What is Race Discrimination?
Race discrimination happens when someone is treated unfairly or less favourably because of their race. Under UK law, specifically the Equality Act 2010, race discrimination is unlawful in many areas of life, including at work, in education, when using public services, or when buying goods and services.
The law defines "race" broadly. It covers not just your skin colour, but also your nationality, and your ethnic or national origins. This means you are protected whether the unfair treatment relates to where you were born, your cultural background, or your citizenship.
Some common examples of race discrimination include:
- Being refused a job interview because of your surname or accent.
- Receiving poorer service in a shop or restaurant because of your race.
- Facing harassment at work due to your nationality or ethnic background.
- Being excluded from school activities because of your colour or origins.
Race discrimination can be direct – such as being treated worse than someone else because of your race – or indirect, where a policy or rule applies to everyone but puts people of a certain race at a disadvantage. Harassment and victimisation related to race are also unlawful.
The Equality Act 2010 is the main law that protects people from race discrimination in England, Wales, and Scotland. It lists race as one of the protected characteristics under the Equality Act 2010, meaning it is illegal to discriminate against someone because of their race in most situations.
If you want to understand more about what discrimination means and how race discrimination fits within the law, it’s helpful to look at the broader definitions and protections provided by the Equality Act.
For a clear overview of your rights and the legal protections against race discrimination, you can find practical guidance and examples on the Acas website. This resource explains how the law applies in real-life situations and what steps you can take if you think you have experienced discrimination because of your race.
Types of Race Discrimination
Types of Race Discrimination
Under the Equality Act 2010, there are several ways race discrimination can occur in the workplace, education, public services, or everyday life. Understanding the different types can help you recognise when discrimination has happened and what your rights are.
Direct Race Discrimination
Direct race discrimination happens when someone is treated less favourably than another person because of their race, colour, nationality, or ethnic or national origins. The law protects you even if the discrimination is based on someone else’s perception of your race, or because of your association with someone of a particular racial group.
Example:
A qualified Black candidate is rejected for a job, while a less qualified White candidate is hired instead. If the decision was based on race, this is direct discrimination.
Indirect Race Discrimination
Indirect race discrimination is more subtle. It occurs when an organisation applies a policy, rule, or practice that appears neutral but disadvantages people of a particular race, colour, nationality, or ethnic background compared to others. This type of discrimination is only lawful if the organisation can show it is a proportionate means of achieving a legitimate aim.
For the legal definition, see Equality Act 2010, Section 19.
Example:
A company requires all employees to have UK qualifications, which may indirectly disadvantage people of certain nationalities, unless the requirement can be objectively justified.
Harassment Related to Race
Harassment occurs when someone engages in unwanted conduct related to race that has the purpose or effect of violating your dignity, or creating an intimidating, hostile, degrading, humiliating, or offensive environment. Harassment does not have to be intentional – if the behaviour makes you feel uncomfortable or threatened, it may be unlawful.
Example:
A colleague repeatedly makes racist jokes or comments about your ethnic background, making you feel embarrassed or distressed at work.
Victimisation
Victimisation happens when you are treated unfairly because you have made a complaint about race discrimination, supported someone else’s complaint, or raised concerns about discriminatory behaviour. The law protects you from being punished or disadvantaged for standing up for your rights or helping others do the same.
You can read the legal definition in Equality Act 2010, Section 27.
Example:
After reporting race discrimination to your employer, you are ignored for promotion opportunities or excluded from team activities as a result.
Recognising these different types of race discrimination can help you decide what steps to take if you believe you have been treated unfairly. If you want to know more about your rights or how to take action, explore the related sections on this page.
Where Race Discrimination Can Occur
Race discrimination can happen in many areas of everyday life. The Equality Act 2010 makes it unlawful to treat someone unfairly because of their race, colour, nationality, or ethnic or national origin. Understanding where race discrimination can occur can help you recognise when your rights might have been breached.
In the Workplace
Race discrimination is prohibited in all aspects of employment. This includes:
- Recruitment: Employers cannot refuse to interview or hire someone because of their race or ethnic background.
- Promotion and Training: Denying opportunities for advancement or training on racial grounds is unlawful.
- Pay and Benefits: Employees must receive equal pay and benefits for equal work, regardless of race.
- Dismissal: It is illegal to dismiss someone because of their race.
- Working Conditions: All employees are entitled to a workplace free from harassment, bullying, or unfair treatment based on race.
Example: If a qualified candidate is overlooked for a job or promotion in favour of someone less qualified, and race is a factor, this could be direct race discrimination.
In Education
Schools, colleges, and universities must not discriminate against students or applicants because of race. This covers:
- Admissions: Refusing admission or placing unfair barriers for certain racial groups is unlawful.
- Treatment by Staff: Students must not be harassed or treated less favourably by teachers or staff because of their race.
