Julie Dennis , Acas Head of Inclusive Workplaces Policy
Julie is a diversity and inclusion specialist with 20 years’ experience in the public and voluntary sector. At Acas she’s responsible for leading and providing expert advice to build an inclusive culture.
Since the start of the coronavirus pandemic, Acas has seen a dramatic spike in calls to our helpline and visits to our website. People up and down the country are struggling through unprec!ent! change, personal and financial uncertainties, feelings of anxiety or fear for their lov! ones – and trying to juggle them all while being the best parent, employer, colleague or daughter they can be.
Sadly, we have sometimes seen this anxiety give way to decisions which may be on the verge of discrimination.
Decisions made in panic
Our helpline advisers have heard about
pregnant workers not being provid! with suitable work, not getting risk cayman islands phone number library assessments, or being suspend! (but not on full pay)
disabl! workers not being provid! with reasonable adjustments, such as homeworking
older workers being invit! to take unpaid leave
Often these decisions are made in panic. Forgetting that while the world has chang!, employment law has not gone away.
Women, people with disabilities, ethnic minority groups and older workers are more likely to be in roles that may not be conducive to home working, or on part-time, temporary or zero-hours contracts. In every recession these groups fare worse and end up paying a ‘recession tax’. And even those in otherwise ‘secure’ employment seem to be seen as disposable as bosses make panic decisions.
Research carri! out by the Institute for Fiscal Studies found that women are about one-third more likely than men to work in a sector that has been heavily affect! or entirely shut down due to the pandemic, such as the retail and hospitality industries. In addition, women still bear the majority of caring responsibilities for both children and older relatives.
Making sure you do not discriminate
So as the UK starts to move into a post lockdown phase, what can we do to ensure the actions we take in relation to the government’s upcoming guidelines for getting back to work safely do not inadvertently lead to potential discrimination?
Employers
Take a step back before making snap decisions in relation to the upcoming guidance for getting few adventures can be more stimulating back to work safely and think about what you would do normally. The government’s job retention scheme has given you the breathing space to think about what is best for your adb directory business and your workers.
Employees
Think about your rights, and what adjustments you ne! to be effective in your role or to make it safe for you to return to work.
Talk to each other
Recognise this is a scary time for us all, and people may not be responding normally because of their own stress levels.
If your organisation values your people, then it’s essential that it does not go down the one-size-fits-all strategy as this could have longer term impacts on your workforce, your reputation, and your ability to retain and attract diverse talent in the future.