Almost a sixth of all Black and minority ethnic (BME) staff working at English NHS trusts have experienced discrimination from co-workers in the last year, and face barriers to progressing in their organisations, according to a new report.
The latest the NHS Workforce Race Equality Standard (WRES), an annual report which evaluates progress made in improving inclusivity in the health service in England, was published this week.
“It’s still deeply painful to see the same patterns repeated year after year”
Neomi Bennett
Since the first iteration of the report was published in 2016, the disparities between BME and White staff have closed somewhat, according to NHS England workforce, training and education officer Dr Navina Evans.
However, the most recent figures – accurate as of March 2024 – still paint a difficult picture for minority ethnic staff.
Around a fifth (21%) of White staff reported experiencing harassment, bulling or abuse from other workers in their organisation in the previous year.
This figure, however, was drastically higher for White Gypsy or Irish Traveller women (34%) and men (43%).
It was also significantly higher for BME staff, 25% of whom reported experiencing it in the past 12 months.
Almost every single NHS trust in England (99%), reported a higher percentage of BME staff than White staff experiencing discrimination from a colleague in the previous year, with 18% of female BME registered nurses or midwives reporting having experienced it.
Of the entire NHS workforce, 15.5% of BME staff experienced discrimination. Among Black women, the figure stood at 18%.
BME staff were also found to be 1.25 more likely than their White counterparts to end up in a formal disciplinary process, a longstanding phenomenon known as the racial “disciplinary gap”.
This, the report said, was a “deterioration” on the previous year.
Dr Evans highlighted that, despite “significant progress” since the first WRES was published, there was still work to do in particular surrounding equal career opportunities.
WRES outlined the challenges minority ethnic nurses, midwives and other healthcare workers found in securing a job, and in progressing within their organisations.
White applicants at 80% of trusts were “significantly more likely” to be appointed from shortlisting, the report said. This was an increase from 76% in previous years.
BME staff were also less likely than white staff to feel their trust provides “equal opportunities” for progression.
The data showed that BME staff were most represented at Agenda for Change Band 5, which is entry-level for registered nurses and midwives; 42% of this pay bracket was occupied by minority ethnic workers.
This representation, however, declined significantly at the higher levels of clinical pay: only 12% of band 9 workers were BME and for those at very senior manager level it was 13%.
Neomi Bennett, registered nurse and founder of racial justice group Equality 4 Black Nurses, said none of the figures from the new WRES report surprised her.
However, she said: “It’s still deeply painful to see the same patterns repeated year after year.”
Neomi Bennett
Ms Bennett told Nursing Times that “more and more” nurses are seeking support from her organisation due to discrimination, being blocked from promotion, or unfair disciplinary cases.
“It’s exhausting and it’s not improving fast enough,” said Ms Bennett.
“One of the most worrying trends is how the disciplinary process is being used disproportionately against Black nurses.
“It doesn’t stop there – we’re also seeing those same nurses then referred to the [Nursing and Midwifery Council], often without solid grounds.
“That referral becomes a weapon, used to damage careers, delay progression, and create a climate of fear. It’s part of the same pipeline of structural racism, just dressed up as ‘professional regulation’.”
Ms Bennett welcomed the findings of slight improvements in the representation of BME staff at board-level of NHS trusts.
However, she said “we can’t pretend this is progress” in light of the damning statistics regarding career progression disparities.
Ms Bennett added: “These aren’t abstract numbers. Behind them are real people – nurses trying to do their jobs, often while being bullied, overlooked, or treated as a threat.”
Professor Nicola Ranger, Royal College of Nursing general secretary and chief executive, similarly added: “It is clear that despite pledges to improve the situation, for too many, discrimination and inequality in the NHS remain.
“While funding for equality diversity and inclusion roles remains under attack, NHS leaders should see this report as a wake-up call that they need to do more to protect staff and end this abuse of our diverse workforce.”
