Refreshing your approach to workplace diversity and inclusion post-2020

Public Health England and the Office for National Statistics have found links between poor Covid-19 health outcomes and characteristics such as age, geographical location, income, ethnicity, occupation, and disability. The social, economic, and environmental factors reinforcing inequality are complex and can be attributed, in part, to bias and structural racism, infused in policy development, decision making processes, attitudes and behaviours. This creates a system that can benefit one group whilst simultaneously discriminating against another. There are ‘inequalities within inequalities’, as health outcomes worsen when characteristics that make up social identities, such as class, race, gender, sexuality, and marital status, overlap and experiences of discrimination combine to increase oppression and limit opportunity. Addressing the existing deep-rooted inequality and discrimination in our society has become a priority since the emerging disparities in health outcomes and the global awareness of the consequences of embedded prejudice in the death of George Floyd.

Who is this for?  Large and small businesses reviewing their approach to diversity and inclusion and national policy makers

Understanding inequalities in the workforce during Covid-19

• Discuss the poor outcomes and the contributing factors of the pandemic suffered by certain groups and the long-term psychological impact this will present
• Explore cultural bias and racism that has been identified and the effects on physical and mental health outcomes

Addressing inequalities in the workforce

• Identify best practice strategies and interventions to becoming an inclusive and equitable workplace
• Workplace – from the experiences of marginalised groups and how lack of representation has led to decision making based on cultural bias. Growing staff networks, ambassadors, allies
• Inclusive leadership can establish a compassionate culture.
• Diverse and inclusive teams make better decisions.
• Best practice to develop networks, provide a voice, increase representation at influencing levels and provide mentoring and peer support. Lived experiences to help inform decision making.

Speakers:
Sandra Kerr, CBE BITC
Georgina Bower, Carnegie Trust
Emma Persand, Society of Occupational Medicine (SOM)
Chair – Dr Sheetal Chavda, Chair of Diversity and Inclusion Group, SOM

Useful references:

• https://www.carnegieuktrust.org.uk/publications/race-inequality-in-the-workforce-analysing-the-state-of-play-in-the-coronavirus-economy/
• https://d1ssu070pg2v9i.cloudfront.net/pex/carnegie_uk_trust/2020/03/27160925/Race-Inequality-in-the-Workforce-Final.pdf
• https://www.runnymedetrust.org/uploads/Runnymede%20Covid19%20Survey%20report%20v3.pdf
• https://www.tuc.org.uk/research-analysis-results?topic=27087&type=report&report_type=All https://www.tuc.org.uk/research-analysis/reports/dying-job-racism-and-risk-work.
• https://www.resolutionfoundation.org/publications/jobs-jobs-jobs/
• https://www.resolutionfoundation.org/publications/all-together-now/
• https://www.resolutionfoundation.org/publications/the-full-monty/
• https://commonslibrary.parliament.uk/coronavirus-which-key-workers-are-most-at-risk/
• https://www.leonardcheshire.org/sites/default/files/2020-04/Employment-Coronavirus-policy-briefing.pdf
• https://www.ilo.org/wcmsp5/groups/public/—ed_emp/—upskills/documents/publication/wcms_746909.pdf
• https://www.health.org.uk/news-and-comment/news/low-income-workers-at-greater-risk-of-unemployment-and-mounting-illhealth
• https://www.health.org.uk/news-and-comment/news/one-in-three-employees-report-being-in-low-quality-jobs
• https://www.hse.gov.uk/research/rrpdf/rr1143.pdf