Multiculturalism at work: The experiences of Ghanaians in London

‘virtually irrelevant’ for those employed in the lowest paid jobs, as improvements in generalworking conditions and fairer wages are a greater priority (2000:2). However, the interviewswith Ghanaians reveal that racism did had a significant impact on their lives and should betackled alongside more general improvements in their poor working conditions.ConclusionWhilst scholars have called for the study of less established migrant groups in an effort to furtherdevelop our understanding of multiculturalism, this paper has responded by focusing on theexperiences of Ghanaians working in London’s low-paid labour market. Whilst the respondentsrecognised the benefits of living in a multicultural society and had established contacts with othermigrant groups at work, diversity management had not penetrated at the level of these low paidsectors in London. The core aims of multiculturalism, to respect and value ethnic difference andprotect groups from discrimination, were a distant rhetoric that had little bearing on their dailylives. Instead the Ghanaians interviewed felt that racism was endemic in the labour market, thatthey were denied opportunities and stuck at bottom of the employment ladder. For therespondents, racism and discriminatory practices were often disguised in various forms, andincidents whereby racism was concealed provoked the most frustration. Indeed, apart fromovertly racist remarks from clients towards carers, racism was largely portrayed as an implicitand silent phenomenon. This is in line with Whitwell’s observation that we have entered a ‘newage of racisms’, whereby racisms are increasingly subtle and diverse (2003: 17). Indeed, thisdiversity of experiences was also reflected in the role played by immigration status and for thosewho held a student feelings of exclusion and anxiety were heightened. Interviewees hadresponded to these experiences in different ways and in some cases they had developed copingstrategies to negotiate difficulties. These included preventive strategies, such as drawing on theirreligion and ethnic associations as an inclusive community and, particularly for women,cultivating a determination to succeed. They also responded by drawing moral boundariesbetween Ghanaians and the British, and remembering the positive aspects of their country oforigin. Essentially though, their experiences in the workplace provoked deep feelings ofambivalence regarding their life in Britain and future prospects.20