Experiences of Discrimination and Racism in Primary Care among South East London Staff

D
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a
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a
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P
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p
a
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-
L
o
n
d
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s
u
r
v
e
y
All
 
NHS
 
staff
 
deserve
 
to
 
work
 
in
 
an
 
environment
 
that
 
is
 
safe,
 
welcoming
and
 
free
 
of
 
discrimination.
In
 
November/December
 
2021
 
all
 
primary
 
care
 
staff
 
in
 
London
 
were
invited
 
to
 
complete
 
a
 
short
 
anonymous
 
online
 
survey
 
to
 
say
 
whether
 
or
not
 
they
 
had
 
experienced
 
discrimination
 
at
 
work over the
 
past
 
12
months.
The
 
survey
 
was
 
advertised
 
in
 
meetings,
 
newsletters,
 
social
 
media,
mailing
 
lists
 
and
 
through
 
HEE,
 
NHSEI, Primary
 
Care
 
School,
 
LMC,
 
LPC,
LDC,
 
ICSs,
 
PCNs,
 
Training
 
Hubs,
 
EDI
 
leads,
 
PM
 
Fora
 
and
 
networks.
T
h
i
s
 
d
o
c
u
m
e
n
t
 
s
e
t
s
 
o
u
t
 
t
h
e
 
f
e
e
d
b
a
c
k
 
f
r
o
m
 
S
o
u
t
h
 
E
a
s
t
 
L
o
n
d
o
n
.
W
h
o
 
s
h
a
r
e
d
 
t
h
e
i
r
 
e
x
p
e
r
i
e
n
c
e
s
?
1025
 
primary
 
care
 
team
 
members
 
from
 
across
 
London
 
took
 
part.
244
 
people
 
worked
 
in
 
South
 
East
 
London.
W
h
o
 
s
h
a
r
e
d
 
t
h
e
i
r
 
e
x
p
e
r
i
e
n
c
e
s
?
1%
3%
4%
1%
2%
6%
3%
20%
14%
17%
27%
GP
 
-
 
salaried,
 
partner
 
or
 locum
General
 
practice
 
nurse
 
or
 ANP
Practice
 
Manager
Administrative,
 
clerical,
 
reception
 
or
 
IT
 
roles
Other
 
senior
 
management
 
roles
 
e.g
 
finance
Optometrist,
 
optician,
 
optical
 
assistant
Pharmacist,
 
pharmacy
 
technician
Dentist,
 
dental
 
nurse
 
or
 
other
 
clinical
 
dental
Other
 
supporting
 
clinical
 
roles
 
e.g.
 
HCA
Other
 
patient
 
care
 
roles
 
e.g.
 
health
 
coach
Other
 
roles
 
e.g.
 
student
The
 
roles
 
of
 
the
 
244
 
people
 
responding
 
from
 
South
 
East
 
London
 
are
below.
 
