Literature Review

This study aims to find the racial discrimination in the workplace. Triana et al. (2015) stated that in recent time, where organization opted for the approach of globalization, they intend to recruit people from diverse background. The prime reason in doing so is that existing workforce gets the opportunity to know different culture and also utilize their knowledge base to improve the operational functionalities. However, Okechukwu et al. (2014) argued that many times, due to this difference in the culture and tradition conflict arises and often results in discrimination. Racial discrimination in contemporary organizations can be seen especially in recruiting and promoting employees to higher designation (Pager and Western 2012). This discrimination is majorly witnessed in case of African Americans and Asian people. This research paper highlight the discrimination occurred in the workplace with employees based on their race, culture and tradition.

Every organization has anti-harassment and anti-discrimination policies that they have developed for their employee and give them the sense of equality. However, Offermann et al. (2014) argued that employees throughout the year file a lawsuit in court regarding the opportunity that they did not get due to their different race. The statistics also state that in UK organizations, 74.7% white people are employed and people from ethnic minority face high unemployment rates. Another statistics shows that in UK workplaces 29% of Asians and 34% of blacks stated that they had experienced racial or religious discrimination (News.bbc.co.uk 2018).  In recent times, when a company invested in outsourcing and opted for multinational approach, they have to hire people, who belong to other religion, caste and race. Though companies have policies against racism and any other kind of discrimination, employees from a minority group, black people or Asian people face discrimination at their workplace. This research paper will highlight the act of racial discrimination in the workplace in the United Kingdom.

It has been found that due to racial discrimination, employees suffer from depression, exclusion and some of them also commit suicide in many cases (Roscigno et al. 2012). Wadsworth et al. (2006) furthermore affirm that people, with whom racial discrimination is occurring, face low self-esteem, self-worth and their social relations also get hampered. This affects results in their poor performance and low motivation to remain associated with the organization. UK government has the legislation of Equality Act 2010 according to which all the employee are protected from any discrimination (Gov.uk 2018). This legislation address both the direct and indirect discrimination where a person is treated less favorably compared to others and due to the policy adopted by an organization a particular group of people are affected respectively. In some cases, victimization is also noticed which is occurred when the victim made a complaint of race discrimination (Bonilla-Silva 2017). Harassments are the common form of racial discrimination in UK workplaces where employees feel humiliated, offended or degraded concerning their different race and tradition. However, Canas and Sondak (2013) stated that some job designations have some explicit occupational requirement based on which specific race is crucial for the job. In such cases, exclusions occurred. This research paper thus identifies the reason for the cause of racial discrimination at the workplaces.

Research Methodology

This research highlighted the aspect through which racial discrimination occurred at the workplace. The impact of such racial discrimination on the employee is also highlighted as it hampers their ability to survive in the competitive environment.

• To identify the factors for racial discrimination at the workplace
• To investigate the impact of the racial discrimination on the employees
• To recommend strategies to diminish the adverse impact of racial discrimination  

• What are the factors for racial discrimination at the workplace?
• What is the impact of the racial discrimination on the employees?

First Chapter- In this research paper, the first chapter of the research comprises of details of the background of the study, rational of the study and problem statement. The aim, objectives and question of the research are also illustrated in this research study.

Second Chapter- The second chapter comprises of the research finding from other research scholar’s papers on the same research topic. In this research study, the literature on the concept of racial discrimination, type of racial discrimination, theories related to the discrimination at the workplace, factors for racial discrimination at the workplace and impact of the racial discrimination on the employees is illustrated.  

Third Chapter- The third chapter contains the detailed information of the data collection method used and the research philosophy research approach and research purpose for collecting the data are highlighted. The data analysis technique for evaluating the research outcome to satisfy the research objectives is also described in details. The sampling technique and the research ethics are also described in this third chapter.

Fourth Chapter- All the data collected are from secondary sources and thus, thematic analysis is represented in the fourth chapter. The outcome of the literature review is also used to find out the scenario of the racial discrimination at UK workplaces.  

Fifth Chapter- This chapter comprised of the discussion on how the data obtained in the fourth chapter, satisfy the research objectives formulated at the first chapter. This chapter is important as it presents the overall findings of the research.

Sixth Chapter- This is the last chapter of the dissertation and illustrated the overall findings of the dissertation. This chapter also links the findings of the research with the objective to highlight the effectiveness of this research.

  Racial discrimination occurs when a majority of people favors a certain kind of culture and tradition and intends to communicate or develop a relationship with people belong from that community. Under the Equality Act 2010, the legal framework is presented to protect the individual rights and equal opportunity for everyone (Equalityhumanrights.com 2018). In such cases, the people do not belong to that group often witness discrimination based on their difference in culture, traditional belief and race. Black, Asian and minority ethnic people mostly suffer from racial discrimination and these groups often called as BAME workers (Allen 2018).

Analysis and Findings

Vickers (2016) stated that in direct discrimination, people directly treat the other person in a bad tone or behavior while that person is acting sophistically with another person in the same situation. In such cases, employees can directly see the differences in the attitude of the person in front of them and sense of humiliation. Taken for instance, an African and Asian worker is not allowed to sit beside a white worker even though they are handling same job roles and responsibility. The Civil Rights Act of 1964 under the Title VII, it is notified that the employment discrimination would be strictly prohibited. Especially, on the basic of colour, race, sex, or ethnic origin, the discrimination would not be accepted.

Indirect Discrimination

As per the Equality Act 2010, the indirect discrimination states that the civil court has the right to take action if any discrimination takes place among the citizens (Citizensadvice.org.uk 2018). Bayl?Smith and Griffin (2014) depicted that indirect discrimination occurred when certain policies opted in the organization does not offer the same benefit that other people are getting. In such cases, people with minor group face a certain disadvantage at the workplace. Taken for instance, for the post of supply chain manager, the company intends to hire a person, who has citizenship of UK. In this case, people from other race cannot opt for the position; however, the organization shows the reason that for the position it is required for the person to know all the U trade and fair knowledge.

Harassment

As per the Equality Act 2010, harassment is an unwanted behaviour that a person finds offensive or that makes a person feel humiliated. The civil court can take the strict action if any harassment act is notified. Under this act, the harassment becomes unlawful if it is connected with age, gender reassignment, pregnancy and maternity, disability, race, sex, sexual orientation, and religion or belief (Citizensadvice.org.uk 2018). In this case, people from other religion, culture or race are bullied and called by offensive name in front of other colleagues (Offermann, et al. 2014). Velez and Moradi (2012) stated that the person, who bully them usually say that it is fun, but the bullied person feels dejected and insulted. This impact their confidence to present their concern to these employees and they gradually excluded from the group and suffer from depression (Velez et al. 2013).

Victimization

Jones et al. (2017) stated that in this case, bullied people are threatened for not to make any formal complaints related the discrimination they suffered. Taken as an example, if a person is ill-treated at the workplace and when decided to file a formal complaint under the Equality Act 2010, the manager of the company threatened to sack from the job role.  Under the Equality Act 2010, a person can be protected from victimization is they claim the complaint of discrimination or provide evidence of the claims. Canas and Sondak (2013) stated that minority people have a fear of loss of job and reputation and thus compromise with the occurred situation.

