How institutionalized racism scam Nigerians abroad
By
Eben Kingsley Enasco
The concept of institutionalized
racism poses great threat to human rights globally. It re-emerged in political
discourse in the late and mid 1990s.
Non-state actors have explored the
loopholes in existing laws to commit infractions across the nations where
racism still exists.
Prejudice has remained a contested
concept that has been seriously debated over the contrived laws by multiple
constituencies.
Sherlocks have continue to profiteer
from the enterprise by offering enticing offers to win the confidence of blacks
especially Nigerians, brushing aside human rights violations.
The United Kingdom where white
colour skin people are given preferences and opportunities to get higher pay
jobs above black people in employment,
The United Kingdom, a dormant
company is a company whose transactions have been limited to payment for shares
taken by subscribers to the memorandum of association.
Others are fees paid to the Registrar
of Companies for a change of company name, the re-registration of a company and
filing annual returns and payment made in respect of civil penalties imposed by
the Registrar of Companies for delivering accounts to the Registrar after the
statutory time allowed for filing.
In recent times, the plights of the
black race has worsened overtime, becoming integral part of society and now
difficult to address.
Racism dominates public bodies,
private corporations, public and private Universities abroad. It has been
reinforced by the actions of conformists and newcomers.
Nigerians in the United Kingdom have
become the worst hit of the latest racial discrimination scam affecting
foreigners in European Countries.
Companies with history of
Institutional racism in some parts of Europe now set up dormant Companies and
get foreigners prospecting for jobs desperately to sign up often with little or
no consideration for legal homework between the parties in form of binding
agreement.
For instance, the Berkeley Homes PLC
(North East London) Limited and Berkeley Homes (Urban Renaissance) Ltd which
has set up, at least two dormant Companies to sign up unsuspecting foreigners.
Most of the dormant Companies which
do not have no asset, has become a tool for depriving foreign nationals who are
staffers in such organizations of their statutory entitlements.
Multinational companies have now set
up dormant organizations as buyback out of labour litigations and infractions
from discrimination cases in the Employment Tribunal which has become a lee-way
for victims of institutionalized racism to get justice.
The tribunal allows an employee to
make a claim if he can sufficiently establish and convince the tribunal if such
person had been discriminated against unlawfully.
Unlawful treatment can include,
unfair dismissal, discrimination unfair deductions from your pay.
Aggrieved persons usually have to
make a claim to the tribunal within three months of employment ending or the
problem happening.
The tribunal is independent of
government and will listen to you (the ‘claimant’) and the person you’re making
a claim against (the ‘respondent’) before making a decision.
Besides, if there’s another way to
solve the problem before you make a claim to a tribunal, such as using a
grievance procedure.
Before an aggrieved individual make
a claim you must tell the Advisory, Conciliation and Arbitration Service (Acas)
that you intend to make a claim to the tribunal.
Such complainant will be offered the
chance to try and settle the dispute without going to court by using Acas’s
free ‘Early Conciliation’ service.
The time spent in early conciliation
does not affect the total time left to make a claim.
If early conciliation does not work,
Acas will send you an early conciliation certificate which is admissible
to make a claim to the tribunal .
Once a complainant receives his
certificate, he will have the same period of time to make his claim as he did
before you started conciliation.
In the UK, most foreigners facing
racism as well as made to get nothing having gone through screes and scrags in
Tribunal of some sort.
Dormant companies owners have found
a measure to promote institutional racism and has being trending silently.
Researchers including, Taylor,
revealed "widespread concerns about the number of employment tribunal
awards that go unpaid" and reported that government-commissioned research
undertaken in 2013 had shown that, following enforcement action taken by an
individual, 34% of employment tribunal awards in England and Wales and 46% in
Scotland remained unpaid.
In December 2018 the Department for
Business, Energy and Industrial Strategy introduced a "naming scheme"
to exert reputational pressure on employers who fail to pay awards.
The vast majority of companies
actively trade, but there are also over 300,000 dormant companies registered
with Companies House.
Although, dormant companies benefit
from reduced administrative requirements: in particular, they don’t have to
provide the same level of detail in their accounts.
While such a claim is hardly a
reason in itself, there are a number of good reasons why a dormant company may
be formed or maintained.
It is of note that the practice of
evasion is not yet illegal in the UK, though there have been calls to make it
legal.
Another difficulty in reducing
institutionalized racism is that there is no sole, true identifiable
perpetrator.
Also, when racism is built into the
institution, it emerges as the collective action of the population.
According to Professor James M.
Jones, there are three major types of racism: personally mediated,
internalized, and institutionalized.
