Housing providers must do more to combat racial discrimination
In early 2012 data from the Office of National Statistics (ONS) exposed the high unemployment rate of young black men and other black and minority ethnic (BME) groups. Some young BME groups are still three times more likely to be unemployed than their white counterparts.
Racial discrimination may be shocking to middle class white society, but it is of no revelation to those who live with it every day. They already know that estate agents, employers and businesses won't be calling them back. Nearly 50 years after the first Race Relations Act, 30% of BME people still experience outright racial discrimination. And another 50 years will go by with little progress if we don't strive for change.
For the most part, equality policies are there to look good, relegated to the annual fun day, seminar or photo call. Contractors that win millions from housing organisations each year get away with distributing a few sweets and pens in lieu of social responsibility and housing organisations congratulate themselves on a job well done.
If housing organisations and their contractors are serious about helping young BME people into work, they must employ applied research specifically focused on how to achieve this.
The recommendations may not be new, but they are grounded in practice and detailed studies.
Provide opportunities for employment, education and training in areas where BME groups live.
In Birmingham, for example, not one of the major companies or housing organisations has its head office in the heavily BME-populated area of Handsworth.
Be bold, adventurous and go out of your way to find and contract more work to local small businesses.
Small businesses are often run by or support BME communities.
Engage and employ BME groups in line with area statistics.
And insist that primary and secondary contractors do the same.
Provide more opportunities for pre-apprenticeships.
Introducing young people to work at an earlier age, even while they are still studying, can give them a huge advantage when it comes to entering the labour market for the first time.
Support and encourage BME groups with culturally sensitive mentoring and coaching.
Ensure these courses are delivered by trained and experienced people who can help to retain BME groups on training schemes and in the workplace.
Advertise openly.
Six-in-10 work opportunities are not advertised, cementing the old status quo.
Barbara Quarless is lead partner at Octavius learning and development partnership