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More than six years have elapsed since the much‐heralded Race Relations (Amendment) Act 2000 (hereafter also referred to as the “Act”) came into force. The Act had been prompted by concern at the lack of progress made in the sphere of racial equality despite the existence of the 1976 Race Relations Act. There were accusations that the 1976 Act was outdated and lacked the political teeth to be effective. The new Act imposed for the first time specific requirements on public sector institutions to be more proactive in promoting race equality. The duties would apply to public bodies that were previously exempt such as the Police and the National Health Service. This paper aims to focus on Scottish local councils and to examine the progress made by these public sector organisations in the field of race equality since the new Act came into force.

The researchers carried out a postal survey of Scotland's 32 local authorities in order to assess the progress made in the area of race equality. Questions focused on examining the scale of progress in relation to both employment and service delivery.

The results revealed a mixed picture. On the positive side, most councils had initiated race awareness training programmes. The majority had also incorporated aspects of race equality into their equal opportunities policies and most had instituted measures to engage with ethnic minority communities. However, there are still areas where performance is unsatisfactory, including inadequacies in the ethnic monitoring of staff, failure to reflect the size of the ethnic minority community in the workforce, and the absence of a clear and distinctive policy on racial harassment in the workplace.

This research will be of great value to anyone who is interested in assessing whether the legislative duties imposed by the Act have been satisfied by Scotland's local authorities. It is the first study of its kind in Scotland and is likely to appeal to both practitioners in the public sector and to academics.

Purpose: The United States became a member of the United Nations’ (UN’s) core anti-racism treaty, International Convention on the Elimination of All Forms of Racial Discrimination (ICERD), but has not passed the UN’s core gender equality treaty, Convention on the Elimination of All Forms of Discrimination Against Women (CEDAW). This chapter explores why the United States passed only one of the conventions. It reviews the power, misinterpretation, and compliance theories that explain why only one of the treaties was ratified. In addition, it offers a fourth explanation of the nation’s behavior – that of relative cost.

Findings: This chapter shows that CEDAW’s mandates, which are specific in nature, are costlier with respect to public services, educational resources, and programs to alleviate cultural prejudices, than are the more broadly framed ICERD mandates. This chapter finds this difference as a driving factor for the nation to enter into the race convention and not the women’s rights pact.

Methodologies: Methodologies used in this publication include feminist and legal analyses and the examination of US policies as well as statements made by political figures.

Originality: This chapter makes contributions to legal and feminist scholarship by providing insight into the nation’s adoption of ICERD, and its failure to ratify CEDAW despite its stance that it is a supporter of women’s rights. The implications of this study are that while the power, misinterpretation, and compliance theories are useful to understand the apparent discrepant response to the two treaties, relative cost as defined by the different ways in which the treaties are framed is also useful in explaining the United States’ failure to ratify the gender equality treaty. Though CEDAW is more specific in its identification of equality issues and is costlier than ICERD, the advancement of both gender and racial equality in the United States falls short of international standards.

This chapter is one of five chapters dedicated to anti-racism, specifically focusing on its conceptual foundations. Drawing from critical scholarship on ideas that have inspired political debates and policies about racism, I address key questions pertaining to anti-racism as an idea, policy framework and as a catalyst for sociopolitical action. This chapter engages with the fundamental principles that underpin anti-racism endeavours, ranging from community engagement to political activism and civil rights movements. It critically examines the ongoing debates on whether the goals of anti-racism, such as racial justice and dismantling of institutional racism/privilege, align with existing sociopolitical order. In addition, this chapter contributes to anti-racism scholarship that has evolved over the past five decades, by synthesising how anti-racism relates to various societal goals. Furthermore, this discussion incorporates themes such as the promotion of tolerance, equality, social justice and recognition within the context of anti-racism.

This chapter provides comparative insights into the context of equality and diversity in the United States and the United Kingdom. It argues that there is a real danger that progressive initiatives in combatting racism in both countries may have stalled and indeed may be slipping backwards. The chapter focuses on one sector, the healthcare sector, where service delivery is local but where in both countries there is huge reliance on an international workforce through migration. Despite huge differences in the US and UK healthcare systems, it is found that the pattern of migration with respect to both highly qualified professional workers (e.g. physicians) and middle and lower ranked workers is similar. The resilience of racial disadvantage is exposed in the context of a range diversity management initiatives.

Jane Addams: Champion of Democracy is a biography incorporating history and social justice. This lesson involves students in grades 5-8 exploring social justice issues related to economic equality, racial equality, gender equality, health equality, peace, and justice. Students trace Jane Addams’s public service activities, in these areas of social justice, while simultaneously examining significant, external historical events and people, between 1860 and 1939, through the lens of Addams’s life. Students create a timeline and engage in ongoing discussions related to Addams’s involvement in these historical events and her connections to people, of this period, who, like Addams, were advocates for social change (e.g. Ida B. Wells-Barnett, W.E.B. Du Bois, Eleanor Roosevelt). Example activities and scoring rubrics are included in the appendix section. Inspired by descriptions of Jane Addams’s extraordinary life, an extension activity introduces students to social justice issues, within their own community, and provides steps to initiate community involvement.

