Journeying towards Leadership: Personal Accounts of Experiences of Corrective Action by Managers in NHS Organisations

Black and Minority Ethnic Leaders in the Health Sector

“…Evidence suggests that despite having equal opportunity policies, people from the BME communities constantly face barriers to progress at senior levels in their organizations (Ashraf & Archibong, 2010). Despite having identical qualifi cations and experiences, it often takes twice as long for BME people to progress to senior positions in their organizations in comparison with their White colleagues (Sookhoo & Anionwu, 2006).…”

“…Th ere is a lack of data about the recruitment, development, and retention of BME staff in the NHS (Ashraf & Archibong, 2010;Esmail, 2007;Esmail, Kalra, & Abel, 2005). People from BME backgrounds make up 12% of the general population (Directions in Diversity, 2002).…”

“…Further evidence shows that of 400 directors of nursing, there are only three Black directors . Although the number of BME individuals within the health workforce has increased over the years, there has been no major change in the number of BME staff in senior management posts (Ashraf & Archibong, 2010).…”

“…Although numerous research projects have been done in the area of PA initiatives available at the organizational level to support BME people, the information available on the experiences of staff who attend those initiatives is inadequate (Archibong et al, 2007;Ashraf & Archibong, 2010).…”

“…Th e National Health Service (NHS) in the United Kingdom is one of the largest employers for Black and minority ethnic (BME) communities (Alexis, Vydelingum, & Robbins, 2003;Ashraf & Archibong, 2010;Culley, 2001;Esmail, 2007). Public money funds the NHS; therefore, as a public body, it has a legal obligation to support, develop, and create equal opportunities for people from BME backgrounds in leadership and management roles (Kalra, Abel, & Esmail, 2009;NHS Employers, 2010).…”