LK INNOVATE

By Dr Lokman Khan

Introduction

The United Kingdom prides itself on being a multicultural society, yet discrimination remains a persistent issue for many ethnic groups. Among these, Bangladeshis often face significant challenges in areas such as housing and employment. Despite holding UK citizenship and qualifications, they encounter barriers that hinder their ability to integrate fully into society. This article delves into the scale of the problem and explores what needs to be done to foster greater social cohesion.

The Scale of Discrimination in Employment

Field Experiments Reveal Bias

Recent field experiments have highlighted the extent of discrimination in the UK’s job market. For instance, a study by Di Stasio and Heath (2019) revealed that applicants born or whose parents were born in Pakistan, Bangladesh, Sub-Saharan Africa, or the Caribbean were less likely to receive positive responses from UK employers compared to applicants without an ethnic minority or migrant background. This demonstrates that ethnicity, rather than migratory status, is a significant driver of discrimination.

The study employed fictitious resumes with identical qualifications but varying ethnic-sounding names to measure employer responses. The results were telling: individuals with names suggesting Bangladeshi or Pakistani heritage had to send 74% more applications to receive the same number of callbacks as those with traditionally White British names. This stark disparity underscores the deep-rooted biases that persist in recruitment processes.

Discrimination Based on Perceived Characteristics

Discrimination in employment is not solely based on ethnicity. Factors such as having a foreign accent or holding foreign qualifications can also negatively impact job prospects. For instance, even if a Bangladeshi applicant is fluent in English, a discernible accent can still be a barrier to employment. Employers may unconsciously associate foreign accents with lower competence or cultural fit, which unfairly disadvantages qualified candidates.

Broader Implications for Migrants and Their Children

The discrimination faced by first-generation migrants often extends to their children. Research indicates that adult children of migrants who were born in the UK are more likely to perceive discrimination against their group than migrants themselves. In 2016–2018, 32% of UK-born children of migrants reported experiencing discrimination, compared to 16% of the migrants. This suggests that the children of migrants continue to face ethnic biases despite being born and raised in the UK, indicating an intergenerational transmission of discrimination.

Impact on Well-being and Opportunities

Experiencing discrimination can significantly impact individuals’ lives, affecting their career prospects, sense of belonging, and overall well-being. Studies have shown that discrimination in hiring and promotions can lead to lower job satisfaction, increased stress, and poorer mental health outcomes. These adverse effects highlight the urgent need to address discriminatory practices to ensure equal opportunities for all.

A 2018 survey found that non-EU-born migrants were over twice as likely to describe themselves as members of a group that faces discrimination because of nationality, religion, language, race, or ethnicity, compared to EU-born migrants (19% vs. 8%). This indicates that the perception and experience of discrimination are more acute among non-EU-born migrants, including Bangladeshis.

Challenges in the Housing Market

Discriminatory Practices by Landlords

The housing market is another area where Bangladeshis face discrimination. Policies such as the Right to Rent scheme have inadvertently encouraged discriminatory behavior among landlords, who may avoid renting to individuals they suspect might not have legal residency, often based on their ethnic appearance or accent. This has led to cases where even British citizens of ethnic minority backgrounds face unfair treatment.

Broader Implications

Discrimination in housing extends beyond mere inconvenience; it impacts access to quality living conditions, which in turn affects other life domains, including health and employment opportunities. Ethnic minorities are often relegated to less desirable neighborhoods, contributing to social segregation and further marginalization. Addressing these issues is crucial for promoting a more inclusive society.

Promoting Social Cohesion

Policy Reforms and Education

To promote greater social cohesion, several steps need to be taken. Firstly, there needs to be stronger enforcement of anti-discrimination laws and policies. Ensuring landlords and employers are aware of their legal obligations and the consequences of discriminatory practices is crucial. Educating the public about the benefits of diversity and the importance of inclusion can help change societal attitudes and reduce prejudice.

Community Engagement and Support

Community initiatives that foster intercultural dialogue and understanding can also play a significant role. Supporting community centers, cultural events, and educational programs that celebrate diversity can help bridge gaps between different ethnic groups and promote mutual respect. Additionally, creating platforms for marginalized voices to be heard and addressing their concerns can enhance a sense of belonging and unity.

Conclusion

Discrimination against Bangladeshis in the UK, particularly in employment and housing, highlights the ongoing challenges faced by ethnic minorities in a multicultural society. Addressing these issues requires a multifaceted approach, including policy reforms, education, and community engagement. By promoting greater social cohesion, we can work towards a more inclusive and equitable society for all.