The NHS workforce is more diverse than at any other point in its history, according to an annual report into race equality across the health service.
The recently published NHS Workforce Race Equality Standard shows Black and minority ethnic (BME) staff make up almost a quarter of the workforce overall (24.2% or 383,706 staff) – an increase of 27,500 people since 2021 (22.4% of staff).
The analysis shows more than two fifths (42%) of doctors, dentists, and consultants, and almost a third (29.2%) of our nurses, midwives, and health visitors are from Black and minority ethnic backgrounds.
While the figures also show an increase in representation at board level – including executive board roles – BME staff still remain proportionally under-represented in senior positions, which is why the Long Term Plan has called on every NHS trust to set its own target for senior BME representation reflective of their overall workforce.
The number of Black and minority ethnic board members across all NHS trusts has increased to 13.2% in 2022, up from 12.6% the year before, and almost double what it was in 2017 (7%). In the past 12 months, BME very senior managers have increased from 9.2% to 10.3% (an increase of 51 – up from 290 in 2021 to 341 in 2022).
The Messenger review of NHS leadership, published in June 2022, highlighted within its recommendations the importance of equality, diversity and inclusive leadership.
Amanda Pritchard, chief executive of NHS England, said: “Figures from the Workforce Race Equality Standard report show the number of BME staff in very senior roles and on NHS boards continuing to go in the right direction, which evidence shows is not only better for staff, but for patients too. But we know there is still significant room for improvement to change the experience of BME staff, which is why we are continuing to support local NHS organisations to help them tackle race inequality – including setting local targets to ensure their senior leadership is fully representative.”
The figures have been published alongside a new medical WRES action plan, which has been jointly developed by royal medical colleges and regulators.
Based on data and evidence gathered through the WRES report, the plan sets out the “first five” practical actions to tackle existing inequalities in the medical workforce. This includes steps to reduce disproportionate representation of international medical graduates in General Medical Council referrals, improve diversity in senior medical leadership appointments, and increase BME representation in the councils of royal medical colleges to better reflect the workforce.
Read the Workforce Race Equality Standard report.
Read the Medical Workforce Race Equality Standard report.