In spite of the legislation evidenc

In spite of the legislation evidence of discrimination continues to exist. The CRE (2006)
based on Labour Force Survey data reports that the gap between whites and racial and
ethnic minority groups was 15.4 per cent in spring 2005. This picture of comparative
level of unemployment has barely changed over the last 18 years, although there has
been some improvement since 2003. There are differences between the different ethnic
groups. In addition, there is continued segregation in the labour market, with ethnic
minority male employees being employed in the hotel, catering and repairs and distribution
sectors, and manufacturing industry, to a much greater extent than their white
counterparts. But for construction the reverse is true. Segregation also occurs vertically.
In the Civil Service for example, the CRE (2006) reports that 3.3 per cent of senior staff
were from ethnic minority groups compared with 9.7 per cent of administrative staff,
with little change since 2003. Samir Sharma OBE, Chair of the Runnymede Trust, commented
that ‘there is still a sea of white faces in the boardrooms of Europe’ (EOR 2000).
Racial discrimination may also happen less blatantly. Rana (2003) reports on a project
designed to understand why ethnic minority managers are underrepresented in senior
levels of local government. The researchers found that in 360-degree feedback results the
line managers’ assessments of ethnic minority employees were less favourable for each
individual than all other assessments, which were generally similar. This discrepancy
Part 5 Employee relations
572
Table 24.1 Barriers to the achievement of gender-based equal pay
Starting pay is frequently
individually negotiated
Length of service
Broadbanding
Lack of equal access to
bonus payments
Market allowances not
evenly distributed
Different pay structures and
negotiating bodies
Job evaluation
Source: Based primarily on material in IDS (2004) ‘Employers move on equal pay’, IDS Report, No. 897, January,
pp. 10–18.
As men usually have higher previous earnings this means they can
negotiate a higher starting rate
Men generally have longer service and fewer career breaks, and
while this may result in greater experience early in a career it is
less of a performance-influencing factor as general length of
service increases
There is a lack of transparency in such systems and there is a lack
of structured progression, managers are likely to have high levels
of discretion and may be unaware of biases
There is evidence that appraisal ratings and assessments
discriminate unfairly against minority groups
Such allowances are more likely to be given to men
As some jobs are done primarily by women and some primarily by
men, direct comparisons are harder to make
Such schemes often perpetuate old values and may be subject to
managerial manipulation
HUMR_C24.qxd 10/11/07 10:49 AM Page 572
.
did not occur when considering the ratings of white employees. In terms of pay, nonwhite
workers are also comparatively disadvantaged, with ethnic minority male workers
as a whole group earning a median of 50p less per hour than white males (CRE 2006).
However Indian males earned 41p more per hour than white males, so when treating
ethnic minority workers as a group the statistics can hide a wide range of difference.

Kết quả (Việt) 1:

Mặc dù pháp luật, bằng chứng về phân biệt đối xử vẫn tiếp tục tồn tại. CRE (2006)Dựa trên cuộc khảo sát lực lượng lao động dữ liệu báo cáo rằng khoảng cách giữa người da trắng và chủng tộc vàCác nhóm dân tộc thiểu số là 15.4% trong mùa xuân năm 2005. Hình ảnh này của so sánhmức độ thất nghiệp đã hầu như không thay đổi trong 18 năm qua, mặc dù cólà một số cải tiến từ năm 2003. Có những sự khác biệt giữa dân tộc khác nhauNhóm. Ngoài ra, đó là tiếp tục phân biệt trong thị trường lao động, với dân tộcdân tộc thiểu số nam nhân viên đang làm việc trong khách sạn, phục vụ và sửa chữa và phân phốingành, và các ngành công nghiệp sản xuất, đến một mức độ lớn hơn nhiều so với màu trắng của họđối tác. Nhưng để xây dựng ngược lại là đúng. Phân biệt cũng xảy ra theo chiều dọc.Trong xây dựng Dịch vụ ví dụ, CRE (2006) báo cáo rằng 3,3 phần trăm nhân viên cao cấptừ các nhóm dân tộc thiểu số so với 9.7 trăm nhân viên hành chính,với chút thay đổi kể từ năm 2003. Samir Sharma OBE, chủ tịch của Runnymede Trust, nhận xét'là có vẫn còn một biển của các khuôn mặt trắng trong boardrooms của châu Âu' (EOR 2000).Phân biệt chủng tộc có thể cũng xảy ra ít hơn blatantly. Rana (2003) báo cáo về một dự ánđược thiết kế để hiểu tại sao dân tộc thiểu số quản lý được underrepresented trong cao cấpcấp chính quyền địa phương. Các nhà nghiên cứu tìm thấy rằng kết quả phản hồi 360 độ cácdòng nhà quản lý đánh giá của các dân tộc thiểu số nhân viên đã ít thuận lợi cho mỗi ngườiindividual than all other assessments, which were generally similar. This discrepancyPart 5 Employee relations572Table 24.1 Barriers to the achievement of gender-based equal payStarting pay is frequentlyindividually negotiatedLength of serviceBroadbandingLack of equal access tobonus paymentsMarket allowances notevenly distributedDifferent pay structures andnegotiating bodiesJob evaluationSource: Based primarily on material in IDS (2004) ‘Employers move on equal pay’, IDS Report, No. 897, January,pp. 10–18.As men usually have higher previous earnings this means they cannegotiate a higher starting rateMen generally have longer service and fewer career breaks, andwhile this may result in greater experience early in a career it isless of a performance-influencing factor as general length ofservice increasesThere is a lack of transparency in such systems and there is a lackof structured progression, managers are likely to have high levelsof discretion and may be unaware of biasesThere is evidence that appraisal ratings and assessmentsdiscriminate unfairly against minority groupsSuch allowances are more likely to be given to menAs some jobs are done primarily by women and some primarily bymen, direct comparisons are harder to makeSuch schemes often perpetuate old values and may be subject tomanagerial manipulationHUMR_C24.qxd 10/11/07 10:49 AM Page 572.did not occur when considering the ratings of white employees. In terms of pay, nonwhiteworkers are also comparatively disadvantaged, with ethnic minority male workersas a whole group earning a median of 50p less per hour than white males (CRE 2006).However Indian males earned 41p more per hour than white males, so when treatingethnic minority workers as a group the statistics can hide a wide range of difference.