This
 
represents
 
about
 
6%
 
of
 
the
 
primary
 
care
 
workforce
 in
South
 
East
 
London.
W
h
o
 
s
h
a
r
e
d
 
t
h
e
i
r
 
e
x
p
e
r
i
e
n
c
e
s
?
Non-
binary
and
 
other
1%
Male
21%
Female
78%
1%
6%
20%
27%
The
 
age,
 
gender
 
and
 
ethnicity
 
profile
 
of
 
the
 
244
 
people
 
who
 
took
part
 
in
 
South
 
East
 
London
 
was
 
broadly
 
representative
 
of
 
the
 
primary
care
 
workforce
 
in
 
the
 
area.
42%
4%
16-
20
 
21-
30
 
31-
40
 
41-
50
 
51-
65
 
66+
 
yrs
W
h
o
 
s
h
a
r
e
d
 
t
h
e
i
r
 
e
x
p
e
r
i
e
n
c
e
s
?
8%
1%
9%
2%
40%
1%
8%
11%
12%
Asian/Asian
 
British
 
-
 
Indian
Asian/Asian
 
British
 
-
 
Pakistani
 
3%
Asian/Asian
 
British
 
-
 
Bangladeshi
  
3%
Asian/Asian
 
British
 
-
 
Chinese
 
1%
Other
 
Asian/Asian
 
British
 
3%
Black/Black
 
British
 
-
 
African
Black/Black
 
British
 
-
 
Caribbean
Other
 
Black/Black
 
British
White
 
-
 British
White
 
-
 
Irish
Any
 
other
 
White
 
background
Arab
Any
 
other
 background
undefined
D
i
s
c
r
i
m
i
n
a
t
i
o
n
 
a
n
d
 
h
a
r
a
s
s
m
e
n
t
Below
 
are
 
the
 
proportions
 
who
 
said
 
they
 
had
 
experienced
 
discrimination
 
or
harassment
 
due
 
to
 
their
 
personal
 
characteristics
 
in
 
their
 
primary
 
care
 
work
 
in
the
 
past
 
12
 
months.
 
47%
 
said
 
they
 
experienced
 
some
 
type
 
of
 
discrimination.
2%
4%
6%
13%
33%
2%
2%
1%
1%
1%
3%
5%
4%
18%
Due
 
to
 
other 
characteristics
Due
 
to
 
sexual
 orientation
Due
 
to
 
disability
Due
 
to
 
religion
Due
 
to
 
age
Due
 
to
 
gender
Due
 
to
 
ethnicity
Discrimination
 
from
 
staff
Discrimination
 
from
 
patients
P
e
r
c
e
i
v
e
d
 
r
a
c
i
a
l
 
d
i
s
c
r
i
m
i
n
a
t
i
o
n
Below
 
are
 
the
 
proportions
 
of
 
people
 
from
 
different
 
ethnic
 
backgrounds
 
who
said
 
they
 
had
 
personally
 
experienced
 
racial
 
discrimination
 
or
 
harassment
 
at
work
 
in
 
the
 
last
 
12
 months.
R
a
c
i
a
l
 
d
i
s
c
r
i
m
i
n
a
t
i
o
n
 
-
 
p
a
s
t
 
y
e
a
r
78
22
18
59
50
40
29
 
30
3
3
86
76
10
5
17
 
10
70
30
25
25
My
 
organistion
 
acted
fairly
 
about
 
promotions
and
 
progression,
regardless
 
of
 
ethnicity
My
 
ethnicity
 
reduced
my
 
chances
 
of
promotion 
or
progression
My
 
ethnicity
 
reduced
my
 
opportunities
 
for
training
I
 
saw
 
a
 colleague
discriminated
 
against
due
 
to
 
their
 
ethnicity
People
 
from
 
minority
 
ethnic
 
backgrounds
 
were
 
more
 
likely
 
to
 
feel
 
their
 
ethnicity
had
 
reduced
 
their
 
career
 
progression
 
and
 
training
 
opportunities
 
in
 
the
 
past
 
year.
%
 
Asian
 
%
 
Black
 
%
 
White
 
British
 
/
 
Irish
 
%
 
Other
 White
 
%
 
Any
 other
R
a
c
i
a
l
 
d
i
s
c
r
i
m
i
n
a
t
i
o
n
 
 
p
a
s
t
 
y
e
a
r
14
14
5
2
14
21
18
9
36
1
3
6
10
6
  
6
0
  
0
  
0
0
0
20
33
22
11
22
discriminated
against
 
me
 
due
 
to
my
 
ethnicity
Senior
 
colleague
 
Patient
 
complained
about
 
me
 
due
 
to
my
 
ethnicity
Colleague
complained
 
about
me
 
due
 
to
 
my
ethnicity
Had
 
performance
measures 
or
disciplinary
 
action
due
 
to
 
my
 
ethnicity
Considered
leaving
 
or
 
left
 
due
to
 
racial
discrimination
People
 
from
 
minority
 
ethnic
 
backgrounds
 
were
 
more
 
likely
 
to
 
say
 
that
 
they
considered
 
leaving
 
their
 
role
 
due
 
to
 
racial
 
discrimination
 
in
 
the
 
past
 
year.
%
 
Asian
 
%
 
Black
 
%
 
White
 
British
 
/
 
Irish
 
%
 
Other
 White
 
%
 
Any
 other
I
m
p
a
c
t
s
 
o
f
 
r
a
c
i
a
l
 
d
i
s
c
r
i
m
i
n
a
t
i
o
n
91
 
people
 
shared
 
a
 
recent
 
experience
 
of perceived
 
discrimination
 
or
harassment
 
based
 
on
 
their
 
ethnic
 
background.
 
