Employment support for Black people with long-term health conditions

A report commissioned for Black Thrive Lambeth’s Employment Project into employment support for Black people with long-term health conditions (LTCs) has been published.

It reviews current employment support models, focussing on Black people with LTCs. Its findings show that current models and practices are not providing them with the support and opportunities afforded to other groups of people. There is an ethical, social, and financial responsibility to ensure equal access for all.

Inequality arising from structural racism and ableism, and their intersections, affects employment and Black people with LTCs face a double discrimination, exacerbated by the COVID-19 pandemic. They’re less likely to access ‘good’ work, not helped by previous negative experiences with employers leading to expectations of low-paid, insecure and unsuitable work.

Education is also key for future employment, but evidence proves disadvantages occur throughout the educational pathway. Statistics show twice as many young Black graduates compared to their White counterparts were unemployed one year after graduation. They also show Black workers are twice as likely to have zero-hour contracts than White workers and people with long-term health conditions are more likely to be in part-time, low skilled work.

Black people with LTCs are less likely to get access to ‘good work’ and its psychological, cultural, and institutional benefits. This has a negative impact on their quality of life, self-confidence, social networks and sense of community. The lack of financial security can also impact their mental health and self-esteem.

The report, based on scientific literature searches, reviewed the different models of employment support available and the evidence for their effectiveness. It includes the following categories, from interventions placing people into competitive employment to interventions seeking to improve ‘work readiness’ (the skills required to find and sustain employment).

The categories reviewed were:

• Supported employment (IPS): a ‘place then train’ ethos into competitive employment.
• Transitional employment: a ‘train then place’ ethos into non-competitive employment, with stepwise progression to competitive employment for some.
• Pre-vocational support: focuses on preemployment outcomes like ‘work readiness’ and confidence, before progressing to employment outcomes.
• Working with employers: focus on the employer and organisational level barriers to employment or developing networks for job seekers.

The Good Work Report shares the importance of developing employment support systems for, and with, Black people, as well as the vital role peer support is likely to play in improving outcomes. Employers, and job seekers, will find guidance and support to help build a more inclusive workforce.