New Category
NHS Workplace Race Equality Award
Award Partner
  • *

One in every five members of the NHS workforce is from a black and minority ethnic (BME) background, yet only 8% of boards hold BME representation. In 2019, there were just 143 BME staff at very senior manager pay bands across the 227 NHS trusts in England.  

BME staff were 1.22 times more likely to enter formal disciplinary procedures and 15% of BME staff have reported experience of discrimination at work in the past 12 months.

Issues of limited career progression, discriminatory verbal or physical attacks from colleagues and patients, and a lack representation at senior levels are faced by BME staff across the service. This award recognises initiatives which promote race equality and inclusion within the workplace.

A wide variety of ideas have been employed to drive the race equality and inclusion agenda.


  • Reverse mentoring where senior staff work to understand the lived experience of BME staff help identify weakness in progression and discriminatory practice.
  • Ensuring representation on interview panels helps to encourage BME staff to apply for more senior roles.
  • Driving education and training (for both BME and white staff) and supporting BME staff on their career path
  • Supporting BME staff against discriminatory behaviour from colleagues and patients through positive communication and accountability across a trust

NHS organisations that embrace the diversity of their workforce achieve higher levels of staff satisfaction, a positive working culture, improved patient outcomes and organisational efficiency.

Judges are looking for initiatives which can show tangible results in reduction of harassment and bullying, disciplinary experiences for BME staff in comparison with white colleagues, clear and evidenced career progression, increased likelihood of BME staff appointed to senior roles, evidence that BME staff believe their employer offers equal opportunities for promotion and improved organisational culture.


All NHS organisations, General Practice and primary care organisations.


  • Describe the past experience of BME staff within your organisation using staff surveys and anecdotal testimonial
  • What did your staff survey and WRES data say about equality of opportunity for progression?
  • Share the statistics for harassment, bullying and reported discriminatory incidents between colleagues and from patients – what do the WRES data show on these indicators?
  • What did you set out to achieve? Describe the initiative
  • What were your measures of success, providing detail on the benchmarks used?


  • Judges are looking for quantitative evidence of improvements in equality of opportunity for progression, such as an increase in BME staff at senior levels, specifically at board level
  • Figures showing a discernible reduction in harassment from patients and the public through positive communications initiatives and support structures
  • Describe how the initiative was implemented to achieve these results
  • Provide testimonial evidence supporting your work
  • Include detail of improvement in staff survey results and WRES data


  • How has this initiative been rolled out across your organisation?
  • What efforts have been made to share your best practice examples with others in the NHS?
  • Provide evidence to support the sharing of your achievements


  • How has your work contributed to improvements in staff culture?
  • Judges will be looking for clear examples of the initiative benefiting individuals and their experience as staff
  • Provide evidence where possible that your initiative has had a positive impact on patients and their friends and families
  • Provide evidence of any other positive impacts on staff or the organisation which could include a reduction in complaints and legal procedures
  • Describe how the initiative will achieve sustainability within the trust


  • Describe how the organisation worked directly with BME representatives and senior leaders in the assessment, design, implementation and review of the initiative.
  • Judges will be looking for direct evidence of a consultative approach ensuring that BME staff were at the centre of any change.
  • Judges will also be looking for patient consultation in terms of representation of a geography or service users. 

NHS Workplace Race Equality Award

start your entry
New Category
NHS Workplace Race Equality Award
Award Partner
  • *

To find out more

Entries, attendance and sponsorship enquiries, contact Ryan Bessent  0207 608 9045;
Media and marketing enquiries, contact Honey de Gracia 0207 608 9002;
Judging and event management, contact Sheena Patel 0207 608 9039