Background
Following a range of restrictions on public movement during the course of the pandemic, we saw increased relaxation of the rules and a move towards ‘living with Covid’. This section contains some ideas around best practice for employers, and you might also want to visit the Mental Health and Wellbeing section.
Post-lockdown, conditions have been difficult for everyone, though have had a significant impact on women as they are more likely than men to be in lower-paid and/or precarious work in addition to carrying a disproportionate number of caring responsibilities. The latter in particular caused a great deal of disruption, as childcare facilities and schools closed leaving women to balance work with home-schooling. Some of these difficulties may have continued as access to affordable and accessible childcare (already a significant issue), has become even more problematic due to closures resulting from lockdown.
The impact of the pandemic has been severe, with all aspects of the sport facing income reduction due to the cancellation of racing, and many adaptations needed to keep yards operational whilst adhering to government guidelines.
Staff in some roles were able to take advantage of homeworking, which can bring many benefits, though also has a down-side. Employers and employees alike may therefore be considering if there are aspects of different types of work patterns that might be retained. A further issue for employers may be long Covid, with 1.5m people estimated to be suffering according to the Office for National Statistics, and surveys showing that this has contributed to the symptoms for over a quarter of those on long-term sickness absence. This can particularly impact those whose roles contain a highly physical aspect, for example yard staff. It may also impact those who have caring responsibilities for someone with the condition.
Visit the Supporting Carers section for more information.
What can be learned?
The measures in place to deal with the pandemic, for example, greater numbers who are home or tele-working and shopping online, may lead to long term structural changes and the impact of these on the job sector is taking time to emerge. There are, though, concerns about skills shortages as the workforce shifts and adapts to its new circumstances, with employers particularly challenged by high numbers of job vacancies. Customer services, transport and logistics and hospitality and catering, all of which are essential to the horseracing industry, have seen some of the highest rises in job vacancies in what is being termed a ‘seller’s market’. Alongside this, there are trends of higher unemployment amongst the over-50s and increases in temporary-only contracts which can help employers manage uncertain demand in the short term but lead to precarity for workers and a tendency for work to be lower paid and with less training, development and career progression. This is against a backdrop of the industry reporting high turnover long before the pandemic.
In terms of homeworking and other changes to working patterns, some industries have identified aspects of the shifts in working that provide improvements, particularly through more flexible working patterns. Though we have yet to see how this pans out for horseracing in the longer term, it is worth recognising any learning opportunities that arose from the adjustments that were needed. Visit the section on Remote and Agile Working section for further information.
A recent study suggests that most of the racing industry positively received changes made by the sector and employers to tackle the pandemic. It was particularly important for staff still working during lockdown that their health and safety was prioritised. The racing sector’s ability to swiftly and successfully develop COVID-19 protocols to protect staff led to positive feedback. There is, though, some staff concern for future job security, and this should be a key area of focus for the industry moving forwards to ensure a stable workforce. Stability in the workforce ensures higher standards of care for the horse, as health and safety protocols, and knowledge of individual horse’s requirements are less likely to be become diluted, as they may through continuous staff turnover.
What can employers do?
The research study for the horseracing industry identified that COVID-19 information and staff guidance through national organisations, unions and charities is advised as this approach was positively received at the start of lockdown. This work recommended development of employee support structures, such as helplines, additional employee workshops, and financial support services to promote job security within the industry. Though it is not possible for all employers to develop such mechanisms, there is help within the industry, that everyone can draw upon including from Racing Welfare.
Some ideas for action…
- Consider changes that were made to working practices during the pandemic that improved work-life balance for your employees. Can you maintain some of these practices either regularly or on occasion as needed, for example, changes to shift patterns or some element of homeworking? Small changes can make a big difference to people’s well-being.
- Make time to check in with staff who have been impacted longer term by the pandemic, which may include the need to care for a family member with long Covid or whose health has declined during lockdown, or who are having to deal with changes to childcare arrangements, etc.
- Recognise that the pandemic and lockdown impacted some groups severely, and that your staff may be dealing with this even though the workplace is getting ‘back to normal’. Some may be dealing with bereavement or have caring responsibilities for children and young people who have experienced negative impact on their mental health, or older people whose needs have become greater because of lockdown impact on their mobility or worsening medical conditions.
- If an employee has long Covid, ensure that managers, senior staff and colleagues understand how it might impact their health and work. Consider a phased return to work and possible work adjustments including flexible working.
For some additional reading and resources for this page click here.
