Reshaping the American Workforce (Part 2 of 3)

This is the second in a three-part series about diversity, equity, and inclusion at work, and how DEI can help us emerge from the COVID-19 crisis with a stronger, more resilient workforce.

As we’ve previously noted, the COVID-19 crisis is taking a harder toll on black and brown Americans, both from a health perspective and an economic perspective. As a nation, we’re having a conversation about how soon to reopen businesses and get everyone back to work. But going back to work before it is safe could extend or worsen the crisis. And Americans are worried about this. About 6 in 10 Americans are worried about bringing the virus into their homes. That number is 7 in 10 for blacks and Latinos. Here are what we see as critical elements for getting vulnerable workers who are more exposed to COVID-19’s health and economic risks back to work safely.

1. Safe Commutes
   Black and brown people are more likely to use public transportation to get to and from their jobs. We should not be asking people to go back to work until it is safe to take buses and subways. This requires inexpensive and easy access to personal protective equipment (PPE), particularly face masks and latex or vinyl gloves. It means an effective cleaning and disinfecting protocol for public transportation systems. Perhaps most importantly, it means developing an effective plan for social distancing en route to workplaces.
2. Safe Workplaces
   In addition to the PPE and cleaning protocol that applies to the commute, we need to make sure the workplace is not a risk factor for virus transmission. Only 20% of black workers and 16% of Latino workers serve in positions where they can telework. That compares to 30% of white workers and 37% of Asian workers. And black and brown workers are disproportionately represented in fields like nursing, home healthcare, and food processing where employees serve in close proximity to coworkers, clients, customers, and others. A safe workplace with adequate physical space requirements, limited physical contact between coworkers, and staggered work times and shifts is of heightened importance to black and brown workers. Testing is also part of this equation. Workers cannot feel truly secure until they can be confident that their coworkers are not carrying the COVID-19 virus. At least until we have more effective treatments and/or a vaccine, we need the capability to test workers frequently.
3. Sick Leave
   Furthermore, all workers need to be able to take time off if they’re sick without risking losing their jobs or not getting paid. Even prior to the COVID-19 crisis, many workers and their families were operating without much of a financial cushion. That is particularly true for workers of color. Sick leave policies should also consider an employee’s caregiving responsibilities. The economic incentives should reward employees for protecting their coworkers and the public and reward employers who enact safe workplace policies.

Of course there are broader societal considerations that influence how safe employees will feel going back to work. Testing, contact tracing, and ultimately a vaccine can help relieve the anxiety associated with reopening the economy. Employers don’t have much influence on these conditions but they will inevitably factor into how fast businesses reopen and how safe employees feel in returning to them.

Making sure employees feel safe at work is an element of workplace diversity. Inclusion, in particular, means a workplace where employees feel welcomed — not just tolerated. In the final part of this series, we’ll explore why employers should prioritize DEI and specific actions they can be taking now to improve DEI during the COVID-19 crisis.

Please follow Diversity Works on LinkedIn and Twitter to learn more about our efforts to reshape the American workforce.

Next week: Diversity, Equity, and Inclusion in the Time of COVID

Diversity Works is a consulting partnership between René Bryce-Laporte and Elizabeth Curwen.