Diversity and inclusion is key at all levels across the NHS
18 November 2015
- NHS managers are urged to lead a new drive to stamp out discrimination in all parts of the health service
- New analysis uses 2014 NHS Staff Survey data to assess the situation across NHS staff
- We say that diverse teams bring different skills, experience and knowledge to the table
Recent research demonstrates that little progress has been made in the past 20 years to address the issue of discrimination against black, minority and ethnic (BME) staff in the NHS. There is evidence too of discrimination experienced by many other groups including women, lesbian, gay, bisexual and transgender (LGBT) staff, people with disabilities and religious groups.
There is increasing evidence of a strong link between having a diverse NHS workforce and good patient care
In this new report, Making the difference: diversity and inclusion in the NHS, The King’s Fund uses data from the 2014 NHS Staff Survey to assess the situation across NHS staff before drawing on wider work on climates of inclusion to suggest comprehensive strategies to bring about long term change. The data looked at discrimination within the NHS, between managers and staff, between colleagues, but also from patients and members of the public. The report also addresses the question of how to make a difference at individual, team, organisational and national levels.
Saffron Cordery, director of policy and strategy, NHS Providers, said: "Today’s report builds on the NHS’ core values, including respect and dignity, compassion, and inclusion. Given the diversity of the NHS workforce, these values have particular significance and there is increasing evidence of a strong link between having a diverse NHS workforce, in which all staff members’ contributions are valued, and good patient care.
"Diverse teams bring different skills, experience and knowledge to the table. NHS Providers’ race equality report, Leading by example: the race equality opportunity for NHS provider boards, recognises this attribute and sets out the business case for change, including examples of trusts who have taken steps to improve race equality within their workforces."