It’s undeniable that the history of the NHS is also the history of migration to the UK; the two are very much entwined. 22 June marks 75 years since the HMT Empire Windrush docked at the port of Tilbury in Essex. On board were more than 400 people from the Caribbean islands with various professional skills, who went on to work in a range of jobs in British public services and industries. Many of them were answering Britain’s call for people to help rebuild an economy weakened by the World War II and to work in the newly established NHS.
The Windrush anniversary leaves me with mixed feelings. On the one hand, descendants of those passengers rightly show us their pride in the pioneering spirit of their parents and grandparents. That period evokes images of Black Caribbean women dressed in their immaculately starched nurses’ uniforms – perhaps joined by nurses from Ireland, Africa and India too. On the other hand, history tells us how hostile and unwelcoming the working and living environment was for Black people and other people of colour who were newly arrived. Our exhibition highlights how the people whose labour was needed to build the NHS – who answered Britain’s call – were subject to shameful racism.
Moving forward some 75 years, racial discrimination is still endemic to the NHS workforce; it is built into its very fabric. The NHS is renowned for its ethnic diversity; 24.2 per cent of people employed in NHS trusts are from ethnic minority groups. However, ethnic minorities make up only 10.3 per cent of very senior managers and 13.2 per cent of board members. The vast majority of the most senior leaders and decision-makers in the NHS are white. Further, white people are 1.54 times more likely to be appointed to jobs from shortlisting and staff from ethnic minority backgrounds are less likely to report their organisation provides equal opportunities for career progression or promotion. Layered on to that, staff from ethnic minority groups are more likely to report discrimination at work from a manager or colleagues (17 per cent compared to 6.8 per cent of white staff) and 1.14 times more likely to enter the formal disciplinary process than white staff.
Our research on race inequality and inclusion in the NHS workforce highlights how racism plays out on a day-to-day basis for people. As well as being on the receiving end of various types of microaggressions, staff from Black and ethnic minority backgrounds do not feel they have equal opportunities to progress in their careers. Angela said, ‘because I am Black, I hold back’ from showing up as her authentic self at work and asserting herself where the senior leadership is dominated by white men who she feels do not necessarily have to be as reserved. Because of widely held stereotypical attitudes, she was constantly treading a line between being perceived by colleagues either as an ‘angry Black woman’ or as ‘passive and dumb’. There are strong parallels between the types of discriminatory attitudes and behaviours that Black people described in the NHS of the past and the present.
It is striking that the NHS is still so reliant on looking overseas to help fill significant workforce shortages. Migrant staff today are still demonstrating that pioneering spirt and playing key roles in the NHS’s development – take for example May Parsons, the nurse who delivered the first Covid-19 vaccination given outside clinical trials some 20 years after migrating from the Philippines. But, as the evidence shows, the NHS still has challenges in treating its people with fairness.
Recent analysis suggests discrimination and inequality are key drivers for staff leaving the NHS. This underlines how urgent it is that the NHS takes action to prevent the situation from worsening; the NHS has more than 124,000 staff vacancies and simply cannot afford to lose people because of poor staff experience. So, what is being done to promote equality and inclusivity for NHS staff? NHS organisations are embedding staff networks and identifying other ways to support staff from ethnic minority groups to speak up about their concerns at work. In London, there is a strategy for workforce race equality that aims to diversify senior leadership, implement a white allies programme and transform recruitment processes and workplace culture. At a national level, NHS England has just published an equality, diversity and inclusion plan to address racial inequality on different fronts, including career progression opportunities.
Time and again, research has pointed the way towards developing more inclusive cultures and leaders have publicly expressed their concerns about inequalities and inclusion, committed to racial justice and declared that Black lives matter. 75 years since the arrival of HMT Windrush and the first Black nurses joining the NHS, it’s time to turn words into meaningful actions. Given the intrinsic involvement of migrants in the shaping the NHS of today, it’s time to honour that contribution by changing how future generations of staff from ethnic minority groups are treated – fairly, compassionately and inclusively.
Comments
I left the N.H.S. because of ageism and also perceived racism. After Black lives matter, I noticed that white nurses started being picked on by black staff. I understood as they had suffered racism themselves, particularly the Windrush generation. Unfortunately, I did not think that Equality and Diversity were getting their message over to staff.
They could have run more seminars, or social gatherings to ensure race relations were happier and more balanced. I realised everyone worked hard in the N.H.S
Being white British I knew nothing of 'Windrush' and aspects of racism until I joined in 1984 my to-be wife and her single-parent family of 3 children. Not only did I learn about Windrush and racism, but also disability and especially Learning Disability and eventually Autism as my wife's middle daughter had all those conditions.
Without meeting my wife and her family my knowledge would be so limited and my wife was also a nurse. She came to the UK sometime after her father at the age of 12. While her father didn't arrive on the Windrush he did arrive soon after and then his wife came over and eventually their 3 children of which my wife was the eldest.
I learned so much from my wife and I feel I am so much better for it, unfortunately, my wife died in September 2020, and then our beloved daughter with LD and Autism in October 2022. So, now there is only my wife's younger daughter and elder son.
I continue to be involved in many aspects of LD and autism in our Local government and Health Authorities and especially so in the voluntary and charity sectors.
While I have not been subjected to racism, I now do see it occur to others and so wish it would be eliminated, but unfortunately, it will always be there, hopefully, not as much as it was in the 50s and I do believe, in many instances it is not as bad as it was, but there is some very long way to go. There are many degrees of racism, but no matter the degree it should not be there. But we still see there is major racism in the Police, Fire Brigade and in many areas of the NHS and none of this should be occurring, but where it is, the elements appear to be strong.
It will not be easy, but actions have to be taken to root out racism wherever it is and no matter at what cost, for the Right to live and work where you wish has to be defended. These authorities have to be made to ensure that the required actions are taken and those causing the racism to be driven out, as after all this time they are not going to change. Wherever it is people have to be encouraged to speak out and the required actions taken against the racist individuals no matter at what level of power in the organisations they are.
By doing this all people employed in the organisation will have the trust brought back and will see that they are truly respected.
Very well written. I have my experiences.
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