Abstract
Looking at the post-graduation outcomes of ethnic minority graduates from Russell Group Universities allows us to explore whether established ethnic inequalities in the labour market also apply to those graduating from ‘good’
universities.
• Most ethnic minority groups, aside from Black Caribbean men, tend to be more often found pursuing their education 6 months after graduating from their first degree than their White peers, who tend to be more economically active (i.e. in work or unemployed).
• Ethnic minorities who are economically active tend to follow two distinct paths: being in professional work, or being unemployed rather than entering non-professional work. This holds even after controlling for performance at the end of their degree and subject choice and shows consistent gender patterns.
• These early unemployment spells, for which rationales need to be explored, might have an important impact on future occupational pathways.
• Of those employed, however, the differences are not as marked. Some groups, such as Indians and Black Africans, manage to have higher earnings than their White peers.
• Male graduates in many groups appear to have higher earnings difference with Whites than their female counterparts.
• There are, thus, varying benefits to what is perceived as a typical way to achieve labour market success for ethnic minorities, which can vary for men and women.
universities.
• Most ethnic minority groups, aside from Black Caribbean men, tend to be more often found pursuing their education 6 months after graduating from their first degree than their White peers, who tend to be more economically active (i.e. in work or unemployed).
• Ethnic minorities who are economically active tend to follow two distinct paths: being in professional work, or being unemployed rather than entering non-professional work. This holds even after controlling for performance at the end of their degree and subject choice and shows consistent gender patterns.
• These early unemployment spells, for which rationales need to be explored, might have an important impact on future occupational pathways.
• Of those employed, however, the differences are not as marked. Some groups, such as Indians and Black Africans, manage to have higher earnings than their White peers.
• Male graduates in many groups appear to have higher earnings difference with Whites than their female counterparts.
• There are, thus, varying benefits to what is perceived as a typical way to achieve labour market success for ethnic minorities, which can vary for men and women.
| Original language | English |
|---|---|
| Publisher | Runnymede Trust |
| Publication status | Published - Jun 2014 |
Publication series
| Name | Runnymede Trust Policy Briefing |
|---|---|
| Publisher | Runnymede Trust |