Discussion

The interactional model of cultural diversity (IMCD) defines the cultural diversity at the workplace or in a certain place (Sullivan 2013). Goyal and Shrivastava (2013) stated that there are existences of a variety of cultural or ethnic groups in the community or a society. Diversity in culture refers to the presence of a different individual, age, culture, gender, religion, social status, personality and sexual orientation (Boehm et al. 2014). Multiculturalism is also referred to as cultural diversity. This model also defines cultural diversity trends:

Growth of the minority people

McKay and Avery (2015) stated that in the recent era of globalization, organization recruited diverse population from all over the world. This combination of workforce resulted in multicultural organizations and dynamic multiracial company. Vandana Mohanty and Acharya (2014) further more stated that businesspeople opted for collaborating different culture in order to attain competitive advantage regarding selecting best-skilled people with extra ordinary ability and experience.  This approach also leads to the corporation of different viewpoints and ideas that are come forward from brainstorming sessions organized by the company.

Addition of sensitivity or diversity training

Kalinoski et al. (2013) highlight that sensitivity training offers the employee of the organization to know about the benefit if the multicultural environment at the workplace. This training also makes people knowledgeable about how to utilize the knowledge based on their diverse population to accomplish their organizational goals and objectives. Wilson (2013) affirms that the sensitivity training also offers the detailed knowledge of proper etiquette, appropriate terminology, elimination procedure of sexual harassment, anti-bullying management style and improvement of communication skills.

Growth of stereotyping and discrimination

Ehrke et al. (2014) stated that not all good things happened when people from diverse culture collaborates. There are some situations when due to the difference in thoughts and thinking procedures, conflicts arise. In such cases, the minority people are likely to suffer more than majority people at the workplace (McKay and Avery 2015). The difference in talking style, different religious beliefs and different eating preferences are some reasons of conflicts at the workplace which hampers the overall productivity of the organization as people lack team work and collaboration.

Growth of giving opportunities to the least preferred people

Some company offer equal recruitment opportunity to physically retarded people with equal pay and also offered to the job roles and responsibility according to their ability and competencies (Hays-Thomas et al. 2012). There are reservation systems in some country where people from the backward community got the opportunity to get a suitable job of their choice. However, Sullivan (2013) argued that this reservation system results in the selection of an eligible candidate from the reserved candidates even though there are more competent candidates, who can outperform if offered with the desired job role.

Conclusion

Schulze and Kratschmer-Hahn (2014) stated that according to relative deprivation theory, according to the standard of fair treatment, the sense of deprivation occurred in an individual. This theory identifies five conditions through which unfair treatment towards some employees can be identified beforehand. These five conditions are- what other possesses, to desire what others are possessing, feel entitled to the outcome, have a belief that this outcome can be obtained by them also and unwilling to assume personal responsibility as they do not possess such outcome currently (Olson 2014). Saleh (2013) highlight that when all these preconditions occur some people face the deprivation in them that furthermore results in job dissatisfaction, psychological stress and often adopt nature that affects the environment adversely. Schulze and Kratschmer-Hahn (2014) also stated that there are some factors through it can be identified whether or not some of the preconditions met. These factors are- experience, personality, societal norms and immediate environmental factors and their biological needs.

Interethnic conflicts arise due to the difference in social belief and the way they precede the work to accomplish. Allen (2018) stated that this difference could be raised due to the difference is dressing style, eating style and way of talking. On the other hand, Vickers (2016) depict that knowledge regarding the culture is the major reason in this aspect. Some people have a negative perception towards a minority group that they are not good enough and this is the reason the majority of people misbehaves with these minority group people. 

In nations like the United Kingdom, where English is formally used for work purpose, people from minority group cannot speak the language with fluency (Hall et al. 2012). This results in the humiliation of the minority people and they lose motivation to share their concern with them. Cortina et al. (2013) stated that lack of language difference results in lack of communication that hampers their progress as they do not intend to ask a question even if they face difficulty.

Cho et al. (2014) stated when employee found that an organization does not have any policies regarding racism or discrimination and neither have they had any regulation for resolving the interethnic conflict. In such cases, majority of people bullied the minority group as they do not have the fear to get penalized.

Education regarding benefits of a diverse workplace plays a crucial role in making employees aware of the important of diverse people (Barak 2016). However, Rowe (2012) argued that most of the organization does not have this kind of training due to cost cutting or they are unaware of the importance of such trainings. Vandana Mohanty and Acharya (2014) furthermore stated that sensitivity training seminars has an extra ordinary effectiveness in diminishing the racial discrimination at the workplace. Due to lack of such training, a significant percentage of people do not know the procedure to show respect to other especially minority group people.

Sawyer et al. (2012) stated that every person desire to make friends and companion in order to obtain a stable of mind. However, when these people face discrimination from others regarding the aspects on which they do not have control, sense of anxiety, sadness and depression raises. Racial discrimination also causes guilt feeling and emptiness and they do not dare to talk with other people and suffers from eating disorders and stress-related ailments.  

Schmitt et al. (2014) highlight those organizations that failed to opt reliable anti-discrimination policies at their workplace suffered from lower productivity. However in case of an individual, the performance may lack due to continuous humiliation at the workplace. These people from minority group or other race when noticed that their effort have not be address even though their performance is extraordinary, they lose the hope or do not get motivation to keep their good work. Sutin and Terracciano (2013) stated that there is a drop in morale, confidence and trust to represent their talent as they do not want to be discriminated based on their social beliefs and culture.

Racial discrimination results in confusion and some people often get broken after suffering from continuous discrimination at the workplace. Anderson (2013) stated that these people started taking drugs or alcohol in order to overcome from the situation. In some cases, people develop a sense of hatred to such an extent that they intends to harm others, who discriminated them and become criminals Harris et al. (2012). However, in most of the cases, discriminated people deny to continue with their ob role in that organization.

Social discords are the main result that occurred due to racial discrimination. Chou et al. (2012) highlight that the equity policy adopted in the organization should be equal for everyone; however, many of the employees do not know what factors of discrimination are included in the policy. The employees from minority group when decided to fight for their right develop a small union at the workplace (Lacey et al. 2013). This results in division of the total workforce into smaller groups that often fueled conflicts in the working atmosphere. This furthermore affected the productivity of the organization.

This framework below shows that at workplace there are four types of racial discrimination occur- direct discrimination, indirect discrimination, harassment and victimization. The effect of direct discrimination and harassment can be seen through the emotional degradation of the employee, who is discriminated. In such cases, the minority person is bullied directly due to their difference in cultural background, skin tone and the religious belief. Moreover the indirect racial discrimination impact on the business and political impacts. There is the formulation of such political regulation due to which people from retarded background did not get the opportunity to prosper in a particular direction. Harassment on the other hand not only impacts the emotional balance of an individual but also hampers the society and business. According to the Equality Act in the United Kingdom, no one is allowed to discriminate or distinguish minority people from getting any opportunity; however, the organization is found not to follow such regulation results in poor reputation. Lastly, the racial discrimination through victimization is completely political as people of higher authority or majority community threatened the lower designated people or minority group not to file a formal complaint under some political legislation or regulation. In this aspect, discrimination through power can be witnessed and the victim might lose the motivation to remain associated with the organization or do not perform the offered job responsibilities with proper understanding and interest.

