The National Health Service (NHS) has historically undertaken initiatives to promote equality in employment as well programmes to develop and promote Black and Minority Ethnic (BME) staff. However, discrimination remains a feature of NHS employment practices and may help to explain the lack of BME staff at senior levels in the service. Despite having many initiatives BME staff are underrepresented in NHS senior management and at the top of each organisation, the management is almost always white. This paper will present findings from a case study on the experiences of corrective action by BME staff in senior/middle management positions. The paper will outline key messages and good practice to inform policy and practice.
|Keywords:||Corrective Action, BME, Diversity, Equal Opportunities, Race, Leadership, Management, Recruitment and Retention, Progression|
Research Officer, Centre for Inclusion and Diversity, University of Bradford, Bradford, UK
Professor/Director, Centre for Inclusion and Diversity, School of Health Studies, University of Bradford, Bradford, UK
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