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 last year, we’ve shared our current salary levels by gender and ethnicity below:
Current salary levels by gender
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 new 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 2020
- 20 per cent BAME representation in the senior decision-makers group by 2022
- 50 per cent of our event speakers will be female
- no all-male panels at our conferences and events
- 25 per cent of speakers will be from BAME groups
- 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:
This broad scope is vital in developing how we work with difference. We’re also increasing and improving how we involve patients and others in the organisation and our work.
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 new 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 Athena 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 BME background are under-represented in the NHS. Diversity and leadership themes are also discussed regularly on our podcast.