to raise a grievance after leaving?

[disgruntledemployee]

Hi all,

I would like to know if you think I’m wasting my time (of which I have lots of so not really an issue!) or if there’s some serious repercussions for me.

I resigned from my job in April, I resigned because I’d faced discrimination. I cannot specifically say if it was due to a protected characteristic. I am mixed race so it is probable but the person who discriminated against me referred to my “background”. This could have been my educational background (of which is excellent, but I didn’t attend Oxbridge and they were personally against any non-Oxbridge staff “diluting talent”) or because of something else.

I reported it before resigning but nothing was done. On reporting, I was told it’s obvious we have a racism and sexism issue (this was said in a call by a department HR person, not the main independent HR - I have notes but nothing in writing by him).

I resigned because the comments he made led to an unfair appraisal, which then led to no work that can be used to gain promotion in future. There was not a shortage of work.

When I resigned I was PILON. However, it’s been 2 weeks since my termination and I am aggrieved that nothing was done. The employee had left but nothing formal was followed. This has seriously harmed my career in my eyes and has set me back a year and I will be without pay for a short period as I move to a new job.

I am not sure what I want to achieve with the grievance except for some form of accountability for their actions. I am aware I probably have very little for a tribunal.

Any advice?

This is a huge listed company.

@MrsPinkCock sorry for delay!

The employee left for a new job, they were poached. However, he alone is not the only person who has made remarks or wronged me.

I did raise the issues, I informally raised a grievance to internal HR and one of the department heads. They agreed it was awful and HR said they are aware of other things this employee said. They also all said they don’t understand how I’ve “slipped through the net” and not been given any work for 6 months.

I suppose my preferred outcome would be that they cannot keep it a secret within the small department which is what they did, they encouraged me to leave (my coach who I am to take grievances to as per policy told me I may be better suited elsewhere).
Some form of training would be good for those staff members.

Agreed about tribunal. I have documented every call I had and have all the notes. I have emails that show that the wrongful employee confused me with another dark skinned person and kept referring to her instead of me in feedback which prevented promotion and therefore financial loss. I also have evidence from others who have agreed to state what discriminatory things were said to them.

I originally wanted an investigation into my lack of promotion so that it be corrected. Had it not been for the discrimination I’d have been promoted but that would mean raising a formal request with HQ which they wanted to hide it from. Hence, PILON.

There should be no such thing as an “informal grievance” - it’s either serious enough to require investigation or it’s not a grievance in the employment law sense of the word.

@NavigatingAdolescence agree, but it was what the company handbook says I should do. So at least I followed it!

Move on, getting a reputation as a PITA will do more harm to your career prospects than anything you hope to gain.
If I found out a prefered candidate had form for being a pain, no matter how strongly suited they were for the role there's not a chance in hell that I'd hire them...

@Watchingyou2sleezes a PITA for complaining about racial discrimination? Wow.