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Minority ethnic Britons face ‘shocking’ job discrimination
Haroon Siddique
Thu 17 Jan 2019 17.00 GMT Last modified on Fri 18 Jan 2019 00.50 GMT
A study by experts based at the Centre for Social Investigation at Nuffield College, University of Oxford, found applicants from minority ethnic backgrounds had to send 80% more applications to get a positive response from an employer than a white person of British origin.
A linked study by the same researchers, comparing their results with similar field experiments dating back to 1969, found discrimination against black Britons and those of south Asian origin – particularly Pakistanis – unchanged over almost 50 years.
The research, part of a larger cross-national project funded by the European Union and shared exclusively with the Guardian before its official launch, prompted concerns that race relations legislation had failed.
It echoes findings published as part of the Guardian’s Bias in Britain series that people from minority ethnic backgrounds face discrimination when seeking a room to rent. In a snapshot survey of online flatshare ads the Guardian found that an applicant called Muhammad was significantly less likely to receive a positive response than an applicant called David.
Prof Anthony Heath, co-author and emeritus fellow of Nuffield College, said: “The absence of any real decline in discrimination against black British and people of Pakistani background is a disturbing finding, which calls into question the effectiveness of previous policies. Ethnic inequality remains a burning injustice and there needs to be a radical rethink about how to tackle it.”
Dr Zubaida Haque, the deputy director of the race equality thinktank Runnymede, described the findings as shocking. They demonstrated that “it’s not just covert racism or unconscious bias that we need to worry about; it’s overt and conscious racism, where applicants are getting shortlisted on the basis of their ethnicity and/or name”, she said.
“It’s clear that race relations legislation is not sufficient to hold employers to account. There are no real consequences for employers of racially discriminating in subtle ways, but for BME* applicants or employees it means higher unemployment, lower wages, poorer conditions and less security in work and life.”
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Minority ethnic Britons face ‘shocking’ job discrimination
Haroon Siddique
Thu 17 Jan 2019 17.00 GMT Last modified on Fri 18 Jan 2019 00.50 GMT
A study by experts based at the Centre for Social Investigation at Nuffield College, University of Oxford, found applicants from minority ethnic backgrounds had to send 80% more applications to get a positive response from an employer than a white person of British origin.
A linked study by the same researchers, comparing their results with similar field experiments dating back to 1969, found discrimination against black Britons and those of south Asian origin – particularly Pakistanis – unchanged over almost 50 years.
The research, part of a larger cross-national project funded by the European Union and shared exclusively with the Guardian before its official launch, prompted concerns that race relations legislation had failed.
It echoes findings published as part of the Guardian’s Bias in Britain series that people from minority ethnic backgrounds face discrimination when seeking a room to rent. In a snapshot survey of online flatshare ads the Guardian found that an applicant called Muhammad was significantly less likely to receive a positive response than an applicant called David.
Prof Anthony Heath, co-author and emeritus fellow of Nuffield College, said: “The absence of any real decline in discrimination against black British and people of Pakistani background is a disturbing finding, which calls into question the effectiveness of previous policies. Ethnic inequality remains a burning injustice and there needs to be a radical rethink about how to tackle it.”
Dr Zubaida Haque, the deputy director of the race equality thinktank Runnymede, described the findings as shocking. They demonstrated that “it’s not just covert racism or unconscious bias that we need to worry about; it’s overt and conscious racism, where applicants are getting shortlisted on the basis of their ethnicity and/or name”, she said.
“It’s clear that race relations legislation is not sufficient to hold employers to account. There are no real consequences for employers of racially discriminating in subtle ways, but for BME* applicants or employees it means higher unemployment, lower wages, poorer conditions and less security in work and life.”
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5 Ways to Boost Your Resilience at Work
Since the pace and intensity of contemporary work culture are not likely to change, it’s more important than ever to build resilience skills to effectively navigate your worklife. While working as a CEO I’ve seen over and over again that the most resilient individuals aren’t the ones that don’t fail, but rather the ones that fail, learn and thrive1 because of it.
Resilience is built by attitudes, behaviors and social supports that can be adopted and cultivated by anyone. Factors that lead to resilience include optimism and the ability to stay balanced and manage difficult emotions. To build resilience skills at work it’s important to understand and manage some of the factors that cause us to feel so stressed at work. Being hyperconnected and responsive to work anytime, anywhere, can be extremely onerous.
The current and rising levels of stress in the workplace should be cause for concern, as there is a direct and adverse relationship between negative stress, wellness and productivity. Stress that causes us to experience difficulty or unhealthy strain is a major cause for concern as it directly and adversely affects personal and business success. Here are some tips on how to develop resilience and stay motivated:
Exercise mindfulness – Turn your attention to mental training practices associated with mindfulness to improve your judgment accuracy and problem solving, job performance and cognitive flexibility.
Compartmentalize your cognitive load – Create dedicated times in the day to do specific work-related activities and not others.
Take detachment2 breaks – Step away from work for even a few minutes to reset energy and attention. Balancing work activity can promote greater energy, mental clarity, creativity and focus.
Develop mental agility – Decenter stress: step back, reflect, shift perspectives, create options and choose wisely.
Cultivate compassion – Create positive work relationships, increase cooperation and collaboration, happiness and well-being to decrease stress.
(1) Thrive: prosperar, desenvolver, ter sucesso.
(2) Detachment: descolamento, distanciamento, separação.
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