Low-paid ethnic minority workers in health and social care during COVID-19

Key messages 

• ethnic minority workers are overrepresented in low-paid health and social care roles 

• recruitment and employment practices exposed workers to heightened insecurity during the pandemic 

• evidence points to institutional discrimination, harassment and bullying 

• gendered experiences shaped exposure to risk, workload and support 

• burnout and limited access to rewards or progression were widely reported. 

Policy implications 

• workforce policies should address institutional discrimination and unfair treatment 

• pay, progression and job security are central to workforce wellbeing 

• employers need clearer mechanisms to prevent harassment and to support staff 

• future pandemic planning should explicitly consider the experiences of low-paid and racialised workers. 

Gaps 

• most evidence focuses on England 

• limited analysis of differences across the UK nations 

• reliance on secondary sources constrains depth 

• longer-term workforce impacts are not fully explored. 

Commentary 

This rapid review brings together evidence on how the COVID-19 pandemic affected low-paid ethnic minority workers across health and social care. It highlights how existing vulnerabilities were intensified by crisis conditions, particularly in roles with high exposure and limited protection. 

The review shows that experiences of discrimination, insecurity and burnout were not incidental but shaped by structural features of the labour market. Gender, ethnicity and employment status intersected to influence who faced the greatest risks and least support during the pandemic. 

From a care equity point of view, the findings stress how inequities within the workforce translate into unequal burdens. Low-paid ethnic minority workers were more likely to experience poor treatment, limited progression and inadequate recognition, reflecting deeper imbalances in how care work is organised and valued. These conditions have implications for retention, morale and continuity of care. 

Overall, the review reinforces the need to treat workforce equity as a core component of health and social care resilience. Addressing discrimination, improving pay and creating fairer progression pathways are essential steps toward a more equitable and sustainable workforce beyond crisis contexts.