I’ve written so many times over the past years about social inequality and the role that organisations need to play in starting to right the wrongs of many decades of looking the other way. Whether that has been through investment in skills and training, fairer recruitment or simply through the ways in which we contract and pay employees. If it was an imperative before, it now becomes an obligation.
“People living in more deprived areas have experienced COVID-19 mortality rates more than double those living in less deprived areas. General mortality rates are normally higher in more deprived areas, but so far COVID-19 appears to be taking them higher still.”
Nick Stripe, Head of Health Analysis, Office for National Statistics.
The fact that the mortality rate is more than double in deprived areas is a stark reminder of the systemic issues the underly areas of deprivation. And whilst there is no more sombre measure of inequality than death, The impact of the virus won’t be simply contained to mortality.
As schools are closed, there is a disproportionate effect on those children living in deprived areas. Their access to technology, the role of parents and relatives in home schooling and the greater risk of disenfranchisement has been raised by the inspector of schools. It won’t just impact on those taking qualifications, but could impact throughout schooling, leading to growing attainment gaps for a number of years.
And of course, we mustn’t forget the impact on the labour market. Which will disproportionately impact on those in low paid, low skilled jobs.
“Some workers are disproportionally economically impacted by the coronavirus outbreak. Low paid workers are more likely to work in shut down sectors and less likely to be able to work from home. According to the IFS, one third of employees in the bottom 10% of earners work in shut down sectors, and less than 10% of the bottom half of earners say they can work from home.”
Health outcomes, Educational outcomes, Employment outcomes. Three of the factors that are fundamental to restricting social mobility. And that is before we look at the disproportionate impact on BAME communities and the overlap between ethnicity and deprivation – which we absolute cannot ignore.
So when we are talking about the future of work, when we make statements about the structural change of workplaces, let’s try and take our thinking beyond the offices of the secure, educated and highly paid. Let’s put aside broadly inessential discussions about flexible and home working arrangements and how Zoom and Teams are going to be part of everyone’s lives. Instead let us start to debate the issues of fundamental, structural inequality and how we as businesses can step up and take our share of responsibility for the sake of our society, our economy and our future.