Many thanks for your patience. The issue here is that being placed on suspension is not an automatic assumption of guilt and does not amount to disciplinary action. It is there to be used as a precautionary measure whilst an employer investigates any allegations against the employee. Reasons for suspending could be in the case of gross misconduct, breakdown of relationship, risk to an employer's property, their clients or other employees, to preserve evidence or ensure it is not tampered with, avoid potential witnesses being pressured or intimidated, etc.
During the period of suspension the employer should conduct a reasonable investigation into the allegations against the employee. If the investigation gathers enough evidence to justify the taking disciplinary action that could be the next step. In that case the employee has the right to be informed in advance of the allegations against them and be given the opportunity to prepare for the hearing.
On the other hand, if the investigation does not find enough evidence to justify a disciplinary, the employer should terminate the suspension immediately and allow the employee to return to work as normal.
So just because you were suspended does not mean that the employer has done anything wrong. They would have been required to investigate this further before they decided on whether to take any action against you. Their investigation could have revealed that tour side of the story was correct and that this was a misunderstanding with no racial abuse intended on your part. They may have reached the decision to suspend based on the complaint they received but that does not mean it would be the only thing they would have based their future decisions on.
Now that you have resigned you have a couple of options. You could consider whether you wish to retract that and let the employer continue their investigation, hoping that once they have taken statements from everyone involved they would see there was no real case to answer and that they would drop the allegations, or at least that this would not result in dismissal. Also you can appeal whatever outcome the procedure results in. Or you could let the resignation stand and leave the employer. You cannot force them to investigate this further once your employment with them has terminated though so that would generally be the end of the matter. Your only option then is that consider a constructive dismissal claim against them by arguing you were forced to leave as a result of what happened. You will have 3 months within which to make the claim.
This is your basic legal position. I have more detailed advice for you in terms of the law on constructive dismissal and how it can apply to you here, which I wish to discuss so please take a second to leave a positive rating for the service so far (by selecting 3, 4 or 5 stars) and I can continue with that and answer any further questions you may have. Don’t worry, there is no extra cost and leaving a rating will not close the question and we can continue this discussion. Thank you