Discrimination existed in social inclusion of a particular community or gender, providing employment to them or sharing public space with them. Samuelson (1980, p. 323) has defined discrimination as the existence of economic difference due to personal features that are not relevant like race, gender or sexual preference. It leads to either differential treatments to different people or conducting practices that affect the target community adversely. Exclusion of a community from participation either in the skilled labour force or social practices or housing has been the most prevalent form of discrimination. In an economy, exclusion is characterized by low wages or poor participation of a particular community in a specific sector. For example even after the abolition of slavery the black laborers received considerable fewer wage and were preferred less than their white counterparts. This also violates the economic laws of demand and supply which tells us that those with a low wage are preferred over the ones with high a wage rate. Becker tried to explain this by the theory that the firm is prejudiced against a particular race or gender. An employer may prefer a European worker over a Latino worker. He may be willing to pay a higher wage for his preference. This he called a taste for discrimination. The consequence of economic discrimination is lingering and can persist for a longer period of time, beyond the actual period it occurred. As a result of racial discrimination the lives and conditions of the minority workers suffer. They have a low employment rate and poor wage. Therefore they cannot afford high education and their children go to poor schools. They have to also forego high-skilled trainings for their jobs. As a result their children acquire low skill set and get low paying jobs. In this way the cycle of segregation of jobs is prolonged (Samuelson, 1980). One particular industry that employs a number of skilled labors in its various domain of operation is the construction industry. It has a high demand for educated professionals in various fields of operations like architects, managers, town planners, surveyors, and types of individual operators like plumber and electrician etc. there is very little conclusive data about the participation of the ethnic minors in the skilled operations. Most of the professional bodies in construction business never estimated the magnitude of ethnic minors or women in their skilled labour force. However one data suggests that only 2% of the professional jobs are carried out by ethnic minors in United Kingdom (Gale, Davidson, 2006, p. 196). Many people belonging to the minor communities feel dissatisfied with their progress in the jobs. There growth to higher designations is often restricted because of their ethnicity or gender. There have been various discussions regarding the presence of differentiation based on ethnicity, gender, or race. Various scholars have propped different remedies for the problem. Some of them have proposed to recognize the grounds of discrimination and institutionalize them. They have reasoned that this will enable the minor communities with more opportunities. It will also give the minorities more freedom for expression and exercise their rights. However there still remains the problem of finding a proper representative and defining and recognizing the discrimination before
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