- Access to Courses and Facilities: All students should have equal access to courses, extracurricular activities, and facilities.
Example: If a school disciplines students of a particular ethnic background more harshly than others for similar behaviour, this may amount to race discrimination.
When Using Services
It is against the law for service providers to discriminate on racial grounds. This includes:
- Shops and Retail: Refusing service or providing poorer service because of race is unlawful. Learn more about your rights against discrimination in retail.
- Healthcare: Medical professionals must provide equal care and access to all, regardless of race.
- Transport: Public transport providers cannot refuse travel or treat passengers unfairly due to their race.
- Public Services: Local councils, government departments, and the police must all act without discrimination.
If you experience unfair treatment in any of these settings, our guide on fighting discrimination in services can help you understand your options. You may also want to read about your consumer rights and discrimination for more on how the law protects you when buying goods or services.
Example: If a shop assistant follows customers of a certain ethnicity around the store or refuses to serve them, this is likely to be unlawful discrimination.
In Housing
Race discrimination is also illegal in housing. This includes:
- Renting or Buying Property: Landlords and estate agents must not refuse to rent or sell property based on race or ethnic background.
- Terms and Conditions: Offering less favourable terms or higher deposits to certain groups is unlawful.
- Treatment by Landlords or Agents: Tenants must not be harassed or treated unfairly due to their race.
Example: If an estate agent tells a prospective tenant that a property is no longer available, but then offers it to someone of a different race, this could be a case of direct discrimination.
Discrimination law in the UK has developed over time, with the Race Relations Act 1976 laying important groundwork before being replaced by the Equality Act 2010. If you believe you have experienced race discrimination in any of these settings, you have legal rights and options to challenge unfair treatment.
Your Rights Under the Equality Act 2010
The Equality Act 2010 offers strong protection against race discrimination in the UK. It makes it unlawful to treat someone unfairly because of their race, colour, nationality, or ethnic or national origins. This protection applies in many areas of everyday life, including at work, in education, when using public or private services, and when renting or buying property.
What Does the Law Protect?
The Equality Act 2010 sets out a list of protected characteristics, including race. This means you are legally protected from discrimination if you are treated less favourably because of your race or related characteristics.
Under Section 13 – Direct discrimination, it is unlawful for someone (such as an employer, service provider, educator, or landlord) to treat you worse than others simply because of your race. For example, refusing to hire someone because of their ethnic background, or providing a lower standard of service based on nationality, would count as direct discrimination.
Who Has to Follow These Rules?
The law places clear obligations on a wide range of organisations and individuals, including:
- Employers: Must not discriminate in recruitment, promotion, pay, or workplace treatment.
- Service providers: Shops, banks, healthcare, and other providers must offer services fairly to everyone.
- Schools and colleges: Must not treat students or applicants less favourably because of race.
- Landlords and letting agents: Must not refuse accommodation or treat tenants unfairly based on race.
These organisations must also take steps to prevent indirect discrimination, which can happen when a policy or practice puts people of a particular race at a disadvantage, even if it was not intended.
Reasonable Adjustments and Support
In some situations, the Equality Act 2010 also requires organisations to make changes – known as reasonable adjustments – to ensure people from different racial or ethnic backgrounds are not unfairly disadvantaged. Section 20 – Duty to make adjustments sets out this obligation. For example, this could involve providing information in different languages or adapting recruitment processes to remove barriers.
Why Knowing Your Rights Matters
Understanding your rights under the Equality Act 2010 is the first step to challenging unfair treatment. If you believe you have experienced race discrimination, knowing the law can help you take action – whether that means raising a concern with your employer, making a formal complaint, or seeking legal advice.
For a full overview of all the characteristics the law protects, see the Equality Act 2010 protected characteristics. If you want to learn more about how direct discrimination is defined, you can read Section 13 – Direct discrimination. For more details on reasonable adjustments, see Section 20 – Duty to make adjustments.
By understanding your rights, you are better equipped to protect yourself and others from race discrimination and ensure fair treatment in all areas of life.
How to Take Action Against Race Discrimination
How to Take Action Against Race Discrimination
If you believe you have experienced race discrimination – whether at work, in education, when using services, or in everyday life – there are clear steps you can take to protect your rights and seek justice. The law in the UK, specifically the Equality Act 2010, makes it illegal to treat someone unfairly because of their race, colour, nationality, or ethnic background. Here’s what you can do if you think you’ve been discriminated against:
1. Gather Evidence
Start by collecting as much information as possible about what happened. This can include:
- Written records of incidents (dates, times, what was said or done, and by whom)
- Emails, messages, or other correspondence
- Witness statements from people who saw or heard the discrimination
- Any relevant policies or procedures from your employer, school, or service provider
Having clear evidence will help you explain your case and support any complaint or legal action you take.