Most
 
said
 
that
 
the
 
most
 
recent
instance
 
involved
 
subtle
 
or
 
underhanded
 
comments
 
or
 
actions.
Direct
comments
or
 actions,
26%
Aggressive
 
or
threatening
behaviour,
 
10%
Subtle
 
or
underhand
comments
 
or
actions,
 
64%
Examples
 
of
 
perceived
 
discrimination
 
included:
racial
 
slurs
 
/
 
stereotyping
being
 
undermined
 
or
 
put
 
down
not
 
being
 
listened
 
to,
 
treated
 
with
respect
 
or
 
promoted
patients
 
wanting
 
to
 
see
 
someone
 
else
People
 
said
 
this
 
led
 
them
 
to:
feel
 
undervalued, unsupported,
 
demoralised
have
 
significant
 
mental
 
health
 
concerns
leave
 
the
 
job
 
or
 
go
 
on
 
sick
 
leave
E
x
a
m
p
l
e
s
 
o
f
 
d
i
s
c
r
i
m
i
n
a
t
i
o
n
“Worked
 
through
 
the
 
whole
 
COVID
 
crisis,
 
only
 
to
 
be
 
called
 
for
 
disciplinary
action
 
for
 
breach
 
of
 
COVID
 
rules
 
3
 
months
 
after
 
the
 
event.
 
Just
 
used
 
me
 
to
keep
 
offering
 
services.
 
I
 
won
 
my
 
case
 
but
 
I
 
have
 
never
 
felt
 
so
 
demoralised
 
and
unappreciated
 
in
 
my
 
life.
 
I
 
would
 
rather
 
go
 
drive
 
a
 
HGV
 
than
 
do
 
this
 
job
 
right
now.”
“Seeing
 
that
 
l
 
was
 
being
 
treated
 
differently
 
compared
 
to
 
my
 
colleagues
 
made
me
 
feel
 
as
 
if
 
my
 
feelings
 
and
 
opinions
 
were
 
not
 
worthy.
 
Discrimination
 
makes
me
 
feel
 
worthless
 
and
 
sad
 
that
 
I
 
have
 
given
 
so
 
much
 
yet
 
not
 
appreciated.
 
White
bureaucrats
 
discriminate
 
and
 
they
 
harass
 
you
 
into
 
feeling
 
that
 
you
 
are
 
not
 
doing
a
 
good
 
job.”
“Colleagues
 
say
 
things
 
and
 
act
 
towards
 
you
 
in
 
a
 
discriminative
 
way.
 You
 
do
 
not
feel
 
like
 
interacting
 
with
 
that
 
person
 
anymore
 
or
 
even
 
speaking
 
to
 
them.
 
