| Facts and Figures |
Did you know that:
- 61 Million People live in UK
- Minority Ethnic Population is 7.9% (4.6 million)
- Largest Minority Ethnic group is Indians, followed by Pakistanis, Mixed ethnic, Black Caribbean, Black African and Bangladeshi
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Religious Belief
45% No Religious Belief
47.5% Christian
3.3% Muslim
1.4% Hindu
0.5% Jewish
0.2% Sikh
0.2% Buddhist
1.4% other religious
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3.5 million disabled people are in employment
employment rate for disabled people 50% compared to employment rate for working age 80%
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6% of the population are lesbian women, gay men or bisexual |
| Statistics on Minority Ethnic Women |
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More Facts:
Ethnic minority women make up 4.6% of the population (2.3 million)
To reflect the population (4.6%), we would expect to see at least 33 ethnic minority women MPs. There are only 2 - Diane Abbott MP and Dawn Butler MP
Number of ethnic minority women in the Cabinet - None
From almost 20,000 local councillors in England, only 168 (0.84%) are ethnic minority women
Out of 1,130 directors of FTSE 100 companies - number of ethnic minority women - 8
From the 914 top managers in the civil service number of ethnic minority women - 9 (less than 1%)
From the the top 50 highest earning charities - number of minority ethnic women at chair or chief executive level - None
Source: Fawcett Society |
| Interesting Case Law - Religious Discrimination |
Nadia Eweida, from Twickenham, southwest London, took her case to an employment tribunal after complaining that a British Airways manager banned her from wearing a small cross around her neck when she was checking in passengers. She lost her claim for religious discrimination in January 2008, but in November 2007 BA said they would review their uniform policy to allow employees to wear symbols of faith openly.
Teenager Lydia Playfoot made an unsuccessful challenge in the High Court against her school's prohibition on chastity rings in July 2007. The judge said the silver ring, worn by teenagers who have vowed to remain celibate until they marry, was not a recognised symbol of faith.
Aishah Azmi, a Muslim primary school teacher refused to remove her face veil when male colleagues were present at a Church of England primary school in Dewsbury. She lost her discrimination case in 2006 but was later awarded £1,100 over the way it was handled.
Fiona Bruce, the newsreader, was at the centre of controversy over whether she could wear a cross when reading the news. BBC executives have now said she may, as long as it's not large or shiny.
Mohsin Mohmed, a former customer service assistant at Euston Station, claimed religious discrimination when he was dismissed for refusing to trim his beard to a fist's length - four inches. Eversheds, the City law firm, acted for Virgin Trains in the first religious discrimination claim to reach the Employment Appeal Tribunal since the laws barring unfair treatment of workers on religious grounds took effect in 2003. The appeal tribunal found that he and Virgin had agreed that he trim his beard to this length and that his treatment was no different from a non-Muslim employee.
Sarika Watkins-Singh, 14, from Cwmbach, near Aberdare, had been excluded from school for breaking a "no jewellery" rule by wearing the bangle, known as the kara. Sarika, who is of mixed Welsh and Punjabi origin, was at first taught in isolation and was excluded eventually for refusing to remove the bangle, in defiance of the school's policy, which prohibits the wearing of any jewellery other than a wrist watch and plain ear studs. But the ruling by a judge in the High Court means that she can return to Aberdare Girls' School in South Wales in September wearing the kara, a slim steel bracelet. The judge upheld her claim of indirect discrimination on grounds of race and religion and declared that the school had failed in its positive obligation to promote equality of opportunity and good race relations. Source: Times July 2008
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| Diversity Dilemmas |
Cross cultural differences in matters such as language, etiquette, non-verbal communication, norms and values can, do and will lead to cross cultural blunders.
- Pepsodent tried to sell its toothpaste in Southeast Asia by emphasizing that it "whitens your teeth." They found out that the local natives chew betel nuts to blacken their teeth which they find attractive.
- A company advertised eyeglasses in Thailand by featuring a variety of cute animals wearing glasses. The ad was a poor choice since animals are considered to be a form of low life and no self respecting Thai would wear anything worn by animals.
- When President George Bush went to Japan with Lee Iacocca and other American business magnates, and directly made explicit and direct demands on Japanese leaders, they violated Japanese etiquette. To the Japanese (who use high context language) it is considered rude and a sign of ignorance or desperation to lower oneself to make direct demands. Some analysts believe it severely damaged the negotiations and confirmed to the Japanese that Americans are barbarians.
- U.S. and British negotiators found themselves at a standstill when the American company proposed that they "table" particular key points. In the U.S. "Tabling a motion" means to not discuss it, while the same phrase in Great Britain means to "bring it to the table for discussion."
- When Pepsico advertised Pepsi in Taiwan with the ad "Come Alive With Pepsi" they had no idea that it would be translated into Chinese as "Pepsi brings your ancestors back from the dead."
