The compilation of race statistics by census authorities and employers provides a way to identify and address workers of colour’s exclusion from certain industries, organisations and/or roles. This can indirectly support the remaking of national prototypes, the de-racialisation of power and the multiplication of direct and mediatised positive contact. The Equality Act 2010 has placed a duty on large public organisations to monitor the racial background of their staff and take measures to address imbalances, but these duties are limited in scope and generally do not allow employers to consider race in recruitment or promotion procedures. While the European Court of Human Rights has yet to develop robust case law in this area, the monitoring bodies of universal human rights treaties have spelled out clear duties for states to adopt ‘special measures’ aimed at redressing and preventing racial underrepresentation in employment and culture.