Race Equality Week 2025: #EveryActionCounts for Real Change in the Workplace

Posted on Wednesday, January 15, 2025 by Ian ThomasNo comments

The persistent reality of racial inequality in the UK is one that demands more than just acknowledgment; it demands action. This is the heart of Race Equality Week 2025, taking place from 3rd to 9th February, with the theme #EveryActionCounts. It is a theme that challenges all of us—employers, employees, and individuals—to move beyond well-meaning words and take deliberate steps toward dismantling systemic barriers, including those that intersect with LGBTQI+ identities.

In recent years, organisations have spoken at length about their commitment to diversity, equity, and inclusion (DEI). Statements have been issued, pledges made, and initiatives announced. Yet, as the findings from Race Equality Matters’ community suggest, the impact often falls short. Only 40% of respondents believe their organisations are focused on action and change, while just 26% feel that allies are genuinely contributing to tackling race inequality. These figures are a stark reminder that good intentions are not enough.

Why #EveryActionCounts Matters

The power of #EveryActionCounts lies in its simplicity and inclusivity. It acknowledges that change does not have to come from grand gestures or sweeping reforms. It can start with small, intentional acts—calling out microaggressions, mentoring underrepresented colleagues, or ensuring recruitment processes are genuinely inclusive. Every step, no matter how small, contributes to the collective momentum needed to achieve equity.

For members of the LGBTQI+ community who also face racial discrimination, these intersections highlight the importance of taking an intersectional approach to DEI initiatives. True inclusivity means recognising and addressing the compounded challenges faced by those who exist at multiple marginalised identities.

The Workplace: A Crucible for Change

For many, the workplace is where inequalities are most acutely felt. Pay disparities, underrepresentation in leadership, and a lack of career progression opportunities for marginalised groups remain widespread. For LGBTQI+ professionals of colour, these challenges are often magnified. Race Equality Week offers a vital opportunity for organisations to take stock and ask tough questions: Are we doing enough to level the playing field? Are our policies more than just a box-ticking exercise?

Leadership has a critical role to play here. According to Race Equality Matters, while 64% of respondents believe their senior leaders are committed to tackling race inequality, only 46% see tangible impacts. This gap between intention and impact is where the greatest potential for change lies. Leaders must lead by example, setting the tone for their organisations and ensuring accountability at every level.

Actionable Steps for Organisations

If Race Equality Week is to be a catalyst for change, organisations must commit to taking concrete steps. Here are some approaches that could make a difference, particularly for LGBTQI+ individuals of colour:

  1. Transparent Reporting: Publish data on diversity metrics, pay gaps, and recruitment practices. Transparency fosters accountability and highlights areas requiring improvement.

  2. Inclusive Recruitment: Reassess job descriptions and hiring practices to eliminate bias and attract a diverse talent pool, including those from LGBTQI+ communities of colour.

  3. Empowering Allies: Provide training and resources to help allies understand their role and take effective action to support colleagues who face multiple layers of discrimination.

  4. Career Development: Create mentorship programmes and clear pathways for progression for underrepresented employees, ensuring representation across all identities.

  5. Safe Spaces: Foster environments where employees feel comfortable sharing their experiences without fear of retaliation or dismissal. Employee resource groups (ERGs) can play a pivotal role here.

Beyond Performative Allyship

One of the recurring criticisms of corporate DEI efforts is the prevalence of performative allyship—actions that signal support without driving meaningful change. Race Equality Week challenges this head-on by encouraging everyone to examine their own contributions. Are we speaking up when we witness inequality? Are we using our influence to amplify marginalised voices? Are we following through on our commitments?

For LGBTQIJobs.co.uk, this theme aligns with the mission of creating workplaces that celebrate and support diversity in all its forms. By recognising the intersections of race, gender, and sexual orientation, we can build more inclusive and equitable environments where everyone has the opportunity to thrive.

A Vision for the Future

Race Equality Week 2025 is not just a moment for reflection; it is an opportunity to reset and refocus. If the theme #EveryActionCounts is embraced with sincerity, it has the potential to spark a cultural shift. By the end of this year’s Race Equality Week, we must aim to move the needle—not just in rhetoric but in measurable outcomes.

The road to racial equality is long, and progress can feel slow. But it is worth remembering that every action, no matter how small, contributes to the journey. As individuals and organisations, let us commit to making every action count. The sooner we act, the sooner we can realise a future where equality is not an aspiration but a lived reality for all—including those at the intersections of race and LGBTQI+ identitie

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