A significant portion of young individuals from ethnic minority backgrounds in the UK face discrimination when entering the workforce, according to new findings.
- Nearly half (48%) of these young people report experiencing prejudice during their job search, highlighting systemic barriers.
- Racist comments and jokes are commonplace, with one-third facing direct racist remarks and two-thirds hearing them around the workplace.
- Many young people feel reporting such discrimination is futile, leading to unaddressed emotional and career impacts.
- The Youth Futures Foundation suggests urgent employer actions to improve the situation, including transparency in ethnic pay gaps.
New research from the Youth Futures Foundation reveals that almost half (48%) of young people from ethnic minority backgrounds experience discrimination when entering the workforce. This study, the largest of its kind in Britain, included interviews with 3,250 young individuals, shedding light on racial prejudice as a significant barrier.
A concerning 33% have been confronted directly with racist remarks, jokes, or banter, while an additional 66% have overheard such derogatory comments. 20% have also been demeaned in a derogatory manner by colleagues, indicating a pervasive culture of racial insensitivity in workplaces.
The study’s timing coincides with a demographic shift; nearly a quarter of the UK’s under-25 population is now from an ethnic minority background. Moreover, data from the Office for National Statistics hints at a correlation, with 12% of the 16-24 age group not in education, employment, or training.
A staggering 30% of those not engaged in education or work cite prejudice as the foremost challenge in securing employment. The adverse effects extend beyond job-seeking: 70% of those discriminated against have considered changing their job or industry, indicating a serious hindrance to career stability and growth.
It was found that 69% of young people did not report discriminatory incidents, doubting the impact of such actions. Emotionally, 41% believe discrimination has impacted their lives negatively, and 38% report a loss of self-confidence, suggesting deep personal repercussions.
Participants urge employers to prioritise work experience for ethnic minority youth and embrace a zero-tolerance stance on non-inclusive behaviour. Youth Futures Foundation advocates for mandatory transparency in ethnicity pay gaps, stressing the need for public access to pay, hours, and senior role representation data.
Lord Woolley emphasises the need for immediate action to dismantle workplace barriers. He warns that failing to address discrimination may undermine young people’s careers during formative stages. Sarah Yong echoes this, calling for a dismantling of barriers to ensure equitable access to employment for ethnic minority youth.
Oscar from Future Voices Group points out that discrimination manifests in many forms, not always overtly, yet deeply affecting well-being. The call to action is clear: employers must heed these findings to unlock potential for ethnic minority youth.
Urgent, coordinated efforts by employers and policymakers are essential to eradicate discrimination and foster an inclusive workforce.
