Investigating the role of employee ethnicity as a risk factor for exploitative labour practices in the UK adult social care industry a focus on London

英国的成人社会护理行业面临着根深蒂固的挑战，包括资金和委托结构不足；员工流动率高；增加招聘和保留工作人员的压力；普遍的低工资和不稳定的合同；员工士气低落，倦怠；以及缺乏劳动力专业化，所有这些都是在人口老龄化和需求不断增长的背景下发生的（护理技能，2022年）。族裔和种族不平等的普遍存在也很明显，Covid-19大流行加剧了这一现象，种族化护理工作者的感染率更高（Hussein， 2022年，第316页）。2022年，平等和人权委员会报告了低薪的种族化护理工作者遭受欺凌、骚扰和虐待的案件，除了合同不平等之外，还包括黑人、亚洲人和少数族裔（BAME）工人以零时合同受雇的可能性增加（EHRC， 2022年，第41页）。这项研究将研究这些种族和民族不平等是如何表现出来的，对就业关系的影响是什么，以及种族化和移民护理工作者的生活经历。

The UK's adult social care industry faces deep-rooted challenges, including inadequate funding and commissioning structures; high staff turnover; intensifying pressure on staff recruitment and retention; widespread low pay and insecure contracts; low staff morale and burnout; and a lack of workforce professionalisation, all of which are against a backdrop of an ageing population and an ever-increasing demand (Skills for Care, 2022). The prevalence of ethnic and racial inequalities across the sector is also clear, exacerbated by the Covid-19 pandemic, with higher infection rates among racialised care workers (Hussein, 2022, p.316). In 2022, the Equality and Human Rights Commission reported cases of bullying, harassment, and abuse of low-paid racialised care workers, on top of contractual inequalities, including the increased likelihood for Black, Asian, and minority ethnic (BAME) workers to be employed on zero-hours contracts (EHRC, 2022, p.41). This research would examine how these racial and ethnic inequalities manifest themselves, and what the implications are for employment relations, and the lived experiences of racialised and migrant care workers.