A new report from the UCL Institute of Education (IOE), Carnegie UK Trust, and Operation Black Vote shows that millennials from Black, Asian and Minority Ethnic (BAME) backgrounds are:
- 47% more likely to be on a zero-hours contract
- Have 10% greater odds of working a second job
- 5% more likely to be doing shift work
- 4% less likely to have a permanent contract
The report, Race Inequality in the Workforce, Exploring connections between work, ethnicity and mental health highlights that race inequality is still a key issue in the UK for those accessing good work but also for accessing mental health services. The report notes that ‘good work’ policies in some areas are positive, but fundamental problems around the availability of good work and the rising numbers of people in low paid employment remain. Millennials face a set of unique challenges particularly on how they access and progress through work.
- Black, Asian and Minority Ethnic (BAME) young adults continue to be at a greater risk of being unemployed than White young adults.
- BAME groups are more likely to be in some form of precarious work.
- Despite a focus on the precariousness of this generation’s employment, the probability of having a permanent contract is over 80% for all ethnic groups
- There are significant links between employment status and mental health.
- Some ethnic minority groups report more mental ill health than the White group, whilst other ethnic groups report less.
- Those who reported symptoms of mental ill health at age 14 or age 16 are more likely to report mental ill health at age 25.
The report highlights key recommendations for:
Government, with a strong call to more joined-up thinking in policy and practice on the themes of good work, mental health and race equality. They recommend that BAME representation must be seen as a prerequisite to ensure policy plans meet the needs of intended recipients.
Mental health services, highlighting that previous reports have made some important recommendations in these areas, the authors echo these would advocate for their implementation.
Employers, Employers should work proactively to identify priorities for tackling race inequality in their organisation and report regularly on progress. To effectively assist change, an internal race disparity audit should be introduced. The report also recommends working proactively with all interested parties, making use of the great range of resources available and including employees in consultation on the issues.