A report by Mental Health First Aid England to be released on Wednesday, for My Whole Self Day (12 March 2024), as we go to press on Tuesday, reveals troubling statistics: almost 1 in 3 employees (31%) have encountered microaggressions or discriminatory behaviour from their managers in the past six months. The study, conducted among 2,000 employees, highlights common negative comments and assumptions related to age, working patterns, personal life, and physical or mental health. Exclusionary behaviours such as 'not receiving credit for work done' and 'favouritism of other employees' are also prevalent, with nearly half of the employees (48%) reporting experiencing one or more forms of discrimination from their managers. Notably, younger employees and ethnic minorities are disproportionately affected. These experiences have significant repercussions, with nearly 1 in 5 employees citing negative effects on mental health and 1 in 7 considering leaving their jobs. To address this, Mental Health First Aid England calls on employers to foster inclusive environments where employees can bring their whole selves to work without fear of judgment or discrimination.
British Asian workers or otherwise can not go unscathed in the workplace
Dionne Anderson, Communication & Engagement Lead at Race Reflections, Leading Organisational Trainers: Tackling Inequality, Injustice & Oppression said, "The latest data from MHFA England indicates the extent of suffering Black and Brown people are experiencing whilst navigating toxic work environments. Asian workers, Asian British workers or otherwise can not go unscathed in the workplace until leaders within organisations recognise and acknowledge their complicity in everyday instances of discrimination and racism. Workplaces need to consider how open they are. Prohibitive hierarchical corporate structures do not promote collaborative, healthy cultures for minoritised groups.
“The persistent problem of white supremacy needs to be confronted. Board members, senior executives and Directors hold positions of power and as a result, are complicit in these well-documented injustices. It can be incredibly difficult to admit complicity in a system that allows you to thrive, but the problem doesn’t start or end at the individual level. Mirroring the same faces from the same places on these boards is hardly likely to create spaces of safety for Black and Brown employees, or to eradicate such toxic workplace culture. Companies must be ready for openness; and to be challenged about their institutional structures from qualified external practitioners and experts, so they can understand the harmful outcomes that result from inaccessible workstreams. Organisational justice is possible."
Prime Minister Rishi Sunak has said, “Never let anyone tell you that this is a racist country. It is not.” Britain has progressed a lot since the time our PM was born. This country has self-corrective measures, and it has come a long way in its race equality laws since the 1960s. It is diverse and multicultural and there are ample opportunities. The Indian diaspora is the largest and it has shaped Britain’s outlook in a certain way. But its current immigration laws and other factors- to say racism does not exist in the UK is too far-fetched.
PM Rishi Sunak himself in past interviews has revealed about experiencing racism as a child, prompting his parents to enrol him in extra drama lessons to shed his accent and 'fit in'. He emphasised the pain of discrimination and his commitment to preventing it, striving for inclusivity and acceptance. “I think any form of racism is simply unacceptable," he said, adding that when he speaks to world leaders, “most people look to the UK as an example of how to get this right.”
On Tuesday, a spokesperson for the prime minister said: “The comments allegedly made by Frank Hester (Tory donor) were racist and wrong. He has now rightly apologised for the offence caused and where remorse is shown it should be accepted. “The Prime Minister is clear there is no place for racism in public life and as the first British-Asian Prime Minister leading one of the most ethnically diverse Cabinets in our history, the UK is living proof of that fact.”
Even if we do not look at the politics of hatred (see AV issue 24th February 2024) here, it has divided the society into Islamophobes and anti-semitic groups, as Israel-Palestine protests take centre stage in London’s streets. Rishi's fear of extremism breeding in the pretext of self-expression is not wrong, as this country has seen teenagers or today’s youth like Shamima Begum and likes of her joining ISIS, after being brainwashed by terrorists, with no interference or caution from the community at large. This is not racism.
