Key Summary
- The taskforce, established by the NHS Confederation, comprises senior leaders the public, private and third sectors
- It aims to support the development of a diverse communications for the NHS and across the public sector
- The aim is to have at least 15 per cent of the most senior NHS communications professionals from an ethnic minority background by 2030
The Taskforce for Diversity in NHS Communications has urged health leaders to do more to tackle bias and discrimination in the sector to stem the flight of ethnic minority staff from the profession.
The taskforce, established by the NHS Confederation, comprises senior leaders from the public, private, and third sectors.
It aims to support the development of diverse communications for the NHS and across the public sector.
The taskforce is urging CEOs, chairs and communications leads to join its Diversity Charter as part of collective action to tackle racial inequalities in NHS Communications.
The charter was published along with the ‘Breaking Barriers’ report in July 2025, and so far, over a hundred individuals have signed up.
It is backed by extensive research, including a survey that found 26 percent of communicators from ethnic minorities working in the NHS in England said they expected to leave the service within three years.
The taskforce has been focusing on the racial inequalities that persist within NHS communications, as they do in other parts of the NHS workforce, and the steps needed to tackle them.
The charter’s aim is to have at least 15 per cent of the most senior NHS communications professionals from an ethnic minority background by 2030.
It pointed out that at present, only around 5 percent of senior NHS Communications professionals are from an ethnic minority background.
Around 61 per cent of senior NHS communicators reported that their communications workforce does not reflect the local communities they serve.
In a separate survey carried out by the taskforce, almost two-thirds of communications professionals (63 per cent) said they were dissatisfied with the culture within the NHS.
The chair of the Taskforce for Diversity in NHS Communications, Edna Boampong, said, “The taskforce’s report lifted the veil on how ethnic minority communicators consistently identify institutional racism and structural disadvantage as part of their working lives.
“Diversity in communication roles isn’t just a moral imperative – it’s essential for building trust and delivering services that truly meet the needs of every community.
"By signing the Diversity Charter, people are making a public commitment to challenge bias, champion inclusion and ensure that our communications workforce reflects the rich diversity of the people we serve.
Edna thanked the leaders for signing the Diversity Charter.
"This is how we create lasting change, retain talented BME communicators and inspire the next generation of leaders,” she added.
Sheeraz Gulsher, co-founder of People Like Us, a not-for-profit supporting people from minority ethnic backgrounds, said, “The NHS, more than most organisations, cannot afford to lose skilled communicators who bring cultural insight, trust, and genuine connection to the communities it serves.
“When bias and inequality push people out, the consequences reach far beyond the workplace."
