Trevor Phillips, CRE chair, and the Rt Hon Margaret Hodge, Minister of State at the Department for Work and Pensions, today reminded employers that they have four weeks to update their race equality policies before the CRE's revised Code of Practice on Racial Equality in Employment comes into force on 6 April.

Speaking at a breakfast briefing at the BT Tower, London, Trevor Phillips said:

The workplace is becoming increasingly multi-ethnic and for many is the only place where they come into contact with those from different ethnic backgrounds. Tensions can and do arise and these changes will continue to present challenges to employers and workers alike.

Talking about the revised code, which is the most important piece of statutory guidance for employers from the CRE since the launch of the original code in 1984, Mr Phillips added:

This tool has been produced to help employers feel comfortable and confident about meeting their legal requirements under the Race Relations Act - and their feedback has been invaluable. We hope it will help them embrace changes to the law, enabling them to be modern and progressive employers who can harness the skills and talents of an international workforce.

• Read the full text of Trevor Phillips's speech

Margaret Hodge added:

I am delighted on behalf of the Government to promote the CRE's code of practice. Discrimination and disadvantage is intolerable in modern society - not only is it morally wrong, it is economically devisive. The economic growth of Britain goes hand in hand with inclusion and equal access to the labour market is central to this.

Caroline Walters, Director, People and Policy, BT Group, commented:

BT is delighted to support the code of practice as it gives clear and practical guidance, illustrated by real examples that reinforce the basics around race equality in the workplace and provides examples of best practice on which employers can build.

Key points of the CRE's new employment code

The new code of practice is an accurate reflection of current legislation and the modern world of work. It provides employers with more real-life employment tribunal case law examples and detailed guidance on topics such as ethnic monitoring, anti-harassment and racial equality policies.

In addition, the code contains specific recommendations for trade unions and other membership organisations as both employers and providers of services.

There are recommendations for employment/recruitment agencies and a separate chapter on the rights and responsibilities of workers.

• More about the code

For further information or to request an interview, contact the CRE media office on 020 7939 0072/ 0106 / 0064

Notes to editors

• The updating of the CRE's code of practice in employment was a key recommendation of the Prime Minister's Strategy Unit report (March 2003) 'Ethnic Minorities in the Labour Market'.
• The original code of practice on racial equality in employment came into effect in 1984. The code has been updated to reflect current legislation and the modern world of work.
• The revised code of practice is a statutory document which will be admissible in evidence in employment tribunal findings. It will come into force in April 2006.
• The CRE carried out a three month consultation on a draft code of practice in employment in the summer of 2004. We received 177 responses containing critical feedback.
• For more information about the code or to download a copy visit the CRE website.
  

About the CRE

• The Race Relations Act 1976 makes it unlawful to discriminate against anyone on grounds of race, colour, nationality, ethnic or national origins. The Commission for Racial Equality was established under the Act to work for the elimination of discrimination, the promotion of equality of opportunity and good race relations generally.
• The Commission can advise or assist people with cases before courts and employment tribunals and can conduct its own investigations when it has grounds to believe discrimination may be taking place.
• Public bodies have a duty to eliminate discrimination in the way they work and to promote equality of opportunity and good race relations. The Commission is working to help them deliver this duty.