Last week, Former Prime Minister Rishi Sunak recently spoke about his identity and faith on ‘Political Thinking with Nick Robinson’, affirming, “Of course, I’m English. I was born here and brought up here.”
His journey has paved the way for British Asians, showing that they can aspire to any role in society. Third and fourth generation British Asians, proud of their heritage, are integral to the nation’s fabric.
Yet, identity remains a battleground. Many British Asians still face racism, often being told they are either “too Asian” or “not English enough.”
This struggle over belonging continues to shape daily life, influencing job opportunities, healthcare access, and public safety.
Despite their deep roots in Britain, ethnic minorities often find their dual identity—both British and of South Asian descent—used as a weapon against them rather than celebrated as an asset.
The idea that one cannot be fully British while embracing their heritage fuels discrimination and exclusion.
The 2024 Ciphr workplace discrimination survey found that one in 11 people in the UK has faced racial (9.3%) or accent-based (8.8%) discrimination at work, but these numbers rise sharply for ethnic minorities, with one in three (34%) experiencing racial bias and one in six (18%) facing discrimination over their accent. Meanwhile, police recorded 98,799 racist hate crimes in England and Wales in 2023/24, reflecting the persistent challenges minorities face.
Racism is evolving, extending beyond physical spaces into the digital world. The three-year ‘Protecting Minority Ethnic Communities Online (PRIME)’ study revealed that the rapid digitisation of UK services is deepening inequalities, as online platforms often overlook barriers faced by ethnic minorities, including language challenges and systemic discrimination.
Britain's struggle to fully embrace its multicultural identity reflects a deeper issue: the inability to accept that being British is not defined by a singular identity but by a diversity of cultures, histories, and traditions.
Embracing dual identity
During the interview with ‘Political Thinking with Nick Robinson’, then Prime Minister Rishi Sunak reflected on identity, faith, and belonging.
As Britain’s first Asian prime minister, Sunak spoke movingly about his grandfather’s pride in his achievement, recalling how the elderly man tearfully called a friend in India upon Sunak’s first visit to Westminster. Rejecting the ‘Tebbit Test,’ which questioned immigrants' loyalty based on cricket support, he called it “a ridiculous idea.” On becoming Prime Minister during Diwali, he said, “It meant an enormous amount to people... That’s the kind of country we are—where my grandparents, who arrived with little, could work hard, integrate, and two generations later, their grandson is in Downing Street.”
Describing Hinduism as a way of life, he explained, “It’s a set of values as much as a faith.” He highlighted ‘Dharma’—a core principle from ‘The Mahabharata’—as a guiding force, and shared how the ‘Bhagavad Gita’'s lesson on duty and detachment influences him, saying, “That’s why I chose to take my oath in Parliament on the ‘Gita’.”
Like Rishi Sunak, many British Asians take pride in their dual identity, excelling in politics, business, entertainment, and academia while staying true to their roots. Their success challenges outdated notions of belonging, proving that being British and embracing one’s heritage go hand in hand. In the last UK general election, 26 Indian-origin MPs, including Sunak, were elected—once an improbable dream, now a reality.
Speaking to Asian Voice about his identity, Cllr Abhishek Sachdev said, “Being a British Asian is an integral part of my identity, but I was born here—I consider myself just as British as anyone else. This country welcomed my parents from East Africa in the ’70s and gave them everything, and in turn, it has given me every opportunity. For me, there’s no conflict—being British and being a British Asian are one and the same in my daily life."
"It was a fantastic quote from Rishi—one he’s repeated a few times. But I was there the day he held his first Diwali event at 10 Downing Street after becoming Prime Minister. He said something remarkable: ‘I’m the first British Hindu Prime Minister, but it’s not a big deal. No one’s talking about the fact that I’m Hindu or Asian—they’re talking about me as a person.’ That, in itself, is a powerful testament to the openness and inclusivity of this country. ," he added.
Speaking about the challenges due to his identity, Abhishek said, "As a child, I did face some bullying and racism at school—growing up in the '80s, that was unfortunately quite common. I went to a private school where I was the only Indian boy in my year, which made me stand out. But over time, things changed for the better. At Durham University in the 2000s, I was the only Hindu in my year, yet I topped my class and never encountered any racism. So apart from those early school years, my experiences have been overwhelmingly positive."
Faith based discrimination surges in UK
While many embrace a dual identity, the fear of racist attacks remains. Last month, a 26-year-old Indian-origin woman faced a vicious racist tirade from an intoxicated man on a train from London to Manchester.
Speaking about Islamophobia, Muslim Council of Britain (MCB) spokesperson said, “For South Asians, racism against them merely needs to be clothed in Islamophobia, for it to have absolutely no consequences. This is because the giant loophole of having no agreed acceptable definition of Islamophobia means that Islamophobic abuse is the racism of choice directed against all minorities, regardless of religion.”
Race Equality Foundation, CEO Jabeer Butt OBE said, "The racist riots of August 2024 demonstrated that, for some, Black, Asian and minoritised ethnic people do not belong in Britain. The anti-Muslim hate and the racism that was at the heart of the disinformation that drove the violence on the streets of Northern English cities and Northern Ireland was shocking, but not surprising. As long as political leaders and others are allowed to demonise some communities these incidents will reoccur. We need everyone to clearly state that people of Black, Asian and minoritised backgrounds belong in Britain."