This
does
 
not
 
help
 
team
 
morale
 
nor
 
does
 
it
 
lighten
 
the
 
atmosphere
 
to
 
make
 
the
 
work
an
 
enjoyable
 
experience.”
R
e
p
o
r
t
i
n
g
 
r
a
c
i
a
l
 
d
i
s
c
r
i
m
i
n
a
t
i
o
n
Of
 
the
 
91
 
people
 
who
 
described
 
their
 
experiences
 
of
 
racial
 
discrimination,
41%
 
said
 
they
 
or
 
someone
 
else
 
reported
 
the
 
most
 
recent
 
incident.
About
 
1
 
in
 
7
 
said
 
they
 
reported
 
it
 
and
 
it
 
was
 
dealt
 
with
 
well.
2%
7%
19%
29%
47%
4%
22%
15%
Did
 
not
 
feel
 
the
 
need
 
to
 report
Dealt
 
with
 
issue
 
directly
 
with
 
person
Did
 
not
 
report
 
as
 
did
 
not
 
know
 
who
 
to
 
report
 
to
Did
 
not
 
report
 
as
 
worried
 
about
 
consequences
Did
 
not
 
report
 
as
 
thought
 
nothing
 
would
 
be
 
done
Someone
 
else
 
reported
I
 
reported
 
but
 
not
 
dealt
 
with
 
well
I
 
reported
 
and
 
it
 
was
 
dealt
 
with
 well
People
 
could
 
give
 
more
 
than
one
 
reason
 
for
 
not
 
reporting
D
o
 
p
e
o
p
l
e
 
k
n
o
w
 
w
h
a
t
 
t
o
 
d
o
?
76
68
69
61
47
39
94
92
91
81
86
81
75
80
65
I
 
know
 
where
 
to
 
go
 
for
 
help
 
to
deal
 
with
 
any
 
harassment
 
or
discrimination
 
I
 
see
 
or
experience
 
at
 
work
I
 
would
 
feel
 
secure
 
raising
concerns
 
about
 
harassment
 
or
discrimination
 
where
 
I
 
work
I
 
am
 
confident
 
that
 
my
organisation
 
would
 
address
concerns
 
I
 
raise
 
about
harassment
 
or
 
discrimination
Regardless
 
of
 
whether
 
they
 
experienced
 
discrimination,
 
we
 
asked
 
if
 
people
knew
 
where
 
to
 
get
 
help
 
with
 
ANY
 
harassment
 
or
 
discrimination
 
at
 
work.
 
Many
said
 
they
 
knew
 
where
 
to
 
go
 
for
 
help,
 
but
 
people
 
from
 
minority
 
ethnic
backgrounds
 
were
 
least
 
likely
 
to
 
feel
 
confident
 
that
 
anything
 
would
 
be
 
done.
%
 
Asian
 
%
 
Black
 
%
 
White
 
British/
 
Irish
 
%
 
Other
 White
 
%
 
Any
 other
W
h
a
t
 
a
r
e
 
t
h
e
 
t
o
p
 
p
r
i
o
r
i
t
i
e
s
?
61
 
people
 
suggested
 
practical
 
things
 
to
 
tackle
 
racial
 
discrimination
 
or
harassment
 
(regardless
 
of
 
whether
 
they
 
had
 
experienced
 
any):
T
r
a
i
n
i
n
g
 
f
o
r
 
a
l
l
 
s
t
a
f
f
 
a
b
o
u
t
 
d
i
v
e
r
s
i
t
y
 
a
n
d
 
u
n
c
o
n
s
c
i
o
u
s
 
b
i
a
s
 
(
3
3
%
)
 
a
n
d
 
h
e
l
p
i
n
g
people
 
feel
 
confident
 
to
 
raise
 
and
 
deal
 
with
 
issues
 
(7%)
Z
e
r
o
 
t
o
l
e
r
a
n
c
e
 
c
a
m
p
a
i
g
n
,
 
i
n
f
o
r
m
i
n
g
 
p
a
t
i
e
n
t
s
 
a
b
o
u
t
 
w
h
a
t
 
i
s
 
u
n
a
c
c
e
p
t
a
b
l
e
a
n
d
 
m
a
k
i
n
g
 
i
t
 
e
a
s
y
 
t
o
 
r
e
m
o
v
e
 
p
a
t
i
e
n
t
s
 
f
r
o
m
 
t
h
e
 
r
e
g
i
s
t
e
r
 
(
2
5
%
)
I
n
d
e
p
e
n
d
e
n
t
 
b
o
d
y
 
t
o
 
i
n
v
e
s
t
i
g
a
t
e
 
a
n
d
 
s
u
p
p
o
r
t
,
 
i
n
c
l
u
d
i
n
g
 
a
d
v
i
c
e
 
h
e
l
p
l
i
n
e
 
a
n
d
anonymous
 
reporting
 
(18%)
S
a
f
e
 
s
p
a
c
e
s
 
t
o
 
d
i
s
c
u
s
s
 
a
n
d
 
r
e
p
o
r
t
 
i
s
s
u
e
s
,
 
i
n
c
l
u
d
i
n
g
 
m
e
e
t
i
n
g
s
,
 
w
e
b
s
i
t
e
 
f
o
r
u
m
a
n
d
 
r
e
g
u
l
a
r
 
s
u
r
v
e
y
s
 
l
i
k
e
 
t
h
i
s
 
(
1
6
%
)
R
e
c
r
u
i
t
i
n
g
 
d
i
v
e
r
s
e
 
p
e
o
p
l
e
 
t
o
 
(
s
e
n
i
o
r
)
 
