HR | Employment Law | Health & Safety

01244 893776

training

Georges v Pobl Group Ltd

» Share This Post

Share on facebook
Share on linkedin
Share on twitter
Share on email

Equality and diversity courses are vital in workplaces all over the country these days. However, handling them correctly is key because as the Georges v Pobl Group Ltd case shows us, there’s a risk of racial harassment taking place in a context where the aim is to avoid such instances.

In the case of Georges v Pobl Group Ltd, G attended a course designed to teach attendees about issues relating to equality and diversity in the workplace. The tutor running the course wrote an offensive word to describe black people on a chart and proceeded to ask attendees to shout out the most offensive derogatory words they know.

G was the only black person in the room and was distressed by the experience. After this, G signed off sick; later an ET upheld a racial harassment claim from G. The shock caused by the experience had a profound impact.

No Rationale for the Use of Racially Offensive Words

When the racial harassment claim was upheld, it was made clear that although there was no intention to cause offence, the exposure to those words shouted out in that manner was enough to make G feel very uncomfortable and offended.

The degrading nature of racially offensive words and the connotations they carry mean that people should not have been exposed to them in that context. There was judged to be no rationale for the use of such loaded and racially offensive words, even if the aim was to educate about the impact of discrimination and bigotry.

About The Author.

James Rowland

James Rowland

James is the Commercial Director at Neathouse Partners. He is responsible for all Account Management, Sales & Marketing within the company. Having gained a BSc in Psychology and further study for his post-grad Law degree, James embarked on his legal career in 2014. Since then, he has become an Associate Director at a national Employment Law boutique, studied for a Masters in Marketing, and as of 2018, been a Director at Neathouse Partners. Outside of the office, James is a keen cricketer, playing very badly (he calls himself a Batsman but averages single figures) in the Cheshire League for Nantwich CC. He also loves watching his childhood football team, Crewe Alexandra, and is an avid lover of cinema (his favourite film being Pulp Fiction). Feel free to connect with James on LinkedIn.
Sex discrimination
Discrimination

Sex Discrimination

As one of nine protected characteristics, employees cannot be discriminated against on the grounds of their sex, as covered by the Equality Act 2010. Despite

Mental Health In The Workplace
Absence

Mental Health In The Workplace

With 1 in 4 people experiencing mental health problems each year, that’s a quarter of your employees that could be struggling with their mental health,

Share:

More Posts

Sex discrimination

Sex Discrimination

As one of nine protected characteristics, employees cannot be discriminated against on the grounds of their sex, as covered by the Equality Act 2010. Despite

Mental Health In The Workplace

Mental Health In The Workplace

With 1 in 4 people experiencing mental health problems each year, that’s a quarter of your employees that could be struggling with their mental health,