NEGOTIATING WITH JOB BODYGUARDS

Recent research finds racism in the recruitment industry

In a recent survey of 2500 people conducted by ‘Race for Opportunity’ the research showed that Black and Minority ethnic applicants had a lower chance of getting a job through a recruitment agency than white applicants, even where they were more qualified. Whilst only 29% of BAME applicants got jobs via an agency, 44% of white applicants succeeded in this way. This is a significant discrepancy. Earlier research by the Department of Work & Pensions had consistently shown that identical CV’s with different names (white vs. Ethnic minority) sent to recruitment agencies found that the white named candidates were much more likely to be short-listed for interview.

What is really going on here? The picture is quite complex. One of the major reasons is that both recruitment agents and HR professionals tend to be white – these professions are exclusive rather than inclusive. This increases the chances of bias, and therefore you have recruitment bodyguards who tend to prefer to hire someone who looks and behaves like them. Sometimes, because of their desire to earn a quick commission, they assume that if they do not put forward ‘white’ candidates to the recruiter, they may not get the fee. There is a lot of greed and short-termism in this industry.

The UK Asian community is by and large very hard-working and well educated – even Oxford and Cambridge now boast over 500 undergraduates from the Asian community – a huge proportion. Another aspect we bring to our work is a positive attitude, something which is rare for employers to find. We have a strong sense of commitment and application, and loyalty to our employer. This comes from a culture of ethics and integrity, and an upbringing based on strong values like hard work, respect and self-discipline.

For all these reasons, the research above is most surprising. Surely any employer would be looking for the best talent and application, and if Asian candidates demonstrate this, then they should be given a chance for an interview? In fact, we have now built quite a reputation and track record of a positive work ethic and solid performance in many employers all over Britain – like the KPMG’s, the Tesco’s, and John Lewis. Surely with this factual evidence, recruitment agencies and employers would want to hire Asians for their positive attributes?

In my book ‘Celebrating Diversity’ and on my website www.diverseethics.com and on Twitter, I regularly write about these topical issues, to showcase the huge strength of the diversity of Britain and its benefits for employers. My latest book on ‘Boardroom Diversity’ demonstrates the huge problems at the leadership level, where there is very little cultural diversity. This influences the entire culture of the organisation, and makes people feel that they need to fit in to climb up. Did you know that in spite of the huge success of Asian businesses and entrepreneurs in Britain today, there are very few Asians sitting on the Board of FTSE companies either as Executive Directors or Non-Executives. So there is discrimination at the bottom and the top. And something very sinister must be going on in the middle of organisations, where Asians often find themselves getting stuck and blocked in their progression.

One positive development is that big employers are now setting up their own minority groupings, to encourage employees from minority backgrounds to meet and network with one another, and support them through mentoring and guidance. For example, Price Waterhouse Coopers has an active Hindu society, whose Diwali event in 2011, was a real eye-opener. Similarly, Ernst & Young has a very active Asian society – and these groupings are replicated in many large employers. This helps to create a core of people and influence within the organisation, and employees of such companies should participate and often volunteer their time and skills to support the networks.

So if you are a young Asian graduate, what should you do to get a job? Networking is really helpful – did you know that 50% of all jobs are never advertised, and these are also the least competitive methods of entry. Use our social networks at the temple and community centres, approach friends and relatives, and try to avoid asking for a job straight away. Instead ask how you can get some mentoring and guidance for your job applications. It is very important that you maintain a positive attitude each time you apply for a job, and keep your spirits up. Some employers do give bonuses to employees if they recommend good candidates – so use this opportunity to get in and earn a commission for your sponsor.

I would also say that at the interview, do explain your positive work ethic and self-discipline and initiative and how these skills will help improve your employers performance and productivity. There are lots of people out there with similar qualifications, but where you are unique is your attitude and dedication to the task in hand – spell this out. Your culture is your asset and should not be a liability.

Dr. Atul K. Shah is a consultant, writer and broadcaster, and he blogs regularly at www.diverseethics.com Email: atul@diverseethics.com

Article added on 17th February 2012 at 10:46am