Race, religion and ethnicity in graduate employment
Recruiters want to attract more applications from minority groups as well as change and influence their existing company cultures to retain a more diverse workforce.
12% of university graduates are from ethnic minorities. Source: Race for opportunity
Over 30 years of legislation to protect ethnic minorities from discrimination in the workplace has resulted in great improvements in employment opportunities, but the playing field still isn’t quite level.
Although the Race Relations Act came into effect in 1976, the Employment Equality (Religion or Belief) Regulations, to protect the British workforce from discrimination and harassment at work on grounds of religion or belief, were only introduced in December 2003. The distinction between religious and racial discrimination can sometimes be unclear and some groups, such as Jews, are protected by both pieces of legislation. But dress restrictions, ignorance of religious customs and working on religious holidays are just some the issues that employees from minority religions can face at work. Unfortunately there is currently no official body to enforce the latest legislation covering discrimination on the grounds of religion or belief.
The business case for disregarding race and religion in the workplace couldn’t be stronger. The percentage of the UK’s working age population that comes from ethnic minorities continues to rise every year. So those employers who continue to overlook applicants on the basis of their race or religion, or hamper employees’ career progression for the same reason are not only breaking the law but also considerably reducing the talent they have to select from to build their own organisation. As a result, recruiters are becoming proactive in their efforts to attract more applications from minority groups as well as changing their existing company culture to retain a more diverse workforce.
The message is getting through and establishing a workforce to reflect our multicultural society will soon be a reality.
Race, religion and ethnicity and graduate recruitment
Half of all new jobs over the next ten years will go to ethnic minorities. Source: Race for opportunity
Many graduate employers have reviewed their recruitment and selection practices and it is certainly possible to find employers who are keen to show that they welcome applications from graduates of any ethnic origin.
With a little research you should be able to discover which employers you will be comfortable working for. If they are serious about diversity they will at least have an equal opportunities statement and some will have whole sections of their website dedicated to their policies and practices. Look at where they are advertising their graduate positions – if you spot them in publications such as this one it’s a pretty good sign that they’re serious about equal opportunities.
Many larger organisations also have specific networks in place to continue their support for workers from different cultural and religious backgrounds as they progress through the organisation. These network groups meet regularly to discuss religious or cultural issues or any problems they may be having as a result of their beliefs. Increasing numbers of employers also have a place for prayer available too.
Initiatives such as TARGETchances are essential in breaking down the barriers in recruitment. These events allow students to learn more about traditionally white professions, such as law, finance and professional services, as well as providing ideal networking opportunities to help you find the right job.
Race, religion and ethnicity and employment law
Ethnic minorities currently make up 8% the UK population. Between 1999 and 2009 they will account for half the growth in the working-age population. Source: Ethnic Minorities and the Labour Market: Final Report
The first piece of legislation to outlaw discrimination in the workplace on the grounds of race was the Race Relations Act (RRA) 1976. This, together with RRA 1976 (Amendment) Regulations 2003, which implemented provisions of the Race Directive 2000, make it illegal to discriminate against someone on the grounds of colour, race, nationality or ethnic or racial group. The RRA makes it unlawful to discriminate in:
- recruitment
- pay
- other terms and conditions (eg holidays)
- access to opportunities or benefits (eg promotion, training, bonuses)
- dismissal
- disadvantaging a worker in any other way on racial grounds.
With the introduction of the Employment Equality (Religion or Belief) Regulations 2003, discrimination, harassment and victimisation on the grounds of religion and belief (both perceived and actual) in employment and vocational training also became unlawful. In terms of employment, this covers recruitment and selection procedures and employment practices, such as dress codes. The law applies to any religions and faiths that can show collective worship and a clear belief system.
As with all legislation applying to minority groups, there are two types of discrimination which are forbidden: direct discrimination – when a worker is treated less favourably on the grounds of race, colour, nationality, ethnic or national origin – and indirect discrimination, which concerns the conditions of application for a particular job, specifically if the conditions cannot be justified by the requirements of the job. The Commission for Equality and Human Rights (CRHE) (formerly the Commission for Racial Equality) has also published a Code of Practice which, though not legally binding, acts as a benchmark and guide for best practice and may be taken into account by the courts.
The law does have exceptions however. An employer can advertise for a person of a particular race or ethnic origin if there is a genuine occupational requirement for this. For example, a charity specifically for black communities could say they are interested in hearing from black applicants provided they match the job specifications in terms of the education and experience needed.
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