Conference

2020 National Black Members' Conference

Date

20 September 2019

Decision

Carried

Employment is a fundamental part of people�s lives. Employment provides access to income, housing, health, education, etc. Employment is also a significant underpinning factor for cohesive and integrated communities. Despite decades of legislation and policies aimed at tackling racial discrimination and inequality in the workplace, unemployment rates in Scotland are still significantly higher for non-white minority ethnic groups compared to white ethnic groups, including the majority white Scottish population. At a time when equal opportunities is the fundamental policy purpose for Scotland black people are finding it increasing difficult to find jobs compared with white people. Even when they succeed in finding a job, progression is almost impossible and they remain at entry level for the best part of their career lives. The Annual Population Survey (APS), the primary source for information on local labour market, shows that in Scotland in 2018:

1)The employment rate for minority ethnic population aged 16-64 was 55.4%, lower than the white population with an employment rate of 75.1%.

2)Minority ethnic employment gap was 19.7% points in 2018, higher than the gap in 2017 (14.5 % points).

3)The minority ethnic employment gap was much higher for women than men; for women the minority ethnic employment gap was 26.8% points and for men was 11.2 % points.

4)Between minority ethic men and white men the employment rate for minority ethnic men is 67.3% whilst employment rate for white men is higher at 78.5% (a gap of 11.2%). For ethnic minority women the employment rate is 45.0% whilst for white women the employment rate is 71.8% (a gap of 26.2%).

5)The minority ethnic employment gap was largest for those aged 25-34 (40.9 % points), followed by 16-24 year olds (28.2 percentage points), 35-49 year olds (11.8 percentage points) and 50-64 year olds (2.9 percentage points).

Over time, employment rate for white population consistently exceeds the minority ethnic population and the gap is widening.

Conference calls on the National Black Members’ Committee to:

a)Find out what the Scottish Government is doing to narrow these gaps. How can Black people be supported?

b)Ask much deeper questions about the observed differences in employment rate between whites and ethnic minority, if they are to be recognised and addressed by Scottish Government.

c)Identify the barriers Black people are facing, find ways to tackle barriers, promote opportunities and develop the capacity for better and effective access to employment.

d)Campaign against the minority ethic employment gap in Scotland at a time when equal opportunities are given to all people living in Scotland.

e)To raise a sub-Committee that will look into these figures and present a report to the relevant Scottish Ministers and Equal Opportunities Committee of the Scottish Parliament, to track and evaluate progress.

Conference

2020 National Black Members' Conference

Date

20 September 2019

Decision

Carried

Employment is a fundamental part of people�s lives. Employment provides access to income, housing, health, education, etc. Employment is also a significant underpinning factor for cohesive and integrated communities. Despite decades of legislation and policies aimed at tackling racial discrimination and inequality in the workplace, unemployment rates in Scotland are still significantly higher for non-white minority ethnic groups compared to white ethnic groups, including the majority white Scottish population. At a time when equal opportunities is the fundamental policy purpose for Scotland black people are finding it increasing difficult to find jobs compared with white people. Even when they succeed in finding a job, progression is almost impossible and they remain at entry level for the best part of their career lives. The Annual Population Survey (APS), the primary source for information on local labour market, shows that in Scotland in 2018:

1)The employment rate for minority ethnic population aged 16-64 was 55.4%, lower than the white population with an employment rate of 75.1%.

2)Minority ethnic employment gap was 19.7% points in 2018, higher than the gap in 2017 (14.5 % points).

3)The minority ethnic employment gap was much higher for women than men; for women the minority ethnic employment gap was 26.8% points and for men was 11.2 % points.

4)Between minority ethic men and white men the employment rate for minority ethnic men is 67.3% whilst employment rate for white men is higher at 78.5% (a gap of 11.2%). For ethnic minority women the employment rate is 45.0% whilst for white women the employment rate is 71.8% (a gap of 26.2%).

5)The minority ethnic employment gap was largest for those aged 25-34 (40.9 % points), followed by 16-24 year olds (28.2 percentage points), 35-49 year olds (11.8 percentage points) and 50-64 year olds (2.9 percentage points).

Over time, employment rate for white population consistently exceeds the minority ethnic population and the gap is widening.

Conference calls on the National Black Members’ Committee to:

a)Find out what the Scottish Government is doing to narrow these gaps. How can Black people be supported?

b)Ask much deeper questions about the observed differences in employment rate between whites and ethnic minority, if they are to be recognised and addressed by Scottish Government.

c)Identify the barriers Black people are facing, find ways to tackle barriers, promote opportunities and develop the capacity for better and effective access to employment.

d)Campaign against the minority ethic employment gap in Scotland at a time when equal opportunities are given to all people living in Scotland.

e)To raise a sub-Committee that will look into these figures and present a report to the relevant Scottish Ministers and Equal Opportunities Committee of the Scottish Parliament, to track and evaluate progress.