Minority ethnic employment in the Scottish social housing sector: evidence scoping review

3. Social attitudes towards to minority ethnic people in Scotland

Scotland’s census is the most comprehensive source of data on the size and profile of the minority ethnic population. Minority ethnic people accounted for 4.5% and 8.2% of Scotland’s population in 2001 and 2011 respectively and 12.9% in 2022 (National Records of Scotland 2024). Without migration contributing to the increase in minority ethnic people, Scotland’s population would have decreased and there would be fewer people in younger age groups, especially those of working age. The census definition of minority ethnic groups includes some ethnic groups in the ‘White’ category on the census form such as Irish, Polish, Gypsy/Traveller, Roma and Showman/Showwoman^[3] and the increase in people from minority ethnic backgrounds was driven by increases across several different groups. The individual groups represented in the figure for minority ethnic groups consist of people with heterogeneous cultural identities who differ in regional concentrations. There are marked regional discrepancies in the overall percentage of minority ethnic workers, some of which can be explained by the demographics of the local population (Caplan et al 2009). The Housing Needs of Minority Ethnic Groups: Evidence Review which accompanies this review noted that:

“the minority ethnic population in Scotland is distinctive in terms of size, ethnic composition and patterns of settlement. The population includes Pakistanis, Chinese, Indians, Africans, Irish, Gypsy/Travellers, Polish, asylum seekers and refugees, and other communities. These groups are concentrated in the four main cities of Glasgow, Edinburgh, Aberdeen and Dundee but small numbers are present across Scotland, including the more remote areas of the Highlands and Islands” (Scottish Government 2021c).

Analysis of spatial distribution patterns in the 2011 census data showed minority ethnic people were most likely to be part of urban populations concentrated in Scotland’s biggest cities but that there were important regional differences (Menezes 2023). General patterns of discrimination are observed, but people’s experiences are also specific and localised.

The Scottish Social Attitudes Survey 2015 (Scottish Government 2016b) showed that across all forms of discrimination the majority of people believe that ‘Scotland should do everything it can to get rid of all kinds of prejudice’ and there appears to be a trend towards people holding more positive attitudes to diversity^[4]. A majority of people (57%) believe that black and Asian people should have extra opportunities to get training and qualifications in companies where they are under-represented in senior jobs. However, this also highlights that a significant minority of people do not support this type of positive action designed to mitigate barriers caused by institutional racism to the progression of ethnic minorities in the workplace.

Institutional racism can be defined as ‘the collective failure of an organisation to provide an appropriate and professional service to people because of their colour, culture or ethnic origin. It can be seen or detected in processes, attitudes and behaviour which amount to discrimination through unwitting prejudice, ignorance, thoughtlessness and racial stereotyping’ (Macpherson 1999).

Positive action was made lawful under the Equality Act 2010 and represents ‘one way of trying to counteract deep-rooted or historic disadvantage by providing under-represented or disadvantaged groups with help to ensure they have the same chances as others’ (Law Society 2011; EHRC 2019).

The same survey also found that 27% of those surveyed believe that minority ethnic people take jobs away from other people in Scotland. Although the data presented here on social attitudes is nearly a decade old, it is understood that the employment experiences of ethnic minorities in the social housing sector and the barriers they encounter are situated within a landscape of wider attitudes as highlighted throughout this sub-section.