Smith (2015) stated that research philosophy illustrated the way to select the data for the research. This can be carried out through three different ways- positivism, interpretivism and realism. Padgett (2016) describes that positivism philosophy is used when the research is high-structured and need data that is collected numerically. This method is thus used in case of quantitative data. Moreover, in interpretivism philosophy, the social believe based on the research topic is gathered to answer all the research questions. Lastly, the realism philosophy highlights the combination of both the positivism and interpretivism philosophies.

All the collected data are from different research papers published some years ago. Thus the belief of those research scholars has been considered to address all the research objectives.

Inductive and deductive are the two distinguish ways of research approach used in a research study. Bryman (2015) stated that when the research questions are formulated earlier and the literature review and the data collected from the data collection process is utilized to answer those questions, this method is known as a deductive research approach. On the other hand, when data is collected prior to the formulation of the research question so that new theories and hypothesis can be derived is known as an inductive research approach.

In this research study, the methods of deductive research approach have been applied.

The research questions along with objectives were established earlier that is what the factors for racial discrimination at the workplace are and the impact of the racial discrimination on the employees. These questions are answered through the formulated literature review and the data obtained from the data collection process. Thus, this research evaluates the answer to the question developed.

The type of research refers to the way of answering the research question that is developed in the first chapter (Barkan et al. 2015). Exploratory and descriptive are the two ways through which the research questions can be answered. Panneerselvam (2014) highlight that in exploratory purpose, new data, theories and concepts are formulated. Thus, this indicates the methods of exploring new facts on the selected research topic. On the other hand, Zikmund et al. (2013) depict that when the research question are described through the data collected in the collection process, it is said that descriptive research approach is used.

There are two research questions developed for this dissertation. The answer to the research question is described with appropriate details of the findings with examples and evidence. Hence, a well described answer is developed to answer the research question.

Bhattacherjee (2012) stated that data is required to evaluate the research objectives. These data are collected through two different ways. First, primary collection process and second is secondary data collection process. Smith (2015) moreover depicts that when data is collected directly from the research respondent it is known as primary way of collecting data. This data is collected through conducting survey, questionnaires and interviews. The advantage of this process is that the current and recent scenario on the research topic can be evaluated at the end of the research. On the other hand, Bryman (2015) stated that when data is collected through secondary sources like research papers, articles, per journals, newspaper intercepts, company’s website and government sites is known as secondary way of collecting data.

In this research study, the secondary data collection process is used. The thematic analysis is obtained through the case studies of racial discrimination at the workplace in UK organizations. These data compared to the racial discrimination occurred at other US workplace.

The collected data are analyzed through two different ways- quantitative and qualitative data analysis methods (Fowler Jr 2013). Data when collected primarily through survey and questionnaire, numerical data are evaluated. This process of data evaluation is known as quantitative data analysis technique. On the other hand, Denscombe (2014) stated that when the data are collected based on theoretical data that are present in descriptive formats, only the main theme is considered. This method of analysis is known as qualitative methods.

In this research study, the qualitative method is utilized. Thematic analysis is being carried that highlighted the racial discrimination occurred at UK workplace and compared with that if the other nation’s racial discrimination scenarios. The outcome of the comparison is then further utilized for evaluating the pros and cons due to the presence of racial discrimination in the workplace.

Two categories of sampling techniques are probability technique and non-probability sampling technique (Padgett 2016). In probability technique, the selected candidate for giving the response is selected with equal priority. These respondents get similar chances to present their views on the research topic. On the other hand, in non-probability sampling technique, not all the respondents got the similar chance to share their response.

In this research study, all the data are selected from articles and research papers based on racial discrimination and thus non-probability technique is utilized.

All the data taken from the selected research articles are based on racial discrimination and no other research papers based on other topic is selected in this research. Moreover, all the research scholars are being credited in this research through appropriate citation in the desired place where the research data have been used. In order to maintain the effectiveness of this research study, all the recently published research papers that are not more than 7 years.

The limitation of this research is that only secondary data are collected that sometimes comprised of outdated data. Thus, this research also has some data of racial discrimination that occurred a few years back. Moreover the entire UK is considered; however, not all organization in the UK faces the same kind of racial discrimination. Thus, if a particular organization of UK was selected, the research outcome could have been more accurate.

Main activities/ stages	1st and 2nd Week	3rd and 4th Week	5th and 6th Week	7th and 8th Week	9th and 10th Week	11th and 12th Week
Topic Selection
Data collection from secondary sources
Literature review
Selection of the Appropriate Research Techniques
Secondary data collection
Analysis & Interpretation of Data Collection
Conclusion of the Study
Submission of Final Work

Table 1: Time frame of the research

(Source: Created by Author)

The United Kingdom is one of the most developed nations in recent times and many people from the backward community or other race migrated in the United Kingdom in search of a job and a comfortable lifestyle. However, the finding shows that ethnic minorities are under-represented at the workplaces especially at the senior levels across the public sector (Stevens et al. 2012). It is also found that people belong to other race especially Black, Asian and minority ethnic (BAME) people, have double unemployment rate compared to the white British adults. This unemployment rate is higher in the North than in the South UK (Ahmed 2012). Although Indians and Pakistanis suffered less for the difference in their culture black Caribbean pupils excluded permanently to meet people in the community and this rate is three times greater than that of the white British pupils (Triana et al. 2015).

There are several cases of the occurrence of racial discrimination against the minority people in the UK. According to the  Racial Violence Statistics survey conducted by The Institute of Race Relations for the year 2013-2014, it has been found that there were 47,571 ‘racist incidents’ alone in England and Wales and this makes the total of 130 filed incidences regarding racial discrimination per day (Irr.org.uk 2018). Vickers (2016) also stated that due to racial discrimination, the victim develops the sense of revenge and commit a crime or sometimes the white people commit something dangerous against minority people as they do not like them. The statistics show that from 2012 to 2015, there were on average, 106,000 racially motivated ‘hate crimes’ for every single year (Irr.org.uk 2018). Moreover, it is highlighted by Crime Survey for England and Wales (CSEW), most of the victims think that they have not been treated fairly. In addition to that, for the year 2013-2014, a total of 44,480 hate crimes was recorded (Irr.org.uk 2018). The term hate crime referred as a criminal offence that is committed against a person, who is motivated by hostility towards someone (Gov.uk, 2018). The author furthermore explained that there are five strands of hate crime and these are race ethnicity or nationality, gender identity, disability, the faith or belief and sexual orientation and religion. The statistics also show that 2,273 hate crimes were based on religious; while, 37,484 hate crimes were recorded based on difference due to race (Irr.org.uk 2018).

Moreover, the British government also has the statistics that show that ethnic minorities face huge disparities compared with white British counterparts. The total population of UK comprised of 87% of White and 13% of BAME people (Gov.UK 2018). According to the published data in The Guardian Newspaper (2018), it is found that white people are more likely to enjoy the employment schemes compared to other ethnic backgrounds.

