Business leaders' perceptions of how workplace charters can reduce health inequalities for employees in West Yorkshire, England: a qualitative study.

BACKGROUND

Workplace interventions to increase the number of good quality jobs can help reduce widening health inequalities in England and are an important area for public health research. Over the past decade, workplace charters led by local and regional government authorities have become increasingly popular. Charters typically include commitments on workplace practices-such as job security, pay, wellbeing, and employee voice-and an assessment and award process. Still, there is limited knowledge on how this intervention works. We aimed to understand the views of business leaders on how workplace charters can reduce health inequalities for employees.

METHODS

In this qualitative study, 12 business leaders in West Yorkshire were purposively recruited (seven [58%] female, and five [42%] male) through the West Yorkshire Combined Authority, covering different business sizes and sectors. Business leaders were recruited, as key stakeholders who decide whether to engage with charters. Semi-structured interviews were conducted between Aug 3, and Sept 7, 2022. Interviews were transcribed and analysed using reflexive thematic analysis to identify perceived charter mechanisms to reduce health inequalities, alongside emergent barriers to charter implementation. Ethics approval was granted by the University of Sheffield Research Ethics Committee. Participants gave written informed consent.

FINDINGS

Business leaders perceived multiple charter mechanisms to reduce health inequalities: the charter to benchmark workplace practices, facilitate a business community, act as a credible badge for fair employers, and open a dialogue with partners. Three key emergent barriers to charter implementation were also identified, including different perceptions of fair work among business leaders, concern about significant charter demands for smaller businesses, and perceived external constraints from the political, social, and economic environment.

INTERPRETATION

Business leaders' views affirmed that workplace charters are collectively perceived as a potential tool to address differential workplace practices and reduce health inequalities. However, due to substantial barriers identified, this study suggested that workplace charters could also exclude particular organisations and generate health inequalities. Charter providers must reconcile the tension between the collective aspiration, and practical reality of workplace charters. If reconciled, workplace charters could potentially be a timely and meaningful intervention to help reduce health inequalities in England.

FUNDING

None.