The Making of the Black Working Class in Britain

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Personnel Today (2018), “Half of staff have experienced a mental health issue in their current role”, https://www.personneltoday.com/hr/half-mental-health-issue-current-role/ 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. 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) ↩

Al-Gharbi. M., (2020), ’Diversity is Important. Diversity-Related Training is Terrible’. Available at: https://musaalgharbi.com/2020/09/16/diversity-important-related-training-terrible/3/ ↩ The outage first emerged on Downdetector around 8am and many customers were still unable to access their accounts by lunchtime. confidence intervals for each ethnic group – read how we use confidence intervals to demonstrate the reliability of survey estimates

We recognise the appetite that some employers have to act and publish their ethnicity pay gaps. A number of private and public sector employers (such as the NHS) have already voluntarily published their ethnicity pay gaps. We believe that ethnicity pay gaps should continue to be reported on a voluntary basis and that the government should provide guidance to employers who choose to do so.

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. 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. The introduction of the electronic fit note, for example, has been a success, with Dame Carol hinting at the conference that more changes are on their way, while cross-government interest in workers’ health is championed by the government’s Work and Health Unit.Percentages in the charts, tables and commentary are rounded to whole numbers, but have been worked out with unrounded figures. Not included in the data Research shows this is predominantly due to businesses’ credit and financial characteristics being at odds with the market standard approaches that are used to make credit decisions, when applied equally to all firms. ↩ 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: Bristol.gov.uk, Stepping Up programme. Available at: https://www.bristol.gov.uk/mayor/stepping-up-programme ↩