Moreover, it is also written that, two-thirds of ethnic minority people are employed at UK workplaces, compared to the rate of three-quarters for white people (The Guardian 2018). However, according to the survey conducted by ‘Annual Population Survey’ (2018), the overall rate of unemployment in the UK for the year 2016 was 5% (Gov.uk 2018). It has also been found that or the year 2016, over 4% of White people had faced unemployment; whereas, 11% of people, who are unemployed are Pakistani/Bangladeshi (Gov.uk 2018).

It is also found that white people in the UK; do not have to spend more unemployment time compared to other ethnic groups. Though, among the unemployed people, the percentage of White people (43%) is more than the other ethnic groups (37%), who remained unemployed for 0 to 3 months (Ethnicity-facts-figures.service.gov.uk 2018). On the other hand, people from all other ethnic groups faced a long period of unemployed that is for 3 to 12 months. Data shows that 35% and 31% of other ethnic groups and White people remained unemployed for 3 to 12 months (Gov.uk 2018).

Ansell (2016) argued that those BAME people, who manage to get a work at any UK workplaces, indirect discrimination occurred with them in terms if that they have been contracted to do the same work comparatively at a lower wage. The statistics of ‘Understanding Society, Income Dynamics’ derived from Annual Population Survey provided by Department for Work and Pensions shows that other ethnic groups have 27% of their children and 17% of working age adults to work on a low income; whereas, White people have this percentage as 10% and 7% respectively (Gov.uk 2018).

The ‘Office for National Statistics’ (20118) published the survey result of ‘Labour Force Survey (LFS)’ and found that compared to the White people, Indians are the earned the highest average hourly pay in the last 3 months of the year 2016 (Gov.uk 2018). However, among the Asian people, where Indians earned the largest hourly pay, Pakistani and Bangladeshi employees earned the lowest.

Lastly, in the Job sector, when considering the preference of the candidates, UK businesspeople prefer to select White people. This can be seen from the statistics carried out by ‘Annual Civil Service Employment Survey’ by Department for Work and Pensions shows that 88.8% of the total civil servants were White; while, 5.8%, 3.1%, 1.4%, 0.3% and 0.5% were Asian, Black, Mixed, Chinese and other ethnic groups respectively (Gov.uk 2018).

 However, in recruitment for the defence, police and army, White people are preferred as officials considered White people more trustworthy. This is the reason that 94.1% of White people were in the designation of police officers compared to 5.9% of the other ethnic groups (Gov.uk 2018). There is a state of improvement in accepting people from backward minority people and this can be witnessed through the employment of 3.9% minority group people as a police officer that is increased to 5.9% in the year 2016 (Gov.uk 2018).

The discrimination in recruitment or employment offer can be seen when considering academic institutions and Judges and non-legal members of courts. The statistics show that 86.5% of all teachers in the UK were White people; while, only 13.4% have belonged to an ethnic minority (Ethnicity-facts-figures.service.gov.uk 2018). Moreover, 93.1% of the academic White teachers are recruited as head-teachers (Gov.uk 2018). The Judicial Statistical report presented in 10^th October, 2017 by Department for Work and Pensions also represented that larger number of judges in the UK was White people; whereas, people from minority group able to capture the place were from Asia.

A case study of NHS: In the year 2007, Elliot Browne, manager of certain departments of NHS is accused with the false allegation (Furness 2012). This allegation is based on the discrimination and the workplace people also did not support Elliot Browne. The cases highlighted the scenario of persistent discrimination. The concerned manager handled the pathology, radiology and anaesthetics departments and some problem aroused in these departments. Browne when asked to produce a plan to tackle overspends, he did what the trust had asked him but they, on the other hand, give the reply of “no longer tenable”. The senior manager then accused of using the amount of £1 million of the public funds for defending the indefensible which should be used for the cure of the patients (Furness 2012). This accusation resulted adversely on the Browne’s health to such an extent that he had tried committing suicide. The tribunal court had supported him to file a legal lawsuit under Race Relations Act 2010 against the organization for not treating a person equally as their White people. The trust then took the decision to suspend the manager by overlooking the statements that were trying to say and ended his 34-year NHS career. Unite, the trade union defended Mr. Browne and wanted an independent inquiry concerning the trust’s disciplinary policies and have later found that in the workplace they have 2% of black people and they form 25% of the people, who dismissed for wrongdoing. The search also allows the tribunal official to find that Gill Heaton, the deputy chief executive and trust’s chief nurse had created an intimidating environment for some of the employees. Moreover, Gill Heaton had also used her intimidatory comments for a claimant, who was ill at the time. In case of Elliot Browne, the dismissal of his job from one of the biggest hospital trusts was so traumatic that he did not want to join to the organization again as the incident already impacted adversely his self-esteem, family life and personal life. The trust has never apologized to Browne and always fund different ways to show disagreement with the tribunal’s findings that have estimated a total sum of £933,115 for the damage of injury to his feelings, personal injury, aggravated damages and compensation for future loss. Lastly, the lawsuit was in favor of Elliot Browne and the former NHS manager was awarded with £1 million for winning the racial discrimination case.

The case study of H&M: It is the recent case, where a black child was used as a model for a green hoodie. The hoodie has the words of “Coolest monkey in the jungle”. Though there are two similar designs modelled by a other white children, the advertisement a backlash on social media (The Guardian 2018). The image of the black boy is removed from the website. On the other hand, Alex Medina, a brand designer replied that an established brand should be careful regarding the awareness of the people’s preference in the community. The brand designer also highlighted that under the same category, for all other apparel only white child has been selected for modeling.

Every year there are several charge sheets files for the reason of racial discrimination in the United States. According to the report of EEOC’s Charge Data System, 32,309 and 28,528 cases were filed in the year 2016 and 2017 respectively (Eeoc.gov 2018).  Some cases were settled; while in some of the cases compensation is being given to the victim.  

In United States, due to the strict legislations of Equal Employment Opportunity Commission’s (EEOC), the participation of people from other race has been increased. According to the  report it has been found that in the year 1966 the participation count of African-American Technicians was only 4.07%, that has increased to 13.25% by the year 2013 (Eeoc.gov 2018).

The scenario of African-American Office and Clerical Workers shows that the participation increased to 3.53% to 15.76% from the year 2008 to 2013 (Eeoc.gov 2018).  The case for African-American Laborers showed that the participation changes to 21.13 % to 18.69 % from the year 1966 to 2013 (Eeoc.gov 2018).

Thus, it is seen that there the highest number of uneducated people, who do not have any high school diploma are greatest from Hispanic or Latino ethnicity. However, the highest percentage of mostly educated people is from Asian background and the numeric value shown in the statistics is 60 out of 100 whereas among white people the number of bachelor’s degree or higher degree is 38 (Bls.gov 2018).

The statistics for United States shows that the highest percentage of the unemployed other ethnicity group are black or African-American and Dominican and the numeric value are 7.5% and 7.8% respectively (Statista 2018). Thus, it can be seen that the percentage of the unemployed people of different race is less in US.  

