The question, often is asked or wondered: Does the colour of one’s skin or religion, or background affect one’s ability to do a job well or give an indication of one’s level of intelligence or motivation? No, of course it doesn’t. So why are ethnic minority people statistically more likely to be unemployed than their counterparts in general category? Do the above factors really influence one’s employability prospects and, if that really is the case, how can one redress the balance?
It’s a long time that it is made in some countries illegal to treat a person less favourably than others on ethnic grounds. Yet there are still significant discrepancies for ethnic groups in the society and in the workplace. According to some research, ethnic minority workers receive less pay than their other counterparts, and are more likely to be unemployed.
In essence, people should not be discriminated in the fields of employment, education, training, housing and the provision of goods, facilities and services.
However, proving one has been discriminated against can be problematic. Discrimination is not the same as prejudice; one need to demonstrate that one was treated less favourably as a result of the other party’s actions.
There are four main types of ethnic discrimination: direct; indirect; victimisation; and harassment. Cases involving ethnic discrimination within employment are heard in employment tribunals . Other ethnic discrimination cases are heard in civil courts.
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