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A 1981 report identified both "racial discrimination" and an "extreme racial disadvantage" in the UK, concluding that urgent action was needed to prevent these issues becoming an "endemic, ineradicable disease threatening the very survival of our society". [26] The era saw an increase in attacks on black and Asian people by white people.
Rear face of a Holborn Trades Council leaflet promoting a 1943 anti-discrimination meeting, and citing the cases of Amelia King and Learie Constantine (transcription). In the United Kingdom, racial segregation occurred in pubs, workplaces, shops and other commercial premises, which operated a colour bar where non-white customers were banned from using certain rooms and facilities. [1]
The Race Relations Act 1976 (c. 74) was established by the Parliament of the United Kingdom to prevent discrimination on the grounds of race. The scope of the legislation included discrimination on the grounds of race, colour, nationality, ethnic and national origin in the fields of employment, the provision of goods and services, education and public functions.
Labour and criminal exploitation is the most prevalent forms of modern slavery identified in the UK. The most common nationality of potential victims in 2020 was UK nationals, accounting for 34% (3,560) of all referrals. The second most referred nationality was Albanian (15%; 1,638), followed by Vietnamese nationals (6%; 653).
The term “racial gatekeepers” describes public figures of ethnic minority backgrounds who support policies that disenfranchise marginalised groups, but manage to evade criticism for doing so ...
Maternity refers to the period after the birth, and is linked to maternity leave in the employment context. In the non-work context, protection against maternity discrimination is for 26 weeks after giving birth, and this includes treating a woman unfavourably because she is breastfeeding. Race. Refers to the protected characteristic of Race.
United Kingdom employment equality law is a body of law which legislates against prejudice-based actions in the workplace. As an integral part of UK labour law it is unlawful to discriminate against a person because they have one of the "protected characteristics", which are, age, disability, gender reassignment, marriage and civil partnership, race, religion or belief, sex, pregnancy and ...
The Race Relations Board was rather weak in its enforcement capabilities, being limited to conciliation and an assurance not to return to the discriminatory behavior. [10] It was "a weak piece of legislation" and failed to end racial discrimination in the UK fully. [11] The act did not apply in Northern Ireland. [12]