• NHS England publishes second Workforce Race Equality Standard report
• Report reveals progress from trusts but BME staff still suffer from discrimination at work and disproportionate representation at board level
• We say more can be done to achieve diversity in the workplace which is a key part of addressing the wider challenges faced by the NHS.

NHS England has published its 2016 annual data report on NHS Workforce Race Equality Standard.

The report finds:

• White shortlisted job applicants are 1.57 times more likely to be appointed from shortlisting than BME shortlisted applicants
• The proportion of very senior managers from BME backgrounds increased by 4.4% from 2015 to 2016 but representation at board level remains significantly lower than BME representation in the overall NHS workforce
• BME staff remain significantly more likely to experience discrimination at work from colleagues and their managers
• BME staff remain more likely than white staff to experience harassment, bullying or abuse from other staff though this fell very slightly last year

Responding to the NHS workforce race equality standard report, the director of strategy and policy at NHS Providers, Saffron Cordery said:

“We welcome this important report on race equality and diversity – it shows that progress is being made, with many NHS trusts developing good practice which is helping to deliver results for staff, patients and the public.

“However, we acknowledge that more can be done. Diversity in the workforce is not only a moral obligation, but also leads to better productivity, better staff morale and in turn better care for patients and the public. This report will help to ensure that race equality and diversity remain a key part of addressing the wider challenges faced by the NHS.

Diversity in the workforce is not only a moral obligation, but also leads to better productivity, better staff morale and in turn better care for patients and the public.

“The report once again shows that black and minority ethnic staff remain significantly more likely to suffer discrimination from colleagues and managers, and remain less likely to be appointed from shortlisting than white candidates. This is an area the NHS needs to continue to make progress in.

“We are pleased that other parts of the health service are applying the Workforce Race Equality Standard guidelines to their organisations and have published those findings. Local organisations need support from national bodies to share this best practice and deliver solutions which benefit the whole service.”