Key messages 

• participants described experiences of racism and discrimination in the workplace 

• care workers reported feelings of injustice and being undervalued 

• strong senses of personal and collective responsibility shaped care delivery during the pandemic 

• workplace support structures influenced how workers coped with pressures 

• identity intersected with pandemic conditions to shape everyday working experiences. 

Policy implications 

• employers need to address racism and discrimination within dementia care settings 

• culturally responsive support structures are needed for minority ethnic staff 

• recognition and valuing of care work are central to workforce wellbeing 

• inclusive leadership and clear reporting mechanisms may improve staff experiences. 

Gaps 

• online recruitment may have excluded workers with limited access to technology 

• participants had limited exposure to COVID-related deaths, affecting transferability 

• findings are based on self-selected qualitative accounts 

• future research should include randomly selected samples. 

Commentary 

This study highlights how identity influenced the working lives of minority ethnic dementia care workers during the COVID-19 pandemic. Participants’ accounts show how experiences of racism and exclusion sat alongside strong professional commitment and a sense of responsibility to those they supported. 

The findings underline the emotional labour involved in dementia care, particularly under crisis conditions. Where workplace support was limited or inconsistent, feelings of being undervalued were intensified, shaping how workers understood their role and status within care settings. 

From a care equity perspective, the study exposes how structural inequities within the workforce affect both staff wellbeing and the delivery of care. Minority ethnic workers faced additional burdens linked to discrimination and lack of recognition, reflecting wider inequities in the social care sector. These conditions risk reinforcing disparities in retention, progression and workforce stability. 

Overall, the paper demonstrates that equitable dementia care depends on equitable treatment of the workforce. Addressing racism, strengthening support structures and recognising the contributions of minority ethnic care workers are essential steps toward a fairer and more resilient care system. 

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.