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;员工招聘和保留的压力越来越大;普遍的低工资和不安全的合同;员工士气低落和倦怠;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（护理技能，2022）。整个行业普遍存在的民族和种族不平等也很明显，并因新冠肺炎大流行而加剧，种族化的护理工作者感染率更高（Hussein，2022，第316页）。2022年，平等与人权委员会报告了欺凌、骚扰和虐待低收入种族化护理工作者的案件，以及合同不平等，包括黑人、亚洲人和少数民族（BAME）工人以零时合同受雇的可能性增加（EHRC，2022，第41页）。这项研究将探讨这些种族和民族不平等如何表现出来，以及对就业关系的影响，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.