The statistics shows that people occupied in the managerial position in US are from white or Asian background and the numeric value for the same is 39 and 51 respectively (Bls.gov 2018). The prime reason for the same is the educational background as managerial position requires firm educational background. Moreover, for construction site the maximum person hired are from Hispanic or Latino background and their count is 16 (Bls.gov 2018). The statistics also shows that the occupation; where racial discrimination and its effect is witnessed less is for the sales and offices.

Thus, it can be seen from the above graph that discrimination in terms of payment is witnessed in every race in the United States. The Asian are paid more per hour compared to White people but the amount men receive is $24; while women receive only $18 (Bls.gov 2018). On the other hand, among men the lowest earning group is from Hispanic group; however, women also receive $2 less than men (Bls.gov 2018).

The case study of American Mortgage Discrimination shows that in America there are banks which do not allow home loans and create a problem especially in case of black people. These black people are African-Americans and Latinos and they are routinely denied for high rates conventional mortgage loans compared to their white counterparts. The ‘Federal Reserve and Department of Justice’ identified the lending disparities that is against of Home Mortgage Disclosure Act 1975 and found that the applicants are denied to given loans based on their color complexion. Moreover, there is Community Reinvestment Act 1977, according to which depository institutions should help their community people to meet their credit needs. However, the American bank turned away the black applicants significantly at a higher rate in 48 cities. There were 25 Latinos, 3 Native Americans and 9 Asians have witnessed this scenario. The comparison has been highlighted that during the Obama administration, nine financial institutions were targeted by the Justice Department and legal actions were taken against them for racial discrimination. On the other hand, during the President Donald Trump’s first year, the Justice Department had not taken a single step against the institutions for racial discrimination.

This case highlighted the scenario of February, 2018 that African-American employees at the Vermont Psychiatric Care Hospital have faced the problem of racial epithets and offensive comments not only by the colleagues but also from the admitted patients (Burlington Free Press 2018). The incident gets highlighted when a racist patient made an African-American employee unsafe. The victim, Ismina Francois, a mental health specialist filed a lawsuit to Vermont Human Rights Commission in the year 2016 regarding other racial discrimination acts that occurred in the concerned organization (Burlington Free Press 2018). However, it has been reported by the five-member commission that Ismina Francois had failed to address harassment at the hospital though they have found that Department of Mental Health illegally discriminated against her. This result in the filing of another lawsuit by the Human Rights Commission for not being taken any sues. In addition to that, the state Attorney General’s Office reported that the incident was not severe enough to consider as illegal discrimination (Burlington Free Press 2018). It has also been highlighted that the employee of the concerned hospital was also not allowed to attend diversity training until October 2016. This is the prime reason that the employees can ignore the urgency and necessity of training and get control over the verbal attacks to the black people. Ismina Francois had also filed complaints against the co-workers through direct discrimination and harassments as they used series of bad comments like- “colored people” and “nappy” (Burlington Free Press 2018). The outcome of lack of diversity training can be seen from the comments given by the white employees, who stated that they do not know how to show support to their African-American co-workers when any patients yelled racial epithets. The administrative law examiner, Bor Yang from Human Rights Commission when investigated, found that native white Vermonters had no active communication with their non-whites working staffs and there were other incidents of racism. However, after 2016, the training has been provided to all the employees and they have developed a code of civility due to which they know how to hold the accountability for the appropriate behavior of others.

 In the year 2017, a lawsuit against the nursing facility in Maryland was filed by ‘U.S. Equal Employment Opportunity Commission’ (Mongan 2018). The reason for filing the case was that a woman was not promoted in her workplace for her race and age. McCready Foundation is known for their nursing home providers that provide long-term care facilities and healthcare facility in Maryland. At the ‘Alice Byrd Tawes Nursing and Rehabilitation Center’ under McCready, a 53 year old woman was recruited as a geriatric nursing assistant in the year 2013 (Mongan 2018). However, after years of experience, the woman had applied for a restorative aide position and she was not selected due to her race. EEOC’s lawsuit claims that the considered woman has a certification in restorative nursing and years of experience that no other employee of the nursing home possesses. The woman was asked to work under a junior employee in the organization and was working with the organization for only three months and the white person was promoted. Thus, when the case was minutely investigated, it was found that McCready did not adhere their own organizational policies and they disregarded their own promotion policy. According to the policy, in order to get promoted, a person has to work in the organization at least for 12 months (Mongan 2018). Moreover, the organization does not keep their personnel records that according to the federal law are illegal.

The advantage of having racial discrimination at the workplace is also much recognizable. It only promotes the understanding among those groups, who are against of minority group people. These people develop mutual understanding and are together if law are against them.

 Another advantage that has been noticed in the case from the United Kingdom is that if any person filed a case against the racial discrimination occurred under Equality Act 2010; the victim can get support from the political parties and governments. On the other hand, in the United States, depending on the political leaders in the nation, sue against well-established organization has been taken.

 Moreover, due to racial discrimination, a nation can give a fair chance of their native people to get employed and earn for making their life more comfortable. In this way, the employment rate of a nation can be enhanced when only native people are considered for the statistics.

One of the major disadvantages of racial discrimination is that it does not allow the organization to grow for the future. There are people from minority background having the greater knowledge base and in-depth understanding regarding the operation that the organization is following (Kivel 2017). In such cases, is these employees will be judged based on their race and traditional belief, the organization might lose one efficient candidate in their workplace.

Poor organization reputation is another big issue in the organization where racial discrimination occurs. Simpson and Yinger (2013) stated that once the case or lawsuit against the organization against the company has been filed, the organization on being found guilty has to pay huge compensations in millions. The government may also found other evidence for overlooking or not adhering other legislation that furthermore results in the bad reputation of the organization.   

People in certain sectors face more discrimination because of their race. Data shows that in most nations, native candidates are preferred for some designations (Troyna and Williams 2012). These designations are a police force, army or navy, judges in the federal courts, financial institutions, educationists and medical practitioners. Common people also have the belief that they can communicate easily with native people and often possess the perception that people from minority group lack knowledge. Pager and Western (2012) furthermore stated that this scenario illustrates that allegations of racial discrimination as most likely to occur in these sectors.

Conclusion 

The main objective of this research is to identify the factors for racial discrimination at the workplace and investigate the impact of the racial discrimination on the employees. The nation that was considered is the United Kingdom and through the data analysis, it has revealed that when considering the total population of UK, it has been found that the nation comprised of 87% of White and 13% of BAME people. However, discrimination occurred can be witnessed through the hate crimes numbers. From 2012 to 2015, there were on average, 106,000 racially motivated ‘hate crimes’ for every single year. Moreover, the Crime Survey for England and Wales (CSEW) found that most of the victims think that they have not been treated fairly. Moreover, 2,273 hate crimes were found that was based on religious; while, 37,484 hate crimes based on the race of the total 44,480 hate crimes for the year 2013-2014.

