Key Summary
- A survey of over 300 communications professionals found that 26 percent of BME staff said they expect to leave the NHS within three years
- Many reported experiencing racism, discrimination, microaggressions, biases and a lack of cultural understanding within their workplaces
- Nearly two-thirds of BME communicators said they are dissatisfied with the culture within the NHS and are sceptical of diversity initiatives
A new report has called upon NHS leaders to take urgent action to avoid a talent drain of ethnic minority communications staff due to poor experiences, discrimination, and a lack of trust in management.
The report formulated by the Taskforce for Diversity in NHS Communications, published by the NHS Confederation, NHS Providers and the Centre for Health Communication Research (CHCR), sets out a series of recommendations to address the substantial gaps between black and minority ethnic (BME) communicators' career aspirations and their NHS experience and outcomes.
A survey of over 300 communications professionals found that 26 percent of BME staff said they expect to leave the NHS within three years.
Many reported experiencing racism, discrimination, microaggressions, biases, and a lack of cultural understanding within their workplaces, which is hurting ethnic minority communications staff’s sense of belonging, job satisfaction, and overall well-being.
Nearly two-thirds of BME communicators (63 per cent) said they are dissatisfied with the culture within the NHS and view current diversity initiatives as “tick-box exercises” that fail to address underlying issues.
The Taskforce has developed a Charter with achievable and measurable actions to support the development of a diverse communications and engagement profession for the NHS, supported by strong allyship and advocacy.
In signing the charter, NHS leaders and senior managers will be encouraged to take personal responsibility for challenging racism and championing diversity.
The Taskforce aims to have at least 15 percent of the most senior NHS communications professionals from an ethnic minority background by 2030, up from 5 percent in the most recent assessment.
The report outlined a series of recommendations to enhance diversity among NHS communicators and support BME employees in advancing their careers.
These include shortlisting and interviewing every BME candidate who meets the minimum criteria, and collaborating with educational institutions to create placements and mentorship programmes that target diverse students.
The report has also called for the development of a comprehensive competency framework for NHS communications roles that clearly articulates what ethnic minority and other communications professionals need to do to advance to the most senior roles in the profession.
