NHS faces exodus of ethnic minority talent without decisive action, warns Diversity Taskforce

Over a quarter of ethnic minority communicators may leave the NHS within three years

A new survey has highlighted concerning trends among ethnic minority communications professionals in the NHS, with many reporting negative workplace experiences and considering leaving their roles.

Over a quarter (26 per cent) of ethnic minority NHS communications professionals surveyed stated that do not envisage remaining in their roles three years from now.

Key reasons they cited include poor relationships with management (37per cent), dissatisfaction with the institution (34 per cent), and structural racism (32 per cent).

Over 300 ethnic minority communication and engagement specialists from the NHS, charity, and commercial sectors participated in the study, conducted by the Taskforce for Diversity in NHS Communications. The survey collected their views to examine their unique experiences and challenges.

Despite their high levels of education and career ambitions—97per cent  hold a degree or higher, and over 90 per cent aspire to promotion within three years — many professionals now feel disillusioned.

More than half (55 per cent) of respondents expressed a lack of confidence in being promoted to senior roles.

The survey revealed disparities in career satisfaction, with Asian and Black professionals reporting significantly lower experiences compared to their mixed-heritage peers.

Among Black and Asian respondents, 39 per cent identified structural racism as a primary reason for considering leaving the NHS.

Two-thirds (68 per cent) of professionals who left the NHS for other sectors stated their current workplace was better than the NHS.

Edna Boampong, Taskforce chair and programme director for Diverse and Inclusive Communications for the NHS Confederation, expressed concern over the findings: "Staff are coming into the health service passionate about the work we do and keen to build successful careers, only to become disillusioned and feel that they don't belong.”

She found it particularly alarming that individuals from mixed-heritage backgrounds have better experiences in communications than their Black and Asian peers.

“It appears that in 2024, a person's heritage and the colour of their skin continues to limit their career potential and ability to thrive in their career,” she stated.

Boampong warned that without decisive action, the NHS risks losing “experienced, dedicated and ambitious communicators” from ethnic minority backgrounds.

Matthew Taylor, chief executive of the NHS Confederation, added that the loss of these individuals is a significant loss for the NHS and its communications profession.

Taylor cautioned that “without a truly diverse and representative workforce, we risk not being able to engage effectively with the communities we serve and damaging hard-won trust with those groups."

Saffron Cordery, deputy chief executive of NHS Providers, stressed that urgent need to take decisive steps.

The taskforce invites leaders to come together to develop meaningful recommendations for change to enrich the communications profession and create a diverse pipeline of future leaders.

The Taskforce for Diversity in NHS Communications was launched July 2024 by the NHS Confederation, NHS Providers, and the Centre for Health Communications Research in response to concern over a lack of diversity in NHS communication roles, particularly at a senior level.

In the coming months, the taskforce plans to engage with NHS leaders and host workshops to share the data and develop practical recommendations to improving diversity in the NHS communications workforce.

A final report is expected to be published in the spring of 2025.