By Harriet Bradley, Geraldine Healy

ISBN-10: 1403991758

ISBN-13: 9781403991751

By way of at once addressing the operating lives of black ladies, this booklet demonstrates the best way that the intersection of gendered and ethnic identities function within the contexts of labor and residential events. It places the British photo of gender and ethnicity in a world context by means of drawing in stories, facts and coverage insights from the U.S. and mainland Europe.

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The picture for these two groups then, is one of exclusion. However, as we said before, the picture may be misleading in that many women may be employed in family businesses or involved in irregular or casual work, but not registering as such in government data collection. Others are likely to be working in the informal economy. It is most unlikely that all these women are sitting at home twiddling their thumbs! Moreover, qualitative studies continue to show that young Pakistani and Bangladeshi women are ambitious to succeed in education and careers (Dwyer, Modood et al.

Clustering makes ethnic groups particularly vulnerable to sectoral change in the economy. For example, black Caribbean men were in the past clustered in the motor industry. The virtual collapse of car manufacture in Britain displaced many of them from the labour market. 6 offers some further examples of clustering. 6 that women are very heavily clustered in the public sector. Over half of black African and black Caribbean women employees are found in these areas, which in part reflects the history of Caribbean migration when people were recruited specifically to fill vacancies in the NHS.

16). This was as true of working-class as middle-class girls. Some of the quotations from their respondents suggested that they may see education as a way to escape from early marriage and ‘make something of themselves’. Yasmin told them: You can’t depend on anyone but yourself. I know lots of people whose marriages have not worked out. You need your education to get a good job so you can support yourself. (Dwyer, Modood et al. 2006) Yet even among the higher qualified groups the employment rates are less than whites (69 per cent compared to 85 per cent), although the gap is much starker among those with no qualifications, 7 per cent compared to 48 per cent (CRE Labour Force Survey 2001).

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Ethnicity and Gender at Work: Inequalities, Careers and Employment Relations (Future of Work) by Harriet Bradley, Geraldine Healy

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