2. Raise Concerns Informally
Often, the first step is to talk directly to the person or organisation responsible. You might:
- Speak to your manager, HR department, or union representative at work
- Contact the service provider or educational institution’s complaints team
- Explain clearly what happened, how it made you feel, and what you would like to happen next
Many issues can be resolved at this stage, especially if the discrimination was unintentional or due to a misunderstanding.
3. Make a Formal Complaint
If informal discussions do not resolve the issue, you can make a formal complaint. This usually involves:
- Following your employer’s grievance procedure at work
- Using the official complaints process for schools, colleges, or service providers
Be sure to keep copies of any letters or forms you submit, and note any deadlines for making a complaint. If your complaint is about discrimination at work, you can find detailed guidance on the process and your rights by visiting If you’ve been discriminated against at work – Acas.
4. Seek Advice and Support
You don’t have to deal with race discrimination alone. You can get free, confidential advice from:
- The Equality Advisory Support Service (EASS)
- Citizens Advice
These organisations can help you understand your rights, review your evidence, and guide you through the complaints process. They can also help you decide whether to take your case further.
5. Consider Mediation or Alternative Dispute Resolution
Sometimes, mediation or another form of dispute resolution can help both sides reach an agreement without going to court or tribunal. This is often quicker and less stressful than formal legal action. Ask your employer or the relevant organisation if mediation is available.
6. Bringing a Legal Claim
If your complaint isn’t resolved, you may be able to take legal action. This could mean making a claim to an employment tribunal (for work-related discrimination) or to the courts (for discrimination in services, education, or other areas).
Key points to remember:
- Time limits: You usually have three months (less one day) from the date of the discriminatory act to start a claim in an employment tribunal. For court claims, the time limits can vary, so seek advice as soon as possible.
- Evidence: The more detailed your records and supporting evidence, the stronger your case will be.
- Legal framework: Your claim will be based on the Equality Act 2010, which sets out your rights and the responsibilities of employers, service providers, and others.
You can learn more about the process and what to expect from an Employment Tribunal.
7. Ongoing Support
Facing race discrimination can be emotionally challenging. It’s important to seek support from friends, family, or professional organisations throughout the process. Advice and support can help you feel more confident and informed about your options.
Taking action against race discrimination is your right. If your experience relates to other forms of unfair treatment, such as workplace bullying and discrimination, or if you need guidance on challenging discrimination in services, further information is available. For those facing discrimination in shops or when buying goods, see our guide on taking action against discrimination in retail.
Remember, understanding your rights under the Equality Act 2010 is the first step to standing up against race discrimination. If you’re unsure what to do next, don’t hesitate to seek advice and support.
Other Types of Discrimination Under the Equality Act 2010
The Equality Act 2010 doesn’t just protect people from race discrimination – it covers a wide range of unfair treatment based on what are known as protected characteristics. These characteristics are specific aspects of your identity that the law recognises as needing protection. Understanding these other types of discrimination can help you see the full scope of your rights and ensure you’re better equipped to challenge any unfair treatment you might face.
In addition to race, the Equality Act 2010 protects against discrimination based on:
- Age: You are protected from age discrimination, whether you are young or old. This can include being treated unfairly at work, in education, or when accessing services because of your age.
- Disability: Disability discrimination happens when someone is treated unfairly due to a physical or mental impairment. The law also requires reasonable adjustments to help disabled people overcome barriers.
- Gender and Sex: Protection extends to gender and sex discrimination, which covers unfair treatment because of your gender or if you are treated differently because you are a man or a woman.
- Pregnancy and Maternity: If you are pregnant or on maternity leave, you are safeguarded from pregnancy and maternity discrimination, ensuring you’re not treated less favourably at work or in other areas of life.
- Sexual Orientation: The law protects you from sexual orientation discrimination, whether you are gay, lesbian, bisexual, or heterosexual.
- Trans and Non-Binary: There are specific protections against trans and non-binary discrimination, ensuring fair treatment regardless of gender identity.
- Religion or Belief: You are also protected from religious or belief-based discrimination, which covers unfair treatment because of your faith, beliefs, or lack of belief.
Each of these forms of discrimination is unlawful in key areas such as employment, education, housing, and when accessing goods and services. For a comprehensive overview of all your rights and the legal definitions, you can read the full text of the Equality Act 2010.
If you think you have experienced discrimination based on any of these characteristics, it’s important to learn about your legal protections. Exploring related topics – like age discrimination, disability discrimination, gender and sex discrimination, pregnancy and maternity discrimination, sexual orientation discrimination, trans and non-binary discrimination, and religious or belief-based discrimination – can help you understand how the law applies to different situations.
Knowing your rights across all protected characteristics means you can spot discrimination more easily and take informed action if necessary. For more detailed guidance on how these protections work in practice, visit the government’s page on protected characteristics.
