Britain can proudly acknowledge itself as a multicultural society but minority groups still fare less well in the labour market than their white counterparts. Previous legislation is partly to blame. As the Equality Act 2010 comments, “… [previous] legislation was complex and, so despite the progress that has been made, inequality and discrimination persist and progress on some issues has been stubbornly slow.”
The Equality Act 2010 attempts to put an end to confusion by creating a framework to “protect the rights of individuals and advance equality of opportunity for all.” In simplified style the Equality Act 2010 defines race as: colour, nationality or ethnic or national origins.
These characteristics are described as protected characteristics, aspects which an employer, for example, may not discern between two job applicants: “A person (A) discriminates against another (B) if, because of a protected characteristic, A treats B less favorably than A treats or would treat others.”
As straight forward as this may be, Equality Acts of this nature mean relatively little if employers are not embracing diversity too. In order to demonstrate that some companies really do care about equality in the workplace, the Diversity Careers Show has been presented across the country. With dozens of major exhibitors at the London event, and the same occurring in Edinburgh on the 16th November 2010, cialis online and in Manchester on the 30th of November, there are reasons to be optimistic.
Linda Riley, the Managing Director of the Diversity recruitment company, said, “The London Diversity Careers Show, now in its second year, has proven the commitment to diversity of some of the largest organisations in the UK. BSkyB, Microsoft, Credit Suisse and the RAF were among some of the recruiters to attend.”
Commenting specifically on race and ethnic minority equality in the workplace, several other companies which contributed to the Diversity Careers Show described measures that they have taken to ensure diversity in their workplace.
“We have a range of diversity measure in place,” said Jennifer Barrow, Head of Diversity and CSR at Baker & McKenzie, London. “A significant number of which are aimed at the Graduate Recruitment programme. We were one of the first law firms to remove names from CVs, and have totally reviewed our Graduate Recruitment process to ensure it really does provide a level playing field. As a result of our progress in this area, we were recently nominated for a Race for Opportunity award.”
Rajan Lakhani, a Public Affairs and Media Relations Assistant at EDF Energy mentioned their long term ambitions to be recognised as a diverse working community. “As a company, EDF Energy has made a public social commitment to achieve canadianpharmacy-toprx gold standard in Diversity & Inclusion by 2012. At EDF Energy, diversity is more than a good intention. It’s a powerful business tool that enables cialisonline-certifiedtop.com us to harness different skills, personalities and points of view to the benefit of the company.”
In a similar manner, Thames Valley Police looked to emphasise the importance of reflecting the diversity of British society it their own workforce, not only as a matter of principle, but as a way of improving performance.
“We warmly welcome people into Thames Valley Police from black and minority ethnic groups. Recruiting people from black and minority ethnic groups is a high priority for the Force. We strive to be an employer of choice for all sections of the community. We recognise that having a diverse organisation makes us more approachable and relevant to our communities. canada pharmacy There are many ethnic groups across Thames Valley and it generic name cialis is important that we reflect the diversity of the communities that we serve and represent the six strands of diversity.”
For more information on diversity and jobs go to www.realworldmagazine. com, or visit www.ethnicjobsite.co.uk or www.equalities.gov.uk.