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NHS organisations are now being judged on indicators of ethnic diversity. Naomi Priest and colleagues look at the international evidence on how they should tackle discrimination

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NHS England is the largest employer of black, Asian and minority ethnic (BAME) staff with people from these minorities comprising 14% of the NHS workforce (Archibong and Darr, 2010;Likupe and Archibong, 2013). While it is important that the NHS has the power to apply disciplinary procedures, ensuring that staff behave in a professional and appropriate manner, the evidence to date indicates that disciplinary procedures are disproportionately applied to BAME staff (Likupe et al, 2014;Seston et al, 2015; Royal College of Midwives, 2016;West et al, 2017). Staff from BAME backgrounds face discrimination during NHS recruitment processes (Kline, 2013), promotion (Esmail et al, 2007), representation during disciplinary procedures (NHS England, 2017, 2019 and bullying within the workplace (Kline and Prabhu, 2015). In addition, as evidenced by a UK report on the failings on patient safety and quality of care, there is a disparity in the treatment of BAME staff who report patient safety incidents compared to their non-BAME colleagues (Francis, 2013).

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