We are delighted to announce that SSG Training and Consultancy is now a member of the <a target="_blank" rel="noopener noreferrer nofollow" class="link" href="http://www.celnor.com/">Celnor Group </a>in their Risk Management division.Celnor is a fast-growing group of specialist businesses in the Testing, Inspection, Certification and Compliance (TICC) sector. The Group brings together leading organisations that share a commitment to quality, innovation and exceptional customer service. By joining Celnor, SSG becomes part of a wider network of complementary businesses working together to help organisations manage risk, improve performance and create safer, more sustainable workplaces.At SSG, we remain dedicated to inspiring people and businesses to work safely and sustainably. Our team of specialist and chartered practitioners bring expertise from across multiple industries, providing practical and innovative solutions that support effective workplace management.“We’re thrilled to be joining the Celnor Group - an organisation that shares our passion for quality, innovation, and customer focus. This partnership marks an exciting new chapter for SSG, enabling us to help even more organisations create safer, more sustainable workplaces. With Celnor’s support and investment, we’ll enhance our services, expand our reach, and open up exciting opportunities for our team.” Mark Salmon, Managing Director, SSG Training and Consultancy.“SSG are a fantastic addition to the Group. Their services greatly complement other Celnor Group members, strengthening the group’s Risk Management division and offering clients a more comprehensive range of expertise to meet evolving compliance and risk management challenges. I look forward to working with Mark and the wider team and support their growth journey.” Simon Parrington, CEO and Founder, Celnor.

We are delighted to announce that SSG Training and Consultancy is now a member of the Celnor Group in their Risk Management division.

Exciting News - We're joining the Celnor Group 

We are proud to unveil an exciting new sponsorship with Plymouth Argyle, securing prime pitch-side LED advertising at the club’s Home Park stadium for the 2025/26 season.The feature will see our advert in a full minute LED takeover during every league home fixture for both the men’s and women’s teams, connecting the brand with thousands of passionate supporters week after week. With around ten of Argyle’s men’s home matches expected to be broadcast live on Sky Sports, we will also gain nationwide exposure, reaching audiences across the country.This sponsorship reflects our commitment to helping organisations build safer, healthier and more positive workplaces, through our trusted health, safety and HR training and consultancy services.We can’t wait to be part of Argyle’s journey this season and look forward to unforgettable moments at Home Park.Discover how we can elevate your business at <a target="_blank" rel="noopener noreferrer nofollow" class="link" href="http://www.ssg.co.uk">www.ssg.co.uk</a> or call 01752 201616.

We are proud to unveil an exciting new sponsorship with Plymouth Argyle.

SSG announce LED advertising sponsor with Plymouth Argyle!

Recent research has shown that between 2017 and 2024 the number of race discrimination claims has tripled. The primary reasons are likely to be increased awareness by employees of legal protections and a growing willingness to call out both blatant and “unconscious” bias.In this article we will look at what employers can learn from two recent cases.<h3 id="854565ea-11b2-4227-bbe5-2316326661be" data-toc-id="854565ea-11b2-4227-bbe5-2316326661be">Accents and harassment</h3>In the case of Miss Carozzi vs University of Hertfordshire, an Employment Appeal Tribunal (EAT) found that comments about an employee’s accent was harassment related to race. In the case Carozzi, who is a Brazilian Jew, argued that comments by colleagues saying she was “hard to understand” violated her dignity.The EAT found that an accent may form a key part of a person’s national or ethnic identity. It found that harassment does not require discriminatory intent. Instead, a comment only needed to be related to race and be considered as offensive for it to be deemed as harassment.<h3 id="98c249f0-a0c4-44e7-bdc3-3a4230d13f8c" data-toc-id="98c249f0-a0c4-44e7-bdc3-3a4230d13f8c">Learning for employers</h3><ul><li>Focus on prevention by conducting awareness training for all employees.</li><li>Training needs to begin at induction to set the culture and standards from day one.</li><li>Make awareness training an annual occurrence.</li><li>Assess how employees demonstrate respectful behaviours during annual reviews.</li><li>Consider implementing company values that underpin interactions as all levels.</li></ul>By taking these actions, an employer can demonstrate they have taken all reasonable steps to prevent harassment.<h3 id="84d8433b-968b-4a51-9a1c-6c451c444cc1" data-toc-id="84d8433b-968b-4a51-9a1c-6c451c444cc1">Company cultures which tolerate racist comments</h3>In a second case, Mr Mbonu successfully claimed at tribunal that his employer, the Secretary of State for Justice, had tolerated a culture where employees openly made racist remarks without consequence.He argued that the acceptance of this culture led to a situation where allegations of misconduct against him resulted in him being dismissed for gross misconduct but other employees who faced similar allegations received lesser sanctions.Mr Mbonu successfully argued that this inconsistency demonstrated less favourable treatment due to race.<h3 id="6e9b3f9a-bf29-4469-ad47-73e6d61ae873" data-toc-id="6e9b3f9a-bf29-4469-ad47-73e6d61ae873">Learning for employers</h3>Consistency - The case of Mr Mbonu emphasises the need for consistency in how employers address concerns about conduct and performance. Employers need to adhere to their own disciplinary and capability processes to reduce the risks of employers claiming they are acting without consistency.The need for consistency equally applies to decisions on recruitment, promotion and training.Embed policies – Employers need to ensure that their harassment and bullying policy is reissued annually to employees and that awareness is reinforced. This can be through toolbox talks, team discussions, workshops or talking through real tribunal cases and what the team can learn from them.Role model behaviours – Employers need to ensure that leaders role model the correct behaviours and demonstrate there can be no tolerance of racism.Culture – The case of Mr Mbonu shows the importance of addressing a culture where harassment is tolerated. Incidents of harassment must be investigated and appropriate internal action taken against perpetrators. Otherwise company directors and organisational leaders risk tribunals and costly legal expenses.

Recent research has shown that between 2017 and 2024 the number of race discrimination claims has tripled.