# Mixed-methods evaluation of targeted leadership development training to support the career progression of the black and minority ethnic NHS workforce

## TL;DR

This study evaluates leadership training programs aimed at helping Black and minority ethnic NHS workers advance their careers, finding that while the programs are beneficial, broader institutional changes are needed to address racial disparities.

## Contribution

The study provides empirical evidence on the effectiveness of targeted leadership training for BME NHS workers and highlights the need for institutional reforms.

## Key findings

- Participants reported positive impacts from the leadership programs, including increased self-confidence and career opportunities.
- Institutional barriers and structural racism were identified as significant obstacles to career progression for BME workers.
- Most participants achieved meaningful career development after completing the programs.

## Abstract

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.