Ethnic minorities currently make up a small but growing proportion of Blackpool’s residents. In the 2001 census, Black and Minority Ethnic (BME) residents account for 1.6% of total population for Blackpool Council and Blackpool Primary Care Trust, compared to 5.6% for the North West region and 9.1% for England. There were a slightly higher percentage of residents of Mixed Ethnic Origin (0.55%) than Asian or Asian British (0.49%) and Chinese/Other (0.38%) and Black or Black British (0.16%).
The UK Statistics Authority 2005 mid year estimates suggest that Blackpool’s BME population has grown to 5%.
A significant and increasing part of Blackpool’s seasonal workforce comes from former EU Accession states, especially Poland. Whilst for many, picking up seasonal income may be sufficient, there is a current lack of knowledge or reliable data on how many choose to stay. One of the only data sources currently available is registration for National Insurance numbers, which shows the following growing pattern of migration for Blackpool and the UK as a whole over the last three years. However, these figures only give a partial picture of the full extent of the migration that is occurring.
Blackpool Council has published its third Race Equality Scheme for 2008 - 2009. In preparing this revised scheme we reviewed our achievements and acknowledge our lessons from the second Race Equality Scheme which was published in 2005.
The scheme provides a framework to help us to comply with the Race Relations Amendment Act 2000 and help us to continue making meaningful change for the benefit of the people who live, work and visit the town.
The Race Relations Act 1976 prohibits discrimination on racial grounds in the areas of employment, education, and the provision of goods, facilities, services and premises. The Race Relations (Amendment) Act 2000 places a statutory duty on all public bodies to promote equal opportunity, eliminate racial discrimination and promote good relations between different racial groups.
The Race Relations Act 1976 (Amendment) Regulations 2003 introduced new definitions of indirect discrimination and harassment, new burden of proof requirements, continuing protection after employment ceases, new exemption for a determinate job requirement and the removal of certain other exemptions.
Access the Acts at the Office of Public Sector Information (OPSI) website.
Further information can also be obtained from the Equality and Human Rights Commission. |