In a sign of surging retail demand, rival lender Nationwide revealed it had made 3.22m transactions by noon, which was 14pc higher than at the same time on a typical Friday. Clinical Excellence Award (CEA): Locally a BME consultant makes 24.5% less than a White consultant, compared with national awards which is only 5.4% less. The main statistical problem that arises with ethnicity pay reporting is the unreliability of sample sizes. If an employer with 250 employees (the threshold suggested in the 2018 BEIS consultation on ethnic pay gap reporting) [footnote 42] reports a gender pay gap, on average they will be comparing 125 men with 125 women. To paint a contemporary picture of BME people’s experiences of racism at work, the TUC commissioned Number Cruncher Politics to carry out polling on experiences of business performance – inclusive cultures drive better decisions, productivity, innovation, creativity leading to better business performance

of workers from the combined Pakistani and Bangladeshi ethnic group were in ‘elementary’, ‘sales and consumer services’ or ‘process, plants and machine operatives’ jobs – the 3 occupation types with the lowest associated socio-economic circumstances 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. Dias, Joyce, et al., (2020), ‘COVID-19 and the career prospects of young people, Institute for Fiscal Studies’. Available at: https://www.ifs.org.uk/publications/14914 ↩

Working in a pandemic

She posed the question to delegates: “Are we yet at a healthier tomorrow and do we have healthier workplaces? If we do put effort and resource into mental health concerns then you are going to gain from doing that,” she advised employers.

Green Park (2020), The Colour of Power: Report Insights. Published 27th July 2020. Accessed 20th February 2021. Available at: https://www.green-park.co.uk/insights/the-colour-of-power/s191468/ ↩ Top ranking universities were classed as Oxford, Cambridge, Harvard, Stanford and their respective business schools. ↩ The NHS is a success story with significant over-representation of ethnic minorities in high status professional roles, but also a less happy story, with a consistently negative experience reported by many of its ethnic minority staff at lower levels. 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”. The rate of change in these systems means specific remedies are premature. Organisations and decision-makers should use tools that detect and mitigate bias before, during, and after a system deployment. For example, Algorithmic Impact Assessments [footnote 102] are questionnaires that help raise fairness risks before a system is used. There are also now myriad technical tools that can be used to inspect data, models, and outputs for bias. [footnote 103] The government and organisations need to stay up to date with the rapidly advancing field of fairness, accountability, and transparency [footnote 104] in automated decision systems.Artificial intelligence (AI) systems raise complex questions of fairness. AI can be hugely beneficial – for example through speed, transparency, and better decisions. However, it brings novel ways for bias to be introduced. Because these systems can be replicated at a huge scale, the Commission knows that understanding and accountability in these systems are critical. From hiring, to loan administration, policing, insurance pricing, and more. These systems can improve or unfairly worsen the lives of the people they touch. 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. Everyday racism describes recurrent, systemic, and familiar practices within society that work to the detriment of BME people. It can consist of ‘banter’ and being marked out as being different from other dominant groups at work. It can consist of everyday slights, snubs or insults that can make us feel unwelcome, second-class or stereotyped. The system uses big data to help organisations identify candidates with the greatest potential. It measures candidates’ achievements, including academic performance at university, against uniquely comprehensive datasets and classification systems developed by Rare over a decade.