The Making of the Black Working Class in Britain

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Source: Evidence commissioned by the Commission, Norrie, R., Goodhart, D., using data from the General Household Survey and the Labour Force Survey analysed by Professor Yaojun Li.

Ethnicity pay gap, evaluating trends in pay and considering the value of ethnicity pay reporting in promoting fair outcomes, using the NHS as a case study. Almost half of employees claim to have experienced mental ill health in their current role, according to charity Mind. And more than half (53%) of office workers believe their health is “impaired” by their job. To that end, many would be forgiven for thinking that our workplaces are – if anything – getting more harmful for our health. What about the extent to which ethnic minorities advance into the very top positions in professional, business and public life? training and routine skills support for all employees in their professional and personal lives (for example on collaboration, confidence, communication, and presentation skills), which could disproportionately benefit more disadvantaged groups 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.business performance – inclusive cultures drive better decisions, productivity, innovation, creativity leading to better business performance Universities have been known to be regional engines of innovation. They contain a copious amount of untapped potential and present the ideal infrastructure and resources to generate ideas, activities and meet those like minded. Yet relatively few university graduates go on to become entrepreneurs. [footnote 93] The Commission felt that there was much fertile ground in better utilising the role they can play in nurturing entrepreneurial spirit. As it stands, opportunities across universities are being missed, with a disproportionate amount of capital at seed stage invested in those from the UK’s elite [footnote 94] and tier 1 [footnote 95] educational institutions. [footnote 96] Data based on fewer than 3 responses is not included to protect respondents’ confidentiality, and because the numbers involved are too small to make reliable conclusions. The ethnic groups used in the data NHS, (2020), ‘NHS workforce race and equality standard: 2019 data analysis report for NHS trusts’. Available at: https://www.england.nhs.uk/wp-content/uploads/2020/01/wres-2019-data-report.pdf ↩ The TUC said the UK was becoming a “nation of insecure jobs”, with 3.9 million people in such employment, with the highest proportions in London (13.3%) and the south-west England (12.7%).

Percentages have been rounded to the nearest whole number, so some totals may not add up to 100%. Not included in the data This report [footnote 48] (published in September 2020) presents a comprehensive review into ethnic pay gap and workforce development at The Newcastle upon Tyne Hospitals NHS Foundation Trust. Reviewing education policies over the last four decades, Perera says police officers placed in schools and other surveillance methods lead to working-class multiracial youth living on estates in London being framed as “suspects”. Wood, M., Hales, J., Purdon, S., Sejersen, T., and Hayllar, O., (2009), ‘A test for racial discrimination in recruitment practice in British cities’, available at: https://natcen.ac.uk/media/20541/test-for-racial-discrimination.pdf ↩ Effort should also be taken to ensure that managers themselves are role-modelling the healthy behaviours they want their staff to exhibit. Dame Carol highlighted a Swiss study that found employees working under managers with no health problems were the healthier than those who worked under managers who had mental and physical health issues.

Growing problem of mental ill health

Dame Carol said organisations, workers, health professionals and the government have finally shaken the belief that employees do not always have to be “100% fit” to work. In fact, many are waking up to the idea that “good” work can actually be good for health. Warning of a “PRU-to-prison” pipeline, the IRR report notes that 89% of children in detention in 2017-18 reported having been excluded from school, according to the HM chief inspector of prisons for England and Wales. Human bias is the greatest risk at this stage. Assuming definitions of talent and fairness (a big assumption), we might intervene in various ways. A hiring system trained on the data of a company’s historical employees may learn biased relationships if the company has disproportionately hired one ethnicity, therefore, the hiring analyst should think about the data collected. One could modify the model, for example, by penalising it during the “learning” phase if ethnicity and predicted outcome are statistically dependent. Or, one could modify the outputs. This paper reminds us that those who have been continually failed are found in PRUs and AP and that their segregation is a damning indictment of a planned education malaise, which has been designed and deployed on a specific section of society with a history of resistance and rebellion.” However, this is an example of the kind of work that could be done by Trusts or the NHS as a whole to consider the causes of any career progression gap between different groups of employees: