I recently delved into a report by the Joseph Rowntree Foundation titled, ‘Glasgow communities of colour failed by employability services and workplace racism’—the findings, though sombre, were hardly unexpected. 

For those following our journey, you’ll remember that we privately commissioned research last year asking similar questions within the wider Scottish context. The aim? To delve deeper into the concerns shared by our participants. What we uncovered was met with scepticism by decision-makers who dismissed these genuine accounts as isolated cases, even going as far as suggesting they were mere anecdotes that didn’t warrant any substantial action.

Armed with our findings, we sought dialogue with various Scottish Government departments to shed light on our discoveries and make actionable recommendations. Additionally, we also approached certain funding bodies within the Edinburgh Council. Sadly, our efforts were met with evasion and the now all-too-familiar refrain: “We need more data”!

JRF’s findings have undeniably shaken our spirits. As a career advancement service, our aspirations go beyond the realm of just employability. We aim to provide a continuum of support, encompassing work progression and advocacy. Yet, the recurring reluctance and the foot-dragging when it comes to adapting to the genuine needs of our community has been disappointing. This gap in practical action and fundamental understanding was a key reason for initiating a private company (Prespect Ltd) to actively provide businesses with a robust antiracism and DEI programme, moving past mere discourse and activating real change. 

The challenge is clear. Empower both individuals and organisations. But this isn’t a task we can achieve single-handedly. The onus falls on government bodies, funders and employers to stand shoulder-to-shoulder with us in this journey. 

We have reiterated, time and again, that any employability program that disregards the root issues ultimately condemns its beneficiaries to a relentless cycle of poverty and wasted educational investment. It also causes the Scottish economy to lose the innovation and talent (currently in such short supply) that is known to be a bi-product of diversity. Data and recommendations, without concrete action, amount to nothing more than lip service.

The benchmarks for funding must prioritise a holistic, human-centric approach rather than a mere numbers game. Equally, it's high time employers rethink their approach. Merely offering short-lived internships without a vision for long-term integration and growth is futile and no better than the tokenism we should have left behind in the 1980’s. We cannot afford to ignore the glaring reality: minority ethnic individuals in Scotland face rampant discrimination and racism at every juncture of their employment journey. 

Our survey, encompassing 638 respondents, revealed a staggering 82% who’ve faced discrimination due to their race and ethnicity. The testimonies are heart-wrenching, such as this particular interview experience: [link to the interview].

JRF's survey further corroborates our findings, with 79% of over 100 participants confirming they’ve encountered racism in their workplace. (see data table taken from the JRF report) 

The evidence is undeniable, and the stories are not isolated. Change is overdue.

Read the full JRF report https://www.jrf.org.uk/report/glasgow-communities-colour-failed-employability-services-and-workplace-racism)