Insight

Despite national efforts, ethnic minority staff remain underrepresented in senior NHS roles, with disparities in recruitment persisting (1).

In 2022 the NHS workforce race equality standard (WRES) reported a fall in the number of black and ethnic minority executives in the NHS (2). WRES also recognised that in 2020 40% of ethnic minority staff reported experiencing discrimination from a manager, team leader or colleague in the previous 12 months (3).

Inequalities of any kind are at odds with the values of the NHS and fair treatment of staff is linked to better clinical outcomes and better experiences of care for patients (2)(3). Subsequently, the East of England’s Leadership Development Programme aimed to support the progression and visibility of ethnic minority talent across the region. Initial scoping highlighted the value of targeted mentoring and sponsorship programmes, the need to build inclusive leadership and cultural intelligence, and the opportunity to better manage the talent of ethnic minority staff.

Intervention

Building on the success of the 2023 Maternity & Neonatal Leadership Development Programme, funding from NHS England facilitated the expansion of the initiative to include the enrolment of a wider range of staff. The programme was led by Health Innovation East and funding was provided several NHS England bodies: the Chief Nursing Officer (CNO) and Chief Midwifery Officer (CMidO) Ethnic Minority Action Plan (EMAP), Regional Chief Allied Health Professionals (AHP), Nurses Directorate and Equality, Diversity and Inclusion – Workforce Training and Education).

Delivered over six months and concluding in September 2024, the programme aimed to increase ethnic minority representation at senior levels and ensure equitable access to leadership development opportunities.

The programme focused on several priorities: improving representation in Band 6 roles and above, increasing participation in senior roles and board positions, enhancing access to development opportunities, and reducing disparities in disciplinary action by promoting non-discriminatory, anti-racist practices.

Applications were open to Band 6 and 7 ethnic minority nurses, allied health professionals (AHPs), and social workers. Priority was given to those with over two years’ experience at their current band, those who had been unsuccessful in applying for promotion and individuals from groups facing the highest levels of discrimination according to WRES data. Of 183 applicants, 45 were enrolled: 33 nurses, 10 AHPs, and two social workers.

Participants engaged in a blend of in-person events, online workshops, and self-directed learning. They completed leadership development activities, action learning sets, and a quality improvement (QI) project. Additionally, each participant submitted a degree-level reflective essay which was graded by somebody external to the programme.

The programme helped participants build professional networks, boost confidence, understand their leadership style, and navigate development opportunities. It also supported wellbeing, inclusion, and the creation of a more equitable workplace culture across the region.

Impact

Following the completion of the programme, many participants advanced in their careers – obtaining promotions or transitioning into other, high-level roles. One nurse was also shortlisted for a National BAME inclusion award, and another nurse was a keynote speaker at a regional LGBTQ+ event. An AHP also received a commendation from the Chartered Society of Physiotherapy for setting up a mentoring scheme for internationally educated colleagues.

Following the degree-level essay, programme participants also received five distinctions, 14 merits, and 20 passes.

Overall, feedback on this programme was overwhelmingly positive; some of the most highly rated sessions include ‘building a coaching culture’ and ‘leading for improvement’.

It is hoped that alumni from previous iterations of the programme will play an integral role in ensuring future generations can develop their careers along equitable paths, ensuring the continuation of successes.