Recent events have stirred up a deep sense of unease, both personally and across society. Inclusion Lead, Dionne Eldridge has written a heartfelt blog in response, reflecting on the emotions felt by those targeted by exclusion and hostility
A rising tide of exclusion
I have felt a lot of things recently, ranging from anger to sadness to despair. The rise in far-right, anti-migrant protests and rallies, the racist vitriol, and the toxic nationalism disguised as patriotism feels, in my lifetime, worse than it has ever been.
It feels like those voices are louder than ever – the voices that say certain people don’t belong, that focus on exclusion rather than inclusion. For me, as a mixed-heritage woman who was born in this country and for many Black and brown people, it feels unwelcoming. It feels provocative.
This is nothing new. The UK has a complicated history with racism and with accepting people from other countries, and we know that history often repeats itself.
History repeating itself
I am a second-generation immigrant and a child of the Windrush Generation. We can draw parallels to what that generation experienced many years ago. They, too, faced public hostility, exclusionary rhetoric, and scapegoating – claims that they were “taking our jobs” or “taking our housing” – similar to what is happening today. They also faced violence, discrimination, and employment barriers, to name just a few.
Beyond the law: Building true inclusion
But now we have equality laws, so why is this still happening? Laws like the Race Relations Act, the Equality Act, the Human Rights Act, and immigration and nationality laws were developed to address these issues, so why are we still seeing the same patterns in society today?
The laws are the floor, not the ceiling. Tolerance isn’t the same as acceptance. Meeting the law is the minimum. True inclusion requires cultural change.
Concerns about what is happening in society don’t stop at the door when we enter the workplace. Employees carry those concerns and beliefs with them – what happens in society impacts how we work together.
Organisations should focus on creating an environment where people can work together effectively by promoting dignity and respect in the workplace, and re-emphasising what this means in practice. This helps set boundaries for workplace culture. Employees need to understand the behaviours expected of them to create a professional and safe working environment, where people can express themselves without causing harm to others.
We need to create psychological safety, where people can share their concerns and opinions without fear. But we must also remember that there is a difference between freedom of speech and the right to have an opinion. Having an opinion does not give people the right to be disrespectful.
No one should feel unsafe at work. We must reinforce our commitment to inclusion so colleagues can come into the workplace and feel safe and supported. Here is some guidance on what workplaces, colleagues, and individuals can do at this time.
What workplaces can do:
- Ensure you have policies in place that promote equality, dignity, respect, and anti-racism, and share them widely. Include clear procedures for raising concerns.
- Confirm your commitment to inclusive workplaces. Now is not the time to be silent. Silence leads to more isolation for colleagues. Simply confirming your commitment to diversity and inclusion goes a long way.
- Create space for dialogue, whether via employee networks or safe spaces, to listen to employees and act on their concerns.
- Prioritise safety and wellbeing, and make sure colleagues know what support is available.
- Check social media policies and ensure they are up to date and aligned with your values.
- Leadership must lead this. Train managers to listen, respond, and act appropriately when issues are raised.
What individuals can do:
- Be a positive influence. Check on your colleagues authentically. This could mean opening up a conversation or giving space when needed.
- Learn or unlearn what you think about immigration, history, and cultural context. Avoid assumptions about someone’s background, experiences, or views, as this only creates more division.
- If you feel able to, speak up when you hear racist, xenophobic, or discriminatory comments.
How I look after myself:
I can’t speak for everyone – how I experience the world is very personal – but what helps me in these times is being able to share in a safe space. Taking time away from social media and being intentional about the content I consume has also been helpful. I try to be mindful of my wellbeing and focus on gratitude for how far we’ve come, even if it feels difficult right now.
Lastly, a reminder that there is hope when we come together in solidarity. We are all human. We are different, and that is wonderful. Let’s respect our differences. By embracing difference, we all benefit.
This blog was written by Dionne Eldridge, Inclusion Lead at Onvero, and posted on 17 September 2025.
