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Racial Discrimination in Recruitment Practice

Racial Discrimination in Recruitment Practice

The Department for Work and Pensions has published the findings of research to test the extent of racial discrimination in the recruitment process in different areas of the British labour market. In line with techniques used in several countries, the test involved submitting matched job applications from white and ethnic minority applicants to each of 987 vacancies advertised between October 2008 and May 2009. Ethnic identity was conveyed in the applications using names found to be widely associated with the ethnic groups included in the study, and these were randomly assigned to the applications. Differences between the ethnic groups in the proportion of positive responses from employers can therefore be attributed to discrimination.

The government has published a code of practce for employers on how to avoid unlawful discrimination in their recruitment and employment practices while seeking to prevent illegal working. This code of practice is one of the guidance documents that you can download from the right side of this page. The code of practice also tells employers where they can get further advice on preventing discrimination, including the Equality and Human Rights Commission. A negative image of the construction industry and poor recruitment practices are contributing to the low numbers of ethnic minorities* entering the industry, according to the results of an inquiry published today.  (Slattery, 2002)

Ethnic minorities make up just 3.3 per cent of the construction industry workforce, up from 1.9 per cent in 1999.  This compares to ethnic minorities making up 7.9 per cent of the national workforce. The Race Discrimination in the Construction Industry inquiry saw evidence that suggests the industry is no less appealing to ethnic minorities than it is to white people with 45 per cent and 42 per cent respectively saying they were interested in a career in construction. However, a prevalence of word of mouth recruitment, a lack of job or career progression and problems making the transition from training to work, prevent ethnic minorities from getting jobs. 

Although the majority of witnesses felt that overt racism had declined in recent years, there is evidence that some forms of racist 'banter' are still tolerated in pockets of the industry.  The inquiry also highlights a significant amount of good practice in the industry, but as yet, it has not had the effect of substantially increasing the proportion of ethnic minorities. 

“The level of ethnic minority representation across the industry must improve.  This is a vital industry for the British economy.  It is important to acknowledge that it is facing some critical challenges from the recession and the changing nature of the British workforce.  To remain competitive and ensure that it has the right skills for the future; it must invest in training and recruiting the best candidates from the widest possible pool of talent.

“It should be recognised that the industry is taking steps to increase diversity. There are many positive initiatives and examples of good practice designed to increase ...