Cheryl Samuels, Deputy Director of Workforce Transformation - London Region and Chair of Deputy Directors of HR Network, NHS England & NHS Improvement, shares how the HR & OD profession has the power to transform peoples working lives for the better. Last year the HPMA London Academy, in partnership with the Deputy HR Directors Network, commissioned an external consultant - Synergised Solutions Ltd - to undertake independent research into the lived experience of Black, Asian and minority ethnic HR/OD professionals. As a result earlier this year HPMA launched a social movement for change using the hashtag #InclusiveHR on Twitter, where they have promoted the positive and deliberate steps the HR & OD profession is taking to promote and advance equality and inclusion. Cheryl will share the the report findings and the actions needed to be taken for change.

1. #InclusiveHR
The HR & OD Profession:
Must Act Now to Become Diverse & Inclusive
Cheryl Samuels
Deputy Director of Workforce Transformation
26 November 2021

2. My motivation –
Cheryl Samuels
David R. Williams: How racism makes us sick | TED Talk

3. 3 |
Anti-racism
Racist: "One who is supporting a racist policy through
their actions or inaction or expressing a racist idea."
Anti-Racist: "One who is supporting an anti-racist policy
through their actions or expressing an anti-racist idea.”
Ibram X. Kendi, How To Be An AntiRacist

4. #InclusiveHR

5. Over 30 Pledges…
#Inclusive HR
Over 35 pledges so far from system leaders and
partners…

6. Experience of ethnic minority HR & OD professionals
in the NHS
Synergised Solutions Ltd & HPMA Response to the published Report:
https://www.hpma.org.uk/2020/12/14/launch-of-final-report/
Four Key Recommendations
1. Implement a robust career framework
2. Focused development of ethnic minority HR & OD professionals
3. Development of fairer employment practices for HR & OD professionals
4. provide stronger networks and opportunities for ethnic minority HR & OD professionals to raise
concerns around inequality and work collectively on finding resolution
The HPMA London Academy and the Workforce Profession Equality, Diversity and Inclusion Reference Group
conducted an enquiry into the experiences of ethnic minority NHS HR & OD professionals with regard to their
personal/professional development and career progression opportunities.
#InclusiveHR

7. Programme Overview
Creation of
advocates and
allies group
Anti racism
leadership
development
programme
High profile awareness
campaign/national
exposure
Baseline Data
Launch of the
HPMA
resource hub
#InclusiveHR

8. 8 |
National NHS Human Resources staff
Presentation title
• There are 15,319 Human Resources staff on ESR in October 2020, of which
• 79% are female
• 16% are BME
79%
21%
HR Gender
F % M %
16%
4%
80%
HR Ethnicity
BME % Unknown % White %
#InclusiveHR

9. 9 |
London NHS HR Staff
Presentation title
• There are 2,424 Human Resources staff on ESR in October 2020, of which
• 75% are female
• 45% are black, Asian, minority ethnic
75%
25%
HR Gender
F % M %
45%
5%
50%
HR Ethnicity
BME % Unknown % White %
#InclusiveHR

10. 10 |
NHS Human Resources staff
(by region, BME and pay band progression)
The general pattern shows a decreasing percentage of ethnic minorities in Human
Resources departments in higher pay bands.
London has a high percentage of BME compared to other regions.
0%
10%
20%
30%
40%
50%
60%
East Of England London Midlands North East And
Yorkshire
North West South East South West
Band 2 Band 3 Band 4 Band 5 Band 6 Band 7 Band 8a Band 8b Band 8c Band 8d Band 9

11. 11 |
BAME level-up / level-down
Presentation title
-50 -40 -30 -20 -10 0 10 20 30 40
Band 2
Band 3
Band 4
Band 5
Band 6
Band 7
Band 8a
Band 8b
Band 8c
Band 8d
Band 9
DECREASE INCREASE To increase the proportion of black,
Asian, minority ethnic to support the
representation
Level-up or level-down is a term used
to increase or decrease a number to
reduce the disparity.
Redistribution of people – Band 6
needs to reduce and Band 7 needs to
increase to level up the representation
to 45%
In this case the chart shows the
required headcount number to
increase or decrease by for black,
Asian, minority ethnic HR staff to be
representative in each pay band, to be
representative to the HR black, Asian,
minority ethnic London mean (45%).

12. Summary of Actions
Public Awareness
Campaign
HR & OD Resource Hub HPMA Course Providers Cultural Change
People Management
Article – March 2021
Launch HPMA Webpage of
Resources
30% more diverse course
providers from ethnic
minority
Anti racist leadership
development programme
launched on 12th August
Launch of Public Pledges Career Framework Greater diversity on all our
selection/development
centres
Personal Journeys to
Inclusion from Leaders
Launch of #InclusiveHR Career Journeys Case Studies of Step
Change in HR & OD Depts
HPMA National Newsletter
Articles
CIPD Case Study Evaluation of Anti racist
Leadership Programme
Published independent
Report & Formal Response
Inclusive padlet of
resources
Promoting stretch
opportunities openly.
Publication of various blogs
Transparency, Visibility, Access, Opportunity, Growth
#InclusiveHR

13. Blogs/Articles
https://blog.insidegovernment.co.uk/centr
al-and-local-government/the-hr-od-
profession-must-act-now-to-become-
diverse-and-inclusive
https://www.miphealth.org.uk/home/new
s-campaigns/Features/feature-black-lives-
still-matter-cheryl-samuels.aspx
https://www.hpma.org.uk/news/
Exclusion to Inclusion

14. Aspirations & Outcomes
Create a greater sense of belonging
Ability to self assess and map gaps to
plan career moves
Greater sense of fairness
Create an authentic and inclusive
Culture
Greater clarity to progress within the
profession
Greater visibility of opportunities
To see diverse lived experience
examples – real people
Transparent opportunities
Greater visibility of all opportunities
Resources to support ethnic minority HR & OD professionals to realise their full potential
#InclusiveHR

15. Anti-Racist Leadership
• To create a genuine sense of
hope.
• To change the existing leadership
behaviours to be more inclusive.
• To attract and retain high quality
future HR & OD professionals,
from the ethnic minority
community.
• To deliver a step change in the
lived experience of ethnic
minority HR & OD professionals
#InclusiveHR

16. What can you do?
Run the
demographic
data in your HR
& OD function?
Review and
analyse the data
Understand the
lived experience
of HR & OD
colleagues
Co-design
interventions
and implement
Evaluate & shout
about it!
#InclusiveHR

17. #InclusiveHR
‘To maintain the status quo as leader,
knowing all we know about the real life
impact of inequalities and injustice, is a
bitter pill to swallow.’
Cheryl Samuels
Chair of the Deputy Directors of HR Network

18. Join the social movement
for change today
#InclusiveHR