r
o
l
e
s
 
a
n
d
 
s
e
t
t
i
n
g
 
d
i
v
e
r
s
i
t
y
 
t
a
r
g
e
t
s
(
1
3
%
)
S
t
a
n
d
a
r
d
i
s
e
d
 
p
o
l
i
c
y
 
a
n
d
 
p
r
o
t
o
c
o
l
s
 
f
o
r
 
r
e
s
p
o
n
d
i
n
g
 
(
1
0
%
)
 
a
n
d
 
m
o
r
e
p
r
o
m
o
t
i
o
n
 
o
f
 
t
h
e
 
p
r
o
c
e
s
s
 
f
o
r
 
r
e
p
o
r
t
i
n
g
 
a
n
d
 
g
e
t
t
i
n
g
 
s
u
p
p
o
r
t
 
(
7
%
)
W
h
a
t
 
a
r
e
 
t
h
e
 
t
o
p
 
p
r
i
o
r
i
t
i
e
s
?
“I
 
think
 
the
 
current
 
political
 
culture
 
has
 
worsened the
 
situation
 
as
 
the
 
rhetoric
 
is
 
so
hostile
 
to
 
anyone
 
who
 
isn't
 
viewed as
 
being
 
‘British.’
 
I
 
think
 
a
 
change
 
of
 
culture
needs
 
to
 
come
 
from
 
the
 
top
 
-
 
RCGP,
 
BMA
 
etc
 
&
 
be
 
publicised 
repeatedly
 
in
 
the
media.
 
The
 
main
 
issue
 
is
 
to
 
listen
 
and
 
support
 
our
 
colleagues
 
as
 
the
 
hurt
 
and
offence
 
that
 
we
 
all
 
experience
 
can
 
only
 
be
 
healed
 
by
 
the
 
support
 
we
 
receive
 
from
our
 
peers.”
“Minorities
 
to
 
be
 
empowered
 
to
 
call
 
out
 
racism,
 
discrimination,
 
harassment
 
and
 
bias
via
 
a
 
government
 
led
 
agency
 
who
 
can
 
feed
 
back
 
to
 
companies
 
then
 
we
 
would
 
know
the
 
true
 
scale
 
of
 
the
 
problem. Minorities
 
don't
 
often
 
report
 
or
 
log
 
racial
 
offences
because
 
they
 
are
 
afraid
 
of
 
losing
 
their
 
job.
 
White
 
staff
 
to
 
acknowledge
 
that
 
they
have
 
a
 
culture
 
and
 
to
 
explore
 
what
 
it
 
is
 
and
 
realise
 
the
 
word
 
is
 
not
 
exclusively
 
for
minorities.”
“Having
 
an
 
easy
 
way
 
of
 
staff
 
doing
 
anonymous
 
surveys
 
which
 
could
 
then
 
be
 
fed
back
 
to
 
us
 
by
 
an
 
independent body
 
anonymously
 
so
 
we
 
pick
 
up
 
issues
 
that
 have
not
 
surfaced.”
W
h
a
t
 
h
a
v
e
 
w
e
 
l
e
a
r
n
t
?
4
7
%
 
o
f
 
p
e
o
p
l
e
 
r
e
s
p
o
n
d
i
n
g
 
f
r
o
m
 
S
o
u
t
h
 
E
a
s
t
 
L
o
n
d
o
n
 
s
a
i
d
 
t
h
e
y
 
h
a
d
e
x
p
e
r
i
e
n
c
e
d
 
s
o
m
e
 
t
y
p
e
 
o
f
 
d
i
s
c
r
i
m
i
n
a
t
i
o
n
 
o
r
 
h
a
r
a
s
s
m
e
n
t
 
d
u
e
 
t
o
 
t
h
e
i
r
p
e
r
s
o
n
a
l
 
c
h
a
r
a
c
t
e
r
i
s
t
i
c
s
 
a
t
 
w
o
r
k
 
l
a
s
t
 
y
e
a
r
.
3
3
%
 
s
a
i
d
 
t
h
e
y
 
e
x
p
e
r
i
e
n
c
e
d
 
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investigate.
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A pan-London survey was conducted to explore discrimination and racism experiences among primary care staff. 244 respondents from South East London participated, representing various roles and demographics. The survey aimed to ensure a safe and inclusive work environment.


