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Race Discrimination in the Workplace Assignment

   

Added on  2021-06-18

23 Pages5779 Words83 Views
Race Discrimination in the Workplace1RACE DISCRIMINATION IN THE WORKPLACEName:Course:Professor:Academic Institution:Town/CityDate:

Race Discrimination in the Workplace2Executive SummaryFrom the 1960s, successive governments have initiated laws to get rid of racial discrimination in employment. However, racism and racial inequality have proven themselves to be historically resilient features of the British labor market. The report evaluates the literature on racial prejudice and inequality in the construction sector in the United Kingdom. The review puts into consideration literature published on all features of the construction sector labor force, emphasizing on non-white racial marginal employees.The paper also makes research on the contribution of workplace discrimination and other sorts ofabuse to construction workers. A conceptual framework is presented to explain the pathways through which discrimination at interpersonal and organizational level result to differential risk of vulnerable employees to negative outcomes at the workplace. Members of the minority groupsare more probably to be victims of the workplace discrimination and suffer more negative outcomes when they are exposed to workplace discriminations compared to the majority groups.

Race Discrimination in the Workplace3Table of Contents1.0.0 INTRODUCTION..................................................................................................................31.1.0 Purpose................................................................................................................................31.2.0 Background.........................................................................................................................41.3.0 Objectives............................................................................................................................51.4.0 The degree of marginal ethnic employment in construction...............................................61.5.0 Nature and Scale of Racial Discrimination.........................................................................81.6.0 Summary.............................................................................................................................91.7 Impacts and causes of Racial Discrimination........................................................................92.0 PRELIMINARY BARRIERS.................................................................................................102.1.0 Representation...................................................................................................................102.2 Profession Advice................................................................................................................112.3 Racism..................................................................................................................................123.0 EQUALITY AND DIVERSITY POLICIES AND PRACTICES...........................................133.1 Leadership............................................................................................................................143.2 Workforce monitoring, targets, and compliance..................................................................154.0 TRAINING AND EDUCATION............................................................................................154.1Teaching and curriculum......................................................................................................154.2 Employee attitudes, Expectations, and Support...................................................................165.0 RECRUITMENT.....................................................................................................................16

Race Discrimination in the Workplace45.1 Exclusion..............................................................................................................................165.2 Recruitment procedures and practices.................................................................................175.3 Procurement.........................................................................................................................175.4 Experiences in the Workplace..............................................................................................175.5 Progression...........................................................................................................................186.0 CONCLUSIONS AND WAYS FORWARD......................................................................186.2 Key issues............................................................................................................................196.4 Courses forward...................................................................................................................196.5 Research plan.......................................................................................................................207.0 LIST OF REFERENCES.........................................................................................................211.0.0 INTRODUCTION1.1.0 PurposeThis study has been made to report to the Board of directors on racial inequity in the business and reviews the current literature on racial favoritism as well as racial parity in the construction company in the United Kingdom, especially about the non-white ethnic group. It takes into consideration all features of the sector workforce, including trainees, permanent workers and casual laborers. Wherever promising, gender differences are remarked upon, even though such information is partial. Also, the report considered some literature connecting to migrants. However, it is important to know that this is not a wide-ranging review of all literature on the

Race Discrimination in the Workplace5topic even though it covers key issues about ethnic minority workers in the construction businessand careers.After looking at the background of the construction industry, the review explores the elements that affect or slow down a person from engaging in the construction business and from developing or growing once in it. The image of the industry and how people view it, being significant in the first assessment to study for an occupation in construction, is well thought-out in the first place, followed by a segment of responsible for organization?s reactions to matters of impartiality and diversity in connection to management obligations, supervision of execution, and the impacts of the race equality sense of duty and the trade circumstance for diversity.Matters concerning education and training are considered in the next step, especially system provided to students and trainees as well as a method of liberation. The review emphasizes on staffing, in particular, planned or unplanned exclusionary activities in recruitment and the similarframework of the procurement of contracts. For the individuals coming into the industry, the final phase that is given consideration is development within a company and the barricades to development or help given to eradicate those blockades. The review finalizes with a suggestion of recommendations.1.2.0 BackgroundFrom the 1990s, the general concerns on egalitarianism and diversity in the United Kingdom were articulated by a diminutive number of but developing number of the system, and people in communal life in the 1980s started to affect the construction sector. The emphasis on the noticeable under-representation of a female in the business result unsurprisingly to the deliberation of the representation of racial minority men and women in the business. For this

Race Discrimination in the Workplace6report, the focus will be on how human resource manager respond to racial discrimination issues and how the issue is being addressed. The main focus in this study shall be BME, a construction consultant company that is facing numerous racial discrimination issues from their clients. The paper shall start by giving an impression of the kinds of discrimination. It is set with within the background of an exceptional extension in the construction industry but where limited capability among conventional contractors owing to expertise and workers scarcity increasingly apparent. The conversation will emphasize the potential sustainability of the contractors and workers and how the human resource manager can solve the issue at workplace. The assurance of the relevantagencies to equality of opportunity will be decisive to the achievement of this sector. 1.3.0 ObjectivesFrom the previous findings on the same issue, many workers are not comfortable working in the organizations where there are racial discriminations even though majorities are not opening up totalk about it. Before this study, there was limited research concerning the role of the human resource manager in racial discrimination claims in the industry based on the information that shall be looked upon. The study provides insights into the role of human resources manager in the discrimination claims. The report to Board of directors is targeted to gain an in-depth insight of the expectations, experiences, and views as well as the recommendations on how to deal with the issue.Similarly, the study seeks to find ways that can e used to create an enabling atmosphere that is free from racial discrimination as well as other prejudices in the workplace. A place of work should be conducive to every individual regardless of gender, race or any other form of ethnicity for the organization to realize it set goals as well as objectives. However, whenever such vises

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