Additionally, it is found from the secondary research that the overall rate of unemployment in the UK was 5% for the year 2016. There was over 4% of White people, who faced unemployment and 11% of people face the same problem from a minority group are Pakistani/Bangladeshi. Moreover, the ethnic groups faced a longer period of unemployed that is for 3 to 12 months and the data was 35% and 31% for the other ethnic groups and White people. It is also found that the White people have 10% of their children and 7% of working age adults, who works for a lower wage. This number is 27% and 17% in case of the backward ethnic group respectively.

Racial discrimination is found specifically in some jobs in the UK. It is found from the secondary analysis that 88.8% of the total civil servants were White; while, 5.8%, 3.1%, 1.4%, 0.3% and 0.5% were Asian, Black, Mixed, Chinese and Other ethnic group respectively. Moreover, 94.1% of White people were in the designation of police officers compared to 5.9% of the other ethnic groups. In the UK, 86.5% of all teachers were White people and 93.1% of the academic White teachers are recruited as head-teachers, while, only 13.4% belonged to ethnic minority. The thematic analysis and the case study analysis also highlighted that in the UK, a manager of NHS is accused of the false allegation and the organization ended his 34-year NHS career. This resulted adversely on his health too badly that he had tried committing suicide. The tribunal court had supported him under Race Relations Act and through the investigation it has been found that 2% of black people and they form 25% of the people, who dismissed for wrongdoing. The tribunal’s findings that have estimated a total sum of £933,115 for the damage or injury to his feelings, personal injury, aggravated damages and compensation for future loss and the former NHS manager was awarded £1 million for winning the racial discrimination case.

Thus, the literature review highlighted that due to the difference in social belief, lack of communication, improper resolution policy and lack of diversity training, the problem of racial discrimination occurs. The identified factors are race, age and color complexion. It is also found that racial discrimination at the workplace is of four types- direct discrimination, indirect discrimination, harassment and victimization. It has been a fund that in most of the UK and US workplaces, indirect discrimination and harassment occurred more than direct discrimination. The cases present in the thematic analysis shows that in UK workplace, indirect discrimination occurred, where policies are followed differently for White employees and Black people. However, in US, especially in nursing homes, direct discrimination occurred not only from colleagues but also from patients.

Additionally, through the racial discrimination case in America, it has been found that during the Obama administration, nine financial institutions were targeted by the Justice Department and legal actions were taken against them for racial discrimination. However, during the President Donald Trump’s first year not a single institution was sued for racial discrimination. It has also been found that an African-American employee of Vermont Psychiatric Care Hospital faced the problem of racial epithets and offensive comments. The U.S. Equal Employment Opportunity Commission filed a lawsuit against McCready Foundation for the cases, where a 53-year-old woman was not selected due to her race for a restorative aide position. The woman was asked to work under a junior employee in the organization and was working with the organization for only three months though the woman is overqualified.

The literature review illustrated that physical and emotional impacts, society and businesses impacts, social, educational and financial impacts and political impacts are some of the impacts that are occurred due to racial discrimination. The thematic analysis shows that the former NHS manager was emotionally hurt to such an extent that he wanted to commit suicide. Moreover, in cases represented for the US shows that overqualified person, who have in-depth knowledge of the working procedure are failed to get promotion due to their different race. It is also concluded that current leadership of the politics and government also plays a crucial role in overcoming racial discrimination.  

Recommend strategies to diminish the adverse impact of racial discrimination  

Diversity training is the staring initiative that can be taken for overcoming the problem of racial discrimination. The content of the training should also be developed carefully. This training will help the employee to know about the importance of the diversity in the workplace and how to behave properly with people of different culture and race.

The organization should develop their separate policies along with the government legislation for the nation. These policies should also be based on the records and cases of racial discrimination that is occurred in the workplace. The elder should always show their support to the victim and take immediate action against the so that the victim can sense the justice at the workplace.

Developing effective ways of communication is another solution to diminish the racial discrimination. People of different race have different language and this is the reason that other does not understand their feeling and problem even if they want to communicate. Practicing the Anti Discriminating laws under the Equality Rights Act 2010 would be helpful for diminishing the discriminative acts. The organization should publish the written report in all the languages so that all employees can feel equal and help others if people with minority group face some difficulty. This will also help to develop an interpersonal relationship with each other that furthermore diminishes the racial discrimination.

Reference List

Ahmed, S., 2012. On being included: Racism and diversity in institutional life. Duke University Press.

Allen, K., 2018. BAME workers in UK are third more likely to be underemployed – report. [online] the Guardian. Available at: https://www.theguardian.com/money/2016/aug/22/bame-workers-uk-third-more-likely-underemployed-tuc-report [Accessed 15 Feb. 2018].

Anderson, K.F., 2013. Diagnosing discrimination: Stress from perceived racism and the mental and physical health effects. Sociological Inquiry, 83(1), pp.55-81.

Ansell, A.E., 2016. New right, new racism: Race and reaction in the United States and Britain. Springer.

Barak, M.E.M., 2016. Managing diversity: Toward a globally inclusive workplace. Sage Publications.

Barkan, S.M., Bintliff, B. and Whisner, M., 2015. Fundamentals of legal research.

Bayl?Smith, P.H. and Griffin, B., 2014. Age discrimination in the workplace: identifying as a late?career worker and its relationship with engagement and intended retirement age. Journal of Applied Social Psychology, 44(9), pp.588-599.

Bhattacherjee, A., 2012. Social science research: Principles, methods, and practices.

Bls.gov., 2018. [online] Available at: https://www.bls.gov/opub/reports/race-and-ethnicity/archive/labor-force-characteristics-by-race-and-ethnicity-2014.pdf [Accessed 26 Mar. 2018].

Bls.gov., 2018. Employment status of the civilian noninstitutional population 25 years and over by educational attainment, sex, race, and Hispanic or Latino ethnicity. [online] Available at: https://www.bls.gov/cps/cpsaat07.htm [Accessed 26 Mar. 2018].

Boehm, S.A., Kunze, F. and Bruch, H., 2014. Spotlight on age?diversity climate: The impact of age?inclusive HR practices on firm?level outcomes. Personnel Psychology, 67(3), pp.667-704.

Bonilla-Silva, E., 2017. Racism without racists: Color-blind racism and the persistence of racial inequality in America. Rowman & Littlefield.

Bryman, A., 2015. Social research methods. Oxford university press.

Burlington Free Press., 2018. Report: Racism pervasive at Vermont psychiatric hospital. [online] Available at: https://www.burlingtonfreepress.com/story/news/politics/government/2018/02/05/report-says-racism-pervasive-vermont-psychiatric-hospital/1079913001/ [Accessed 16 Feb. 2018].

Campbell, D., 2018. Former NHS manager awarded £1m in racial discrimination case. [online] the Guardian. Available at: https://www.theguardian.com/society/2012/jan/09/nhs-manager-race-discrimination-case [Accessed 15 Feb. 2018].

Canas, K. and Sondak, H., 2013. Opportunities and challenges of workplace diversity. Pearson Higher Ed.

Cho, B., Lee, D. and Kim, K., 2014. How does relative deprivation influence employee intention to leave a merged company? The role of organizational identification. Human Resource Management, 53(3), pp.421-443.

