Exploring Racism Within the British Workplace

This report was commissioned to examine race discrimination in the workplace and the effects it has on individuals. It provides an exploration of how unconscious bias is a term which has been used to cover up the large issue on-going in the workplace and an analysis of this topic. As Dovidio et al., (2008) argues, unconscious bias is a term used to cover the ‘unknowing racism’ individuals uphold. Unconscious bias occurs when our brains make quick judgements of people and situations without any realisation of this involuntary thinking process. Avant (2018) discusses how these biases are influenced by background, culture, environment, and experience. People may not be aware of the impact these judgements may have upon our behavior and the decisions we make (CIPD, 2017). Thus, the research also aims to explore how informed HR practitioners are about the issue, whether they have methods to reduce unconscious bias and how it can influence their decisions in the workplace. The research draws attention to the fact in 2010, The Equality Act was implemented to legally protect people from discrimination in the workplace and in the wider society (GOV UK, 2017). However, recent statistics have revealed Black and Ethnic Minority individuals are still suffering from discrimination. As racism has evolved, the question remains as to why Black and Ethnic Minorities are still in the lowest employment with figures claiming only 3.5% of non-White people are at the top of the UK’s leading one thousand organisations whilst making up 12.9% in the general population (Lodge, 2017). Furthermore, employment disparities become even more apparent for BAME (Black, Asian and Minority Ethnic) women, as less than a quarter of that 3.5% hired are women. The glass ceiling is used to represent an artificial barrier that prevents certain groups of individuals (including women, Black and ethnic minorities) to be promoted within an organisation or to advance beyond a certain level (ACAS, 2016). In a recent survey conducted within the UK, the CIPD (2015) states BAME individuals felt the glass ceiling effect is still a problem in their lives which leads to an increased challenge to progress in their work (Smith et al., 2012). The report evaluates and concludes that workplace discrimination still occurs despite laws being put into place to eradicate this and protect employees from unfair treatment. It seems that those most at risk of being disadvantaged in employment are those judged on race, gender, age or sexual orientation. Unconscious bias is arguably, a politer term for what can be described more accurately as discrimination. One form of bias which has been investigated into is named discrimination. Upon hearing a specific name, (especially a name common to a certain ethnicity) a preconception about that person may occur based on stereotypes of that race. Researchers discovered that an applicant with a name more common amongst Black people (e.g. Jamal and Lakisha) must send out an average of fifteen applications before receiving a call back. However, applicants with typically ‘White’ names such as Tom and Emily) only needed to send out ten. (Mercado, 2017). HR practitioners were questioned on their current knowledge of race discrimination, unconscious bias and how they are working to prevent and eliminate such issues from occurring in their business. The results concluded, smaller organisations currently have very few policies implemented to tackle the problem. However, every organisation interviewed claimed they had some form of training on discrimination in the workplace and many assured that ey were an inclusive workforce. The statistics show otherwise. Brown (2018) claimed Black people earn 17% a year less than their White counterparts. HR practitioners were asked their opinions on why they believe Black people are paid less than their White colleagues. Some of the responses include ‘that is the way it is’ or ‘Black people are afraid to ask for more money.’ Unfortunately, the participants within the interview consisted of only White individuals, if Black or ethnic minority participants had been questioned there may have been a wider variety of reasons given. Due to the sensitivity of the subject, all questions were carefully worded to ensure participants were protected from harm throughout and were given the right to withdraw at any time during the interview. Recommendations derived from this thesis included identifying and addressing the issue unconscious bias is having on those of ethnic minority. The CIPD (2017) claim if individuals are conscious of the problem, they are more likely to try to reduce the problem. The discussion with HR practitioners during the interview concluded that line managers have a lack of awareness and understanding of discrimination in the workplace. Thus, implementing training for managers on discrimination and unconscious bias might help individuals of ethnic minority feel more satisfied and content in the workplace. Training on discrimination and unconscious bias could become mandatory in the workplace which will ensure every individual in the company is informed of the issue and its effects, and therefore responsible for working towards a less discriminatory workplace environment (Kowal et al., 2013). Unconscious bias may appear in the hiring process as well, therefore blind CV recruitment could be implemented. This would mean no personal details including age, gender, ethnicity, race and sexual orientation would be given or considered when choosing between candidates for employment (Green et al., 2007). Implementing this type of method ensures applications are judged upon their qualifications and nothing more. Finally, collecting consistent feedback within the workplace can ensure individuals are able to voice their opinion and speak up if they feel something is not correct. (Chertan and Plaut, 2011)