Statement of commitment to addressing antisemitism, anti-Muslim hostility and all forms of racism
NHS chief people officers (CPOs) have signed an open statement to reaffirm their commitment against antisemitism, anti-Muslim hostility and all forms of racism.
Statement of commitment to addressing antisemitism, anti-Muslim hostility and all forms of racism
As a group of chief people officers working in an NHS that employs some 1.5 million people, we sign this open letter to reaffirm our collective commitment to addressing antisemitism, anti-Muslim hostility and race discrimination at work. This is a critical workforce, leadership and patient safety issue.
The universal nature of the NHS demands that no patient or member of staff should feel unsafe or unwelcome because of who they are.
Tackling workforce race and ethnicity inequality in all its guises requires visible leadership and sustained activity, if we are to uphold the values of the NHS. As the report from Lord Mann states, action starts with acknowledging that antisemitism exists within the NHS.
We do not subscribe to the view that highlighting specific examples of religious discrimination or racism risks imbalance. The opposite is true. A serious, non-hierarchical approach to addressing all racism, in whatever its guise, strengthens the entire equality framework.
Those who work, train and learn in the NHS have the right to be safe and feel supported at work. We all have a responsibility to ourselves and our colleagues. We must act if we witness antisemitism, anti-Muslim hostility or racism in the workplace.
The NHS EDI Improvement Plan sets out a clear framework for action. In particular, High Impact Action 6 commits NHS Boards to creating an environment that eliminates the conditions in which bullying, discrimination, harassment and violence occur, reinforcing the expectation of active leadership, accountability and zero tolerance of unacceptable behaviour.
In light of what our staff are telling us through the formal NHS Staff Survey and local escalation routes, it is clear that we must strengthen how we deliver on this commitment.
Success should be measured not merely by reduced complaints or incremental reductions in attacks, but by staff from every background reporting greater confidence that all forms of religious and racial discrimination are dealt with firmly and fairly.
The report sets out helpful and clear actions that employers can take now, alongside adopting and implementing the range of national guidance that will be developed in response to the review team’s recommendations.
As signatories to this statement, we recommit to creating an environment at work where staff are safe and where acts of antisemitism, anti-Muslim hostility and racism are not tolerated.
We will build and sustain a culture in which antisemitism, anti-Muslim hostility and racism are actively challenged, not tolerated, and where all staff feel safe, respected and confident to speak up, knowing concerns will be taken seriously and acted upon.
We commit to the following principles and actions to achieve this:
- We will use this review and its recommendations to guide the actions for our organisation to improve experience and outcomes for staff and patients, working with our staff and staff networks. We will start by adopting the NHS Race and Health Observatory's seven principles of anti-racism and reflecting on the Macpherson principles in relation to what we do.
- We will promote a culture that fosters openness and transparency which does not tolerate antisemitism, anti-Muslim hostility and racism.
- We will adopt recommended definitions of antisemitism, anti-Muslim hostility and racism to ensure consistency across the NHS. They will be embedded in policy, practice and conduct expectations, and ensure all staff understand how they apply in the workplace.
- We will ensure that unacceptable behaviours are consistently addressed and that leaders at all levels take responsibility for creating inclusive, respectful workplaces. We will go further than the Lord Mann review recommends and ensure all of our board members receive relevant training.
- We will clearly communicate expected standards of behaviour. This includes expected action for those who witness antisemitism, anti-Muslim hostility or racism in the workplace. This will be aligned to and reinforced by the new NHS Staff Standards.
- We will ensure clear, specific, and consistently applied policies are in place, including timely investigation and proportionate action in response to incidents of racism and discrimination.
- We will ensure appropriate reporting mechanisms are in place for those who experience antisemitism, anti-Muslim hostility or racism in the workplace so staff are confident to speak up and be assured that concerns will be taken seriously and acted upon.
- We will ensure that leaders at all levels are clear on their responsibility to act and that failure to respond to incidents appropriately is addressed as a leadership and governance issue.
- We will use workforce data and staff insight to identify and address inequalities, taking targeted action to improve staff experience and ensure measurable improvement in how staff from all backgrounds feel treated, supported and able to thrive at work.
- We will report our progress at board level and this will be visible to staff and patients.
These commitments apply equally to everyone across our organisations. They will be underpinned by clear leadership, transparency and accountability.
A serious and consistent approach to all forms of racism strengthens the integrity of our workforce and the care we provide. This is what our staff expect, and what we must deliver.
Confirm your commitment and sign this statement
If any other employers would like to add their name to the list please email our workforce supply team.
