Study says minorities denied managerial jobs. More than 50 per cent of visible minorities and Aboriginals in Canada holding managerial jobs are self-employed.

According to a new study released by the Canadian Race Relations Foundation this week, it's hidden discrimination that is preventing them from gaining equal access to top jobs.

"Only one-third of white Canadians are self-employed. Good jobs and promotions in the workplace are eluding many visible minorities and Aboriginal people," says Jean Lock Kunz, senior research associate at the Canadian Council on Social Development.

"Our findings confirm that the higher you go in the workplace, the whiter it becomes," says Kunz.

Authored by Kunz, Anne Milan and Sylvain Schetagne from the CCSD, results were based on quantitative statistics and focus group discussions with visible minorities and Aboriginal peoples in cities across Canada.

Their research shows:

* Although visible minorities generally have higher levels of education than white Canadians, they suffer from lower levels of employment and income.

* Compared to white Canadians, visible minorities and Aboriginal people with a university education are less likely to hold managerial and professional jobs.

* Given the same level of education, white Canadians (both foreign-born and Canadian-born) are three times as likely as Aboriginal peoples and about twice as likely as foreign-born visible minorities to be in the top 20 per cent of income earners.

* About 38 per cent of Canadian-born whites with a university education were in the top 20 per cent of the income scale, compared with only 29 per cent of Canadian-born visible minorities and 21 per cent of foreign- born visible minorities.

* Foreign-born visible minorities earned, on average, 78 cents for every dollar earned by a foreign-born white Canadian.

"Racial discrimination is still present in the work place, mostly in covert forms. Diversity is generally seen at the bottom and middle level of the labour force pyramid," said Kunz.

While most focus group participants agreed that labour market outcomes are dependent on the right skill sets, education, and the economic conditions, they observed that racial discrimination existed in employment.

Examples of "subtle discrimination" include being passed over for promotion, being assigned unpleasant tasks at work, being stereotyped and being excluded from the "inner circle" of their workplace.

"This report should be required reading for employers in both the public and private sectors," said Canadian Race Relations Foundation Chair Lincoln Alexander. "The results demonstrate that we need to make greater efforts to eliminate systemic discrimination in Canada."

Moy Tam, chief operating officer of the foundation, says that although employment equity laws can play an important role in reducing employment and income disparities, a more sophisticated range of solutions is needed.

"Employment equity alone is not a panacea for eliminating racial discrimination in the workplace," said Tam.

"We also need to eliminate the barriers faced by immigrants in accessing professions and trades and put more effort into raising public awareness about the existence of systemic discrimination in the workplace."

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