An Indian-origin healthcare assistant working with the UK’s National Health Service has been awarded £1,425 (approximately Rs 1.77 lakh) by an Employment Tribunal after it found that she had been subjected to workplace harassment by a colleague who repeatedly referred to her as “auntie” despite her objections.
Ilda Esteves, 64, has been employed with the West London NHS Trust since September 2022, working in the Women’s Forensic Services department at St Bernard’s Hospital. She filed a complaint against her colleague and team leader, Charles Oppong, alleging that he persistently used the term “auntie” to address her, even after she had asked him multiple times to call her by her name.
Oppong defended his actions by stating that in Ghanaian culture, the term “auntie” is commonly used as a sign of respect toward older women and reflects good manners. However, the tribunal noted that while cultural context may explain the usage, it does not justify continuing the behaviour once the recipient has clearly expressed discomfort.
The issue escalated further when Oppong allegedly made additional remarks about Esteves, including commenting on her appearance and suggesting that she would be a suitable match for another staff member. In September 2023, Esteves formally raised her concerns through an email, stating that she found the repeated use of the term inappropriate and offensive.
She subsequently filed a harassment claim, arguing that the conduct amounted to discrimination based on her age and sex. During the proceedings, Oppong admitted to using the term but maintained that it was intended respectfully. However, the tribunal found his responses to be evasive in parts, particularly when questioned about other remarks and interactions.
Employment Judge Alliott acknowledged the cultural significance of the term in Ghanaian society but emphasised that the key issue was the continued use of the term against Esteves’ wishes. The judge observed that once she had objected, the behaviour became unwelcome and offensive, regardless of intent.
The tribunal concluded that the repeated remarks constituted unwanted conduct that created an uncomfortable and offensive work environment. It also highlighted that Oppong, as a team leader, held a position of responsibility and should have been more mindful of his conduct.
As a result, the tribunal upheld Esteves’ claim of harassment and awarded her compensation, recognising that her dignity had been affected and that the workplace environment had been negatively impacted by the conduct.
