Equal Opportunities Policy and Practice in Britain:

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How researchers see this paper

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Understanding the ethnic pay gap in Britain (2012, background): “It is true that inequality is often masked, especially in small firms, by formal equal opportunities policies which in reality are ‘empty shells’ (Hoque and Noon, 2004), but it nevertheless remains legally difficult to discriminate on the basis of pay across jobs clearly seen to be equivalent.”
‘Just because you can get a wheelchair in the building doesn't necessarily mean that you can still participate’: barriers to the career advancement of disabled professionals (2008, background): “…their practical implementation across the public and private sectors (Barnes and Mercer 2005; Cunningham et al. 2004) and supports the observation that employers’ knowledge of the employment provisions of the Disability Discrimination Act (1996) remains vague or inaccurate (Hoque and Noon 2004).”
UNDERSTANDING SMALL FIRM RESPONSES TO REGULATION: (2005, background): “In their study of equal-opportunities policy Hoque and Noon (2004) describe this as the ‘empty-shell hypothesis’.”
Representative Bureaucracy and Fire Service Performance (2014, background): “Although public organizations in the UK have a long history of dealing with equal opportunities in employment (Hoque and Noon 2004), little systematic empirical research has been conducted on either levels of gender and minority ethnic representation or their impact on organizational outcomes…”