The Graduate’s Perspective
The vocabulary available for discussing issues to do with race and ethnicity is often a matter of dispute and, therefore, tends to be unclear and inadequate.
The same word can mean or imply different things to different people. Thus a term which is unproblematic and positive for one person may be questionable or offensive for another. Additionally, there are frequently concerns about political correctness.
Also, words change their meanings and implications over time. For example, at one point, 'coloured' was considered acceptable and 'black' offensive. Nowadays it is exactly the opposite. 'Black' is entirely acceptable and is the preferred term for most people of African or Caribbean heritage. 'Coloured', however, is now no longer acceptable in any context.
It is important to note that the Equal Opportunities form, which is frequently supplied with an application pack, is for Equal Opportunities monitoring purposes only and is not used as a part of the selection process.
The Race Relations Act (1976) makes discrimination on the grounds of race, colour, nationality (including citizenship), ethnic or national origin illegal. It protects people of all ethnic groups, including white people. Thus, it is illegal to discriminate against people because they are, for example, Welsh, French or have a Scottish accent. The Act covers employment including advertising, selection and recruitment.
Racial discrimination is not the same as racial prejudice – the Act deals with actions and the effect of actions, rather than people’s opinions or beliefs. Therefore, it is not necessary to prove that someone intended to discriminate against you – you need to show that you received less favourable treatment as a result of what they did.
If you feel you have been discriminated against on racial grounds you have the right to take your complaint before a county court or employment tribunal. However, there are time limits to register a complaint. Racial discrimination can be difficult to prove. The Commission for Racial Equality (CRE) can provide help and advice on what to do next.
The Employment Equality (Religion or Belief) Regulations 2003 outlaw discrimination on grounds of religion or belief in workplaces throughout Britain . They cover all aspects of employment from recruitment, through pay and working conditions to dismissal.
The law protects people from discrimination on the grounds of their religion or belief in employment and vocational training. It does not permit:
The law also covers perceptions of religion or belief. Thus it protects people who are assumed – rightly or wrongly – to have a particular religion or belief.
There is evidence of change in the way minority-ethnic employees are viewed and valued by employers. Employers are beginning to appreciate the benefits of having a diverse workforce and businesses realise that a diverse workforce is more successful if it reflects the community it serves.
By actively targeting companies who indicate they wish to recruit talented individuals regardless of their background or ethnicity you will ensure that you get a fair chance to promote your skills and qualities. There are a number of ways to identify these employers:
There are many initiatives available for ethnic minorities where employers are keen to target you (see resource section).
Students from ethnic minorities are often the first people in their families to go to university, and also the first to try to find a graduate job. This can be a disadvantage, as the networks and experience of graduate jobs enjoyed by young people from traditional backgrounds are often lacking.
It is worth checking with your university careers service about initiatives that are available specifically for ethnic minority students and graduates. These initiatives will indicate employers who are interested in recruiting you as well as offering excellent support. Countrywide schemes include Diversity Mentoring Higher Education (DMHE) and the National Mentoring Consortium (NMC). Both offer mentoring programmes linking students with employers.
Look out for specialist fairs for ethnic minority students and graduates. Employers attending these demonstrate that they are keen to attract talented ethnic minorities to their organisation.
There are also organisations that target specific sectors where there are low numbers of ethnic minority staff and some companies have schemes to attract ethnic minority students and graduates – for example the Inland Revenue has a summer training programme (http://www.inlandrevenue.gov.uk/talent/offer-summer.htm).
Be prepared to market yourself effectively so that you can challenge any negative stereotypes that may exist. Show in your application and at interview that you have the skills and are enthusiastic about the job you are applying for. Most graduate employers are also looking for evidence of a range of soft skills, in addition to the possession of a degree.
Show that you are enthusiastic and have a passion for the job and the company you are applying to.
Work out what core competencies the organisation is looking for and then relate them to your education and experience (work and/or other interests).
Make sure you show yourself in the best possible light. Research each application thoroughly and present it carefully. Quality is preferable to quantity.
Try to develop the skills employers want through gaining work experience (paid or voluntary) and by getting involved in a variety of activities.
Think about targeting those employers who are actively wishing to recruit you and take advantage of any initiatives that may be available.
Make sure you take full advantage of the assistance available from your University Careers Service.
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