Blake Holly, Scarlett Keir, Khulumula Sala Kamkosi, Chouliara Niki
School of Health Sciences, University of Nottingham, Nottingham, UK
NIHR Nottingham Biomedical Research Centre, Nottingham, UK.
BMJ Lead. 2025 Jul 1. doi: 10.1136/leader-2024-001175.
Black and minority ethnic (BME) workers within the National Health Service (NHS) experience barriers to attainment of senior leadership roles. The NHS Leadership Academy delivered two Leadership Programmes addressing barriers to progression among the BME workforce, the Stepping Up (middle managers) and Ready Now (senior leaders) programmes.
Mixed-methods evaluation involving an online survey (n=39; 20m/19f, identifying with 10 ethnic groups) and qualitative interviews (n=8; 5m/3f) with programme participants investigating barriers and the extent to which targeted leadership programmes impacted their career progression. Analysis included descriptive statistics and thematic analysis of qualitative data.
Participants reported institutional barriers to career progression and experiences of structural racism. Evaluation of targeted leadership programmes was consistently positive, providing a 'safe space' for shared experiences, while building self-confidence and motivation to apply for career development opportunities or positions. Most participants secured meaningful career development following programme completion.
Targeted career development programmes are highly valued by BME healthcare workers and are perceived to contribute to addressing workforce inequalities in career progression relating to ethnic disparity in the attainment of senior NHS leadership roles. However, the broader impact of such programmes remains limited without addressing wider institutional barriers to progression and tackling racialised workplace inequities.
英国国家医疗服务体系（NHS）中的黑人和少数族裔（BME）工作人员在获得高级领导职位方面面临障碍。NHS领导力学院开展了两个领导力项目，以解决BME员工晋升过程中的障碍，即“加速前进”（中层管理人员）项目和“即刻准备好”（高级领导）项目。
采用混合方法进行评估，包括在线调查（n = 39；20名男性/19名女性，分属10个种族群体）以及对项目参与者进行定性访谈（n = 8；5名男性/3名女性），调查障碍以及针对性领导力项目对其职业发展的影响程度。分析包括描述性统计和定性数据的主题分析。
参与者报告了职业发展中的制度障碍和结构性种族主义经历。对针对性领导力项目的评估一直呈积极态度，为分享经验提供了一个“安全空间”，同时增强了申请职业发展机会或职位的自信心和动力。大多数参与者在项目完成后获得了有意义的职业发展。
针对性的职业发展项目受到BME医护人员的高度重视，被认为有助于解决在获得NHS高级领导职位方面因种族差异导致的职业发展中的劳动力不平等问题。然而，如果不解决更广泛的晋升制度障碍和应对职场种族化不平等问题，此类项目的更广泛影响仍然有限。
