Race Discrimination at Work in the United Kingdom

Kamaşak, Rıfat; Özbilgin, Mustafa F.; Yavuz, Meltem; Akalin, Can

doi:10.1108/s2051-233320190000006006

Cited by 13 publications

(8 citation statements)

References 49 publications

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“…Most DM studies take place in voluntaristic contexts, where there are equality laws and business case arguments (Chanlat & Özbilgin, 2018). There are threats to legal structures of equality due to trust in voluntarism (Kamasak, Özbilgin, Yavuz, & Akalin, 2019), and threats to business case arguments due to a rise in alt‐right discourses and politics (Kirton, 2020). Should these threats be realized, diversity will be left in a toxic context?…”

Section: Introductionmentioning

confidence: 99%

What happens to diversity at work in the context of a toxic triangle? Accounting for the gap between discourses and practices of diversity management

Küskü

Araci

Özbilgin

2020

Human Res Mgmt Journal

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With liberalization, the responsibility for the management of diversity has shifted internationally from the state to organizations. Countries that are prepared for this transition have developed legal measures and supportive discourses to hold organizations responsible for diversity.We provide evidence from a country that has not undertaken such a transition and has neither protective laws nor supportive arguments for diversity. Drawing on a survey with 792 employees from Turkey, our field study examines the awareness and embeddedness of diversity, by considering the gap between discourses and diversity practices in organizations. In this study, we introduce the concept of the toxic triangle, which includes (a) hyperderegulation of diversity, where the legal measures of equality are absent, (b) voluntarism without responsibilization of organizations, and (c) lack of supportive discourses for diversity. Our study shows that diversity is left unattended in the context of a toxic triangle. K E Y W O R D S deregulation, discourse-practice gap, diversity management, human resource management, toxic triangle of diversity, Turkey, voluntarism, workforce diversity Abbreviations: CEDAW, the Convention on the Elimination of All Forms of Discrimination against Women; DM, diversity management; HRM, human resource management.

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Section: Introductionmentioning

confidence: 99%

What happens to diversity at work in the context of a toxic triangle? Accounting for the gap between discourses and practices of diversity management

Küskü

Araci

Özbilgin

2020

Human Res Mgmt Journal

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“…A large proportion of focus group participants were either private hire drivers or had a close family member that was a taxi/ private hire driver. This was not deemed to be unusual, as it is a common profession amongst low-income and socially deprived communities of predominately South Asian background [ 38 ]. For many, private hire vehicles were also used as families’ main household cars.…”

Section: Resultsmentioning

confidence: 99%

Taking a deep breath: a qualitative study exploring acceptability and perceived unintended consequences of charging clean air zones and air quality improvement initiatives amongst low-income, multi-ethnic communities in Bradford, UK

et al. 2021

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Background Poor air quality is the one of the biggest causes of early death and illness across the lifespan. In the UK, 28 local authorities with illegal pollution levels have been mandated by the Government to develop plans to rapidly reduce pollution to legal limits. These plans include consideration of implementing one of four of charging 'Clean Air Zone’ (CAZ) classes in areas of high pollution which would charge older polluting vehicles a daily charge to enter. While this offers a potential to improve air quality, the extent to which CAZ might impact (for example, economically) on socio-economically deprived groups and local businesses is unclear. Aims To explore the acceptability and perceived unintended consequences of a CAZ and other initiatives to improve air quality with seldom-heard communities living in deprived, multi-ethnic areas within the city of Bradford, UK. Methods Ten semi-structured focus groups were conducted with people who live in areas of high pollution and deprivation. A total of 87 people participated from a diverse range of ethnic backgrounds with the majority of Pakistani origin. Recorded data were transcribed, coded and analysed using thematic analysis. Findings As poor air quality was not always visible it was seen as a hidden issue by many, and not prioritised over other more visible environmental issues (e.g. fly-tipping, littering). There was resistance to proposals which included charging private vehicles. Many felt that low-income families did not have the resources to purchase compliant vehicles or pay daily charges, placing a disproportionate burden on them. It was also felt that low-income taxi drivers would be disproportionately affected financially by proposals. Public transport infrastructure was felt to be inadequate. Other traffic management or emission reduction activities were also explored. Views towards these initiatives were more positive if they did not directly affect individuals financially. Conclusion Air quality initiatives such as CAZs were felt to be likely to financially disadvantage communities already living in socio-economic and environmental poverty. Policy makers need to carefully consider appropriate mitigation strategies to ensure that health and economic inequalities are not increased by implementation of CAZ. Given air quality is low priority for some groups, careful engagement and communication will be required to increase acceptance interventions such as CAZs.

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“…Specifically, the survey participants placed a primacy on the erosion of social and human rights; the perception that they were not recognised and valued for their contribution to work and society in their home country; the attractiveness of the specific location and the reputation of the host country being open to foreigners. When human rights and economic and national security arguments clash, human rights laws and considerations are invariably relegated to a tertiary status (Kamaşak et al, 2019). Consequently, economic and political theories of migration have been given a stronger voice than theorisation of the emancipatory potential of migration.…”

Section: Discussion and Conclusion: Emancipation As A Motivation For mentioning

confidence: 99%

The ‘New’ Migration for Work Phenomenon: The Pursuit of Emancipation and Recognition in the Context of Work

Groutsis

Vassilopoulou

Kyriakidou³

et al. 2019

Work, Employment and Society

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This article examines the ‘new’ migration for work phenomenon gripping Southern Europe since the Global Financial Crisis struck in 2008, by focusing on the case of skilled Greeks migrating to Germany for work purposes. In applying Honneth’s concept of emancipation to the domain of work, the article frames emancipation as a phenomenon which emerges from an individual’s search for meaningful work and as a form of resistance to deteriorating institutions and social injustice. Informed by this is an assessment of the new migration for work phenomenon from Greece to Germany by employing survey data on the perceptions of skilled emigrants. Following analysis of the findings, it is concluded that migration is a form of emancipation that allows individuals to regain recognition and self-respect while also to protest the erosion of social and human rights in their home country.

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Race Discrimination at Work in the United Kingdom

Cited by 13 publications

References 49 publications

What happens to diversity at work in the context of a toxic triangle? Accounting for the gap between discourses and practices of diversity management

What happens to diversity at work in the context of a toxic triangle? Accounting for the gap between discourses and practices of diversity management

Taking a deep breath: a qualitative study exploring acceptability and perceived unintended consequences of charging clean air zones and air quality improvement initiatives amongst low-income, multi-ethnic communities in Bradford, UK

The ‘New’ Migration for Work Phenomenon: The Pursuit of Emancipation and Recognition in the Context of Work

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