Recent research has shown that potential employers appear to be rejecting those applications that are submitted by Muslim-sounding names. If this is true, it is a clear case of race/religious discrimination.
If a successful claim of race discrimination is brought by the candidate, compensation can be significant. There is no cap on the amount of damages that an Employment Tribunal can award in a discrimination claim. The level of compensation awarded is based on two main elements - firstly, the loss of earnings suffered because they were refused the job and secondly, an amount to compensate for the hurt they have been caused (known as an award for "injury to feelings").
Employers who are recruiting should ensure that their recruitment processes are fair and non-discriminatory in all respects. Those who undertake the sifting and selection process should be trained in equal opportunities and ideally, the forms would be anonymised to ensure that subconscious prejudice and bias do not influence the decision-maker. Decisions should be made on merit and not on preconceptions about the person behind the application form.
Muslims are facing so much discrimination when applying for management jobs that many even consider changing their names to get ahead, an investigation has discovered. It found that someone with a Muslim-sounding name on their CV is three times less likely to get an interview. According to the Office for National Statistics, Muslim men are 76 per cent less likely to be employed than their white Christian counterparts, with growing numbers claiming they are barred from work due to prejudice... ...social scientists at Bristol University to examine discrimination at managerial level jobs. Creating two identical CVs with different names, — “Adam” and “Mohamed” — they submitted applications for the same 100 vacancies in advertising sales. “Adam” received 12 positive responses and four inquiries from headhunters, but “Mohamed” only won four positive responses and two inquiries.