Speaking about the Hinduphobia in the UK, Krupesh Hirani AM said, “In 2023, Met Police data revealed that Hindus were the second most targeted faith group for racially or religiously motivated hate crimes. Incidents included Hindu students being force-fed meat and victims struggling to have crimes against them recognised as hate crimes. Home Office statistics revealed that 291 hate crimes were recorded against Hindus in 2022/23, accounting for 3% of all hate crimes in England and Wales—an increase from 161 the previous year. This rise, along with broader data showing a steady increase in racially or religiously aggravated offenses since 2015, underscores the growing severity of the issue.
Emphasising the urgency of action, Krupesh said, “Racism persists across all areas of society—employment, policing, education, and politics—making it essential to tackle the issue at every level. British Asians, including Hindus, continue to face challenges related to identity and representation, despite the progress we’ve seen. The appointment of Rishi Sunak as the UK’s first Hindu Prime Minister and the increasing presence of Hindus in top global business roles are significant milestones. However, these achievements must not breed complacency—there is still much work to do in addressing deep-rooted prejudices and systemic barriers.”
He stressed the need for a multi-pronged approach, saying, “Government bodies must improve the recording and handling of hate crimes to ensure incidents are properly recognised and victims receive the necessary support. Law enforcement and policymakers must work closely with communities to foster trust and understanding, while individuals should feel empowered to report discrimination without fear of being ignored.”
Highlighting the role of the media, he added, “Media representation is crucial in shaping public discourse. A stronger commitment to inclusivity can help challenge harmful stereotypes, amplify diverse voices, and create a society where all communities feel valued and heard.”
Ethnic minority professionals face career barriers
Dr Chaand Nagpaul CBE, Chair of the BMA Forum for Racial and Ethnic Equality, and board member of the NHS Race and Health Observatory said, "We live in a multiracial society, and being British should inherently mean embracing multiculturalism. The UK, with its colonial past and Commonwealth ties, has become more inclusive. I proudly celebrate my Indian heritage—through music, art, and traditions—while also valuing British culture. To me, the two identities coexist harmoniously.
"However, my Indian identity has also exposed me to discrimination. When I arrived in the UK as a child in the late 1960s, racism was widespread. There was no Race Relations Act, and I faced blatant prejudice in public spaces. Later, as I pursued medicine, I encountered barriers—countless rejections when applying for GP roles, despite my qualifications. I had to be exceptionally better than others to succeed. Even when I became the first non-white Chair of the British Medical Association, it required constant effort to prove myself in an unequal system. This shouldn't be the reality for future generations. Success must be based on merit, not on the need to work twice as hard just to be recognised. True equality means ensuring everyone has access to opportunities without systemic bias,” he added.
Speaking about the racism within the NHS, Dr Chaand said, "Ethnic minority doctors continue to face significant disadvantages. They are less likely to be shortlisted for jobs, face greater barriers as they progress, and are underrepresented in senior roles. There’s clear evidence of racial discrimination in career advancement, workplace experiences, and professional growth. While progress has been made, much more needs to be done. Ethnic minority doctors report higher levels of bullying, harassment, and disciplinary action. This is a systemic issue that requires urgent reform to create a fair, supportive work environment."
Dr Chaand also emphasised on the economical cost of the racism that it doesn’t just harm individual but it weakens society. He said, “By denying talented people opportunities, we undermine healthcare, education, and public services. Discrimination leads to higher absenteeism, early retirements, and workplace stress, draining productivity and resources. On the other hand, inclusive organisations thrive. Studies show that workplaces committed to equal opportunity see higher productivity, better staff satisfaction, and improved performance. Tackling racism isn’t just about fairness—it’s essential for a stronger, more prosperous society."
Professor Naseer Meer, from the University of Glasgow’s School of Social & Political Sciences, highlighted racial disparities in Scotland’s workforce, stating, “The employment rate for non-White ethnic groups in Scotland is significantly lower at 62.1% compared to 73.9% for White workers. Even when employed, ethnic minorities face career progression barriers, with 38% reporting discrimination. The ethnicity pay gap is also stark—non-White workers earn, on average, 10% less than their White counterparts, a disparity greater than the gender pay gap. This contributes to high in-work poverty, disproportionately affecting ethnic minority women. Over 50% of Asian and Black workers live in relative poverty, compared to 18% of White British workers. These systemic barriers reinforce exclusion and hinder racial equity in employment.”
Highlighting successful models to combat racial discrimination, Professor Naseer Meer stated, “Scotland’s Fair Work Framework is a positive step, but stronger enforcement and accountability are needed for real progress. In England, ethnicity pay gap reporting—though currently voluntary—has improved transparency. Making it mandatory in Scotland could help address wage disparities. The Rooney Rule, used in England’s Football Association, ensures ethnic minority candidates are interviewed for senior roles—this could be expanded across sectors. Additionally, the Race Equality Charter, which supports universities in tackling racial inequalities, should be deepened and extended to both public and private organisations.”
