ABSTRACT
Whilst it would be mistaken to assume that law alone can bring an end to inequalities in the labour market, nevertheless, within certain limits, law can deal with some of the more conspicuous manifestations of discrimination in employment on grounds of race and gender. However, anti-discrimination law and policies aimed at tackling labour market discrimination tend to be predicated on an understanding of the labour market, which views race and gender as mutually exclusive categories of experience and thus sees the two forms of discrimination which arise as singular and discrete examples of disadvantage which may, at most, be experienced cumulatively, rather than simultaneously, within employment.
