Talking about race and ethnicity at work

Using inclusive language in the workplace

• Consider which racial or ethnic groups you're talking about. Make sure the terms you're using accurately reflect them
• Avoid using umbrella terms unnecessarily and remember they do not refer to a singular homogenous ethnic group
• Always explain acronyms in full in any writing, particularly at first use, and avoid pronouncing or writing them as distinct words
• Look for more detailed data and insights wherever possible. This will help you to better recognise, understand and reflect the experiences of different minoritised ethnic groups
• Accept and acknowledge that ethnicity is an integral part of a person’s identity and treat it as such
• Avoid describing a person’s identity as ‘BAME’
• Respect people’s preferences and allow options to self-describe when asking survey questions
• It’s okay to clarify how people describe their identity but first consider why you need to know. Avoid making racially minoritised individuals feel like outsiders by asking questions like “where are you from?”
• Continue to educate yourself. Listen and learn as language continually evolves
• Own and learn from your mistakes. Apologise if you get terminology wrong and cause offence

The history of language

It's important to understand the meaning behind the terms we use to address people:

• 1950s and 60s – the UK experienced significant migration from Africa, the Caribbean and South Asia. Migrants were collectively referred to as “coloureds”
• 1970s – the term “black” was used to describe individuals of African, Caribbean, and South Asian heritage
• 1990s – the term “black” became impractical due to the growing diversity of Britain's minority ethnic communities. The 2001 census introduced more specific categories: Mixed, Black, Asian, and Chinese or Other
• Up to 2020: “black and minority ethnic (BAME)” was the prevalent term. The Black Lives Matter movement and the COVID-19 pandemic prompted a re-evaluation of this acronym, highlighting the need for more precise terminology

Race and ethnicity

The terms ‘race’ and ‘ethnicity’ are often used interchangeably.

However, these terms evolved in different ways and do not always have the same meaning.

Equality Act definitions

In the Equality Act 2010, race is a protected characteristic.

It is defined as including skin colour, ethnic or national origin, or nationality.

There is some overlap with the characteristic of religion or belief. Jewish people and Sikhs are classed as ethnic groups under the Equality Act.

Muslims are not considered an ethnic group but a religious group under the Equality Act’s definitions.

Intersectionality

Intersectionality is a concept that recognises individuals hold multiple, overlapping identities.

People with multiple identities face unique challenges due to those identities overlapping.

People with multiple identities face different forms of discrimination and privilege.

For example, a black woman may face obstacles that a white woman or black man might not.

A black or Asian woman will likely have experienced some level of microaggression (a subtle or unconscious action or comment that shows prejudice) on their ethnicity.

This could include comments about their name or about their presumed culture.

Our Race for Inclusion report highlights pay disparities between black and white solicitors.

There is a clear pay disparity between men and women, but also between white women and minority ethnic women.

Ethnic minority, minority ethnic or minoritised ethnic

These terms usually refer to racial and ethnic groups that are in a minority in the population.

In the UK, they usually cover all ethnic groups except White British.

For example, they include white minority ethnic groups such as Polish or Gypsy, Roma and Irish Traveller.

‘Minority ethnic’ is sometimes preferred over ‘ethnic minority’.

Use of ‘minority ethnic’ was proposed to help counter the use of the term ‘ethnic’ when referring to people who are not White British.

Some felt that by not putting ‘ethnic’ first, ‘minority ethnic’ better recognised the fact that everyone has an ethnicity including White British people.

You could also use ‘minoritised ethnic’, 'racially minoritised’ or 'global majority'. These recognise that individuals have been minoritised through social processes of power and domination, rather than just existing in distinct statistical minorities.

It also better reflects the fact that ethnic groups that are minorities in the UK are majorities in the global population.

You should be aware of the negative consequences of grouping all minoritised individuals together in this way, especially when they all have different experiences and attitudes.

For example, some people self-describe as British Indian or British Caribbean as they are proud of both cultures.

Always consider using these terms carefully and be prepared to clarify which races and/or ethnicities you are speaking about.

Differences may occur due to:

• level of integration in the host society or conservatism
• observance of religion
• attitudes towards gender equality
• level of education and employment

If you are unsure what to say, always ask the individual how they prefer to be described.

'BAME' and 'BME'

'BAME' (Black, Asian and minority ethnic) and 'BME' (Black and minority ethnic) have been used to refer to people of non-white ethnicities who are minoritised in the UK.

These categories do not tend to include white minority ethnic groups, but they do include those who identify as having a mixed ethnicity.

Both 'BAME' and 'BME' are often used when making comparisons with the white population in the UK.

The acronyms reflect a common way of gathering and collating statistics. For example, by the Office for National Statistics (ONS) and in company diversity monitoring.

'BAME' became more frequently used than 'BME' to recognise the significant and distinct Asian population in the UK.

The ‘Asian’ category used by the ONS includes South Asian ethnicities (for example, Indian, Bangladeshi and Pakistani) and East Asian ethnicities (for example, Chinese).

Use of the term 'BAME' has been increasingly criticised.

'BAME' groups diverse ethnicities together, implying a singular or homogenous ethnic identity. This is why some people are uneasy with the term and view it as controversial.

For more information on the topic, listen to our podcast ‘Is BAME problematic?’.

Since 2021, the BBC, ITV, Channel 4 and Channel 5 have committed to avoid using the acronym wherever possible.

However, it may still be appropriate in some contexts. For example, when you are making statistical comparisons between white and black, Asian and minority ethnic populations.

Research has found many people do not know what ‘BAME’ stands for. If you are using it, you should write out the acronym in full at first use.

You should also use capitals and avoid writing ‘Bame’ or pronouncing it as a word. This implies it's a distinct word or identity.

The population of the UK has become much more ethnically diverse. The range of differing experiences and identities has grown.

We need to do more to acknowledge this and improve our understanding of the experiences of different racial or ethnic groups, rather than lumping everyone together.

When collecting data and doing analysis, we should seek to move beyond simplistic comparisons wherever possible.

Terms such as 'BAME' or 'BME' should not be used as a replacement for directly addressing a specific racial or ethnic group or individual when that is who we are speaking about.

For example, avoid saying: “He’s a BAME solicitor.” Where possible be specific and say, “he’s a black solicitor” or “she’s an Asian solicitor”.

‘BAME’ and ‘BME’ are not adjectives and do not describe an individual identity.

Before mentioning someone’s race or ethnicity, consider whether it’s necessary.

People of colour

‘People of colour’ is primarily used in the USA. It has not been fully adopted in the UK, although it has become more popular.

Some people think it’s a more positive term than 'BAME' or 'BME'.

Others see it as similarly problematic as it groups together people of great ethnic diversity and different shared experiences and identities.

White privilege

White privilege is the innate advantage white people have within society solely based on their race. This can manifest in many ways.

Some examples include:

• people that look like you are largely represented within media
• you can easily find products which match your skin tone and hair type
• your history is a part of the curriculum
• you generally have a positive relationship with the police

The term does not discount the challenges white people have faced.

Although people of all races can have similar negative and challenging experiences, white people will not suffer the additional biases of race. ‘White privilege’ describes this reality.

Anti-racism

Anti-racism is an active commitment to working against racial injustice and discrimination.

It's making conscious and thoughtful decisions regarding your own behaviours and how they negatively influence your own biases and actions.

You do not have to be completely free of racism or bias to be anti-racist.

Part of the role as an anti-racist person is self-reflection and self-improvement.

An anti-racist is different from a non-racist due to the active nature of the position.

To be anti-racist is to be an active part of the solution, whereas a non-racist is a bystander of the problem.