By Dr. Bertha Dzifa Kumodji
BBA, MBA, Ph.D., MBAM, MIoL, ASSOC MAPM, MSHRM, MCIPD, FCIHRM, CMgr MCMI
HR & Recruitment, Workforce and Organisational Development, The Royal Orthopaedic Hospital NHSFoundation Trust, Birmingham – UK
Researcher, Centre for Brexit Studies, Birmingham City University Business School, Birmingham – UK
In the wake of Brexit and the ongoing pandemic, Britain finds itself at a crossroads, grappling with its identity and direction amid a significant exodus of foreign workers. Despite these myriad of challenges that confront the nation, one burning question looms large: What led Britain astray? How did it veer off course? The answer, it appears, lies at the nexus of various factors, notably immigration policies, the contentious Rwanda Bill, the issues surrounding diversity, and the quest for inclusion. These elements, intertwined and complex, serve as the fuel behind the exodus of foreign workers in the UK labour market, leaving behind a landscape fraught with uncertainty and unrest. This turmoil has sparked debate and soul-searching within the British society as people try to make sense of how their country has reached this point. As HR leaders seek to navigate these turbulent waters, understanding where Britain may have faltered becomes paramount.
One cannot overlook the profound impact of immigration policies on the labour market. Immigration has long been a contentious issue in British politics, with debates often centering around questions of economic impact, cultural integration, and national identity. Over the years, the UK has witnessed debates and reforms surrounding immigration, with a focus on reducing net migration figures. From the influx of migrants seeking economic opportunities to the complexities of refugee resettlement, the question of who belongs and who is deemed worthy of inclusion has fueled heated discourse. The allure of Britain as a land of opportunities dimmed when barriers to entry became insurmountable.
Brexit has undoubtedly cast a long shadow over the UK’s relationship with immigration. The Brexit referendum in 2016, which saw a narrow majority vote to leave the EU, was fueled in part by concerns over immigration and sovereignty. The promise of tighter borders and stricter immigration controls was a cornerstone of the Leave campaign. As a result, many skilled professionals from the EU, non-EU countries, and beyond have chosen to leave the UK in search of more welcoming opportunities elsewhere. While immigration controls aim to prioritise domestic employment, the unintended consequence has been the departure of skilled workers vital to various sectors. The uncertainty surrounding residency rights and work permits post-Brexit has further fueled apprehension among this demographic, leading many to reconsider their future in the UK.
The pandemic added another layer of complexity to the situation, as travel restrictions and economic uncertainty made the UK a less attractive destination for foreign workers. Industries such as healthcare, agriculture, and hospitality, which rely heavily on migrant labour, faced acute shortages as workers either returned to their home countries or chose not to come to Britain in the first place. Hospitals and research institutions have struggled to fill vacancies left by departing EU nationals, leading to increased strain on an already overburdened healthcare system. In academia, the loss of talented researchers and educators has impacted the quality of education and research being produced in the UK.
The exodus of skilled workers has also had economic repercussions as businesses grapple with the loss of key personnel and the challenges of finding suitable replacements. The long-term effects of this talent drain remain to be seen, but it is clear that the UK’s decision to leave the EU has had far-reaching consequences beyond just immigration and sovereignty. The loss of these skilled workers not only hinders the economy but also weakens the country’s reputation as a place for innovation and growth. With the emergence of remote work and the acceleration of digitalization, foreign workers were presented with new opportunities to work from anywhere in the world. This newfound flexibility made the prospect of leaving Britain even more appealing for many. The ramifications of these shortages were felt across the economy, from understaffed hospitals to unpicked crops rotting in the fields.
The Rwanda Bill, introduced in the aftermath of Brexit, further exacerbated tensions surrounding immigration. With its divisive implications and geopolitical ramifications, it has further muddled the national discourse, deepening fissures within society and amplifying concerns about Britain’s global standing, raising questions about the government’s priorities. This legislation proposes harsh penalties for individuals found to have entered the country illegally or overstayed their visas. While the bill aimed to control immigration, its stringent measures only served to alienate foreign workers and fuel their desire to seek employment elsewhere. This resultant erosion of trust and sense of belonging has prompted many foreign workers to reconsider their future in Britain. The divisive nature of the legislation also sparked widespread protests and backlash from human rights organisations, which argued that the harsh penalties were inhumane and discriminatory.
As tensions continued to rise, the government faced mounting criticism for prioritising immigration control over fostering a welcoming and inclusive environment for all residents. The government’s failure to address these concerns has only exacerbated tensions and led to further division within the country. In this climate of uncertainty and division, it is crucial for policymakers to consider the long-term consequences of their decisions and strive for a more inclusive and compassionate approach to immigration policy. The lasting impact of this legislation on Britain’s reputation as a global leader in diversity and inclusivity remains to be seen, but many fear that the damage may already be irreparable.
