The Making of the Black Working Class in Britain

Product Information

How could we ensure automated hiring systems hire for talent and talent only? First, we must have 2 hard conversations. What do we mean by talent? And what does it mean to be fair to it? a list of recommended actions – tailored to the organisation, specifically designed to increase overall inclusion and employee well-being She said that one of her biggest disappointments over the past decade is that doctors often keep people with a health condition away from work longer than they should. “I don’t think doctors have gone as far as I’d wish them to go along the route of understanding that work is, and should be, a clinical outcome for those who are in work or of working age. I would like to see rehabilitation to work as a performance measure,” she said. One example of increasing representation through the use of nudge measures such as mentoring is Liverpool City Council’s initiative ‘Step Forward - Step Up’. The programme, due to be launched in September 2021, will be delivered by a consortium of key city employers led by the Lord Mayor of Liverpool. Through a series of development modules (such as leadership development programme, mentoring and action learning sets), it will seek to develop and create a diverse talent pipeline in Liverpool. Participating employers support the programme by sponsoring participants’ fees, promoting career opportunities, contributing to modules, providing mentoring and committing to embedding diversity at all levels, among other things. This programme was developed in partnership with the successful model created by Bristol City Council’s ‘Stepping Up’ initiative, [footnote 67] a locally driven public-private collaboration to advance representation.

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. of all workers in the UK worked in public administration, education and health in 2021, making it the sector with the highest percentage of workers of workers in the UK were in ‘professional’ jobs in 2021, making it the type of occupation with the highest percentage of workers From the evidence it received, the Commission identified a promising inclusion tool by Zyna Search developed by In Diverse Company that provides an alternate way for businesses to measure inclusion based on behavioural psychology and research. The bespoke model, called the Cultural Inclusion Maturity Model (CIMM) [footnote 68], is focused on driving consistent and meaningful behaviour changes in a measurable way, and tailored to meet respective business needs. In Diverse Company’s work with private and public sector firms has revealed that, despite an increased ethnic diversity at the board level, other employees in the organisation still face marginalisation.of white British and 6.9% of white Irish workers worked in the construction sector – the highest percentages out of all ethnic groups in this sector Evidence commissioned by the Commission on Race and Ethnic Disparities, received on 25 November 2020. Li, Y.,(2020) Social Progress: The social mobility of ethnic minorities in Britain in the last fifty years (1972-2019) ↩ We didn’t talk about mental health 13 years ago, when I was appointed to lead the review,” Dame Carol said. “It’s taken a long while for us to really get to grips with mental health in the workplace.” If we do put effort and resource into mental health concerns then you are going to gain from doing that,” she advised employers. 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 ↩

the employment rate was 52% for all 16 to 24 year olds, 85% for 25 to 49 year olds, and 71% for 50 to 64 year olds NHS Digital, (2019), ‘NHS Workforce Statistics - March 2019 (Including supplementary analysis on pay by ethnicity)’. Available at: https://files.digital.nhs.uk/E1/0FC8B8/Ethnicity%20pay%20gap%20-%20FTE%20Basic%20comparison%20tool%20-%20by%20staff%20group.xlsm ↩In some low-paid roles, it might sometimes be cheaper for an organisation to dismiss a worker with a long-term condition on the grounds of incapacity than to put adjustments in place to help them remain in work, Jay explained. a) The Commission calls on organisations to now move away from funding unconscious bias training. The existing training should be replaced with new interventions that when implemented, can be measured or evaluated for their efficacy, such as: The study explored factors influencing behaviours in the attainment of managerial and leadership roles across ethnic groups – that is, White and ethnic minority populations in the NHS. As the authors stated “the objective of this study was to offer preliminary findings on whether there is a significant difference in behaviours of ethnic groups that explains variance in attaining managerial and leadership roles”. Ethnic minority staff report worse experiences, when compared with White staff. The Commission heard examples of the kinds of negative experiences faced by some on the frontline; “the issues came when I was actually qualified. I would go on to wards and not even be recognised [as a nurse]– people would even ring agencies to confirm if I was an actual nurse”. These are only examples and the reality is much more complex. However, it shows that there may be ways to trust automated systems and remove human biases to allow talent, not other characteristics, to be rewarded.