Racist Recruitment Policies in the UK

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We live in a multi-racial, multi-ethnic society, where gender, colour, creed and class are no longer barriers to our social mobility, right?

Wrong.

The majority of people from ethnic minorities are worse off in terms of employment now than they were two decades ago.

So who is more likely to be called up for an interview, based solely on their name?

Nazia Mahmood
Mariam Namagembe
Alison Taylor

These three names are recognisably from three different communities.

Researchers using false identities were created with similar experiences and qualifications, had a British education and similar work histories.

Yet after sending 3,000 job applications, it was found that Alison who appeared to be white would send nine applications before receiving a positive response of either an invitation to an interview or an encouraging telephone call.

Nazia & Mariam with the same qualifications and experience had to send 16 applications before receiving a similar response.

You can read the full findings here – Undercover job hunters reveal huge race bias in Britain’s workplaces.

This takes the Akh back to a time when he was a fresh graduate, armed with a shining new degree, ready to take on all comers in industry.

I couldn’t list the sheer amount of jobs and career paths I applied for in the last six months of university and the year after leaving.

I did eventually get into what I wanted, but the truth is the amount of knock-backs I took, could, to a lesser man, have been utterly soul shattering.

It was interesting to note that I was never interviewed once by anyone with a hint of melanin in their skin tone and that is pretty much reflected within the make-up of the vast majority of senior management and at board level in industry.

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Filed under Racism, Reports & Findings

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