Minority ethnic NHS staff more likely to face harassment, survey shows

Black or minority ethnic (BME) staff are more likely to face harassment, bullying or abuse compared to white staff across the NHS, according to the results of a new survey.

The inaugural report of the NHS Workforce Race Equality Standard (WRES) found that 75 per cent of all acute trusts show a higher percentage of BME staff facing harassment compared to white staff, while 22 per cent of acute trusts also showed a higher percentage and only five organisations included in the report indicated no gap between BME and white experience.

86 per cent of acute trusts reported that a higher percentage of BME staff do not believe their organisation offers equal opportunities for career progression, with 81 per cent of acute trusts reporting a higher proportion of BME staff having personally experienced discrimination from a manager or colleague.

In contrast, the levels of harassment, bullying or abuse from patients were found to be similar for BME and white staff.

Responding to the results, Simon Stevens, chief executive of NHS England, said: “This report provides unvarnished feedback to every hospital and trust across the NHS about the experiences of their BME staff. It confirms that while some employers have got it right, for many others these staff survey results are both deeply concerning and a clear call to action. As this is the first year of the WRES, it provides a transparent baseline from which each employer will now be seeking to improve.”

Joan Saddler, co-chair of the NHS Equality and Diversity Council and associate director at the NHS Confederation, said: “The report details findings from the initial WRES programme phase that exposes data trusts have traditionally collected but generally failed to act upon. The opportunity to improve care quality and staff motivation whilst supporting innovation is clearly signalled. Organisations that are serious about improvement for all, will begin planning to be ahead of the next programme phase of wider engagement and alignment of the WRES to a wide range of equality and inclusion approaches.”