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It explains the Code’s purpose and status under the Race Relations Act 1976, clarifying that it provides recommendations and does not itself impose legal obligations. It also outlines how the Code should be applied, including expectations for small firms, and describes how unlawful discrimination operates in employment through direct and related 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\nRACE RELATIONS  \nCODE OFPRACTICE  \nFor the elimination ofracial discriminationand the promotion ofequality of opportunityinemployment  \nPUBLISHER'S NOTE  \nThe text of this Code of Practice,from page 5 to page 39was issued pursuant to section 47(1)and(7)of the RaceRelations Act 1976 and came into effect by order of theSecretary of State on 1 April 1984.The present reprint hasbeen redesigned typographically,but the text remainsunchanged,with the exception only of the following points:  \n1.New footnotes to paragraph 1.24 and the penultimateparagraph of the introduction,reflecting amendmentsto the law,have been incorporated.  \n2.Paragraph numbering has been dropped from theintroduction.  \n3.Certain page references are different owing to newpage numbering.  \n4.Some headings have been changed for the sake ofclarity.  \n5.The terms 'guidance paper'and ‘para'have beenchanged,respectively,to‘guide'and ‘paragraph'.  \nCCommission for Racial Equality  \nElliot House  \n10-12 Allington StreetLondon SW1E 5EH  \nFirst published April 1984.Reprinted September 1991  \nISBN0907920292  \nPrice:£1.50  \nTypeset by Keyboard Services,Luton  \nCONTENTS  \nIntroduction 5  \nPurpose and status of the Code 5Application of the Code 6Small firms 6Unlawful discrimination 7The Code and good employment practice8Positive action8Guides 9  \nPARTI  \nThe Responsibilities of Employers 11  \nEqual opportunity policies 11  \nSources of recruitment 13  \nSelection processes 15  \nTreatment of applicants 16  \nGenuine occupational qualifications 17  \nTransfers and training 17  \nDismissal (including redundancy)and other detriment 18  \nPerformance appraisals 18  \nTerms ofemployment,benefits,facilities and services 19  \nGrievance disputes and disciplinary procedures 19  \nCultural and religious needs 20  \nCommunications and language training for employees 21  \nInstructions and pressure to discriminate 22  \nVictimisation 23  \nMonitoring equal opportunity 23  \nPositive action 26  \nPART 2  \nThe Responsibility of Individual Employees 28  \nPART 3  \nThe Responsibilities of Trade Unions 31  \nAdmission of members 31  \nTreatment ofmembers 32  \nDisciplining members who discriminate 32  \nPositive action 32  \nTraining and information 33  \nPressure to discriminate 34  \nVictimisation 35  \nAvoidance of discrimination 35  \nUnion involvement in equal opportunity policies 35  \n# Introduction\n\nThis Code aims to give practical guidancewhich will help employers,trade unions,employment agencies and employees to  \n# Purposeand status ofthe Code\n\nunderstand not only the provisions of the RaceRelations Act and their implications,but alsohow best they can implement policies to  \nS.47(1)  \neliminate racial discrimination and to enhanceequality of opportunity.  \nThe Code does not impose any legal obligationsitself,nor is it an authoritative statement ofthe law—that can only be provided by thecourts and tribunals.If,however,its  \nrecommendations are not observed this mayresult in breaches of the law where the act oromission falls within any of the specificS.47(10)prohibitions of the Act.Moreover its provisionsare admissible in evidence in any proceedingsunder the Race Relations Act before anindustrial tribunal and if any provisionS.47(11)appears to the tribunal to be relevant to aquestion arising in the proceedings it must betaken into account in determining thatS.32question.If employers take the steps that areset out in the Code to prevent their employeesfrom doing acts of unlawful discriminationthey may avoid liability for such acts in anylegal proceedings brought against them.References to the appropriate sections of theRace Relations Act 1976 are given in themargin to the Code  \nEmployees ofall racial groups have a right toequal opportunity.Employers ought to provide  \nit.To do so is likely to involve some  \nexpenditure,at least in staff time a","cbCairdRIzBoQqYJ","https://ap.wps.com/l/cbCairdRIzBoQqYJ","pdf",1945439,44,"English","# Introduction\n# Purpose and status of the Code\n# Application of the Code\n## Small firms\n## Unlawful discrimination\n# Contents Overview\n## Part 1: The Responsibilities of Employers\n## Part 2: The Responsibility of Individual Employees\n## Part 3: The Responsibilities of Trade Unions","[{\"question\":\"What is the purpose of the Code of Practice on race relations?\",\"answer\":\"The Code aims to provide practical guidance to help employers, trade unions, employment agencies, and employees eliminate racial discrimination and enhance equality of opportunity in employment.\"},{\"question\":\"Does the Code itself impose legal obligations?\",\"answer\":\"No. The Code’s recommendations guide practice, but legal obligations come from the Race Relations Act, with courts and tribunals providing authoritative statements of the law.\"},{\"question\":\"How does the Code address unlawful discrimination in employment?\",\"answer\":\"It explains that the Race Relations Act makes discrimination unlawful in employment, including direct discrimination, and links this to the provisions and sections referenced in the Code.\"}]","RACE RELATIONS - CODE OF PRACTICE - For the elimination of racial discrimination and the promotion of equality of opportunity in employment | PDF",1790638463,111]