The UK Race Relations (Amendment) Act 2000 places a statutory duty on all public authorities to promote race equality throughout all their functions. The purpose of this paper is to discuss steps being taken by social landlords in Wales and contractors and consultants to promote race equality within the construction procurement process.

The principle methods of data collection were focus groups with social landlords and postal questionnaires and semi structured telephone interviews with construction contractors and consultants.

Little action is being taken by social landlords in Wales to promote race equality within the construction procurement process. Furthermore, construction contractors and consultants that undertake work on behalf of social landlords are doing little to ensure race equality within their own organisations.

A relatively small sample of construction contractors and consultants took part in the research.

In order to meet their obligations under current legislation social landlords need to ensure that they promote race equality within the procurement process. Construction companies including maintenance and minor works contractors that aspire to be engaged by social landlords will need to demonstrate that they are committed to race equality and its implementation and have the appropriate policies and procedures in place to ensure this.

This research is the first to evaluate the procurement practices of social landlords in Wales and how these practices may impact on race equality within the procurement process. The research also examined the steps being taken to promote equality by construction contractors and consultants operating within the social housing sector in Wales.

The introduction of the new Commission for Racial Equality Code of Practice on Racial Equality in Housing (CRE, 2005) highlights the continued need to monitor and respond to the disadvantage that minority ethnic people experience both in the housing market and generally in life chances. Although there has been improvement for some minority ethnic communities, overall differences still persist in life chances, educational opportunities and type and quality of housing available to people from minority ethnic communities.

This chapter examines how deregulatory fiscal policies undermined federal legislation intended to reduce racial and economic inequality through measures that included wider access to home loans among minority populations. We focus specifically on structural tensions that existed between fostering the goals of economic and racial equality within a political structure that also serves the needs of finance capitalism. The Community Reinvestment Act (CRA), typically considered a triggering point for the financial meltdown by conservative commentators, was passed to address racial and economic inequalities, yet financial deregulation and the growth of the subprime mortgage industry ended up completely subverting these goals. The unprecedented growth and evolution of the subprime mortgage industry that occurred largely outside of the law's reach helped minorities and other economically disadvantaged groups enter into the housing market. However, a crime-facilitative environment brought on by inadequate regulation resulted in a significant degree of fraud by lenders. While this expanded homeownership among minorities, it eventually pushed them into default and brought chaos to the entire U.S. economy. This chapter details how the collapse of the subprime industry disproportionately impacted minority populations, and exposes how deregulatory policies subverted the effectiveness and reach of the FHA and CRA. The history of the CRA provides a clear example of the contradictory tensions within the U.S. legal system that espouses equality yet ultimately fails those it was designed to help as a consequence of unfettered capitalism.

The purpose of this paper is to provide insights into certain themes and discourses that have emerged from two research projects on gender and racial equality in higher education in Sweden and South Africa.

Drawing on discourse analysis using a Foucauldian lens, and Universalism concepts premised on Robert Merton's scientific narratives, social texts are analysed to bring out diversity themes that shape individual research identities as positioned in South Africa and Sweden.

The findings indicate that two common themes have emerged during the research process: marginalized discourses of ethnicity and “race” as these emerge in the appointment process; and institutional culture and language. Despite the obvious differences between the countries there appear to be similar discourses at work in the education policy documents such as “gender equality” and “diversity”. The themes listed above appeared to be central for understanding how “gender equality” and “diversity” strategies operate through ethicised/racialized discourses in researchers' everyday academic lives in similar but not identical contexts.

To be able to determine if these findings can be abstracted to a more general level, further investigations on how gender and race/ethnicity operate in the everyday lives of researchers in different socio‐cultural contexts will need to be conducted.

The paper offers new insights into how global discourses on “gender equality” and “diversity” operate in similar but not identical academic contexts and how academics respond to them on the level of social interaction as well as on the level of institutional culture.

The National Health Service (NHS) is the largest employer in the UK but, despite decades of equal opportunities legislation, its senior management workforce does not reflect the diversity of either the wider NHS workforce or the UK population. The aim of the paper is to consider the range of management interventions available to organisations like the NHS to deliver change in the area of promotion of Black and minority ethnic staff.

Intervention programmes in a range of public and private organisations are reviewed and the nature of barriers to promotion and the range of interventions to overcome these are explored. The paper uses the paradigm of institutional racism to examine the ways in which the NHS discriminates against certain sections of its workforce. The methods used include a literature review combined with key stakeholder interviews. A comparative dimension which involved a review of research on leadership initiatives in the USA was also undertaken.

The literature review found that there were a range of initiatives which could be implemented by public organisations such as the NHS to increase the presence of Black and Minority Ethnic (BME) staff in senior management positions. Most of these interventions were largely focused on the individual. Much more progress on institutional or organisational change needed to be made before the NHS could be perceived as a model employer in this area. The literature review also indicated that there is little published research on such initiatives within other European Union countries.

The paper is targeted at both policy makers and human resource officers responsible for equality and diversity issues within large organisations, who have a remit to improve the career pathways of staff. The analysis provided offers a set of critical tools and interventions that have not hitherto been well examined in the UK context.