Breaking the Chains: Unraveling the Nexus of Discrimination, Employment Struggles, and Mental Health in Minority Communities

16-10-2023

Alexandra Posta

East and South Asia Human Rights Researcher

Global Human Rights Defence

In the labyrinth of employment dynamics, a stark reality unfolds—minorities often find themselves entangled in a web of discrimination within the job market, leading to unfavorable employment conditions. This triangular relationship between discrimination, employment hurdles, and its profound impact on mental health is not merely an isolated concern but a pervasive issue that demands our immediate attention.

Minorities frequently face discrimination at every turn in the job market, from biased hiring practices to unequal opportunities for career advancement (Braddock & McPartland, 1987). Once employed, their experiences are often marred by unequal pay, limited professional growth, and workplace cultures that fail to embrace diversity (Shen, Chanda, D'netto & Monga, 2009; The Law Society, 13 October 2023). This dual struggle, both in gaining employment and fostering a supportive work environment, creates a unique set of challenges for minorities, perpetuating systemic inequalities.

From a psychological standpoint, the toll of discrimination and adverse employment conditions on mental health is profound. The chronic stress resulting from daily encounters with discrimination can lead to heightened levels of anxiety, depression, and a pervasive sense of being undervalued (Mesch, Turjeman, & Fishman, 2008; Sapolsky, 2004). The workplace, intended to be a space of productivity and professional growth, can turn into a source of psychological distress, adversely affecting the overall well-being of minority individuals. That in turn can reduce their productivity and quality of work, thereby creating a vicious cycle.

The violation of the right to work, as enshrined in Article 6 of the International Covenant on Economic, Social and Cultural Rights (ICESCR), and the principles of non-discrimination and equality, notably articulated in Article 25(1) of the Universal Declaration of Human Rights (UDHR), sets forth a complex interplay that significantly affects mental health, as expressly recognized in Article 12 of the ICESCR. Denying employment opportunities based on discriminatory grounds not only infringes upon the right to work but concurrently jeopardizes the highest attainable standard of mental health. Article 25(1) of the UDHR acknowledges the right to a standard of living adequate for health and well-being, implicitly recognizing the interconnectedness of economic and mental well-being. The essence of ICESCR Article 6, emphasizing the right to work under equitable and favorable conditions, intertwines with the principle of non-discrimination. This violation cultivates an environment where individuals, particularly within minority populations, confront not only economic hardships but also endure psychological distress, underscoring the intricate link between employment, discrimination, and mental health. The confluence of these violated rights, as encapsulated in the UDHR and ICESCR, illuminates the imperative for holistic human rights protection.

In a world that aspires to uphold the principles of equality and human dignity, the persistence of discrimination in the job market and its consequences on mental health among minorities cannot be ignored. As we reflect on the legal protections and the violations that persist, it is evident that urgent and concerted efforts are needed to dismantle the barriers that hinder the professional and mental well-being of minority individuals. This issue is not just about individual experiences; it's about the collective journey towards a society where every individual, regardless of their background, can contribute and thrive without sacrificing their mental health.

SOURCES

United Nations General Assembly. (1948). Universal Declaration of Human Rights. A/RES/217(III) A.

United Nations General Assembly. (1966). International Covenant on Civil and Political Rights. 999 UNTS 171.

United Nations General Assembly. (1966). International Covenant on Economic, Social and Cultural Rights. 993 UNTS 3.

Braddock, J. H., & McPartland, J. M. (1987). How minorities continue to be excluded from equal employment opportunities: Research on labor market and institutional barriers. Journal of Social Issues, 43(1), 5-39.

Shen, J., Chanda, A., D'netto, B., & Monga, M. (2009). Managing diversity through human resource management: An international perspective and conceptual framework. The International Journal of Human Resource Management, 20(2), 235-251.

The Law Society. (10 October 2023). Ethnicity pay gap: what you need to know. Available https://www.lawsociety.org.uk/topics/ethnic-minority-lawyers/ethnicity-pay-gap-do-we-really-need-it.

Mesch, G. S., Turjeman, H., & Fishman, G. (2008). Perceived discrimination and the well-being of immigrant adolescents. Journal of Youth and Adolescence, 37, 592-604.

Sapolsky, R. M. (2004). Why zebras don't get ulcers: The acclaimed guide to stress, stress-related diseases, and coping. Holt paperbacks.