Addressing Leadership Diversity Barriers for Ethnic Minority Staff in WMAS

Abstract Workforce diversity remains a critical priority for the NHS, evidence highlights persistent disparities, particularly in leadership roles. Addressing these inequities is essential to fostering equity and reducing health inequalities by aligning NHS teams with the diverse populations they serve. West Midlands Ambulance Service (WMAS), employs over 7,500 staff, serves a population exceeding 6 million people. However, less than 5% of staff from ethnic minority groups hold leadership positions, highlighting the pressing need for targeted interventions to promote diverse and inclusive leadership. This study seeks to identify the barriers faced by ethnic minorities in advancing into leadership positions within WMAS. A mixed-methods approach of surveys (n = 445) and interviews (n = 23) was conducted to identify barriers and opportunities for fostering diversity, equity, and inclusion. The findings reveal significant underrepresentation of these groups, particularly in senior roles, with 72% of respondents disproportionately ethnic minority staff-identifying barriers to career progression. Limited guidance and mistrust in promotion processes were key concerns. 69% of staff reported career satisfaction, ethnic minorities reported lower satisfaction and perceived inadequate support. 45% of respondents thought that their department/team was sufficiently diverse to meet the needs of the local population. 77% of respondents endorsed implementing an Allyship framework to enhance inclusivity and equity. Data highlighted the need for unconscious bias training, targeted recruitment, enhancing community engagement to ensure workforce diversity reflects the populations served, ultimately fostering equitable healthcare delivery, reducing disparities across the NHS. The study underscores the urgent need for systemic changes to address structural inequities and improve career progression for ethnic minority staff following satisfaction disparities to improve equity. Key messages • Data from NHS organisations highlight the ongoing need to enhance workforce diversity across various sectors. • Satisfaction disparities and structural challenges underscored the need for systemic changes to improve equity and inclusivity.