While these application tests show discrimination against names that are recognised as not being traditionally British, it is unclear if this effect is about race, class or perceived foreign culture. More granular studies should be conducted which manipulate first names as well as surnames, class as well as ethnicity, and which include greater and lesser levels of CV qualifications, as all have been found to affect the results. [footnote 54] They should also attempt to assess the ethnic makeup of those making hiring decisions, or at least the ethnic composition of the hiring organisation or unit, to test for variations in bias among assessors. The data measures the percentage of people from each ethnic group who work in a particular industry or sector in the UK. It includes both employed and self-employed people.

Ethnic minority staff report worse experiences, when compared with White staff. The Commission heard examples of the kinds of negative experiences faced by some on the frontline; “the issues came when I was actually qualified. I would go on to wards and not even be recognised [as a nurse]– people would even ring agencies to confirm if I was an actual nurse”. Civil Service HR (2018) Civil Service Fast Stream: Annual Report 2017 and 2018, Table 24. Available at: [https://assets.publishing.service.gov.uk/government/uploads/system/uploads/attachment_data/file/767789/Civil_Service_Fast_Stream_Annual_Report_2017 -_2018.pdf](https://assets.publishing.service.gov.uk/government/uploads/system/uploads/attachment_data/file/767789/Civil_Service_Fast_Stream_Annual_Report_2017-_2018.pdf) ↩ Ethnicity facts and figures, (2020), ‘Employment by occupation’. Available at: https://www.ethnicity-facts-figures.service.gov.uk/work-pay-and-benefits/employment/employment-by-occupation/latest#by-ethnicity-and-type-of-occupation ↩ Darolia, R., et al., (2016), ‘Race and gender effects on employer interest in job applicants: new evidence from a resume field experiment.’ Applied Economics Letters 23(12): 853-856; Neumark, D. and J. Rich (2019). ‘Do field experiments on labor and housing markets overstate discrimination? A re-examination of the evidence.’ ILR Review 72(1): 223-252. ↩

Tackling racism

Personnel Today (2018), “Stress is main workplace health concern, say seven in 10 union reps”, https://www.personneltoday.com/hr/stressmain-concern-seven-in-10-union-reps/ Shifting cultures takes a more sustained effort than increasing representation. Both however, are critically important, and are likely to feed into each other. The Commission has seen (preliminary) evidence of the CIMM’s novel approach yielding positive results, for example within a leading pharmaceutical company and also a recruitment company that In Diverse Company have partnered with. Case study: Cultural Inclusion Maturity Model The Ethnicity Gap’, published by inclusion 360. Available at: https://www.inclusion360.co.uk/our-advice/the-ethnicity-gap ↩ What about the extent to which ethnic minorities advance into the very top positions in professional, business and public life?

According to work on social mobility by Professor Yaojun Li, ethnic minority children with parents in routine manual roles [footnote 23] were much more likely to achieve upward mobility compared with their White peers. Only 5% of children from the Chinese ethnic group remain in the same routine manual positions as their parents, compared with 24% of White children. ONS (2020), A09: Labour market status by ethnic group. Source: Labour Force Survey. Differences calculated from April to June 2001 to April to June 2019. A020). Available at: https://www.ons.gov.uk/employmentandlabourmarket/peopleinwork/employmentandemployeetypes/datasets/labourmarketstatusbyethnicgroupa09 ↩ Fairness at work, challenging existing approaches and examining alternative ways to promote fairness for ethnic minorities that leads to better outcomes and achieves inclusivity. Al-Gharbi. M., (2020), ’Diversity is Important. Diversity-Related Training is Terrible’. Available at: https://musaalgharbi.com/2020/09/16/diversity-important-related-training-terrible/3/ ↩ more female BME consultants applied for the local CEA [footnote 50] (2017/18) and were more likely to be awarded CEAs, however the value of their award was the lowest level.The outage first emerged on Downdetector around 8am and many customers were still unable to access their accounts by lunchtime. We recognise the appetite that some employers have to act and publish their ethnicity pay gaps. A number of private and public sector employers (such as the NHS) have already voluntarily published their ethnicity pay gaps. We believe that ethnicity pay gaps should continue to be reported on a voluntary basis and that the government should provide guidance to employers who choose to do so. Yet, at March’s Health and Wellbeing at Work conference in Birmingham, Dame Carol was positive that the world of work has become healthier over the past decade, despite the onslaught of challenges that simply did not exist a decade ago – the rise of the gig economy, for example.

of workers from the Indian ethnic group were in 'professional' jobs – the highest percentage out of all ethnic groups Ending the hostile environment for migrants , including removing the international health surcharge ; Age is another important factor, with employment rate differences between the 16 to 24 and 25 to 49 age groups largest in the Indian ethnic group (38% and 84%) and smallest in the White British group (58% and 86%). [footnote 15] This difference is likely to be because young people from the Indian ethnic group are also among the most likely to go on to further education. [footnote 16] These ‘raw’ pay numbers also do not take into account things like age, qualifications, region, whether someone was born in the UK or not, and when adjusted it can reduce the pay gap for some and increase it for others. So, for example, after adjustment, the strongly positive pay gap for the UK-born Chinese ethnic group turns into a small negative one, and for the UK-born Indian group is reduced to a smaller positive pay gap.b) The Commission also calls on the government to work with a panel of academics and practitioners to develop resources and evidence-based approaches of what does work to advance fairness in the workplace. The landscape of diversity training is highly mixed, and the government can play a role in guiding organisations to high quality materials and resources. Reporting an incident to an employer, in the majority of instances, doesn’t lead to action being taken to prevent future hara Incidents of racism and discrimination have a clear negative impact on BME workers. Around a third reported that the most recent incident left them feeling less confident at work (35 per cent), and a similar proportion said it made them feel embarrassed (34 per cent) and had a negative impact on their mental health (31 per cent).

Research shows this is predominantly due to businesses’ credit and financial characteristics being at odds with the market standard approaches that are used to make credit decisions, when applied equally to all firms. ↩ The overall convergence story on employment and pay is also reflected in a shift up the social scale. Some of this has happened almost automatically as the social structure has changed in the past 50 years, eliminating manual working class jobs and creating many more middle class and professional jobs, but some ethnic groups have moved up the social scale more than others. Over the past 50 years several ethnic groups have made exceptional progress in the UK.British Business Bank, (2020), ‘Alone together: Entrepreneurship and diversity in the UK’. Available at: https://www.british-business-bank.co.uk/research-alone-together/ ↩ The data measures the percentage of people from different ethnic groups who work in particular types of occupation. It includes people who are employed and self-employed.