At 20 years old, Kerry-Ann Knight featured on a recruitment poster for the British army, while still in training. The message of the poster read: “Your army needs you and your self-belief”.
When she enlisted, Knight was the only black woman in her regiment. She was serving alongside people who openly supported the Ku Klux Klan (KKK) and the English Defence League (EDL), the Guardian reported, citing a witness statement provided to the tribunal.
The tribunal heard that Knight was subjected to over a decade of racist and sexist treatment in her role. In 2022 she sought legal advice after she was removed from her role training junior soldiers, following formal complaints.
HR should ensure that there are robust structures in place to protect employees who are the only representative of a protected characteristic in their organisation, said Paul Sesay, CEO and founder of consultancy Inclusive Companies, speaking to HR magazine.
“From my experience of working with companies from different sectors, I understand the unique challenges faced by the 'only' employee – the sole representative of a gender, race or minority group within a workplace,” he said.
“Protecting this individual starts with enforcing strict anti-discrimination policies and ensuring that there are clear consequences for violations.”
Read more: Black, LBGTQ+ and disabled women doubt DEI success
The Guardian reported that Knight, who is now 33, told the tribunal that when she enlisted aged 20, male soldiers called her a “black bitch” and drew black penises on her furniture in her room.
When she was moved to a junior soldier training role in 2021, the abuse continued Her students shouted “watermelon!” when she walked into a room and repeatedly played out a scene from Quentin Tarantino’s film Django Unchained, in which a black female slave was tortured.
Knight told the tribunal that she raised formal and informal complaints but nothing was done until she was eventually removed on the grounds that her “mental or emotional state was sufficiently at risk of deterioration that she should not be in a [junior soldier-] facing role at this time”.
Knight's witness statement was reported as stating: “There was a lot of sexism. However, when you put race into play, as well, for me, it just felt like it was multiplied by 10.”
Employers can detect employees who identify as the 'only' through regular and open communication, suggested Suki Kaur, HR director for the trade and investment consultancy, India Business Group.
Kaur told HR magazine: "HR can foster a culture of openness where employees feel comfortable sharing their experiences and concerns without fear of judgment or reprisal.
Read more: Discrimination not reported by majority of employees
"Implement anonymous surveys to gather honest feedback on the workplace environment, including questions related to diversity and inclusion. Use feedback mechanisms such as suggestion boxes or online platforms to allow employees to voice their concerns confidentially."
HR and managers should also be trained to recognise signs of isolation, Kaur added.
She continued: "Provide training to managers and HR staff on recognising signs of isolation or exclusion, such as disengagement, reduced participation, or lack of integration in team activities. HR should offer guidance on how to support employees who may be feeling like the 'only' in certain aspects."
Employers should be mindful that DEI support is accessible to an individual employee, rather than a group, Sesay noted.
He added: “Employers should provide one-on-one mentorship programmes instead of relying on employee resource groups, which might not be feasible for a single individual.
“Pairing the 'only' employee with a senior mentor committed to diversity can offer guidance, support and advocacy.”
