In a recent ruling, an employment tribunal in Croydon, south London, has determined that Ricky Garrett, a white ambulance manager, faced discrimination after expressing his views on systemic racism. The London Ambulance Service, established in 1965 and serving over 8 million people, was found to have unfairly treated Garrett following a workplace discussion about racial issues.
The incident occurred in early June 2020, shortly after the murder of George Floyd, which sparked global protests and renewed focus on racial inequality. Garrett, who has been with the service since January 2015, engaged in a conversation with a colleague about the Black Lives Matter movement, founded in 2013. During this exchange, he expressed his disbelief in systemic racism, a concept that gained prominence during the 1960s Civil Rights Movement.
Following the report of his comments, Garrett was suspended and later ordered to undergo unconscious bias training, a practice that became popular in the 2010s but has faced criticism for its effectiveness. He was also required to attend a "black allyship" workshop and complete a "written reflective practice."
Employment Judge Atkins, appointed by the Judicial Appointments Commission, ruled that these actions constituted discrimination against Garrett based on his belief in equal treatment for all races. The judge cited Martin Luther King Jr.'s famous 1963 "I Have a Dream" speech to illustrate the non-controversial nature of Garrett's fundamental belief.
"We did consider that the direction to carry out a written reflective practice was less favourable treatment. It is directed specifically against [Mr Garrett's] rejection of systemic racism, a manifestation of his belief, and would not have been directed against a colleague in the same situation who did not have that belief."
The case highlights the complex interplay between workplace diversity initiatives and individual beliefs. The London Ambulance Service, which responds to over 1.9 million emergency calls annually, had sent an email encouraging staff to challenge unacceptable behaviors and achieve workplace equality. However, the tribunal found that the service's response to Garrett's views went beyond this aim and infringed on his protected beliefs under the UK Equality Act 2010.
As a result of the ruling, Garrett has been awarded £3,750 in compensation. This case adds to the ongoing debates surrounding diversity policies and freedom of expression in the workplace, particularly within public services like the NHS Trusts, established in 1991.
The tribunal's decision underscores the importance of balancing efforts to promote inclusivity with respect for individual beliefs, even when they may be controversial. As organizations continue to grapple with these issues, the case of Ricky Garrett serves as a reminder of the complexities involved in addressing racial equality in the workplace.