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Diversity and inclusion

At the Fund and in the health and care system

The King’s Fund is committed to supporting greater diversity and inclusion both in our own work and across health and care systems. This is essential to deliver our vision and values – and our first step will be to transform our own mindsets, attitudes and behaviours. 

Our ambition

The King’s Fund wants to be able to talk about, value and promote diversity openly and confidently in the health and social care system. To do this, we need to continually challenge ourselves about, and learn from, our own experience of diversity. Our workforce is drawn from the widest possible pool of talent, is selected on merit and on the values we share as an organisation. We appreciate difference as a source of learning, creativity and effectiveness. 

To achieve our ambition and speak with credibility about diversity and inclusion, we recognise that we have much to learn and change about our own working culture, attitudes and behaviours. 

Gender balance and BAME representation at the Fund

We are paying specific attention to improving the gender balance and BAME representation right across the organisation, especially at senior levels, among our networks and at our events.

As well as publishing our gender pay gap, we’ve shared our current salary levels by gender and ethnicity below:

Current salary levels by gender

Infographic showing current salary levels by gender

Current salary levels by ethnicity

Infographic showing current salary levels by ethnicity

Our diversity and inclusion programme

To improve our gender and ethnic diversity, we’re developing a diversity and inclusion work programme, which includes:

  • ensuring our recruitment and selection practices attract more diverse applications and reduce bias

  • increasing the depth of staff's understanding on diversity and inclusion issues through learning and development and open conversations to help us value difference

  • offering a paid internship to specifically attract someone who has characteristics that are underrepresented in the Fund

  • a mentoring scheme that partners our senior leaders with members of staff who have different characteristics to themselves (eg, age, gender, ethnic background, disability) as their mentors

  • setting targets, first on gender and ethnicity, aimed at increasing the diversity of our senior decision-makers, spokespeople and event speakers, including:

    • 50/50 gender split in the senior decision-makers group by 2027

    • 20 per cent representation of people from ethnic minority backgrounds in the senior decision-makers group by 2027

    • 50 per cent of our event speakers will be female

    • no all-male panels at our conferences and events

    • 20 per cent of speakers will be from ethnic minority backgrounds

  • reflecting transparently on our progress and learning to the board, who are accountable for progress on this

  • developing a strategy for diversity and inclusion that integrates our organisational development work with new research and practice in the system

  • ensuring that our building and resources are accessible to all.

Our approach to diversity

At the Fund we recognise, respect and value the nine protected characteristics. Here are some examples of additional characteristics and preferences specific to individuals and their role in the Fund, which we value and consider when we work with each other:

Graphic showing protected characteristics

Promoting diversity across the sector

We have always had a voice on diversity and inclusion through our leadership programmes and policy and research work. 

Later this year we will be exploring inequalities and inclusion in NHS providers in a report, which builds on work the Fund did in 1984

Our leadership development directorate supports leaders at all levels, with thought leadership pieces on diversity and difference and through our leadership programmes. Our Circles programme for women has been running for more than 20 years.

In our 2015 report for NHS England, we reviewed diversity and inclusion in the NHS to assess why so little progress had been made in the previous 20 years to address discrimination against black and minority ethnic staff in the NHS. Our 2018 report on leadership found senior leaders from a Black, Asian and ethnic minority backgrounds are under-represented in the NHS. Diversity and leadership themes are also discussed regularly on our podcast.

Join the discussion

If you’d like to connect with us on our diversity and inclusion work, please email [email protected].