DWP
publish results of race discrimination survey in recruitment
The DWP have published a report showing the results of a
test for racial discrimination in recruitment practices in England and Scotland
involving submitting duplicate “matched” job applications from white
and ethnic minority applicants. The net discrimination in favour of white names
over equivalent applications from ethnic minority candidates was 29%.
The test used in the report, DWP test for racial discrimination in recruitment
practice, involved submitting duplicate “matched” job
applications from white and ethnic minority applicants to each of 987 vacancies
in Birmingham, Bradford, Bristol, Glasgow, Leeds, London and Manchester.
The researchers from the National Centre for Social
Research (NatCen) adopted a net measure for describing the level of
discrimination based on the 155 sets of applications which received positive
responses. By subtracting the proportion of the ethnic minority applications
that received a positive response from employers (39 per cent) from the
proportion for white applications (68 per cent), the net discrimination in
favour of white names was 29 per cent.
The test design allowed the researchers to look at
discrimination for each of the individual ethnic minority groups. The level of
racial discrimination was found to be high across all ethnic groups. Although
there was some variation in the level, ranging from 21 per cent for
Pakistani/Bangladeshi names to 32 per cent for Indian, Chinese and black
Caribbean names, the differences between the groups were not statistically
significant.
The report concludes that the random assignment of names to
convey ethnicity in applications in the test means there are no plausible
explanations for the difference in treatment found between white and ethnic
minority names other than racial discrimination.
This provides summary information and comment on the subject areas covered. Where employment tribunal and appellate court cases are reported, the information does not set out all of the facts, the legal arguments presented and the judgments made in every aspect of the case. Employment law is subject to constant change either by statute or by interpretation by the courts. While every care has been taken in compiling this information, we cannot be held responsible for any errors or omissions. Specialist legal advice must be taken on any legal issues that may arise before embarking upon any formal course of action.
