeply ingrained issue in our society. While we have made legal and policy advancements over the decades, we still see racial discrimination in workplaces, in policing, in the justice system, and on our streets. At Race Equality First, we stand firm in our commitment to fighting racial injustice and supporting those affected by hate crime and discrimination. True change requires not just legislation but a collective effort from all of us to challenge racism wherever we see it.”
Their continuous work with the UN aims to bring about lasting change by contributing to international discussions on racial equality, providing evidence on racial discrimination in the UK, and advocating for stronger protections for marginalised communities.
So, 60 years on, what can we all do better to eliminate racial discrimination now?
In the workplace:
Ensure you have a zero-tolerance approach to racism
Have positive policies affirming your commitment to equality and respect in the workplace
Ensure Leadership teams and hiring managers have been trained on Inclusive Leadership and hiring practices
Train employees on anti-racism and inclusion topics regularly
Encourage participation in Employee Resource Groups for shared support and learning
Create a safe and inclusive culture where all your people have a sense of belonging and can show up as their authentic selves
Personally:
Learn – educate yourself on different ethnic groups, religions and cultures. Seek out podcasts, books and blogs that will increase your understanding of people with backgrounds different to your own
Take steps to understand your own biases and privilege
Understand the difference between “not being racist” and “anti-racist” – to create change we all need to be actively anti-racist.
Call out racism wherever and whenever you see it
Be an ally to those who are experiencing racism
If you care about equality, diversity and inclusion in your workplace, check, do you have an EDI policy or plan? Do you have employees of ethnic heritage and a good approach to inclusion to ensure all your people feel welcome and safe?
As we approach International Women’s Day it seems particularly appropriate to talk about the Gender Pay Gap.
In the UK, organisations employing more than 250 staff are obliged to report their Gender Pay Gap. The deadline for mandatory reporting is 4th April 2025 (30th March 2025 for public sector organisations), for the pay gap statistics calculated at the snapshot date of 5th April 2024 (31st March 2024 public sector).
Since mandatory Pay Gap reporting was introduced in 2017, the pay gap has declined from 18.4% to 14.2% in 2023 (ONS data for median gross hourly earnings excluding overtime) but reports from the World Economic Forum suggest it will take 132 years to close the gender pay gap worldwide if the current trajectory continues.
The intention behind pay gap reporting was clear. Organisations having to publicly report a pay gap, would surely feel compelled to address it and close it…
Based on the reduction achieved over 6 years, the name and shame strategy clearly isn’t working.
The public sector includes some of the worst offenders with almost nine-in-10 (87.6%) public sector organisations paying men more than women in comparison to just over three-quarters of private companies.
Other pay gaps for ethnic and disabled employees exist too. Whilst there have been campaigns to make this reporting mandatory as well, so far, they have been unsuccessful. However, data from the Office for National Statistics shows that people of ethnic heritage or those with a disability are paid less than their White, non-disabled colleagues, with Women in those categories the worst off.
So, if you are a small company, employing less than 250 people, do you even have to think about it?
If you employ less than 250 staff, it is possible you haven’t ever measured or analysed your pay gap or reviewed whether your pay structures and decisions are generating pay equity issues. This lack of data can exacerbate and perpetuate historic inequalities, which could lead to greater inequities in progression and pay as the business grows. We therefore encourage organisations to consider pay equity early on – especially those who care about equality, diversity and inclusion.
While the first step to addressing potential pay gaps is reporting on your data and analysing what it is telling you, Andrea stresses the importance of developing an action plan to reduce pay gaps and ensure equal opportunities for progression, development and promotion. An action plan may include:
Introducing or reviewing job evaluation, to ensure jobs are sized correctly compared to each other and enable accurate pay benchmarking to the market.
Putting in place a clear pay policy, which outlines how and when pay decisions are made and clearly communicates to employees which factors will affect their individual pay, reducing the opportunity for bias and inequal treatment.
Reviewing barriers to progression in the organisation, such as flexibility in location and hours, to ensure that employees of all genders and ethnicities are given equal opportunity to develop and gain promotion to more senior roles.
Assessing talent acquisition processes to remove any bias or barriers to recruitment of women into higher paying senior roles.
So, what does your pay gap say about your organisation?
If you don’t have a pay gap, well done! Keep up the good work and be sure to include this information in your recruitment materials. In terms of talent attraction, candidates (particularly women) will value an employer who places a high value on equal opportunities.
If it is lower than, or about the national average, are you already taking steps to address this? Make sure you have a robust pay and reward strategy and framework in place to continue to close the gap.
If your gap is higher than the national average, or you don’t know what it is, it is time to take urgent action. Inequality does not right itself without intentional effort.
At EDI Accreditation we believe a company that is genuinely committed to equality, diversity and inclusion will be striving to provide fair and equal pay for its employees.
In this article, EDI Accreditation and Inspiring Reward, discuss the gender pay gap. What it says about your organisation and how to do something about it.
EDI News 