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Report on Tavistock and Portman NHS Foundation Trust Race Equality Strategy and Race Action Plan 2022 – 2027

Overview / Executive Summary

The Race Equality Strategy and Race Action Plan (RAP) 2022 – 2027 is a revised framework developed to address systemic racism and promote racial equity within the Tavistock and Portman NHS Foundation Trust. The strategy builds upon previous efforts while incorporating findings from an independent review by the Colour Brave Avengers. Key focus areas include:

  • Eliminating racial discrimination and microaggressions.
  • Increasing representation of Black, Asian, and Minority Ethnic (BAME) staff at all levels.
  • Establishing clear accountability structures for racial equality.
  • Strengthening governance, recruitment, and engagement processes.
  • Implementing data-driven approaches to measure progress.
The Race Action Plan (RAP) outlines specific steps for achieving these objectives, ensuring continuous monitoring and improvement.

Background / Context

The Trust first implemented a Race Equality Strategy (2017 – 2020) to improve racial equality within the organisation. However, an independent review highlighted persistent racial disparities, including:

  • A lack of career progression opportunities for BAME staff.
  • Workplace harassment, bullying, and microaggressions experienced by ethnic minority staff.
  • An underrepresentation of BAME employees in senior leadership roles.
  • Institutional barriers preventing effective implementation of racial equality measures.
The murder of George Floyd in 2020 and the COVID-19 pandemic’s disproportionate impact on minority groups further emphasized the need for urgent and concrete action. The revised strategy responds to these challenges with a structured, long-term plan.

Problems / Challenges

The independent Colour Brave Avengers Review and other data sources revealed critical issues:

  • Racist behaviours persist within the Trust, including overt discrimination and microaggressions.
  • Fear of retaliation discourages staff from reporting incidents of racism.
  • Disparities in recruitment and career progression, particularly for BAME staff at senior levels.
  • Low representation of BAME staff in leadership roles despite increasing workforce diversity.
  • Inadequate grievance procedures to address racial discrimination complaints.
  • Lack of targeted policies to promote inclusivity and anti-racist practices.
The Trust recognises these gaps and is committed to implementing meaningful change through the Race Equality Strategy and Action Plan.  

Solution

The Trust has developed a five-year strategy (2022 – 2027) aimed at eliminating racism and promoting racial equity by:

  1. Creating an anti-racist culture through leadership accountability and staff education.
  2. Improving recruitment, retention, and career progression for BAME staff.
  3. Implementing clear reporting and grievance mechanisms for addressing racism.
  4. Enhancing governance structures to monitor progress and ensure compliance.
  5. Regularly collecting and analysing workforce data to track improvements.
Key actions include:
  • Appointing Race Equality Champions.
  • Establishing BAME leadership pipelines.
  • Implementing mandatory anti-racism training.
  • Strengthening EDI (Equality, Diversity & Inclusion) governance structures.
  • Developing a robust reporting and accountability framework.

Execution / Implementation

The Race Action Plan (RAP) includes:

  1. Governance & Accountability:
    • Leadership commitment from the Executive Board and Race Equality Steering Group.
    • Regular progress reporting using Workforce Race Equality Standard (WRES) indicators.
  2. Recruitment & Career Progression:
    • Introducing targeted hiring initiatives to increase BAME representation.
    • Strengthening mentorship and sponsorship programs for career development.
  3. Training & Awareness:
    • Implementing mandatory anti-racism training for all staff.
    • Conducting workshops on unconscious bias and microaggressions.
  4. Employee Support & Wellbeing:
    • Establishing safe spaces for BAME employees to report concerns.
    • Strengthening the Freedom to Speak Up Guardian mechanism.
  5. Monitoring & Data Collection:
    • Regularly publishing ethnicity pay gap reports.
    • Conducting annual staff surveys to assess racial inclusion.

Results and Impact

Progress made since the initial Race Equality Strategy (2017 – 2020):

  • Increase in BAME workforce representation from 25.3% to 26.2%.
  • Higher BAME representation at board level, rising from 7.1% to 21.4%.
  • Improved recruitment outcomes: BAME applicants’ appointment rate increased from 8% (2017) to 61% (2020).
  • Reduction in formal disciplinary cases for BAME staff from 1.2% (2018) to 0.46% (2020).
  • Decrease in reported workplace harassment and discrimination among BAME employees.
However, significant gaps remain, particularly in:
  • BAME representation at senior levels.
  • Addressing microaggressions and workplace culture.
  • Ensuring equal career progression opportunities.
Expected Impact of the New Race Action Plan (2022 – 2027) Once fully implemented, the Race Action Plan (RAP) is expected to accelerate progress and drive meaningful, long-term change, including:
  • More equitable representation of BAME staff at all levels, particularly in senior and leadership positions, by enhancing mentorship, sponsorship, and leadership development initiatives.
  • A substantial decrease in workplace discrimination, microaggressions, and racial harassment, due to improved reporting mechanisms, accountability structures, and anti-racism training.
  • Fairer hiring and career progression processes, ensuring that BAME employees have equal access to promotions and leadership roles.
  • Stronger organisational culture rooted in anti-racism, supported by an ongoing review of policies, governance, and recruitment practices.
  • Increased confidence among BAME staff in reporting discrimination, knowing that issues will be addressed swiftly and effectively.
  • Improved employee well-being and retention, as BAME staff experience a more inclusive and supportive work environment.
  • A measurable reduction in racial disparities across key workforce indicators, monitored through Workforce Race Equality Standard (WRES) metrics and regular staff surveys.
By embedding racial equality into governance, recruitment, leadership development, and workplace culture, the Trust aims to establish itself as a leading anti-racist organisation within the NHS.  

Key Takeaways / Lessons Learned

  1. Leadership commitment is crucial for implementing racial equality initiatives.
  2. A clear accountability framework ensures sustained progress.
  3. Data-driven decision-making helps track improvements and identify problem areas.
  4. Diversity in hiring is insufficient without career progression opportunities for BAME staff.
  5. Regular staff engagement and safe reporting mechanisms are essential.
  6. Cultural transformation takes time and requires continuous effort and policy reinforcement.

Conclusion & Call to Action

The Tavistock and Portman NHS Foundation Trust recognises the urgency of addressing racial inequality within the organisation. The Race Equality Strategy and Race Action Plan (2022 – 2027) provides a structured, data-driven approach to eliminating racism and fostering inclusivity. The Trust calls upon:

  • Senior leadership to champion racial equality efforts.
  • All employees to actively engage in anti-racism training and report concerns.
  • HR and recruitment teams to ensure fair hiring and career progression for BAME staff.
  • Stakeholders and external partners to support and collaborate on racial equity initiatives.
By implementing this strategy, the Trust aims to become a truly anti-racist organisation where all staff, regardless of race or ethnicity, feel safe, valued, and empowered.