To What Extent Is Scotland A Divided Society?

Race relations act 2000- The Race Relations Act (RRA) 1976 amended 2000 makes it unlawful to treat a person less favourably than another on racial grounds. These cover grounds of race, colour, nationality (including citizenship), and national or ethnic origin. It can promote anti-discriminatory practice by making sure individuals from a different race get equal opportunities to get jobs, homes, practice their religion and have rights to have an education, medical treatment, and to get fair and equal

been many cases like this. Due to racism many immigrants cannot get jobs and some of them are refused

Prevent discrimination: support equality – This sector of the act explains where discrimination is most likely to occur in the workplace and how to stop it happening

Legislation by state and federal arms of government has made discrimination in workplaces illegal. This piece of legislation goes further to stipulate the rights and responsibilities of both the subordinates and their employers in the workplace. This legislation aims to bring sanity in the workplace by ensuring that both groups are accountable.

The Race Relations Act: The Race Relations Act (RRA) 1976 amended 2000 makes it unlawful to treat a person less favourably than another on racial grounds. These cover grounds of race, colour,

You could be discriminated because of your race because you are of a different colour for example a company might not considering an applicant because the applicant is of a different race to all of the other workers in the company.

The major piece of legislation in the UK that impacts on staff recruitment and selection is The Equality Act of 2010. This statute consolidated nine separate pieces of anti-discrimination legislation into a single Act these were

On September 14th, 2014, the people of Scotland had the chance ‘of a lifetime’ to vote on whether they wanted Scotland to be an independent country or to stay part of the United Kingdom. As the ballot papers were being counted, thousands stayed up late waiting nervously to see the outcome. The Scots voted against being separated from the union and soon after it caused riots in Glasgow’s city center. To this day, Scotland hasn’t been the same, and the once friendly nation is now split into unionists and nationalists. Even though the majority vote was no to independence, still the people of Scotland and its party leaders are hoping for another shot at independence. So the question is, did the people make the right choice, or would Scotland be a more prosperous nation by standing alone? Scotland should be given the chance to function on its own without the influence of other countries. With an independent Scotland’s wealth and if it is controlled by the right political party. It has great potential that could benefit the Scottish people massively.

Title VII of the Civil Right Act of 1946 that is an important legislation which plays a significant role in defining the employment procedures in today’s workplace. Racial discrimination will continue to be prohibited by Title VII and it has sparked an increase in anti-discrimination awareness as it is designed to promote equal opportunities, equality, and promote fairness. As a federal law, it is unlawful for an employer to discriminate against a prospective employee from being hired based on gender, race, national origin and religion.

Title VII prohibits race discrimination; “It shall be an unlawful employment practice for an employer … to fail or refuse to hire or discharge any individual or otherwise discriminate against any individual with respect to compensation, terms, condition, or privileges of employment, because of such individual’s race, color, religion, sex, or national origin.”

Discrimination in the workplace is typified by failure to treat individuals equally due to biases against various group membership (Triana, Jayasinghe, & Pieper, 2015). The United States enacted the Civil Rights Act of 1964, known as Title VII, to outlaw workplace discrimination of individuals with respect to compensation, terms, conditions of employment, or privileges of employment because of race, color, sex, religion, or national origin. Following Title VII, the Equal Employment Opportunity Commission (EEOC) was established to enforce Title VII protocols in the public and private sector (Crumpacker & Crumpacker, 2007). Proceeding 1964, several addendums were legislated to include protection against discrimination for individuals with respect to: sexual orientation, age, disability, pregnancy, and genetic information (Brooks, Doughtery, & Price, 2015). The engagement of any employer in discrimination against members of any previously listed affiliations is not only deemed unethical, but is also considered unlawful in the United States.

The Equality Act 2010 which replaces previous anti-discrimination laws with single act makes it unlawful to discriminate, harass or victimise any pupil in relation to admission, ways to provide education, exclusion of any pupil from benefit, facility or service or any other harm.

Race based discrimination in housing, education, employment of financial organisations are all forms of institutional racism and can be distinguished by bigotry or racial bias of individuals within these institutions though the prevalence of systematic and pervasive polices which work to the disadvantage of minority ethnic groups.

“Implement and integrate a strict policy that makes employment discrimination of any type unacceptable in your workplace” (Heathfield, 2012).

This occurs if a person is discriminated against in the following areas; employment, education and training, provision of facilities, access to public premises, etc…