Institutionalized Racism: The Plights of the Confidently Scammed Nigerians Abroad.

Institutionalized Racism: The Plights of the Confidently Scammed  Nigerians Abroad.

By Eben Enasco Kingsley

The concept of institutionalized racism re-emerged in political discourse in the late and mid 1990s after a long hiatus, but has remained a contested concept that has been critiqued by multiple constituencies. 

The fandom has been on hiatus for decades already. The sherlockians have been making strange gifs ever since they swings and redesigned new confidence in tricking Nigerians.

Institutional racism is the differential access to the goods, services, and opportunities of society particularly in United Kingdom.

In recent times, the plights of the black race (Nigerians) in institutional racism is heightened and becoming very unbecoming.

When the differential access becomes integral to institutions, it becomes common practice, making it difficult to rectify. 

Eventually, this racism dominates public bodies, private corporations, public and private universities, and is reinforced by the actions of conformists and newcomers.

Nigerians in the United Kingdom have become the worst hit  of the latest scam affecting foreigners in European Countries.

The reason is that Companies with history of Institutional Racism are now setting up Dormant Companies and getting unsuspecting foreigners to sign up to these companies unchecked.

The issue with most of the dormant companies is that they have no assets whatsoever.

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.

This has become very worrisome on the plights of the foreign staffers who have been deprived of statutory entitlement

With more people winning discrimination cases in the Employment Tribunal, these big companies have now set up  dormant companies so that successful foreigners can't recover any Tribunal award money

You can make a claim to an employment tribunal if you think someone has treated you unlawfully, such as your employer, a potential employer or a trade union.

Unlawful treatment can include,unfair dismissal discrimination unfair deductions from your pay

You usually have to make a claim to the tribunal within 3 months of your 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.

See if there’s another way to solve the problem before you make a claim to a tribunal, such as using a grievance procedure.

Before you make a claim you must tell the Advisory, Conciliation and Arbitration Service (Acas) that you intend to make a claim to the tribunal.

You’ll be offered the chance to try and settle the dispute without going to court by using Acas’s free ‘Early Conciliation’ service .

Time you spend 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 - use this when you make a claim to the tribunal .

Once you receive your certificate, you’ll have the same amount of time to make your claim as you did before you started conciliation.

This has silently trended in the UK with foreigners facing racism as well as made to get nothing having gone through screes and scrags in Tribunal of some sort.

They now found a measure to promotes institutional racism through established dormant companies.

The Taylor Review referred to "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 that’s 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 illegal 

Another difficulty in reducing institutionalized racism is that there is no sole, true identifiable perpetrator. When racism is built into the institution, it emerges as the collective action of the population.

Professor James M. Jones postulates 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).

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. This racism can be manifested through embracing "whiteness" (eg 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.).

Persistent negative stereotypes fuel institutional racism, and influence interpersonal relations .

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.

Institutional racism is distinguished from racial 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 of 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.

In 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 , 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. 

Under the new Companies Act there are exceptions for certain companies.

For example, 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.

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 lets you search across all banks and building societies, including those that have merged.

Again, the more information you have the better your chances of retrieving your money. If an account is found you will need to provide ID before you can withdraw your money.

If you can't find the bank or building society you are looking for on the mylostaccount site, you should 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 very painful after suffering racism and going through the Courts that you are unable to recover your money.