The 2024 NHS Workforce Race Equality Standard (WRES) report showed that 12.7% of staff at very senior manager level are from these backgrounds – up from 11.2% in 2023.
Overall, this marks an 85% increase since 2018, when there were 201 senior managers with black and minority ethnic backgrounds compared to 372 in the latest report.
The proportion of all NHS staff from a BME background has also increased from 26.4% in 2023 to 28.6% as of March 2024.
However, 80% of trusts reported that white applicants were significantly more likely than BME applicants to be appointed from shortlisting.
Overall, the percentage of BME staff (48.8%) that felt that their trust provides equal opportunities for career progression or promotion was lower than for white staff (59.4%).
In addition, the newly published 2024 NHS Workforce Disability Equality Standard report has found that disabled people are fairly represented on NHS boards and that candidates who declare their disability on applications are just as likely to be appointed to NHS jobs as non-disabled candidates.
More NHS employers are also making reasonable adjustments that enable disabled staff to carry out their work compared to previous years, but disabled staff remain more than twice as likely to be performance-managed compared to their non-disabled colleagues. They also experienced higher levels of harassment, bullying or abuse from managers and other colleagues.
Dr Navina Evans, NHS chief workforce, training and education officer, said: ‘It's vital that NHS staff from black and minority ethnic backgrounds or those with a disability have equal access to career opportunities so that we can provide the high-quality care for patients.
‘This report shows whilst we have made some progress over the past year - in particular through better representation of BME staff in very senior management roles - there is still much more work to be done to make sure all staff are treated fairly.
‘NHS employers must continue efforts to create an environment where all staff feel they belong, can safely raise concerns, and are empowered to deliver the best care possible.'
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Deputy chief executive of NHS Providers, Saffron Cordery, said: 'These reports confirm that the NHS still has a long way to go to improve working conditions for ethnic minority and disabled staff. Despite slow but steady progress in some areas, trusts know there is much more to do to across the board to support career progression and to tackle the unacceptable levels of harassment, bullying and abuse felt by ethnic minority and disabled staff.
'Ethnic diversity amongst senior NHS managers has increased, but once again, has not kept pace with the overall diversity of the NHS workforce. With 80% of trusts reporting that white applicants were significantly more likely than ethnic minority candidates to be appointed from shortlisting, it's clear the NHS must do better. Sustained focus is now needed on providing equal opportunities for career progression and promotion for staff from ethnic minority backgrounds.'
She added: 'It is positive that the WDES report found disabled people are fairly represented on NHS boards, are just as likely to be appointed to NHS jobs as non-disabled candidates and that three quarters of disabled staff felt trusts are making reasonable adjustments to enable them to carry out their work. But it is deeply concerning that disabled staff are twice as likely to be performance managed at work and are more likely to experience bullying, harassment or abuse from managers and colleagues. Staff from an ethnic minority are also most likely to face the same issues. This is unacceptable.
'With changes underway at NHS England and the DHSC, it is vital that this data continues to be collected and published so that trusts can continue to make much needed and long overdue progress to support their ethnic minority and disabled staff.'
Joan Saddler, director of partnerships and equality at the NHS Confederation, said: ‘This new data shows some welcome improvements, with the number of senior managers in the NHS from a black and minority ethnic background continuing to rise while the proportion of BME staff has also increased. It is also welcome to see the number of staff declaring that they have a disability continues to rise, both on boards and amongst the general workforce.
‘But, once again there are troubling signs. The fact that BME staff are less likely to feel their employer provides equal opportunities for career progression or promotion than white colleagues and disabled people are more likely to be performance managed or experience harassment, bullying or abuse from managers and colleagues shows that more needs to be done to improve the experience of these staff groups. It is crucial that we continue to pay attention to the lived experience of staff, who are not getting the support or positive working environment they deserve.
‘We are also deeply worried that any gains made in recent years could be lost during the current restructuring which will see jobs cut across many parts of the health service. We know that BME and disabled staff are usually disproportionately affected by these kind of upheavals.'
‘It is vital that the NHS has a diverse workforce that mirrors the diversity of the communities it services. While we look forward to the publication of the ten-year plan and its proposals to tackle inequalities, we must remember that antiracism and inclusion is not secondary to building the high-functioning health service of the future. It is essential to its success.'