Personally, mediated racism includes
the specific social attitudes inherent to racially prejudiced action (bigoted
differential assumptions about abilities, motives, and the intentions of others
according to), discrimination (the differential actions and behaviours towards
others according to their race), stereotyping, commission, and omission
(disrespect, suspicion, devaluation, and dehumanization).
He said internalized racism is the
acceptance, by members of the racially stigmatized people, of negative
perceptions about their own abilities and intrinsic worth, characterized by low
self-esteem and low esteem of others like them.
That kind of racism can be
manifested through embracing "whiteness" (e.g. stratification by skin
colour in non-white communities), self-devaluation (e.g., racial slurs,
nicknames, rejection of ancestral culture, etc.), and resignation, helplessness,
and hopelessness (e.g., dropping out of school, failing to vote, engaging in
health-risk practices, etc.).
He postulated that persistent
negative stereotypes fuel institutional racism, and influence interpersonal
relations.
He explained that racial stereotyping
contributes to patterns of racial residential segregation and redlining, and
shape views about crime, crime policy, and welfare policy, especially if the
contextual information is stereotype-consistent.
He also opined that institutional
racism is distinguished from racialp bigotry by the existence of institutional
systemic policies, practices and economic and political structures which place
minority racial and ethnic groups at a disadvantage in relation to an
institution's racial or ethnic majority.
One example he cited as the
difference is public school budgets in the U.S. (including local levies and
bonds) and the quality of teachers, which are often correlated with property
values: rich neighborhoods are more likely to be more 'white' and to have
better teachers and more money for education, even in public schools.
Restrictive housing contracts and
bank lending policies have also been listed as forms of institutional racism.
Other examples sometimes described
as institutional racism are racial profiling by security guards and police, use
of stereotyped racial caricatures, the under- and misrepresentation of certain
racial groups in the mass media , and race-based barriers to gainful employment
and professional advancement.
Additionally, differential access to
goods, services, and opportunities of society can be included within the term
institutional racism, such as unpaved streets and roads, inherited
socio-economic disadvantage, and "standardized" tests (each ethnic
group prepared for it differently; many are poorly prepared).
Some sociological investigators
distinguish between institutional racism and "structural racism"
(sometimes called structured racialization).
The former focuses upon the norms
and practices within an institution, the latter upon the interactions among
institutions, interactions that produce racialized outcomes against non-white
people.
An important feature of structural
racism, is that it cannot be reduced to individual prejudice or to the single
function of an institution.
Attached is evidence of the dormancy
status of the two examples given above
A dormant company is a company that
carries out no business activities in the given period of time.
Under the new Companies Act of the
United Kingdom, there are exceptions for certain companies.
Some financial and insurance
companies are under obligation to file their full accounts, regardless of their
status.
In Singapore, a dormant company is
defined by two authorities: ACRA and IRAS . For ACRA the determining factor for
dormancy is the lack of transactions. For IRAS, a company that does not
generate income is considered dormant.
The companies deemed dormant by the
authorities can be exempted from filing annual financials and submitting tax
return. For the latter, a waiver has to be issued by IRAS.
To offer further enlightenment on
the issue, a dormant company is one that has been registered with Companies
House, but is not carrying on any kind of business activity or receiving any
form of income.
Therefore, considers it dormant (or
inactive) for corporation tax purposes. It can be dormant from the date of its
incorporation, or it can become dormant after a period of activity.
There are many reasons why a company
may be dormant – to reserve a company name whilst preparing to launch the
business; restructuring a previously active business; or an owner requires an
extended period of time off due to illness, maternity leave, travel, a
sabbatical, or any other reason.
It can remain dormant for any length
of time, but you must inform your local corporation tax office as soon as
possible and maintain a number of statutory obligations for Companies House,
including filing annual returns and dormant accounts, reporting changes to
registered company details, and keeping records up-to-date and available for
public inspection.
Their mylostaccount.org.uk website
affords any user to search across all banks and building societies, including
those that have merged.
Interested person(s) can find the
bank or building society you are looking for on the my lost account site, or
call the BBA's dormant accounts unit on 020 7216 8909.
Searches can take up to three months
to complete, so be patient.
Foreign applicants must verify the
accuracy of the information displayed by some of the organisations offering job
support.
Nigerians in the UK are strongly
advised to check the Companies House website for the status of any company they
are working for.
To avoid unsuccessful litigations,
contact details of genuine organization should be topmost priority when signing
engagement offer.
This way, foreigners should be able
to enforce civil court judgments through the enforcement of Judgments Office
and to manage funds held in court for minors and patients.
It is sad that after suffering
racism and going through the Courts that victims of institutionalized racism
are unable to recover your money.
Eben Kingsley Enasco is a Public Policy Analyst.
How institutionalized racism scam Nigerians abroad
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