EXECUTIVE SUMMARY

We have audited records from over 5,000 Employment Tribunal cases brought on the basis of race discrimination jurisdictions pertaining to the Equality Act 2010 (EA). We have also considered the history and jurisprudence of the EA; how it is affecting workplace relationships and culture; and how it changes the relationship between individual citizens and the law.

This is what we found:

• Between 2016-2024 there have been 226,890 Employment Tribunal cases under all jurisdiction codes
• Our sample from 2017-2024 shows that 5,523 cases have included race-based discrimination jurisdictions
• Over this period, only 281 or 5% of race discrimination claims have been upheld in employment courts
• The proliferation of EDI policies, workgroups and officers has been to the detriment of relations between people at work, thereby obstructing
  Britain’s economic development
• The EA’s prioritisation of subjective rather than objective tests is contributing to increasing fractiousness in workplace culture and relationships
• The entire system of codified protected characteristics at the heart of the EA is legitimising principles of racial thinking and segregation. This is diametrically opposed to the common sense understanding of equality in a democratic society – that is, we stand as equal individuals subject to a
  universal law
• While the EA ostensibly proscribes discrimination on the basis of ethnic group identity, it tacitly prescribes that the law shall identify us all in
  terms of ethnic group identity.
• The logic of this innovation is inimical to traditional freedoms and principles
• The EA is not fit for its stated purpose; it should be reviewed immediately

Read the full report here.