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  1. Discrimination & racism in primary care Experiences of primary care staff working in South East London

  2. Pioneering pan-London survey All NHS staff deserve to work in an environment that is safe, welcoming and free of discrimination. In November/December 2021 all primary care staff in London were invited to complete a short anonymous online survey to say whether or not they had experienced discrimination at work over the past 12 months. The survey was advertised in meetings, newsletters, social media, mailing lists and through HEE, NHSEI, Primary Care School, LMC, LPC, LDC, ICSs, PCNs, Training Hubs, EDI leads, PM Fora and networks. This document sets out the feedback from South East London.

  3. Who shared their experiences? 1025 primary care team members from across London took part. 244 people worked in South East London. North Central London 176 North East London 286 North West London 134 South East London 244 South West London 181

  4. Who shared their experiences? The roles of the 244 people responding from South East London are below. This represents about 6% of the primary care workforce in South East London. GP - salaried, partner or locum 27% General practice nurse or ANP 17% Practice Manager 14% Administrative, clerical, reception or IT roles 20% Other senior management roles e.g finance 3% Optometrist, optician, optical assistant 6% Pharmacist, pharmacy technician 2% Dentist, dental nurse or other clinical dental 1% Other supporting clinical roles e.g. HCA Other patient care roles e.g. health coach 4% 3% Other roles e.g. student 1%

  5. Who shared their experiences? The age, gender and ethnicity profile of the 244 people who took part in South East London was broadly representative of the primary care workforce in the area. 42% Non- binary and other 1% Female 78% 27% 20% 6% 4% Male 21% 1% 16-20 21-30 31-40 41-50 51-65 66+ yrs

  6. Who shared their experiences? Asian/Asian British - Indian 12% Asian/Asian British - Pakistani 3% Asian/Asian British - Bangladeshi Asian/Asian British - Chinese 3% 1% Other Asian/Asian British 3% 11% Black/Black British - African Black/Black British - Caribbean Other Black/Black British 8% 1% 40% White - British White - Irish 2% Any other White background 9% Arab 1% Any other background 8%

  7. Discrimination and harassment Below are the proportions who said they had experienced discrimination or harassment due to their personal characteristics in their primary care work in the past 12 months. 47% said they experienced some type of discrimination. 18% Due to ethnicity 33% 4% Due to gender 13% 5% Due to age 6% 3% Due to religion 4% 1% Due to disability 2% 1% 1% Due to sexual orientation Discrimination from staff Discrimination from patients 2% 2% Due to other characteristics

  8. Perceived racial discrimination Below are the proportions of people from different ethnic backgrounds who said they had personally experienced racial discrimination or harassment at work in the last 12 months. Discriminated against by patients 33% 55% 60% 11% 33% 30% Discriminated against by staff 18% 20% 40% 6% 10% 35% Ethnic background Total, all ethnic groups Asian or Asian British Black or Black British White British or Irish Any other White background Any other background

  9. Racial discrimination - past year People from minority ethnic backgrounds were more likely to feel their ethnicity had reduced their career progression and training opportunities in the past year. % Asian % Black % White British / Irish % Other White % Any other 86 78 76 70 59 50 40 30 29 30 25 25 22 18 17 10 10 5 3 3 My organistion acted fairly about promotions and progression, regardless of ethnicity My ethnicity reduced my chances of promotion or progression My ethnicity reduced my opportunities for training I saw a colleague discriminated against due to their ethnicity

  10. Racial discrimination past year People from minority ethnic backgrounds were more likely to say that they considered leaving their role due to racial discrimination in the past year. % Asian % Black % White British / Irish % Other White % Any other 36 33 22 22 21 20 18 14 14 14 11 10 9 6 6 6 5 3 2 1 0 0 0 0 0 Senior colleague Patient complained Colleague complained about me due to my ethnicity Had performance measures or disciplinary action due to my ethnicity Considered leaving or left due to racial discrimination discriminated against me due to my ethnicity about me due to my ethnicity

