Describe and discuss the extent of racism and racial discrimination in Essay

Describe and discuss the extent of racism and racial discrimination in Britain - Essay Example In this context, the development of racial discrimination in Britain is continued; however, the fact that efforts for the control of the phenomenon are also in progress is quite encouraging, proving that the signs for the limitation of racism in Britain are positive, no matter if their results are made visible in the short or the long term. 2. Racism and racial discrimination in Britain background and extent 2.1 Overview of racism and racial discrimination in Britain Immigrants represent an important part of the British population. More specifically, it has been estimated that immigrants across Britain are 4.6 million – in a total population of 60 million (Morris et al. 2007). The research on the living conditions and the daily challenges of these people, revealed that many of them are likely to become ‘victim of a racially motivated crime’ (Easton 2006); in fact, it has been revealed that in 2004, 87,000 immigrants in Britain have faced such problem (Easton 2006) . The above number shows increasing trends; in 2005 the prosecutions for racially motivated offences showed an increase of 28% - compared to 2005 (Easton, 2006). It should be noted at this point that immigrants in Britain have a key influence on the country’s politics, being an important electoral body (McAllister 1984); however, it seems that they are not able of using their power – as described above – in order to secure their rights – reference is made primarily to health, employment and education. In order to identify and understand the extent of racial discrimination in Britain it would be necessary to refer primarily to the framework of discrimination, as developed in the particular country. The elements of discrimination in Britain are made clear through the definition provided by Blackstone et al. (1998). In accordance with the above definition ‘direct discrimination is defined as treating a person less favourably than others on racial groun ds’ (Blackstone et al. 1998, p.37). There is also the case of indirect discrimination which is described as an activity of setting a requirement to which the persons belonging in a particular race are most likely to be able to respond – compared to people belonging to a different race (Blackstone et al. 1998, p.37). The above descriptions, which have been presented by Blackstone as they are included in the Race Relations Act 1976, are particularly important in order to understand the level at which racial discrimination has been developed across Britain. In any case, it should be noted that the issue of racial discrimination in Britain is active for many years – having been started approximately at 1940s – with the pressure then for ‘the settlement of black people in the particular country’ (Rich 1990, p.142). 2.2 Racial discrimination in education, employment and housing Racial discrimination in Britain has many different aspects; it can be identified in the education, the housing and the employment of immigrants, as members of the population. Regarding the relationship between education and immigration, the following issues need to be highlighted: the existence of racism in certain social settings, as for example,

Industrial Relations in Australia Essay Example | Topics and Well Written Essays - 1000 words

Industrial Relations in Australia - Essay Example The growth of unions is recognised as being a cyclical process that is also structural and institutional (Griffin & Svenson, 1996). Economic factors affect union density due to the affect on demand for labor. Demographic variables, such as female participation in the workforce, the rise of minority group participation, increased education access and outcomes, population shifts into cities, affect the composition of industries. Theses factors also affect the increase in part-time and casual positions as opposed to the traditional full-time opportunities. There has also been rapid growth in the sectors of industry which are not traditionally have unionism as a focus, for example retail and services, parallel to this there has been a dramatic decrease in the traditional union affiliated industries, such as manufacturing. All these factors combine to affect the structural nature of union density. Finally, laws, their enforcement or lack of (due to low penalties for example) and the type of government in power all affect the institutional nature of union density. The demand-side model expresses the situation of decreasing union density in economic terms (Wooden, 1999). Workers trade off returns from unions (i.e., wages, benefits, better working conditions and job security) against costs (i.e., dues, rules and potential job insecurity). 2. Role of the Federal Minister of Employment and Workplace Relations The Department of Employment and Workforce Relations is responsible for delivering to the Government a high standard of advice, programmes and services to achieve more efficient and effective labour market assistance, higher productivity and wages, and to increase workforce participation (Department of Employment and Industrial Relations, 2006). At present, the Honorable John Hockey MP is the Minister of Employment and Workplace Relations. His responsibilities as portfolio Minister includes accountability for all the matters that are covered in the portfolio, such as Cabinet matters, as well as the specific responsibility of maintaining policy issues that relate to employment and or workplace relations (Employment Workplace and Relations Media Centre, 2007). These issues include; the Workplace Relations Act 1996, occupational health and safety, worker's compensation and affirmative action. He is also to take responsibility for institutional arrangements that are undertaken in accord ance with the Workplace Relations Act 1996, these include; the Office of the Employment Advocate; the Australian Industrial Relations Commission; and workplace relations reform in industry sectors. Additionally, Minister Hockey has the role of assisting the Prime Minister in Public Service issues.The Minister can intercede in the public interest of a matter before the Full Bench (of the AIRC) on behalf of the Commonwealth by providing written notice to the Industrial Registrar (S102 (1)) (Commonwealth Consolidated Acts, 2005). Also, Minister Hockey can provide written notice to the Registrar to intervene in public interest in matters before the Australian Industrial Relations Commission when those issues involve public sector employment (S102 (2))( Commonwealth Consolidated Acts, 2005). This reinforces the Minister's commitment to creating more jobs with higher wages, and to