Britain’s commitment to diversity and inclusion is laudable, yet its execution often falters. Diversity and Inclusion, or the lack thereof, has also played a significant role in driving foreign workers away from Britain. The challenges surrounding diversity, while emblematic of the nation’s multicultural fabric, have also been marred by systemic inequities and societal tensions. Despite efforts to promote diversity and inclusivity, many individuals from diverse backgrounds have faced discrimination and prejudice in the workplace. The treatment of migrants and ethnic minorities in Britain has come under increased scrutiny, with incidents of discrimination and prejudice making headlines both domestically and internationally. For example, the Windrush scandal, in which long-term residents from the Caribbean were wrongly detained and deported due to a lack of documentation, exposed systemic failures within the immigration system and underscored the enduring legacy of colonialism and racism in the British society – https://www.bbc.co.uk/news/uk-politics-55065061. The rhetoric and policies of successive governments have often perpetuated a climate of hostility and suspicion towards immigrants and minorities. The lack of representation and opportunities for advancement has led talented individuals to seek more inclusive environments abroad. The failure to address these underlying issues, coupled with a lack of inclusive policies, has eroded trust and cohesion within the migrant communities, contributing to the disillusionment driving the exodus of foreign talent.
Diversity and Inclusion goes beyond numerical targets; it encompasses the policies, practices, and attitudes that enable individuals to thrive irrespective of their background. HR leaders play a pivotal role in shaping these practices, fostering a sense of belonging and psychological safety among employees. Yet, amidst the tumult of Brexit and the pandemic, the focus on diversity and inclusion may have waned, exacerbating feelings of uncertainty and marginalisation among foreign workers. In the face of ongoing disruptions, maintaining a strong focus on diversity and inclusion is essential for organisations to adapt and thrive in a rapidly changing world. Without proactive measures to mitigate these challenges, organisations and HR Leaders risk losing valuable talent and eroding their competitive edge in the global market.
The exodus of foreign workers in the UK labour market serves as a wake-up call for HR leaders tasked with navigating these turbulent times. It underscores the interconnectedness of immigration policies, legislative decisions, diversity initiatives, and inclusion practices in shaping workforce dynamics. Moving forward, organisations must adopt a holistic approach that acknowledges the nuanced interplay of these factors. As HR leaders grapple with the implications of Brexit and other geopolitical shifts, it is imperative to stay abreast of evolving immigration laws and regulations. By embracing a more comprehensive and strategic approach, HR leaders can effectively address the challenges presented by the shifting landscape of the UK labour market. This necessitates proactive engagement with policymakers, a commitment to fostering inclusive cultures, and a recognition of the invaluable contributions of foreign workers to the UK economy.
This includes advocating for policies that support the free movement of talent and promoting a welcoming and inclusive workplace culture, as well as actively engaging with government officials to shape legislation that supports a diverse workforce. By recognising and valuing the unique perspectives and talents that foreign workers bring to the table, organisations can not only weather the current uncertainties but also thrive in the global economy of the future. This requires a proactive approach to talent management and retention that goes beyond simply filling vacancies and extends to cultivating a diverse and inclusive workforce. In the end, the success of businesses in the UK will depend on their ability to adapt and evolve in response to these complex and evolving dynamics.
Ultimately, the question of “Where did Britain go wrong?”cannot be answered through a singular lens. The answer lies in its failure to adapt to changing global dynamics, its divisive immigration policies, the implementation of the Rwanda Bill, and its struggles with diversity and inclusion. Brexit may have provided a catalyst for these issues to surface, but they existed long before the referendum and will continue to shape the country’s future. These are interconnected threads woven into the fabric of the nation’s identity. It is complex and multifaceted, rooted in historical legacies, political decisions, and societal attitudes. If Britain hopes to reverse the exodus of foreign workers and remain competitive on the global stage, it must confront its past and present realities honestly and prioritise creating an environment that is welcoming, inclusive, and conducive to talent retention where all individuals, regardless of their background, can contribute and thrive. By confronting these challenges head-on and embracing the richness of its diverse tapestry, Britain can chart a path towards a more inclusive and prosperous future for all. Failure to do so could have long-lasting repercussions for the country’s economy and reputation on the world stage.
REFERENCES
• https://www.bbc.co.uk/news/explainers-61782866
• https://edition.cnn.com/2024/04/22/uk/uk-passes-rwanda-bill-intl/index.html
Centre for Brexit Studies Blog 