On Linked In, I examine common jargon through the lens of Equality Act compliance.
Recently, I considered the concept of “decolonisation of the workplace”.
With an open mind, I listened to episode 241 of a podcast by Diverse Minds UK Ltd, titled “Decolonising the Workplace”, aiming to understand its relevance to employment practice and Equality Act compliance.
However, I found the discussion heavily laden with jargon and seemingly focused on historical grievances rather than clear, actionable steps for workplace equality. Much of it felt performative rather than practical.
What is this from EA compliance point of view ?
A particular concern was the use of the terms “white guilt” or elsewhere “white fragility”. While originally introduced as academic concepts—the latter coined by Robin DiAngelo—they risk significant legal and HR implications in a workplace setting. Labelling an entire demographic in a negative way based on skin colour depending on context could amount to unlawful harassment under the Equality Act, regardless of intent.
Implications for DEI Practices and practitioners:
So, while this post may not offer a definitive solution, one key takeaway is clear: employers should be cautious about training that promotes terminology or concepts which stereotype demographic groups, as this could lead to legal risk.
Equality Act Thought For The Day: Decolonisation of the Workplace
