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.

Preventing race discrimination – What employers can learn from recent tribunal cases

An employee’s dismissal for greeting a manager with the phrase “top of the morning to ya” has been found to be unfair at tribunal.In the case, Karl Davies, who worked for a ready meal manufacturer, greeted a manager with the phrase whilst assuming a mock Irish accent. At the time, the manager was escorting a visitor at the plant who had red hair. The company investigated the incident as alleged racial harassment.The manager appointed to investigate was one whom Mr Davies had raised a grievance against, which was still unresolved when the process began.The tribunal judge noted that Mr Davies manner and use of the accent was “reprehensive, mocking and goading” and noted that he did not approve of the mocking nature of the greeting, but he did not find that Mr Davies purpose had been to racially harass his manager.The judge found the investigation to be fundamentally flawed though a lack of impartial investigation that directly contributed to the unfair decision to dismiss Mr Davies for harassment.The company had also ignored Mr Davies previous clean disciplinary record and 27 years of employment with the company. The judge ruled that Mr Davies should be awarded £16,500 in compensation.<h3 id="d9e44aaa-4a2d-45a5-a690-0fe4252cc4c4" data-toc-id="d9e44aaa-4a2d-45a5-a690-0fe4252cc4c4">Learning for employers</h3><ul><li>Arrange annual refresher training on harassment and bullying that always covers the need for respectful and inclusive language and terms. Ensure staff at all levels understand that it is not appropriate to make jokes or comments that might be perceived by the recipient as culturally insensitive.</li><li>During training give employees examples of harassment. Provide examples of jokes that would be perceived as racist, sexist, homophobic or ageist. Discuss derogatory or stereotypical remarks about a particular ethnic or religious group, religion or belief, or gender.</li><li>Remind employees that harassment includes unwanted conduct which can include physical gestures or mimicry.</li><li>Ensure your bullying and harassment policy is reissued each year alongside refresher training or toolbox talks.</li><li>Conduct mandatory training or employees involved in incidents in the workplace. Managers should also receive specific training on how to deal with disciplinary procedures and be informed on how to escalate appropriately.</li><li>Ensure an independent manager with necessary skills and experience is appointed to investigate more serious misconduct allegations.</li><li>Consider the length of an employee’s service and clean disciplinary record when deciding on the appropriate sanction at a disciplinary hearing.</li></ul>

An employee’s dismissal for greeting a manager with the phrase “top of the morning to ya” has been found to be unfair at tribunal. 