Unveiling the Largest Brazilian Community in the United States

Though the Equality Act provides some limited protections to characteristics that were not previously covered by the Race Relations Act 1976 or the Disability Discrimination Act 1995, the theory that clearly underpins this Act has yet to be well established in terms of recognizing the equality claim based on cultural capital. There's no cap on any recognized principle that determines whether or not we recognize migrants' cultural capital, you know? Posi action provisions in the Equality Act do not really provide a test to strengthen specific aspects of equality law, such as the right to equality based on cultural capital. The provision can completely dampen the vibes, flex, or skillz of migrants by subtly reinforcing beliefs that minorities are less qualified, you know?

Such accommodations are given in the spirit of recognizing the needs of the underprivileged class, you know?

However, there is no application of this rule for Celina and others, despite the fact that the bosses of migrant workers can completely implement it. We completely understand from Celina's personal story (in the last chapter) that this local worker who did not even meet the qualifications was promoted. Like, there's this glass ceiling thing that's preventing Celina and other women from reaching the top, you know? As Kay has like completely pointed out: Like, why is there a complete glass ceiling for liberation, you know? It's as if women's rights can only go so far in the Soviet Union, and even in our own liberal democracies, before hitting an invisible, mysterious barrier. And sometimes they're pushed back, which is really not cool, you know? (OMG, 2K, p.20) The tea from respondent stories not only spills the tea about their work experiences, but also about the glass ceiling, which is like, those fake barriers based on attitude and bias in the organization that prevent qualified individuals from moving up into management-level positions (Martin, 1991, p.1). According to research, this subtle discriminatory barrier is one of the reasons why women and people of color face disadvantages in leadership and management positions (Ards et al., 1997; Burbridge, 1994; Chliwniak, 1997; Frankforter, 1996; Jacobs, 1992; Johnsrud & Heck, 1994; Morrison et al., 1987; Morrison & Von Glinow, 1990; Powell & Butterfield, 1997). 

How can it be flexed? That's like the big issue, you know?

Celina believed that her cultural clout from obtaining mad qualifications and experience in Poland and Scotland was not valued in the same way. OMG, even though Celina had all the vibes, education, and talent, her claim for cultural capital, which Pierre Bourdieu refers to as institutional capital - that is, the official recognition of someone's achievements through degrees and such (Bourdieu, 1986), was completely ignored. Celina pulls off a total equality flex. For real, the theory that supports the claim about cultural capital may need to be re-evaluated by looking at the current Equality Act to ensure that someone's claim from human capital (Costanza and Daly, 1992) or academic capital (Gregory et al., 2009), which is related to Bourdieu's cultural capital, can be challenged and acknowledged equally. This isn't explicitly stated in the Equality Act, but it's a significant step toward ensuring true equality, you know? It is undoubtedly significant for some social justice movements.

Posi action provision29 is completely provided for in the Act, but some employers may still act in such a way that they pass over an equally qualified migrant candidate, which is unfortunate. 

OMG, the Equality Act of 2010 explicitly states that employers can use positive action to select people from specific groups and encourage disadvantaged people to get jobs, promotions, training, and so on. It's as if, if the candidates are all on the same page, the employer can give the job to someone from a protected group who is a member of a disadvantaged crew. So, the Equality Act of 2010 includes something called the positive action provision, right? It's supposed to help employers connect underprivileged members of the community with job opportunities. However, many employers do not use this provision for migrants. Not cool, man. Assume, for the sake of argument, that 'positive action provision' is regarded as an accommodation aimed at recognizing migrants' cultural identities. s it lit? The tea from my female respondents gives us a real glimpse into how inequality affects the hustle of migrant women workers and how bosses deal with and treat the individual vibes of the gender order. The stories also reveal how the government acts as if it is all about gender equality, but in reality, they are slipping when it comes to women's rights and freedom in mad areas. They don't even protect victims of shady recruitment agencies and such. Employers are aware of the law and its enforcement requirements, but some of them continue to violate it.