Despite there being slight national improvements, year-on-year, across most of the indicators measured, the evidence tells us that significant work needs to be done.
Nationally, 19.7 per cent of the NHS and CCG workforce is made up of BME staff. In the North West (NW), this equates to 11.4 percent of the workforce. This is compared to London where the workforce is the most diverse with almost 50 per cent of staff coming from a BME background.
Out of 34 NW trusts, the data shows that only five show that a BME candidate is more likely to be successful in securing a role from shortlisting. Overall, in the NW, a white candidate has a 1.5 per cent greater chance (1.46 nationally) but this report presents us with an opportunity to learn from those trusts in this region where equality of opportunity is evident.
Whilst locally and nationally there has been improvements on last year's figures regarding the likelihood of BME staff entering the disciplinary process compare to white colleagues, BME staff are still more likely (1.06 times) to find themselves subject to disciplinary action and referral to the regulator (NMC). None of the NW trusts are named amongst the worst performing in the report.
BME staff in the NW are less likely to access non mandatory training and CPD than white colleagues. The NW was amongst the worst performing nationally in this area (1.26 times more likely).
Figures for the number of BME staff experiencing bullying and harassment from patients or relatives over the last 12 months remained static compared to previous years. The region performed better when compared to others nationally, with five trusts being highlighted as having better practice in this area.
Despite any improvements, BME staff in the NW have seen an increase in bullying and harassment from staff and colleagues in the last 12 months rising from 25.6 per cent to 27.2 per cent.
Whilst BME staff in two regional trusts felt that their employer offered a reasonable opportunity for career progression compared to white staff according to the data, white staff have a higher positive perception than BME staff.
Figures for BME staff facing discrimination in the workplace from a manager, team leader or colleague compared to white staff has remained static in comparison to previous years. Regionally, just over 14 percent of BME staff compared to 6 per cent white staff stated this was something they had experienced.
The region reported an increase of nearly 1.5 per cent, compared to the previous year, of the number of BME board or voting members across trusts. Despite this, there are still 13 trusts across the region with no BME representation. The number of executive board members has risen by five in the past year with non-exec members increasing by three.
RCN North West Regional Director Estephanie Dunn said: “There can be no room for racism across the health and social care sector and certainly no place for it within the nursing profession.
“This report is further evidence of the damaging impact of discrimination on the lives and careers of BME nurses and healthcare support workers. It is unacceptable that they have less chance of being shortlisted, accessing career development and career progression. It is equally questionable to find that they are more likely to be formally disciplined than their white colleagues.”
The RCN has worked with a few trusts, including some of the better performers, across the region as part of is Cultural Ambassador Programme. The programme aims to identify and challenge instances of discrimination and places a specially trained member of trust staff from a BME background onto investigations and disciplinary panels where a BME member of staff is involved.
Estephanie added: “BME staff continue to face an uphill struggle for equal access to career opportunities and to be treated fairly in the workplace. This makes the work of the RCN’s Cultural Ambassador Programme even more important for promoting equality and inclusion for all NHS staff and benefiting care delivery from a diverse, confident and valued group of staff.
“Racial inequality in the workplace can affect patient care and it is now time for employers to take robust action to address this problem across the sector. At a time where the profession is crying out for nursing staff it is an outrage that there appears to be systemic bias and discrimination in some organisations.
"I’m pleased there are some improvements on indicators across the region, and small numbers of BME staff securing more senior and Board positions however, we still have a very long way to go towards greater equality and stamping out these corrosive attitudes and behaviours.”
The full regional WRES data and report can be accessed .
