The document discusses race equality, both past and present, in the NHS. It summarizes Sir William Macpherson's definition of institutional racism and the general duties outlined in the Race Relations (Amendment) Act 2000 to eliminate unlawful discrimination, promote equality of opportunity, and promote good relations between racial groups. Currently, the NHS fails to provide appropriate services and employment opportunities for BME communities and staff. The NHS BME Network aims to be an independent and effective voice for BME staff, patients, and service users to hold NHS organizations accountable and ensure statutory race equality duties are fulfilled through a bottom-up approach.

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
Hope, Change and
discussed openly,Bottom Up
dispassionately and

10. Background
Bottom Up
Hope Change and Bottom

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