When racism happens at work, one of the hardest things can be figuring out what to do next. You might feel angry, shaken, or unsure whether what happened “counts” as racism. At the same time, you may be weighing up very real concerns: Will speaking up damage your career? Will people believe you? Is it worth the emotional energy?
Over the past year, we have been listening to people across the charity and social impact sector about their experiences of racism at work. Sometimes the stories are subtle. Sometimes they are brutal. More often, they sit somewhere in between: everyday moments that accumulate and slowly wear people down.
One theme came up again and again in these conversations: uncertainty about what to do when racism happens. Many people know that formal and legal routes exist, but far fewer feel confident navigating them. Others are unsure whether pursuing formal action is the right step for them at all.
The reality is that responding to racism at work is rarely a straightforward decision. People are balancing their wellbeing, their financial security, their relationships with colleagues and their hopes for their careers. For many, the question is not simply “What are my rights?” but “What is the safest and most realistic path forward for me?”
Formal complaints and legal routes exist for a reason, but they are not the only options and they are not always the first step people want to take. If you are navigating racism at work, it can help to understand the different pathways available and what each of them might involve.
Legal action is only one pathway
Many people told us they wanted clearer explanations of what legal routes actually involve: what happens during a grievance process, how employment tribunals work, and what kind of evidence might be needed.
Just as importantly, people wanted to understand the full range of options available to them.
For some, the most appropriate step might be raising an issue informally with a manager or senior colleague. For others, it might involve mediation or facilitated conversations. Sometimes people want to seek external advice before deciding what to do next. And sometimes, people simply want to speak to others who understand what they are going through.
Start by documenting what happened
Even if you are not planning to make a formal complaint right now, it can be helpful to keep a record of incidents. Write down what happened as soon as you can. Include dates, locations, who was present, and exactly what was said or done. If there are emails, messages or documents connected to the situation, keep copies somewhere safe.
This is useful for two reasons. First, it helps you reflect more clearly on patterns over time. Second, if you later decide to raise the issue formally, having a record can make the process much easier.
Decide whether you want to address it informally
Sometimes people choose to raise an issue directly with a colleague or manager. This might involve a conversation where you explain what happened and how it affected you.
This route can sometimes resolve situations quickly, particularly if the person involved did not understand the impact of their actions. However, it is not always appropriate, especially where power dynamics are involved. If you are considering this option, think about whether you would feel safe having that conversation and whether you want someone else present.
Consider mediated conversations
Some workplaces offer mediation services where an independent person facilitates a structured conversation between those involved.
Mediation can sometimes help where there has been conflict or misunderstanding, and where both parties are willing to engage. However, it may not be suitable in situations involving serious discrimination or where you do not feel safe interacting with the other person.
Seek external advice before deciding what to do
Many people find it helpful to speak to someone outside their workplace before taking any next steps. Organisations such as ACAS, Citizens Advice, trade unions and specialist legal services can help explain your rights and talk through possible options. These conversations can help you understand what formal processes might involve and what timelines look like.
Importantly, speaking to an advisor does not commit you to taking legal action. It simply gives you more information to work with.
If there is no HR, look outside the organisation
Many smaller charities and community organisations do not have formal HR teams. Even where HR exists, some people feel uncomfortable raising sensitive issues internally. In these cases, external advice becomes even more important. Professional networks, advocacy organisations and community groups can also provide informal support and guidance.
Find people you trust
Experiencing racism at work can feel incredibly isolating. Talking to trusted friends, mentors or peer networks can help you think through your options. Sometimes the most valuable support comes from speaking to people who have navigated similar situations. They may not have all the answers, but they can help you feel less alone in the process.
Experiencing racism at work can be isolating, but you do not have to navigate these decisions alone. Seeking advice, speaking to trusted peers, or connecting with organisations that provide support can help you think through what the next step might look like.
There is no single “right” decision
People often feel pressure to respond to racism in a particular way. In reality, everyone’s situation is different. Some people pursue formal complaints or legal action. Others raise concerns informally. Some decide that the safest choice is to prioritise their wellbeing and move on.
It’s not a “one-size-fits all” approach
There is no single “correct” way to respond to racism at work, and the decision about what to do next will look different for everyone.
For some people, raising a grievance or pursuing legal action feels important (read more about that here) in order to hold an organisation accountable and prevent the same behaviour happening to others.
For others, the safest or most realistic choice may be to address the issue informally, seek support from trusted networks, or focus on protecting their own wellbeing and stability. These decisions are rarely made in isolation. They are shaped by financial pressures, power dynamics in the workplace, the level of support available, and the emotional energy someone has at that moment in time.
What matters most is that you have clear, accessible information about the options available to you, and the space to think through what each of those options might involve. Having that understanding can make it easier to make decisions that feel considered and grounded, rather than rushed or pressured.
Ultimately, the goal is not to push people towards a particular route, but to ensure that anyone facing racism at work has the knowledge, support and confidence to decide what is right for them.
This article and all its content is for information only and does not constitute legal advice. All partners involved in developing this toolkit cannot provide employment law advice. If you need legal advice or support, please refer to the organisations and resources signposted.