Trust acts after BAME staff report ‘systematic bullying’

A report published by Newcastle Hospitals Foundation Trust found the trust’s black, Asian and minority ethnic staff are more likely than white staff to be bullied or harassed by colleagues, less likely to reach top jobs, and experience higher rates of discrimination from managers.

It claims to be the first in-depth review into pay gaps and career progression among BAME workforce at a single trust.

The new report revealed that, in a trust survey carried out last year, some BAME staff described being subjected to verbal abuse and racial slurs by colleagues; had left departments after being given no chance of progression; and been “systematically… bullied and harassed”.

It found there were no BAME staff in senior non-clinical management groups or in nursing at band eight or above.

BAME medical consultants made 24.5 per cent less through clinical excellence awards than white consultants, compared to only 5.4 per cent less nationally.

However, BAME staff at Newcastle FT fared better than the national average in many of the workforce race equality indicators, such as appointments after shortlisting and experiencing inappropriate behaviour from colleagues.

The report was commissioned by Newcastle FT’s chief executive Dame Jackie Daniel in April 2019. Its publication, originally intended in March this year, was delayed to this month due to the covid-19 pandemic.

Surash Surash, a consultant neurosurgeon at Newcastle who was co-author of the report, encouraged every trust to produce similar reports on their BAME workforce and be “open and transparent” about their findings.

Mr Surash told HSJ: “Unless they can see the objective data how will they understand what is happening within their own organisations?

“It’s uncomfortable because no one likes to have bad news being published but sometimes it’s a brave thing to do. It’s credit to Dame Jackie Daniel who commissioned this report.

“This data should be part of internal reviews. We need to be open and transparent because we will never learn unless we can openly discuss what is going on in our organisations.

“How are we going to change things if people are hiding their data? We need to have difficult discussions and make positive change from that.”

The trust has said it is introducing more diverse recruitment panels, developing its BAME staff support network, is encouraging applications from under-represented groups in leadership roles and has launched a BAME mentoring programme.

In the report, Dame Jackie said the findings made for “difficult and uncomfortable reading”.

She said: “Action will come from awareness and understanding, and importantly it should be led by empowered [BAME] leaders at every level throughout the trust and the wider NHS.”

Dame Jackie joined the “outstanding”-rated trust as chief executive in 2018, after Sir Len Fenwick was sacked for gross misconduct.