Retention of ethnic minority staff is critical to resolving the NHS workforce crisis

Woolf, Katherine; Papineni, Padmasayee; Lagrata, Susie; Pareek, Manish

doi:10.1136/bmj.p541

Cited by 5 publications

(4 citation statements)

References 14 publications

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“…Coming from Overseas was associated with higher odds for the stability of nursing staff in both cohorts in acute care Trusts, but the same evidence was not found for MH Trusts, where the odds of nursing stability were about 1.3 times higher in the 2014 cohort than in the 2009. 20 21 …”

Section: Resultsmentioning

confidence: 99%

Trends and determinants of clinical staff retention in the English NHS: a double retrospective cohort study

Moscelli,

Nicodemo,

Sayli

et al. 2024

BMJ Open

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ObjectivesTo investigate how demographic, contractual and organisational factors are related to the retention of hospital workers in the English NHS. The study will specifically examine the trends in age-retention profiles.DesignA double retrospective cross-cohort study using administrative data on senior and specialty doctors, nurses and midwives who were included in the 2009 and 2014 payrolls of all English NHS hospital Trusts. These individuals were tracked over time until 2019 to examine the associations between sociodemographic characteristics and the retention of hospital workers in each cohort. Logistic regressions were estimated at the individual worker level to analyse the data. Additionally, a multilevel panel regression was performed using linked payroll-survey data to investigate the association between hospital organisation characteristics and the retention of clinical staff.SettingSecondary acute and mental healthcare NHS hospital Trusts in England.Participants70 777 senior doctors (specialty and specialist doctors and hospital consultants) aged 30–70, and a total of 448 568 between nurses and midwives of any grade aged 20–70, employed by English NHS Trusts.Primary outcome measuresEmployee retention, measured through binary indicators for stayers and NHS leavers, at 1-year and 5-year horizons.ResultsMinority doctors had lower 1-year retention rates in acute care than white doctors, while minority nurses and midwives saw higher retention. Part-time roles decreased retention for doctors but improved it for nurses. Fixed-term contracts negatively impacted both groups’ retention. Trends diverged for nurses and doctors from 2009 to 2014—nurses’ retention declined while doctors’ 5-year retention slightly rose. Engagement boosted retention among clinical staff under 51 years of age in acute care. For nurses over 50, addressing their feedback was positively associated with retention.ConclusionsDemographic and contractual factors appear to be stronger predictors of hospital staff retention than organisational characteristics.

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Section: Resultsmentioning

confidence: 99%

Trends and determinants of clinical staff retention in the English NHS: a double retrospective cohort study

Moscelli,

Nicodemo,

Sayli

et al. 2024

BMJ Open

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“…A similar worrying finding is the significantly lower trust in the NHS among ethnic minorities, also of about 0.4 points of a seven-point scale. That there are health inequalities based on ethnicity is not new [ 31 , 32 ]. If anything, this can be seen as a further performance indicator in that it is not disputed that particular ethnic groups have unequal access and experience with the NHS which in turn may explain the stark difference between ethnic minority respondents and white respondents.…”

Section: Discussionmentioning

confidence: 99%

The influence of waiting times and sociopolitical variables on public trust in healthcare: A cross-sectional study of the NHS in England

Dorussen,

Hansen,

Pickering

et al. 2024

Public Health in Practice

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“…2 Those who aim to reduce attrition rates and increase retention should focus on understanding why staff from ethnic minority communities are leaving the NHS, write Woolf and colleagues. 5 Staff from ethnic minority backgrounds make up 24% of all NHS staff and 42% of doctors, but unequal career progression and racial harassment and discrimination are causing them to leave. Greater flexibility in work and training patterns is another way to improve working conditions and make staff feel supported and valued.…”

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confidence: 99%

Time is running out to resolve the NHS workforce crisis

Dobson¹

2023

BMJ

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Dobson managing editorNHS staff are disheartened. Vacancies are at an all time high, morale is declining, and retention is worsening. A report from the Health Foundation has found that stress levels among UK GPs are higher than for GPs in nine other high income countries, and job satisfaction is lower. 1 The healthcare workforce crisis is a global challenge, but the chronic workforce shortages in the NHS are a result of "consistent policy failure," writes Malinga Ratwatte, a GP registrar in London. 2

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Retention of ethnic minority staff is critical to resolving the NHS workforce crisis

Abstract: These staff are disproportionately affected by the drivers of attrition, including low pay

Cited by 5 publications

References 14 publications

Trends and determinants of clinical staff retention in the English NHS: a double retrospective cohort study

Trends and determinants of clinical staff retention in the English NHS: a double retrospective cohort study

The influence of waiting times and sociopolitical variables on public trust in healthcare: A cross-sectional study of the NHS in England

Time is running out to resolve the NHS workforce crisis

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