Explanations for Ethnic Minority Unemployment in Britain.
Explanations for Ethnic Minority Unemployment in Britain The purpose of this paper is to examine the explanations for the over-representation of ethnic minorities in British unemployment statistics, and to investigate how the black population is placed at a disadvantage by the negative factors which are at work in the sphere of employment. I will review the literature researched into the issue, provide a brief overview of the arguments presented, and analyse the arguments proposed by the authors in their attempt to explain the overrepresentation of the black population in unemployment data and I shall critically assess how applicable these reasons are when trying to provide a sound explanation for the subject. I shall endeavour to investigate where there are gaps in the current literature and research into black unemployment, and I will suggest how these voids can be filled through new research and investigations, and consequently provide the development of new black unemployment theory. As with every paper that deals with ambiguous terminology, it is necessary to define what one means when discussing both 'blacks' and 'ethnic minorities' and the politically manipulated notion of 'unemployment'. By synthesising definitions by authors such as Fevre (1984) and Field (1981) I shall define an ethnic minority citizen or 'black' person as having the same meaning and in very
Is there equality between men and women or is it just a myth?
Is there equality between men and women or is it just a myth? In this essay the myth of equality between men and women will be discussed and progress made by women so far, for the fight of equality will be examined. Two areas will be mainly looked at; equality of men and women in the workplace and equality of men and women in the home. In the nineteenth century most women in Britain did not have many of the legal and political rights, which men had. Most women were dependant on men for money and support. They faced major discrimination at work and in education. A wide range of jobs and opportunities were not available to women. The main role of a woman´s life was expected to be that of a housewife and mother, having dinner ready on the table, looking after the children, cleaning the house and answering to her husband, while he went out to work to provide an income for his family. Women were seen as the weaker sex and men were seen as strong and the ruler. It was a strongly male dominated society. However women were not going to stand for this much longer and in the twentieth century began to fight for equal rights hence the uprising of the feminist´s movement. This was to be the start of a long hard upward struggle. During the twentieth century, there has been a gradual improvement in the status of women in Britain. At the beginning of the century the suffragette
Dialogue on Affirmative Action
Nikhil Mavinkurve Philosophy 355 Dialogue on Affirmative Action ALEX: I can't believe that affirmative action is still in place in many institutions in this country. BETH: Why? Affirmative Action programs have helped many people. It is definitely just and appropriate because it is necessary for equal opportunity. ALEX: Everyone speaks about equality of opportunity. What does that mean? Isn't the idea to choose one person over another, simply because of race, gender, or socio-economic disadvantage, wrong? Isn't that prejudicial? BETH: Actually, the idea of Affirmative Action is not prejudicial. Prejudice is a matter of making a distinction or selection based on criteria irrelevant to the selection task at hand. It involves a kind of mistake in judging. For example, if I tend to judge whether a basketball team is well coached by whether I like the coach 's looks when I see his photo on the sports page, I am displaying a prejudice. Affirmative Action programs simply aid those who are at a disadvantage compared to others. At worst, you can probably say it is a form of discrimination, if anything. However, discrimination is not inherently good or bad. Discrimination of some sort is essential to all judgment. Think about it, you discriminate when you shop for cereal at the grocery story. By choosing one brand over another you are discriminating against the
Employment Law: Rights of Agency Workers and Labour Law
In this question I will analyze whether Iqbal is an employee of Ajax or if he is an agency worker. This is an important factor from the point of view of employment protection rights and tax provisions. So firstly I will discuss agency workers. An employer may turn to an agency to provide him with staff for a specific purpose or definite or indefinite period of time. It seems Secretarial Services Ltd falls into the group of those who provide temporary staff or contract workers usually engaged by the agency and supplied to a third party, this seem to be relevant to Iqbal's case. The area of supply of labour by an employment agency is covered by the Employment Agencies and Employment Business Regulations 2003 and these set out the minimum standards. The position of an agency worker and whether he is employed or not has consistently been a difficult area. In the case of McMeehan v Secretary of State for Employment1, whether an individual is an employee depends on the terms of the contractual agreement with the agency in light of the surrounding factual circumstances. It seems by looking at the contract Iqbal is controlled by Ajax namely Simone his line manager as he takes orders and follows them. In Serco Limited v Blair and others, the EAT focused on the issue of control. Agency workers brought claims for unfair dismissal against the company hiring them. EAT held the workers
Advise Gillian as to Wolverine Enterprises Ltd’s legal obligations towards Alan Smith and its potential legal liability towards Sylvia Brown.
Employment Law Coursework Ann-Spowart Taylor Wolverine Enterprises Ltd. Advise Gillian as to Wolverine Enterprises Ltd's legal obligations towards Alan Smith and its potential legal liability towards Sylvia Brown. . Alan Smith Alan works at the Sunderland factory as a production operative. It is hot work that involves ensuring that hot steel bars are fed correctly into a casting machine. Alan has just been diagnosed as having multiple sclerosis. The only symptom he suffers at present is that he tires more easily than he used to and more easily than do others. The effects of multiple sclerosis vary considerably as does the speed at which the symptoms of the condition develop. Alan has been advised by his consultant that if possible he should avoid heavy physical effort and working in hot conditions. Important and relevant facts of the case => He is a production operative, a production operative operates machinery. => He works in hot conditions. => He has been diagnosed as having multiple sclerosis. => Only symptom is tiredness, which is a significant one as you should not operate machinery if you are tired, and his job is based around this. => Consultant has advised that if possible he should avoid any heavy physical effort and working in hot conditions. Any obligations the company have towards Alan are as a disabled person, but before we can go any further with
Prime areas of concern in the American workforce.
