White nurses are far more likely to get promoted than Black and Asian staff, according to a survey carried out by the Royal College of Nursing. The UK-wide survey of almost 10,000 nursing staff found the gap was greatest among those aged between 35 and 44. While around two in three White (66%) and Mixed ethnic background nurses (64%) had achieved at least one promotion at that stage of their career, only 38% of Asian and 35% of Black nurses had moved up the ladder.
The RCN says its biennial employment survey shows how “structural racism” is having a “devastating impact” on minority ethnic nursing staff in other areas too. The survey found that nearly four in 10 Black nurses (39%) had experienced physical abuse when working in a hospital, compared to 32% of White nursing staff, 27% of Asian nurses, and 34% of those from a Mixed ethnic background.
Both Black (32%) and Asian nurses (30%) had faced more physical abuse when working in a community setting than White (20%) or Mixed ethnic background nurses (19%). The RCN has now called on the government to use its planned reform of human rights legislation to ensure health and care organisations, regulatory bodies, and inspectorates are required to tackle racism, including in the workplace.
RCN diversity and equalities co-ordinator Bruno Daniel said: “The pandemic has shone a spotlight on structural racism in health and care services and we must seize this opportunity to stamp out this vile behaviour once and for all. The UK government and devolved administrations must properly acknowledge and address this problem and the devastating impact it has on Black and minority ethnic staff and patients.”
It comes as the government publishes a landmark review into health and social care leadership. The review found a lack of consistency and co-ordination and that an “institutional inadequacy” had developed in the way leadership and management is trained, developed and valued.
It also found evidence of “poor behaviours and attitudes such as discrimination, bullying and blame cultures” as well as a “lack of equal opportunity for managers to access training and colleagues to progress in their careers”, meaning staff with “existing networks or contacts” had better opportunities. The review makes seven recommendations - which have all been accepted by the government - including “action to improve equality, diversity and inclusion”.
General Sir Gordon Messenger, who led the review with Dame Linda Pollard, said: “A well-led, motivated, valued, collaborative, inclusive, resilient workforce is the key to better patient and public health outcomes, and must be a priority. The best organisations are those which invest in their people to unlock their potential, foster leadership and accountability at every level, with good leadership running through the entire workforce. This must be the goal and I believe our recommendations have the potential to transform health and social care leadership and management to that end.”
