Why racial equality is important today’s job market racial equality in employment is about recognizing and building on the strengths that people from different ethnics and cultural backgrounds can bring to your business. it means finding and holding on to people who have the right knowledge and skills for the job, regardless of their race, colour, nationality or ethnic or national background. it means operating within the law and making sure your business is free from racial discrimination or harassment. this principles of equality and fairness apply to all businesses, whatever their size. to be competitive in today’s world, you need to position yourself so that you are able to take full advantage of the opportunities open to you in a rapidly changing labour market. nearly ten per cent of the population of england (and around two per cent each in scotland and wales) are from ethnic minorities. people from ethnic minorities will account for half of the growth on britain’s working age population over the next decade. eighteen per cent of people from ethnic minorities have degrees or the equivalent, and over 40 per cent of 18–25 year-olds from ethnic minorities are busy acquiring degrees, compared with the national average of 23 per cent. many people from ethnic minorities are fluent in two or more languages. people from ethnic minorities also have invaluable knowledge of communities, whose total disposable wealth has been estimated at £ 32 billion a year. the benefits of equal opportunities running your business on the principles of racial equality offers a number of benefits. it gives you more choice in recruiting the best person for the job. it benefits from new ideas, by drawing in the talents, skills and different cultural perspectives of a diverse workforce. it contributes to a working environment where people feel they are respected and valued, and are ready to give their best. it helps you to hold on to your best workers and avoid the costs and disruption of recruiting new staff. it strengthens your reputation as a good employer. it stimulates the development of new products for new markets and attracts investments. it improves customer service and satisfaction. it reduces the risk of legal liability to the compensation that an employment tribunal can order you to make, if you lose a case. it makes you a serious competitor for public contracts – local authorities alone spend more than £ 40 billion a year on procurement. public authorities have a legal duty to promote race equality in all their activities, including those they contract out to suppliers. a good record on equality will put you in a strong position to bid for contracts where you have to show you can meet any race equality requirements. 1. the text is addressed to: a) employers; b) employees; c) people from ethnic minorities; d) all of the above. 2. employers in the uk: a) should employ people from different ethnic backgrounds; b) must not allow discrimination on the basis of race or colour; c) must recognize the special talents of people from different ethnic backgrounds; d) should follow the relevant laws on harassment. 3. how many 18–25 year olds from the ethnic minorities are currently studying for a degree? a) about a quarter; b) 18 per cent; c) about a half; d) more than 40 per cent. 4. which of the following statements is true? people from the ethnic minorities: a) are all bilingual; b) only live in england; c) will provide half the workforce in the next ten years; d) posses very important information about affluent groups within society. 5. which of the following statements is false? employers benefit from an equal opportunities policy because they: a) can choose from a wider range of job candidates; b) can create a workplace where employees are esteemed and appreciated; c) increase the likelihood of legal action; d) can aid retention of top employees.