Sociology 1: Fall 2002 Joseph DiLeva October 7, 2003 Former President Bill Clinton: "Our challenge is twofold: first to restore the American dream of opportunity and the American value of responsibility; and second, to bring our country together amid all our diversity in a stronger community, so that we can find common ground and move forward as one." (Chavez, 1998) This quote comes from a televised speech in 1995 which was about the issue of defending civil rights and equal opportunity. These are two prime areas of concern in the American workforce. Due to the fact the U.S. is comprised of ethnic and gender varieties, methods are necessary to compliment a standard of respectability and fairness. However, policies which are implemented in the workplace to create a fair and respectable medium can create problems and many debatable arguments. Some work related issues that are relevant to both ethnic and gender differences are: affirmative action, feminism, sexual harassment, and even the "glass ceiling." These issues will be discussed in relation to how they impose argumentative problems in the workforce. Therefore, an informative point of view will show how one can be affected. Neither issue will be presented in a "pro" or "con" perspective. Instead, an unbiased account will show various arguments that apply to each respective issue - enabling the reader to have
There are several things to consider when comparing employment laws between different states. There are costs of hourly wages, the points at which overtime must be considered, amounts of taxes, hiring and firing processes and costs and age requirements.
There are several things to consider when comparing employment laws between different states. There are costs of hourly wages, the points at which overtime must be considered, amounts of taxes, hiring and firing processes and costs and age requirements. The cost of labor can greatly influence how profitable a firm can be. Washington, Idaho and California all have different minimum wages. The minimum wage in California is $6.75 an hour. The minimum wage in Idaho is only $5.15, which is the same as federal wages. Washington has the highest minimum wage at $7.16 an hour; it has been increasing noticeably in the past few years. The level of minimum wage will affect human resource costs that often are a big part of production costs. The overtime point is different for each of the three states. In Idaho, there is no overtime pay. Employees can work as many hours as employers want them to without getting any increase in pay. In Washington an employer must give overtime pay to any employee who works over a 40-hour workweek. Overtime pay is one and one-half of the regular hourly wages. In California regular overtime rates must be paid for any amount over 8 hours and double the regular wages for over 12 hours a day as well as 40 hours in a workweek. California law states that an employer can be sued for harassment if a manager or higher authority knew about the
Discrimination and Law.
Discrimination and Law 2003-2004 Formative Assessment "Legislative changes have been necessary to clarify when a chief constable can be found liable for discrimination committed by police officers in the course of employment. These can be viewed as a reflection of the recent legal developments which have extended the potential for any employer to be liable for acts of discrimination in the workplace, whether committed by the employers themselves or by employees." Discuss. Submission The essay, of no more than 2,500 words (inclusive of footnotes / references), is to be submitted by 4pm on Monday, January 12th, 2004 to Pauline Roberts, room 1.08. Refer in particular to the amendment 2003 regulations etc introduced by the macpherson committee etc etc...RRAA 2000??? WHICH ONE IS IT?? OR 2003?? Public authorities etc extended to police etc chief constables can now be vicariously liable etc etc etc.... Start with quote..... "The full force of the race relations legislation should apply to all police officers, and that chief officers of police should be made vicariously liable for the acts and omissions of their officers relevant to that legislation". In a speech made in the commons following the MacPherson committee enquiry into the death of black teenager Stephen Lawrence, Jack Straw highlighted the shortfalls of the current legislation, promising that the government
CASE: Ann Hopkins - LEGAL CASE ANALYSIS
CASE: Ann Hopkins I. LEGAL CASE ANALYSIS A. Facts Ann Hopkins was a mathematician, college professor, mathematical physicist and systems management consultant. She had earned a masters degree in mathematics in 1967 and had worked at Hollins College, IBM, as a consultant for NASA, and for the major accounting firm of Touche Ross. In August of 1978 she began working at Price Waterhouse (PW) as a manager in the Management Advisory Services (MAS) department of OGS. PW was a professional partnership that specialized in auditing, tax, and management consulting services worldwide. In the 1980's, in its 90 offices across the United States PW had 662 partners; there were approximately 2600 partners worldwide. To become a partner at PW required going through a formal annual nomination and review process where subsequently there would be held a partnership-wide vote. Once attained, partnership was essentially a lifetime appointment. Partnership candidates in a particular year were called a class and a booklet was prepared for each class member. The booklets would include the formal application along with notes on counseling sessions, staff performance evaluations, partners' evaluations, rankings for the candidate in each of the evaluation categories, and comparative rankings of the class candidates. When the partners in a local office proposed a candidate to the admissions
Potential forms of discrimination
Potential forms of discrimination There are many potential forms of discrimination in business and they fall into the following categories Gender, Race, Religion, Age, Differential behaviour and Harassment. For each of these headings I will explain each of the above forms of discrimination: - * Gender this heading can be split into two headings discrimination against males and discrimination against females. The discrimination under this heading is job relates for example male are seen to have typical male jobs for example builders, mechanics, footballers, accountants and chefs. Women's bobs are normally seen as cleaners, secretaries, teachers and nurses, these two lists of jobs normally stick to the gender but some of these jobs are done by the other gender for example teachers and nurses are some good examples of this. So for discrimination purposes men and women tend to get particular jobs because of their gender. * Race this heading can be split into stereotypical headings for example taxi drivers are normally Asian and they have there own business, they will probably not hire anyone who is not related to them so it is discriminating to everyone else. Teaching however is normally seen as a white person's job and you do not normally see many people from ethnic minorities working as teachers, this is discrimination against people that are not white. Another example of