  11. Impacts of racial discrimination 91 people shared a recent experience of perceived discrimination or harassment based on their ethnic background. Most said that the most recent instance involved subtle or underhanded comments or actions. Examples of perceived discrimination included: Subtle or underhand comments or actions, 64% racial slurs / stereotyping being undermined or put down not being listened to, treated with respect or promoted patients wanting to see someone else Direct comments or actions, 26% People said this led them to: feel undervalued, unsupported, demoralised have significant mental health concerns leave the job or go on sick leave Aggressive or threatening behaviour, 10%

  12. Examples of discrimination Worked through the whole COVID crisis, only to be called for disciplinary action for breach of COVID rules 3 months after the event. Just used me to keep offering services. I won my case but I have never felt so demoralised and unappreciated in my life. I would rather go drive a HGV than do this job right now. Seeing that l was being treated differently compared to my colleagues made me feel as if my feelings and opinions were not worthy. Discrimination makes me feel worthless and sad that I have given so much yet not appreciated. White bureaucrats discriminate and they harass you into feeling that you are not doing a good job. Colleagues say things and act towards you in a discriminative way. You do not feel like interacting with that person anymore or even speaking to them. This does not help team morale nor does it lighten the atmosphere to make the work an enjoyable experience.

  13. Reporting racial discrimination Of the 91 people who described their experiences of racial discrimination, 41% said they or someone else reported the most recent incident. About 1 in 7 said they reported it and it was dealt with well. 15% I reported and it was dealt with well 22% I reported but not dealt with well Someone else reported 4% 47% Did not report as thought nothing would be done Did not report as worried about consequences 29% Did not report as did not know who to report to 19% 7% Dealt with issue directly with person People could give more than one reason for not reporting 2% Did not feel the need to report

  14. Do people know what to do? Regardless of whether they experienced discrimination, we asked if people knew where to get help with ANY harassment or discrimination at work. Many said they knew where to go for help, but people from minority ethnic backgrounds were least likely to feel confident that anything would be done. % Asian % Black % White British/ Irish % Other White % Any other 94 92 91 86 81 81 80 76 75 69 68 65 61 47 39 I know where to go for help to deal with any harassment or discrimination I see or experience at work I would feel secure raising concerns about harassment or discrimination where I work I am confident that my organisation would address concerns I raise about harassment or discrimination

  15. What are the top priorities? 61 people suggested practical things to tackle racial discrimination or harassment (regardless of whether they had experienced any): Training for all staff about diversity and unconscious bias (33%) and helping people feel confident to raise and deal with issues (7%) Zero tolerance campaign, informing patients about what is unacceptable and making it easy to remove patients from the register (25%) Independent body to investigate and support, including advice helpline and anonymous reporting (18%) Safe spaces to discuss and report issues, including meetings, website forum and regular surveys like this (16%) Recruiting diverse people to (senior) roles and setting diversity targets (13%) Standardised policy and protocols for responding (10%) and more promotion of the process for reporting and getting support (7%)

  16. What are the top priorities? I think the current political culture has worsened the situation as the rhetoric is so hostile to anyone who isn't viewed as being British. I think a change of culture needs to come from the top - RCGP, BMA etc & be publicised repeatedly in the media. The main issue is to listen and support our colleagues as the hurt and offence that we all experience can only be healed by the support we receive from our peers. Minorities to be empowered to call out racism, discrimination, harassment and bias via a government led agency who can feed back to companies then we would know the true scale of the problem. Minorities don't often report or log racial offences because they are afraid of losing their job. White staff to acknowledge that they have a culture and to explore what it is and realise the word is not exclusively for minorities. Having an easy way of staff doing anonymous surveys which could then be fed back to us by an independent body anonymously so we pick up issues that have not surfaced.

  17. What have we learnt? 47% of people responding from South East London said they had experienced some type of discrimination or harassment due to their personal characteristics at work last year. 33% said they experienced racial harassment or discrimination from patients and 18% from colleagues or managers. 41% of recent instances of racial discrimination were reported, but only 15% said they reported it and the issue was dealt with well. Black people were more likely than others to say they had experienced racial discrimination, but were less likely to know where to get help and less likely to feel confident about raising issues. The most common suggestions to help address racism at work were training for all team members, a zero tolerance campaign targeting patients and an independent group to give advice and investigate.

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