The amended Terms of Reference of the Inquiry

  1. To inquire into the employment and recruitment practices in the meat and poultry processing sector in England and Wales in respect of atypical workers, and to determine their prevalence among different racial groups.
  2. To identify the terms, conditions and working arrangements of workers in these sectors and the extent of and reasons for the differentials in the treatment afforded to atypical workers by comparison with workers with permanent or directly-employed status.
  3. To assess the extent to which the differentials in treatment are related directly and/or indirectly to the nationality or national origins of the workers.
  4. To examine the underlying causes, consequences and impact, including impact on social cohesion, of the differences in treatment between different groups of workers.
  5. To identify good practice in relation to employment and recruitment practices and consider how to ensure their applicability throughout the industry.
  6. To assess how progress can be made towards substantive equality of opportunity for workers and recruits within the meat and poultry processing sector.
  7. To make such recommendations as are appropriate.

Definitions

‘Atypical employment’ will be taken to include agency workers, workers defined, by their contracts as ‘self-employed’, temporary workers, and any other workers without permanent employment status).

Amendments were made following representations to the Commission after the launch of the Inquiry. the original Terms of Reference were

  1. To inquire into the employment and recruitment practices in the meat and poultry processing sectors in England and Wales in respect of agency, temporary and atypical workers, and to determine their prevalence among different racial groups.
  2. To identify the terms, conditions and working arrangements of workers in these sectors and the extent of and reasons for the differentials in the treatment afforded to agency, temporary and atypical workers by comparison with workers with permanent or directly-employed status.
  3. To assess the extent to which the differentials in treatment are related to the nationality or national origins of the workers.
  4. To examine the underlying causes, consequences and impact, including impact on social cohesion, of the differences in treatment between different groups of workers.
  5. To identify good practice in relation to employment and recruitment practices and consider their applicability throughout the industry.
  6. To assess how progress can be made towards substantive equality of opportunity for workers and recruits within the meat packing sector.
  7. To make such recommendations as are appropriate.

Last updated: 26 May 2016