BME staff report more equitable experience at work
We are making slow but steady progress towards becoming a truly inclusive organisation according to the latest race equality workforce survey.
While disparities remain between the experience of Black and minority ethnic (BME) colleagues and those of White members of staff, the gap is gradually closing.
Six out of ten staff are BME and they are reporting the lowest levels of bullying, harassment and discrimination since we started monitoring this six years ago.
In addition, more than ever before believe that opportunities to advance their careers are fair, and more are being appointed to leadership positions across the group.
These modest gains in the latest Workforce Race Equality Standards (WRES) are a testament to our WeBelong [pdf] 6MB approach towards fostering a fair and just culture.
Ajit Abraham, group director for inclusion and equity, said: “The progress we made over the past year is encouraging, but also a reminder of the work that still lies ahead. We must remain vigilant to reduce the gap in experience between our BME and White colleagues. Our action plan will focus on scaling up the impact of our existing programmes so they reach and benefit all staff groups.”
For example, the proportion of BME colleagues experiencing bullying and harassment from colleagues fell to 29% this year from a high of 33% in 2020. Although this remains higher than White staff (27%) the gap between the two groups fell by four percentage points.
The proportion facing discrimination also fell to 16% (from over 19% in 2023), even though their experiences remained relatively worse than White staff (11%).
Meanwhile 45% of BME colleagues now believe the trust offers equal opportunities for career progression, a 6% improvement since 2021, with BME leaders occupying over 39% of posts at 8a and above.
The report attributes these improvements to the roll-out of our cultural intelligence and career development programmes, and work to develop compassionate and inclusive leadership.
Nevertheless it notes a significant gap remains at the top, with only 16% of BME staff in very senior management positions and no Black colleagues among them.
Among our hospitals, Newham has the most BME staff (75%) and the highest senior representation (58%), but also the highest reported discrimination (19%). Whipps Cross (with 70% BME staff and 52% at 8a and above) has the most confidence in career progression (49%) and the lowest reported bullying (28%).
BME staff report more equitable experience at work
We are making slow but steady progress towards becoming a truly inclusive organisation according to the latest race equality workforce survey.
While disparities remain between the experience of Black and minority ethnic (BME) colleagues and those of White members of staff, the gap is gradually closing.
Six out of ten staff are BME and they are reporting the lowest levels of bullying, harassment and discrimination since we started monitoring this six years ago.
In addition, more than ever before believe that opportunities to advance their careers are fair, and more are being appointed to leadership positions across the group.
These modest gains in the latest Workforce Race Equality Standards (WRES) are a testament to our WeBelong [pdf] 6MB approach towards fostering a fair and just culture.
The Workforce Race Equality Standards report 2023-24[docx] 530KB shows improvements across the board over time, despite annual fluctuations in the eight metrics measured and continuing disparities.
For example, the proportion of BME colleagues experiencing bullying and harassment from colleagues fell to 29% this year from a high of 33% in 2020. Although this remains higher than White staff (27%) the gap between the two groups fell by four percentage points.
The proportion facing discrimination also fell to 16% (from over 19% in 2023), even though their experiences remained relatively worse than White staff (11%).
Meanwhile 45% of BME colleagues now believe the trust offers equal opportunities for career progression, a 6% improvement since 2021, with BME leaders occupying over 39% of posts at 8a and above.
The report attributes these improvements to the roll-out of our cultural intelligence and career development programmes, and work to develop compassionate and inclusive leadership.
Nevertheless it notes a significant gap remains at the top, with only 16% of BME staff in very senior management positions and no Black colleagues among them.
Among our hospitals, Newham has the most BME staff (75%) and the highest senior representation (58%), but also the highest reported discrimination (19%). Whipps Cross (with 70% BME staff and 52% at 8a and above) has the most confidence in career progression (49%) and the lowest reported bullying (28%).
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