The Making of the Black Working Class in Britain

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The Commission recommends that the Department of Health and Social Care (DHSC) commission a review into the CQC’s approach to scoring employee diversity and inclusion in their inspections. of workers from the combined Pakistani and Bangladeshi ethnic group were in 'professional' jobs – the lowest percentage out of all ethnic groups Tabitha Jay, director of the Work and Health Unit – a joint initiative from the Department for Work and Pensions and the Department of Health and Social Care – used her presentation at the Health and Wellbeing at Work show to highlight some of the barriers that those with disabilities or long-term health conditions face when looking for, or remaining in, employment. Personnel Today (2018), “Stress is main workplace health concern, say seven in 10 union reps”, https://www.personneltoday.com/hr/stressmain-concern-seven-in-10-union-reps/ BME staff at Newcastle Hospitals report being more likely than White staff to be bullied or harassed by other members of staff, with less opportunity to progress in their careers, but more discrimination from managers

Ethnicity facts and figures, (2020), ‘Employment by occupation’. Available at: https://www.ethnicity-facts-figures.service.gov.uk/work-pay-and-benefits/employment/employment-by-occupation/latest#by-ethnicity-and-type-of-occupation ↩ ONS (2020) Ethnicity Pay Gaps. Release date 12 October 2020. Available at: https://www.ons.gov.uk/employmentandlabourmarket/peopleinwork/earningsandworkinghours/articles/ethnicitypaygapsingreatbritain/2019 ↩ The term “insecure work” covers people on low pay, on variable hours, such as zero-hours contracts, or doing seasonal or agency work. Now we take a closer look at the share of ethnic minorities in the upper echelons of 3 professions – the Civil Service, law, and medicine. Civil Service

Andrew Knott as DC Lee Miekel

She pointed to Britain’s Healthiest Workplace research, which is compiled every year by health insurer Vitality. This has shown that young employees are particularly at risk for mental health issues, with 12.5% of those in the 21-25 age category indicating they suffer from depression. Evidence submitted to the Commission on Race and Ethnic Disparities call for evidence, Employment Lawyers Association (ELA) ↩

ONS (2020), A09: Labour market status by ethnic group. Source: Labour Force Survey. Differences calculated from April to June 2001 to April to June 2019. A020). Available at: https://www.ons.gov.uk/employmentandlabourmarket/peopleinwork/employmentandemployeetypes/datasets/labourmarketstatusbyethnicgroupa09 ↩of workers from the combined Pakistani and Bangladeshi ethnic group, and 20.3% from the other Asian group worked in the distribution, hotels and restaurants sector – the highest percentages out of all ethnic groups in this sector The system delivers 2 outputs to employers: flags to measure disadvantage and Performance Index (PI) to measure outperformance against students at the same school. She noted that retention can be improved through easier access to occupational health services, workplace adjustments and HR practices that support people to continue working. Froy, F. and L. Pyne (2011), ‘Ensuring Labour Market Success for Ethnic Minority and Immigrant Youth’, OECD Local Economic and Employment Development (LEED) Working Papers, 2011/09, OECD Publishing.’Available at: http://dx.doi.org/10.1787/5kg8g2l0547b-en ↩ The model has been tested for validity and reliability in the UK, Europe, Asia and the US, and across a range of sectors to ensure the measure is robust. Progress is measured by running the CIMM on a regular basis (every 12 to 18 months) with key outcomes for organisation including, improved:

Ethnicity Facts and Figures, (2021) Unemployment by ethnicity and age (White and Other than White). Covers England, Scotland and Wales in the year 2019. Source: Annual population survey. Available at: https://www.ethnicity-facts-figures.service.gov.uk/work-pay-and-benefits/unemployment-and-economic-inactivity/unemployment/latest ↩ You would think something like this would take half an hour, maybe two tops to fix, but it’s been ongoing since 8am, which is quite a long time for something like this.” During this time period BME workers accounted for two-thirds of the growth of insecure workers – despite making up 14% of the overall UK workforce. Ethnicity Facts and Figures, (2021) Unemployment by ethnicity. Covers England, Scotland and Wales in the year 2019. Source: Annual population survey. Available at: https://www.ethnicity-facts-figures.service.gov.uk/work-pay-and-benefits/unemployment-and-economic-inactivity/unemployment/latest#by-ethnicity ↩While the Commission recognises the place of such practices in the journey to promote diverse and inclusive work environments, it maintains that diversity and eliminating disparities requires impactful organisational redesign and training that leads to truly inclusive environments. By inclusive, this means an environment where anyone feels comfortable to be themselves and confident that they have the same chance of succeeding as anyone else with the same qualifications and experience. Diversity training and policies that treat people differently according to ethnicity does not work. Pay determining characteristics used by the ONS here are the following: ethnicity; country of birth; occupation; highest qualification level; age; sex; marital status; working pattern; disability status; working in the public or private sector; geography; whether they have children or not. ↩ These ‘raw’ pay numbers also do not take into account things like age, qualifications, region, whether someone was born in the UK or not, and when adjusted it can reduce the pay gap for some and increase it for others. So, for example, after adjustment, the strongly positive pay gap for the UK-born Chinese ethnic group turns into a small negative one, and for the UK-born Indian group is reduced to a smaller positive pay gap. a White applicant to a consultant job in Newcastle is more likely to be shortlisted and more likely to be successful at interview (relative likelihood 1.53 times)

During the Commission’s investigations of this topic, an exploratory piece of research [footnote 51] was commissioned to try to understand possible reasons behind the occupational preferences of NHS staff and if there were any differences by ethnicity. The study had a small sample size (n=116), along with an uneven distribution for gender, White and ethnic minority groups, and full and part-time employees. As a result, findings should be regarded as indicative only. Research conducted by Extend Venture analysed data on venture capital investments into companies founded and funded between 2009 and 2019 to provide insights on the landscape of UK venture capital funding across ethnic groups and other demographic factors within the last 10 years. ↩ The data measures the percentage of people from each ethnic group who work in a particular industry or sector in the UK. It includes both employed and self-employed people.a comprehensive breakdown of findings – highlighting areas of the organisation that are more or less inclusive than others being made to feel uncomfortable at work due to, for example, people using stereotypes or commenting on their appearance (26 per cent) It should be noted that the surveys from which this data is taken have a low response rate for ethnic minorities (16.7%). [footnote 74] WRES indicators are limited to White staff versus ‘BME’ staff, and so do not tell the full story as to where the actual disparities lie.