As the current situation intensifies, more reports of racial discrimination are drifting in throughout the wake of the Coronavirus.
Historical parallels can be drawn from recent history, with the H1N1 (swine flu) and Ebola outbreaks, with Mexicans and Latin Americans or other people of Latin descent experiencing abuse in the case of Swine Flu, as the first cases of the virus were identified in and around pig farms in Mexico.
Coronavirus is the latest in the line, and having been identified in the Wuhan area of China, many people of Chinese and East-Asian descent are experiencing discrimination due to perceptions on how the virus has spread from the perceived point of origin. Attacks have been reported in public, and some Chinese takeaways and restaurants have experienced business boycotts or declining sales as a result.
The CDC has stepped into the spotlight to warn:
“DO NOT show prejudice to people of Asian descent, because of fear of this new virus. Do not assume that someone of Asian descent is more likely to have COVID-19.”
Employers must ensure that any decision to prevent an employee or from working should not be a decision based around the nation of origin or their ethnicity. Any reason must be objective and understandable, such as them returning from a highly affected area like China, Italy or other such hotspots in mainland Europe, or have themselves reported that they are symptomatic of the condition.
Likewise, any employer should reiterate and enforce internal policies with regards to harassment, bullying and discrimination. Disciplinary procedures must, therefore, be both in place and carried out should any member of staff single a colleague or employee out. Any policy is only worth the paper it is written on if such procedures are followed with equal regard for all.
WHAT TO DO NEXT
To discuss any matter relating to Racial Discrimination in the workplace, get in touch today. Choose one of the methods on the right-hand side of this page, or call us on 0113 200 9787 to find out how we can help you.
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