- A US telephone company tried to market its products and services to Latinos by showing a commercial in which a Latino wife tells her husband to call a friend, telling her they would be late for dinner. The commercial bombed since Latino women do not order their husbands around and their use of time would not require a call about lateness.
- A cologne for men pictured a pastoral scene with a man and his dog. It failed in Islamic countries dogs are considered unclean
- A golf ball manufacturing company packaged golf balls in packs of four for convenient purchase in Japan. Unfortunately, pronunciation of the word "four" in Japanese sounds like the word "death" and items packaged in fours are unpopular.
- - Mountain Bell Company tried to promote its telephone and services to Saudi's. Its ad portrayed an executive talking on the phone with his feet propped up on the desk, showing the soles of his shoes-- something an Arab would never do!
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| Special Offer of the Month: |
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Dignity at Work Workshop 23 September 2008 |
Blue Tulip Training in conjunction with Watford Chamber of Commerce is conducting a half day interactive workshop. The session will explore the benefits of valuing individuals and maintaining respect and dignity in the workplace.
Session Outline:
- What is bullying and harassment in the work place
- The concept of intention of behaviour versus impact
- Appropriate behaviour, attitude and language.
- Legal Implications
- Organisational responsibility in eradicating workplace bullying and harassment
Please contact Blue Tulip Training on 01923 467885 or Watford Chamber of Commerce on 01923 442442
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| About Blue Tulip Training |
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Its diversity focus has developed into four strands:
Training - Equality and Diversity, Managing Diversity, Bullying and Harassment
Consultancy - Research based or specific development focus E.g. Conducting diversity audits
Independent, impartial and independent Investigations into allegations of bullying and harassment
Coaching - For staff from a Black or Minority Ethnic background or for managers who wish to implement diversity, good practice and effective working practice.
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Our sponsors |

Blue Tulip Training is affiliated with Asian Women Enterprise - A networking solution, bringing Asian Women together to share, inspire and motivate
www.asianwomenenterprise.com
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| Events for August
Saturday 9 August |
Lailat-ul-Bara'h - Night of forgiveness - Islam
Muslims seek forgiveness for their sins. |
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| Sunday 10 August |
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| Tish B'av (Jewish)
The ninth day of the Jewish month of Av which usually falls in July or August in the western calendar. It is a solemn occasion because it commemorates a series of tragedies that have befallen the Jewish people over the years, many of which have coincidentally happened on this day. |
| Friday 15 August |
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Assumption of the Blessed Virgin Mary (Christian) A largely Roman Catholic festival celebrating their belief that Mary, the mother of Jesus, was taken body and soul into heaven.
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| Saturday 16 August |
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| Raksha Bandhan (Hindu)
The word Raksha means protection, whilst Bandhan is the verb to tie. Traditionally, during the festival sisters tie a rakhi, a bracelet made of interwoven red and gold threads, around their brothers' wrists to celebrate their relationship and to protect their brothers against evil.
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| Sunday 24 August |
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| Khordad Sal (Shenshai) (Zoroastrian)
The birthday of Zoroaster, New Year, celebrated on this date in the Shenshai calendar. |
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Sunday 24 August |
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Janmashtami - Krishna Jayanti (Hindu) |
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The Janamashtami festival marks the birth of Krishna, the most highly venerated God in the Hindu pantheon. Krishna is perceived by most Hindus to be an avatar (incarnation) of Vishnu, who is regarded as the highest avatar. Krishna is considered to be a warrior, hero, teacher and philosopher by Hindus.
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| Last Weekend in August - Notting Hill Carnival |
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A street carnival with floats, bands and stalls. It began in 1964 with the focus of deterring racism towards Caribbean and other Black immigrants with the hope of bringing together the people of the Notting Hill area. |
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Thursday 28 August |
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Paryushana (Jain)
The holiest time of the year - celebrated for eight days and is marked by fasting and worship of the 24 realised teachers of the Jain faith known as Tirthakaras or Jinas. |
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Five Tips on writing an Equality and Diversity Policy (Part 2) |
1. The policy needs to cover the following types of discrimination
- Gender (explicitly including transgender and transsexual identity)
- Race or ethnicity
- Sexual identity or orientation (lesbian, gay, bisexual and heterosexual)
- Age
- Relationship or marital status
- Disability
- HIV status
- Background
- Faith or religious belief
- Physical appearance
- Political opinions
2. Policy to include a statement. A statement of intent to challenge discrimination and to take constructive steps to encourage participation This shows that your organisation recognises that certain groups of people are discriminated against in society, that it is opposed to such discrimination and will take steps to combat it.
3.A list of objectives showing what you want to achieve -
- ensuring no-one within or accessing the services experiences discrimination or harassment.
- Training is made available for all staff and volunteers on Equality and Diversity.
- Representation on committees to reflect diversity
- Differences and needs are taken into consideration at all stages.
4. Procedures to put the policy's aims and objectives into action.
5. Processes for monitoring, evaluating and reviewing the policy .
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