In-work poverty, ethnicity and workplace cultures
JRF Poverty & Ethnicity Programme
Dr Maria Hudson, Hudson ResearchDr Gina Netto, Heriot Watt University
on behalf of research teamNovember 1st 2013, Phase One launch event
Research aimsRelationship between in-work poverty,
ethnicity, and workplace cultures How are workplace opportunities shaped? Who are the winners and losers? Role of ethnicity?
Engage with employer attitudes/ behaviour, including
discrimination Employees’ attitudes/actions vs employers’
attitudes/actions Facilitation of constructive change
Large employer sample supporting exploration of cultures of progression
SECTOR TYPE OF ORGANISATION GEOGRAPHICAL AREA
Private sector 1 company in the Hospitality industry2 Facilities management companies
In urban area
1 in urban area and 1 in semi- rural areas
Public sector 2 Councils2 NHS Trusts1 NHS good practice case study
1 in Urban and 1 in semi-rural areaIn urban/semi-rural areas
Social enterprise sector
2 large voluntary sector organisations (housing associations)
1 in semi-rural areaand 1 in urban area
Low paid worker sample
IDENTITIES OCCUPATIONAL ROLES INCOMES including benefits
65 in total Typical jobs: Domestics, Cleaners, Catering Staff, Support staff, Carers, Clerical roles
Individual income: 5-25KLargest number: 10-15K
25 households income less than 25K per year
Migrant workers (31), BME (17) White British/Scottish/Irish (17)
31 ethnicities: Central + Eastern Europeans Black British, British Asian, African
Slightly more females than males
38 full-time workers and 26 part-time workers (17 women, 9 men)
19 claiming at least one benefit (excluding child benefit)
Under claiming: especially migrant workers
Majority aged 18-55
17% Muslim, 26% Catholics
Three self identified as disabled
Key points ILack of low paid worker progression
opportunities ↔ dynamics of low wage traps Lack of stepping stones for vertical progression Rigidity of progression requirements; insistence
on formal qualifications Little scope for horizontal movement Lack of investment in training for the next step Lack of advice, mentoring, coaching Unsupportive line managers Ineffective performance development reviews
Key points IIWorkplace opportunities also shaped by ethnicity:Access to developmental opportunitiesAccess to networks , flows of informationExtent to which skills and potential are recognisedUnequal treatment – stereotyping, prejudice & favoritism
Low wage traps fuelled by Informal practices & Power imbalances
Key points III
Positive dispositions to some employees
Management mindsets, behaviours and conscious and unconscious bias
Negative bias to other employees
• Closer links
• Better development opportunities
• Progression
• Lower morale, trust and aspiration
• Progression ceilings reinforced
• Lack of transparency around progression opportunities
Way forward – Towards countering In-work poverty
A multi-stakeholder approach Strategic policy and organisational responses led by
Government Leadership and organisational commitment of
employers in public, private and voluntary sector Involvement of trade unions and community
organisations
Actions for Government As Policy leader
Close the gap between the anti-poverty agenda and the equality agenda Over-representation of ethnic minorities in the lowest
income decile should have high relevance in any anti-poverty strategy
Need for greater recognition of the limitations of universalist approaches in tackling poverty
Anti-poverty strategies should recognise the relevance of equality of opportunity in employment as a route out of poverty
Actions for Government - As Investor in Employability Schemes
Working with partner organisations, government can..Pay more attention to the range and nature of Modern Apprenticeship Schemes and the organisations involvedStrengthen requirements for diversity monitoring and review of the apprenticeship schemes, eg. make this a condition for funding Target disadvantaged geographical areas/groups to supplement more universalist approaches
Actions for Employers I Employers can take measures to ensure that:
Workforces are ethnically representative at all levels
- Monitoring (development/progression/retention) - Access to opportunities - Positive action
Informal groups and dynamics do not undermine equal opportunities
- Training/ tool-kits- Management accountability
Actions for Employers II
Employers (including public sector bodies) can encourage subcontractors to: Comply with equal opportunities policies through
procurement of services through supply chains Demonstrate opportunities for progression among its
workforce Ensure compliance with equal opportunities policies
through requiring diversity reports of workforce data Pay a living wage
Questions for workshop discussion1. How can employers be encouraged to support
development and progression for low-paid workers from all ethnicities?
2. What are the best ways to spread good practice?3. Our research has focused on large employers, how
far do the findings also relate to SMEs?4. What kind of support and encouragement do SMEs
need in order to make progression for low paid workers a reality?