Chou, T., Asnaani, A. and Hofmann, S.G., 2012. Perception of racial discrimination and psychopathology across three US ethnic minority groups. Cultural Diversity and Ethnic Minority Psychology, 18(1), p.74.

Citizensadvice.org.uk, 2018. Harassment. [online] Citizensadvice.org.uk. Available at: <https://www.citizensadvice.org.uk/law-and-courts/discrimination/what-are-the-different-types-of-discrimination/harassment/> [Accessed 12 Mar. 2018].

Citizensadvice.org.uk, 2018. Harassment. [online] Citizensadvice.org.uk. Available at: <https://www.citizensadvice.org.uk/law-and-courts/discrimination/what-are-the-different-types-of-discrimination/harassment/> [Accessed 12 Mar. 2018].

Citizensadvice.org.uk, 2018. Indirect discrimination. [online] Citizensadvice.org.uk. Available at: <https://www.citizensadvice.org.uk/law-and-courts/discrimination/what-are-the-different-types-of-discrimination/indirect-discrimination/> [Accessed 12 Mar. 2018].

Citizensadvice.org.uk, 2018. Indirect discrimination. [online] Citizensadvice.org.uk. Available at: <https://www.citizensadvice.org.uk/law-and-courts/discrimination/what-are-the-different-types-of-discrimination/indirect-discrimination/> [Accessed 12 Mar. 2018].

Cortina, L.M., Kabat-Farr, D., Leskinen, E.A., Huerta, M. and Magley, V.J., 2013. Selective incivility as modern discrimination in organizations: Evidence and impact. Journal of Management, 39(6), pp.1579-1605.

Dayen, D., 2018. African Americans Have Long Been the Victims of Insidious Housing Policy. [online] The New Republic. Available at: <https://newrepublic.com/article/117912/reparations-how-mortgage-market-hurts-african-americans> [Accessed 12 Mar. 2018].

Denscombe, M., 2014. The good research guide: for small-scale social research projects. McGraw-Hill Education (UK).

Eeoc.gov., 2018. Race-Based Charges. [online] Available at: https://www.eeoc.gov/eeoc/statistics/enforcement/race.cfm [Accessed 26 Mar. 2018].

Ehrke, F., Berthold, A. and Steffens, M.C., 2014. How diversity training can change attitudes: Increasing perceived complexity of superordinate groups to improve intergroup relations. Journal of Experimental Social Psychology, 53, pp.193-206.

Equalityhumanrights.com. 2018. What is the Equality Act? | Equality and Human Rights Commission. [online] Available at: https://www.equalityhumanrights.com/en/equality-act-2010/what-equality-act [Accessed 12 Mar. 2018].

Equalityhumanrights.com. 2018. What is the Equality Act? | Equality and Human Rights Commission. [online] Available at: https://www.equalityhumanrights.com/en/equality-act-2010/what-equality-act [Accessed 12 Mar. 2018].

Ethnicity-facts-figures.service.gov.uk, 2018. Ethnicity facts and figures. [online] Available at: https://www.ethnicity-facts-figures.service.gov.uk/ [Accessed 15 Feb. 2018].

Ethnicity-facts-figures.service.gov.uk., 2018. Length of time spent in unemployment. [online] Available at: https://www.ethnicity-facts-figures.service.gov.uk/work-pay-and-benefits/unemployment-and-economic-inactivity/length-of-time-spent-in-unemployment/latest [Accessed 15 Feb. 2018].

Ethnicity-facts-figures.service.gov.uk., 2018. Low income. [online] Available at: https://www.ethnicity-facts-figures.service.gov.uk/work-pay-and-benefits/pay-and-income/low-income/latest [Accessed 15 Feb. 2018].

Ethnicity-facts-figures.service.gov.uk., 2018. Police workforce. [online] Available at: https://www.ethnicity-facts-figures.service.gov.uk/work-pay-and-benefits/public-sector-workforce/police-workforce/latest [Accessed 15 Feb. 2018].

Ethnicity-facts-figures.service.gov.uk., 2018. School teacher workforce. [online] Available at: https://www.ethnicity-facts-figures.service.gov.uk/work-pay-and-benefits/public-sector-workforce/school-teacher-workforce/latest [Accessed 15 Feb. 2018].

Ffiec.gov., 2018. FFIEC Community Reinvestment Act. [online] Available at: https://www.ffiec.gov/cra/ [Accessed 15 Feb. 2018].

Fowler Jr, F.J., 2013. Survey research methods. Sage publications.

Furness, H., 2012. £1m for NHS manager Elliot Browne who was targeted for his colour. [online] Telegraph.co.uk. Available at: <https://www.telegraph.co.uk/news/health/news/9003744/1m-for-NHS-manager-Elliot-Browne-who-was-targeted-for-his-colour.html> [Accessed 12 Mar. 2018].

Furness, H., 2012. £1m for NHS manager Elliot Browne who was targeted for his colour. [online] Telegraph.co.uk. Available at: <https://www.telegraph.co.uk/news/health/news/9003744/1m-for-NHS-manager-Elliot-Browne-who-was-targeted-for-his-colour.html> [Accessed 12 Mar. 2018].

Gov.uk., 2018. Civil Service Workforce. [online] Available at: https://www.ethnicity-facts-figures.service.gov.uk/work-pay-and-benefits/public-sector-workforce/civil-service-workforce/latest [Accessed 15 Feb. 2018].

Gov.uk., 2018. Discrimination: your rights – GOV.UK. [online] Available at: https://www.gov.uk/discrimination-your-rights [Accessed 15 Feb. 2018].

Gov.uk., 2018. Hate crime, England and Wales, 2016 to 2017 – GOV.UK. [online] Available at: https://www.gov.uk/government/statistics/hate-crime-england-and-wales-2016-to-2017 [Accessed 15 Feb. 2018].

Goyal, S. and Shrivastava, S., 2013. Organizational diversity climate: Review of models and measurement. Journal of business management & social sciences research, 2(5), pp.55-60.

Hall, J.C., Everett, J.E. and Hamilton-Mason, J., 2012. Black women talk about workplace stress and how they cope. Journal of Black Studies, 43(2), pp.207-226.

Harris, R., Cormack, D., Tobias, M., Yeh, L.C., Talamaivao, N., Minster, J. and Timutimu, R., 2012. The pervasive effects of racism: experiences of racial discrimination in New Zealand over time and associations with multiple health domains. Social science & medicine, 74(3), pp.408-415.

Hays-Thomas, R., Bowen, A. and Boudreaux, M., 2012. Skills for diversity and inclusion in organizations: A review and preliminary investigation. The Psychologist-Manager Journal, 15(2), p.128.

Irr.org.uk., 2018. Racial violence statistics | Institute of Race Relations. [online] Available at: https://www.irr.org.uk/research/statistics/racial-violence/ [Accessed 15 Feb. 2018].

Jones, K.P., Arena, D.F., Nittrouer, C.L., Alonso, N.M. and Lindsey, A.P., 2017. Subtle discrimination in the workplace: A vicious cycle. Industrial and Organizational Psychology, 10(1), pp.51-76.

