Race Equality Duty in UK - Is it bringing the Equality in Employment in the Public Sector?

Abstract

This study purely discusses race equality duty in UK. The part of literature mostly explains the logic of equality and supports the arguments that are highlighting the evidence of equality in employment in the public sector.

Table of Contents

Abstract2

Introduction5

Racial equality in the UK public sector6

The race equality debate11

Equality legislation and the Race Relations (Amendment) Act 200014

Methodology16

Findings and analysis18

Race equality and local authorities: general issues18

Existence of an equal opportunities policy18

Awareness and knowledge of the Race Relations (Amendment) Act 200020

Steps to ensure the implementation of obligations under the Act21

Importance of racial equality21

Degree of progress on the promotion of racial equality23

Race equality: local authorities as employers24

Racial equality and workforce diversity24

Monitoring ethnic minority recruitment27

Degree of prevalence of racial discrimination in local councils28

Tackling racism in the workplace29

Race awareness training30

Action plans31

Race equality: local councils as service providers32

Relationship between local authorities and ethnic minority communities32

Steps to engage with ethnic minority communities34

Assessing the needs of ethnic minority communities37

Discussion: assessing progress within the context of the Act38

Conclusions44

References51

Introduction

The term “Equality” refers to a state or situation in which every individual is treated equally. Equality is an issue, which has become very important, particularly in the last decade or so. This significance can be seen in the waive of legislation which has been passed to advance equality in different fields such as race (Race Relations (Amendment) Act 2000), disability (Disability Discrimination Act, 2005 (2005)) and age (Employment Equality (Age) Regulations 2006). Among the central triggers for change which have put equality high on the political agenda have been the following:

growing concern that despite the existence of legislation on race and gender, evidence shows that racism, sex discrimination and other forms of inequality are still rife in both the labour market and in society in general (see Parekh, 2000; Cabinet Office, 2003; Equal Opportunities Commission, 2006); and

acknowledgement that there are other areas and groups who, until recently, required protection previously not afforded by legislation or statute, e.g. disabled and young/older people.

In Scotland, the Scottish Government (previously the Scottish Executive) has attached great importance to the promotion of equality in all walks of life (Scottish Executive, 2001a). In recent years it has focused particularly on the issue of race equality (hereafter also referred to as “racial equality”). The need to focus on this area of equality has been highlighted by the continued persistence of racism[1] and racial discrimination[2] and the inability of organisations and institutions to ensure racial equality for both their employees and service users (Modood et al., 1998). The Race Relations (Amendment) Act 2000 (2001) is the tool that has provided the central impetus for this research. The objective of this study is to ascertain the extent of progress made by Scottish local councils (hereafter also referred to as “local authorities”), both as employers and as service providers, in the field of racial equality in response to the Race Relations (Amendment) Act 2000 (2001).

Racial equality in the UK public sector

Race equality has become a topical issue in ...