By Maureen Guirdham
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Extra info for Communicating across Cultures at Work: Second Edition
There is often an assumption that just because Asian women workers are the former, they cannot be the latter. Recent race regulations in the UK give a definition of indirect discrimination on grounds of race or ethnic or national origin as occurring when a person, X, applies to Communication and Diversity at Work 23 another person, Y, a provision, criterion or practice which X applies to everyone; and the provision, criterion or practice puts (or would put) people from Y’s race or ethnic or national origin at a particular disadvantage; and the provision, criterion or practice puts Y at a disadvantage; and X cannot show that the provision, criterion or practice is a proportionate means of achieving a legitimate aim.
Promoting respect for dignity (which has whatever content people choose to give it); the EU human rights legislation attacks stigma, stereotyping and denigration. Affirming community identities (change is needed in the public ‘space’, not in the individual). Facilitating full participation in society. Early attempts to achieve equality through law consisted of banning direct discrimination (for instance, skin colour was to be irrelevant in appointing ‘alike’ people); this was found to be a flawed paradigm.
In 2000 the Central Bureau of Statistics (GUS) reported that 17 per cent of persons with disabilities able to work are unemployed, roughly equivalent to the national unemployment rate. Advocacy groups have claimed that the percentage is much higher. Thus, the overall picture is a mixed one: discrimination persists everywhere in Europe, though in some places more than others and in different countries is directed mainly against different groups. In most cases, the situation is improving, though only slowly.
Communicating across Cultures at Work: Second Edition by Maureen Guirdham