Journalgazette.net., 2018. Racial gap persists in home loan approvals | News | Journal Gazette. [online] Available at: https://www.journalgazette.net/news/20180215/racial-gap-persists-in-home-loan-approvals [Accessed 15 Feb. 2018].

Kalinoski, Z.T., Steele?Johnson, D., Peyton, E.J., Leas, K.A., Steinke, J. and Bowling, N.A., 2013. A meta?analytic evaluation of diversity training outcomes. Journal of Organizational Behavior, 34(8), pp.1076-1104.

Kivel, P., 2017. Uprooting Racism-: How White People Can Work for Racial Justice. New Society Publishers.

Lacey, K.K., McPherson, M.D., Samuel, P.S., Powell Sears, K. and Head, D., 2013. The impact of different types of intimate partner violence on the mental and physical health of women in different ethnic groups. Journal of Interpersonal Violence, 28(2), pp.359-385.

McKay, P.F. and Avery, D.R., 2015. Diversity climate in organizations: Current wisdom and domains of uncertainty. In Research in personnel and human resources management(pp. 191-233). Emerald Group Publishing Limited.

Mongan, E., 2018. Nursing home providers hit with disability, racial discrimination lawsuits from EEOC. [online] McKnight’s. Available at: https://www.mcknights.com/news/nursing-home-providers-hit-with-disability-racial-discrimination-lawsuits-from-eeoc/article/697376/ [Accessed 16 Feb. 2018].

News.bbc.co.uk., 2018. BBC News | Race. [online] Available at: https://news.bbc.co.uk/hi/english/static/in_depth/uk/2002/race/racism_at_work.stm [Accessed 15 Feb. 2018].

Offermann, L.R., Basford, T.E., Graebner, R., Jaffer, S., De Graaf, S.B. and Kaminsky, S.E., 2014. See no evil: Color blindness and perceptions of subtle racial discrimination in the workplace. Cultural Diversity and Ethnic Minority Psychology, 20(4), p.499.

Offermann, L.R., Basford, T.E., Graebner, R., Jaffer, S., De Graaf, S.B. and Kaminsky, S.E., 2014. See no evil: Color blindness and perceptions of subtle racial discrimination in the workplace. Cultural Diversity and Ethnic Minority Psychology, 20(4), p.499.

Okechukwu, C.A., Souza, K., Davis, K.D. and de Castro, A.B., 2014. Discrimination, harassment, abuse, and bullying in the workplace: Contribution of workplace injustice to occupational health disparities. American journal of industrial medicine, 57(5), pp.573-586.

Olson, J.M., 2014. Relative deprivation and social comparison: The Ontario symposium (Vol. 4). Psychology Press.

Padgett, D.K., 2016. Qualitative methods in social work research (Vol. 36). Sage Publications.

Pager, D. and Western, B., 2012. Identifying discrimination at work: The use of field experiments. Journal of Social Issues, 68(2), pp.221-237.

Panneerselvam, R., 2014. Research methodology. PHI Learning Pvt. Ltd..

Roscigno, V.J., Williams, L.M. and Byron, R.A., 2012. Workplace racial discrimination and middle class vulnerability. American Behavioral Scientist, 56(5), pp.696-710.

Rowe, M., 2012. Policing, race and racism. Routledge.

Saleh, A., 2013. Relative deprivation theory, nationalism, ethnicity and identity conflicts.

Sawyer, P.J., Major, B., Casad, B.J., Townsend, S.S. and Mendes, W.B., 2012. Discrimination and the stress response: psychological and physiological consequences of anticipating prejudice in interethnic interactions. American Journal of Public Health, 102(5), pp.1020-1026.

Schmitt, M.T., Branscombe, N.R., Postmes, T. and Garcia, A., 2014. The consequences of perceived discrimination for psychological well-being: a meta-analytic review. Psychological bulletin, 140(4), p.921.

Schulze, M. and Kratschmer-Hahn, R., 2014. Relative Deprivation Theory. In Encyclopedia of Quality of Life and Well-Being Research (pp. 5443-5445). Springer Netherlands.

Simpson, G.E. and Yinger, J.M., 2013. Racial and cultural minorities: An analysis of prejudice and discrimination. Springer Science & Business Media.

Smith, J.A. ed., 2015. Qualitative psychology: A practical guide to research methods. Sage.

Statista., 2018. U.S. unemployment rate in 2017, by ethnicity | Statistic. [online] Available at: https://www.statista.com/statistics/237917/us-unemployment-rate-by-race-and-ethnicity/ [Accessed 26 Mar. 2018].

Stevens, M., Hussein, S. and Manthorpe, J., 2012. Experiences of racism and discrimination among migrant care workers in England: findings from a mixed-methods research project. Ethnic and Racial Studies, 35(2), pp.259-280.

Sullivan, M.K., 2013. Sexual minorities: Discrimination, challenges and development in America. Routledge.

Sutin, A.R. and Terracciano, A., 2013. Perceived weight discrimination and obesity. PloS one, 8(7), p.e70048.

The Guardian., 2018. H&M apologises over image of black child in ‘monkey’ hoodie. [online] Available at: https://www.theguardian.com/fashion/2018/jan/08/h-and-m-apologises-over-image-of-black-child-in-monkey-hoodie [Accessed 15 Feb. 2018].

The Guardian., 2018. Huge effect of ethnicity on life chances revealed in official UK figures. [online] Available at: https://www.theguardian.com/world/2017/oct/10/huge-effect-of-ethnicity-on-life-chances-revealed-in-official-uk-figures [Accessed 15 Feb. 2018].

Triana, M.D.C., Jayasinghe, M. and Pieper, J.R., 2015. Perceived workplace racial discrimination and its correlates: A meta?analysis. Journal of Organizational Behavior, 36(4), pp.491-513.

Troyna, B. and Williams, J., 2012. Racism, education and the state. Taylor & Francis.

Vandana Mohanty, D. and Acharya, S.K., 2014. A study of diversity climate perception in a telecom MNC: bhubaneswar. IOSR Journal Of Humanities And Social Science (IOSR-JHSS), 19(12), pp.69-74.

Velez, B.L. and Moradi, B., 2012. Workplace support, discrimination, and person–organization fit: Tests of the theory of work adjustment with LGB individuals. Journal of Counseling Psychology, 59(3), p.399.

Velez, B.L., Moradi, B. and Brewster, M.E., 2013. Testing the tenets of minority stress theory in workplace contexts. Journal of Counseling Psychology, 60(4), p.532.

Vickers, L., 2016. Religious freedom, religious discrimination and the workplace. Bloomsbury Publishing.

Wadsworth, E., Dhillon, K., Shaw, C., Bhui, K., Stansfeld, S. and Smith, A., 2006. Racial discrimination, ethnicity and work stress. Occupational Medicine, 57(1), pp.18-24.

Wilson, H.F., 2013. Learning to think differently: diversity training and the ‘good encounter’. Geoforum, 45, pp.73-82.

Zikmund, W.G., Babin, B.J., Carr, J.C. and Griffin, M., 2013. Business research methods. Cengage Learning.