The government's adviser on social cohesion, Dame Sara Khan, emphasised the peaceful nature of pro-Palestinian protests in London, rejecting claims of parts of the city being "no-go" zones for Jewish people. Despite sympathising with Jewish concerns, she stated that labelling the protests as "hate marches" is inaccurate. However, former Tory leader Lord Howard of Lympne and government adviser Lord Walney expressed concerns about Jewish safety and extremism within the protests. They urged clearer guidelines from organisers and increased police intervention to ensure a safe environment and prevent intimidation of MPs.
But we have indeed witnessed institutional racism affecting the lives of South Asians during Covid-19 and the disproportionate deaths as a result of that in NHS. It is common knowledge that doctors of colour worked as frontline warriors to save patients at the cost of their own lives during Covid, while their white counterparts were nowhere to be seen. They suffered discrimination over access to PPE kits and International medical graduates working as doctors in the NHS in the UK experience persistent racist microaggressions at work and don't trust their employers to deal with the problem, a survey published in the BMJ said. Some rules and regulations have changed thereafter – may not be monumental but it shows this country aims to correct itself for the better.
However, Professor Habib Naqvi, chief executive of the NHS Race and Health Observatory told the newsweekly, “The latest NHS Staff Survey results for all staff reflect overall improvements on matters relating to team working and staff engagement, alongside a marginal reduction in levels of bullying, harassment, and abuse. However, at the same time, the data also show that the experience of staff from Black and ethnic minority backgrounds working in the NHS remains poor. Further, concerted work needs to happen on this critical agenda. The fact is that an engaged and fully supported workforce – that includes staff working remotely and on-site – leads to compassionate workplaces, higher levels of staff well-being, organisational efficiencies and, critically, better outcomes for all patients.”
Discrimination contributes to higher rates of psychiatric disorders in a minority community
The impact of racism in psychiatric research and clinical practice is not sufficiently investigated. Findings clearly show that the concept of “race” is genetically incorrect. Therefore, the implicit racism that underlies many established “scientific” paradigms needs to be changed.
Speaking to Asian Voice, Dinesh Bhugra, CBE, Professor Emeritus, Mental Health & Cultural Diversity, IoPPN, Kings College, London said, “Work and employment are important determinants of mental health and social functioning because work gives us a sense of purpose and belonging. To achieve the most we can in our personal and work lives, a safe working environment without bullying and harassment is vital. Bullying and harassment impact work output and productivity, it makes us feel not valued and unappreciated which in turn affects our self-esteem and is likely to lead to anxiety and depression. There is evidence that discrimination contributes to higher rates of psychiatric disorders for a minority community but it has also been shown that perception of discrimination can add to distress.
“Minority groups may face experiences and behaviours which add to feeling undervalued and demeaned. Employers need to be sensitive and aware of the impact their actions have. The findings show that even British workers face discriminatory behaviours which indicate that many workplaces are toxic. These behaviours impact the productivity of the individuals and that of the organisations they work for/in and their mental health suffers which contributes to a sick economy.
“Discrimination can demonstrate itself in bullying and challenging these can be difficult. It is likely that many minority individuals are lower down the hierarchy and may not have any power to challenge discriminatory behaviours. Employees need to be aware and if they feel discriminated against, it is important to record these incidents and inform their line managers about the impact these behaviours are having. Sensitive institutions will have a proper policy against discrimination and appropriate responses with managers having full training. Employees need support in acknowledging that they are being discriminated against so organisations must have the freedom to speak, and guardians who can be approached privately and confidentially. Access to third parties and community organisations can help so these should be made routinely available.”
Racial disparities are undeniably present in society, yet addressing them requires nuanced understanding rather than simplistic solutions. Ethnic minorities experience diverse realities, demanding a multifaceted approach to combatting racial inequity effectively. While racism is morally clear-cut, its manifestations are complex and multifaceted. Therefore, a thorough examination of the most comprehensive survey on racial inequality in decades is essential for informed action. The toxic ideologies, intolerance towards cultures, and politicisation of peaceful protests and manufacturing meaning out of everything have ruined the fabric of our nation, mentally and physically. From the boardroom to the bedroom, Britain needs to work on its microaggression and impulses.
