Some communities like Pakistani and Bangladeshi gap around 25 to 30 especially

Some communities like pakistani and bangladeshi gap

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Some communities like Pakistani and Bangladeshi gap around 25 to 30 %, especially for Women from these communities. *In 2007-08, for people from minority ethnic groups who had been turned down for a job in the last five years, the most frequently specified reason was race (by 21 per cent) * Government report (CLG on race equality 03/09 *When it comes to those making it to management grade, the gap between the overall population and those in work is even greater. Just 6.8%, or one in 15, were in a management position at the end of 2007, up from 4.4% in 2000. In other words non-white workers have failed to secure the share of management posts that the size of the population would justify. * Race to the Top-Report by BITC-RfO (Earlier this year) Companies falling short on racial discrimination: Summary of Information collected from our Helpline staff, anecdotal evidence: 1. The Commission is seeing a trend in regards to complaints about racial discrimination within the following area: Recruitment – ethnic minorities fair well at telephone interviews and face to face interviews but are not being employed. Feedback indicates that lack of qualifications and experience are reasons for not being successful. However, some positions are then occupied by people with fewer qualifications and no experience and who are not from an ethnic minority. In other cases, the jobs are re-advertised.. Dismissals – Ethnic minority staff are being dismissed after they have complained about lack of equal opportunities, racial harassment or discrimination. A high proportion of those dismissed have temporary contracts or are still on their probationary period. Redundancies – ethnic minority employees seem to be the first to be made redundant when employers have not followed the appropriate redundancy guidelines, therefore breaching legislation. Common Factors There are many ethnic minority individuals who have a wealth of experience within companies but are overlooked for promotion. There seems to be a trend that access to training, overtime and holiday entitlement differs between ethnic minority staff and non ethnic minority staff who have the same role within a company. Derogatory language is often used in the workplace and in many situations nothing is done to stop it. As a consequence, ethnic minority staff often leave employment without securing another position elsewhere just to get out of a racist work environment. People feel intimidated to raise grievances because of the size of the companies and worry about the monetary implications if racial discrimination is not proved within the courts. Many people in this situation look to the Commission for legal assistance.
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Racial bullying and harassment in terms of derogatory language is common at all levels of employment from junior staff to the most senior.
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