Work and career experiences of ethnic minority men and women

Abstract

Purpose

The purpose of this paper is to introduce the contexts in which this special issue developed, along with the wider context in which research such as that included is conducted. It is believed that without the persistence of researchers in this field, the situation would be even worse.

Design/methodology/approach

Papers were selected from those submitted following a call for papers which went out after the Inaugural Equal Opportunities International Conference held at the University of East Anglia in July 2008. Two of the selected papers use qualitative, and two use quantitative, methodologies. The research was conducted in Belgium, Germany and the United Kingdom. Each seeks to develop theory based upon fresh empirical work.

Findings

Compelling evidence provides insight to ways in which majority and minority ethnic employees experience organizations differently, along with the resultant differential outcomes, including career paths, quality and opportunities.

Research limitations/implications

This paper maintains that each paper in this special issue (within its own context and as it currently stands) represents a robust example of qualitative or quantitative research in the field.

Practical implications

From the evidence of each paper published here, it is clear that academics and practitioners alike will gain insights to employer and employee behaviours at the level of the labour market and within the workplace itself. Such insights should encourage further action on the part of both. Employers should be prompted to review their polices and practices in the light of anti‐discriminatory legislation in such a way as to minimize discrimination therein.

Social implications

This paper draws attention to matters of persistent inequality which remain so even in enlightened times wherein quite extensive legislation is in place to outlaw such inequality. As such, the guest editors would like to see, as a result of both academics and practitioners reading the work within this, and all other, editions of the journal, concerted efforts, in the case of the former, to continue to conduct and disseminate high‐profile research in the area of discrimination and equal opportunity, and, in the latter, to address their policies and practices. In the latter context, the guest editors would like to see an impact on public and private employment policies and the seriousness with which corporate social responsibility is undertaken. In that respect, public attitudes might eventually be seen to be changing for the more equitable.

Originality/value

The paper brings together the findings of four different pieces of original research in such a way as to demonstrate the commitment of researchers to addressing inequality in today's workplaces, which themselves continue to be inequitable.

Citation

Fearfull, A. and Kamenou, N. (2010), "Work and career experiences of ethnic minority men and women", Equality, Diversity and Inclusion, Vol. 29 No. 4, pp. 325-331. https://doi.org/10.1108/02610151011042385