Inequity doesn’t just reside on your PowerBI dashboard.
It resides in the minds and bodies of the people behind the numbers.
Our Philosophy.
Clinical findings, replicated across decades of peer-reviewed public-health research, have established that racism and discrimination have documented and measurable effects on the human body and mind: elevated cortisol; disrupted sleep; cardiovascular impact; higher rates of anxiety, depression, and post-traumatic stress. And in many cases, accelerated biological ageing.
Yet, this evidence has rarely been applied to the workplace - the single environment where most working adults spend the largest share of their waking lives. An environment where chronic, repeated exposure to discriminatory conditions can be most concentrated.
Public health research and the compelling evidence generated have shaped our understanding of how racism affects maternal mortality, hypertension, clinical outcomes and healthcare access. However, it has been far slower to shape how we understand the workplace and examine what happens to people in the organisations they work in, day after day, year after year.
When many workplaces address discrimination, the default response usually consists of treating the matter as a problem to be managed in the individual. For example, in many cases, workplaces perfunctorily signpost colleagues to the Employee Assistance Programme, encouraging them to practice mindfulness techniques and urging them to build resilience, as though this were some magic fix.
These interventions have their place and aren’t without value - but even when offered in good faith, they are rarely equipped to address something as specific as racism or workplace discrimination, nor the psychological toll it takes on those who experience it. Coping strategies are not a substitute for structural change.
More fundamentally, when adopted in isolation, these tools can locate the problem in the person rather than the environment. They ask someone to adapt to harm rather than address what is producing it in the first place. In doing so, organisations allow the structures, cultures, and processes that cause the damage to continue operating unchallenged - shifting the burden onto the person harmed rather than the conditions that harmed them.
Unitea Consulting is a race-centred and intersectional consultancy. We centre race because the evidence base connecting racial discrimination to adverse health outcomes is the most extensive and well-documented. Intersectionality is imperative to our work, because race does not exist in isolation - it intersects with gender, sexuality, disability, class, faith, and other dimensions of diversity to produce compound effects, and the most severe outcomes typically and consistently sit at those intersections.
Thus, at Unitea, our work examines both inequity and its measurable impact on people, providing structural, rigorous, evidence-based, and accountable responses. We believe that the people behind the data - behind the pay gaps, the retention figures, the grievance numbers - deserve to be seen as people and not managed as metrics, or seen as just another statistic.
What We Do.
Unitea is an intersectional race equity consultancy informed by public health practice and psychosocial research. We work with HR Directors, Chief People Officers, and senior leaders in organisations that are ready to affect structural change and look honestly at where racial inequity exists in their structures and what it is costing the people experiencing it. Our diagnostic work uses validated and peer-reviewed psychometric instruments alongside structural analysis and audits to produce evidence that is rigorous and compelling enough to present to a Board and specific enough to act on. The Accountability Frameworks we build are designed to hold organisations to genuine and measurable change over time. We also offer Ethnicity Pay Gap Analysis and Reporting, as well as Sensitive Case Advisory and retainer arrangements. Please see below for more information.
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A comprehensive examination of where structural inequity exists in your organisation and what it is doing to your people, using validated psychometric instruments alongside structural analysis, and trauma-informed focus groups that bring to the surface what no dataset nor engagement survey can. The diagnostic is followed by an Accountability Framework with governance, milestones and measurement built in.
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Rigorous pay gap analysis disaggregated by grade, function, tenure, and intersecting characteristics. Combined with a pay process audit that examines how pay decisions are actually made and where bias enters.
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When an organisation faces an acute moment of pressure, the internal response - irrespective of intentions - can often make things worse. Independent, objective advisory helps organisations navigate these situations without escalation, legal exposure, inflicting greater harm to the affected colleague(s), and the reputational cost that mishandling them produces.
Why This Matters.
Most working adults spend upwards of 35-40 hours a week in the workplace - more than any other single environment outside their home.
What happens in a workplace shapes people’s health, their wellbeing, their relationships, and their lives beyond the workday in ways that are well-documented but rarely effectively acted upon.
When an organisation’s culture, processes and leadership produce discriminatory conditions - whether through active hostility or through quieter mechanisms of exclusion, oversight and indifference - the body keeps the score. The cost accumulates in the minds and bodies of the people navigating those conditions, and it shows up eventually in the data the organisation is already collecting: in attrition, in absence, in engagement scores, in grievance patterns; and in the gap between what the organisation says it values and what its workforce actually experiences.
Addressing workplace discrimination isn’t just a question of morals - it’s an organisational one, a legal one, and increasingly a regulatory one. As ethnicity pay gap reporting moves towards becoming mandatory in the UK and investor scrutiny of workforce equity continues to grow, workplace discrimination is an imperative issue we can no longer shy away from.
The organisations that have treated race equity as a reactive communications exercise are beginning to face consequences - in the talent they lose, the harm inflicted, the trust they erode, and the exposure they carry.
About.
Unitea was founded by Anita Amurun (she/her/hers) - an Inclusion and Organisational Wellbeing Consultant with over a decade of experience at FTSE 100 and 250 organisations, and across the charity, public, and private sectors internationally.
Unitea was built on the understanding that workplace discrimination is a public health issue - one that produces documented, measurable effects on the bodies and minds of the people experiencing it. Most race equity work examines structure: pay gaps, representation, policies, processes. Unitea examines that and goes further, measuring the human cost of those conditions using peer-reviewed psychometric instruments and trauma-informed research. The practice is race-centred and intersectional, grounded in evidence, and exists because strategies that do not account for what inequity is doing to people will always fail the people they are meant to serve.
That’s why Unitea does things a little differently - starting with a conversation (and a cup of tea - preferably herbal and something with berries!).