The document discusses race equality past, present, and future in the NHS. It summarizes that institutional racism can be detected through unwitting prejudice, ignorance and thoughtlessness that disadvantages ethnic minority people. Current legislation aims to eliminate unlawful discrimination and promote equality. However, evidence shows ethnic minority NHS staff are underrepresented in senior roles and overrepresented in disciplinary actions. Data on ethnic minority patient experiences is also lacking. The NHS BME Network vision is to ensure the NHS delivers on race equality duties through an independent voice for ethnic minority staff, patients, and service users. Changes are needed like eliminating workplace discrimination and ensuring quality care for all.

1. Race Equality-Past, Present & Future
Dr Vivienne Lyfar-Cissé
Transitional Lead
NHS BME Network

2. Sir William Macpherson defined institutional racism as:-
“the collective failure of an organisation to provide an appropriate and
professional service to people because of their colour, culture or ethnic
origin. It can be detected in processes, attitudes or behaviour which
amount to discrimination through unwitting prejudice, ignorance,
thoughtlessness and racist stereotyping which disadvantages minority
ethnic people.”

3. The Race Relations (Amendment) Act (RRAA) 2000
General Duties
 eliminate unlawful discrimination
 promote equality of opportunity and
 promote good relations between people of different racial groups

6. What is the Evidence Based Reality?
BME Staff
 BME staff make up 15 per cent of the workforce
 BME staff disproportionately represented on disciplinaries; grievances;
bullying & harassment; capability and employment tribunal
 BME staff are less likely to be appointed from a shortlist
 BME staff grossly under-represented at senior management level, and over
represented at AfC Band 5
 Failure to collect, record and analyse workforce data or undertake race
equality impact assessments

7. What is the Evidence Based Reality?
BME Communities
A failure to:-
 Collect ethnic monitoring data for patients and service users
 Engage and consult BME communities
 Address the health needs of BME communities
 Address barriers to access

8. The Vision
NHS BME Network
“an independent and effective voice for BME
staff, BME patients and BME service users
to ensure the NHS delivers on its statutory
duties regarding race equality”
Hope, Change and Bottom Up

9. Naaz Coker Racism in Medicine (2001)
describes racism as:
“one of the most difficult and painful words in the
English language. It is a word that inspires fear,
anger and revulsion in equal measures from all
manner of people. It both describes and creates
barriers between people. It is a work associated
with conflict, with power and ideology. Not
surprisingly then it is a word that gets a great deal
of use but which is rarely discussed openly,
dispassionately and with neither malice or
dismissiveness”.
Hope, Change and Bottom Up

10. Background
Bottom Up
Hope Change and Bottom up

11. NHS BME NETWORK
Operational Framework 2010/11

12. NHS BME NETWORK
• An independent and effective voice for BME staff, BME patients and
BME service users
• Active Partner in the elimination of racism in the NHS
• Bottom up approach-empowering of BME staff
• Making NHS organisations accountable
• Delivery of quality service to BME people
- Memorandum of Understanding with the Care Quality Commission
- Memorandum of Understanding with the Department of Health??
• Developing Talent and Inspiring BME Leaders

13. Changes Required
 Elimination of discrimination in the workplace
 Delivery of quality services to BME people
 NHS organisation to be held accountable
Hope, Change and Bottom Up

14. Criteria for Change
 Leadership
 Commitment from senior managers
 BME people (staff, patients & service
users are equal partners)
 Adequate resources
Hope, Change and Bottom Up

15. Hope
“Hope that is not backed by action is likely to
remain an unfulfilled dream”
Hope, Change and Bottom Up