Source · Select Committees · Health and Social Care Committee
Recommendation 3
3
Accepted
Current system fails to incentivise NHS leaders to improve Black women's maternity outcomes.
Conclusion
NHS leaders have a vital role in improving maternity outcomes for Black women and addressing the underlying culture and racism that underpin those outcomes. However, the current system does not incentivise leaders to focus on this issue or effectively hold to account Trusts that fail to make progress.(Conclusion, Paragraph 36)
Government response summary AI-generated
The government agrees on the importance of diversifying NHS leadership and details existing initiatives like NHS England's Diversity in Health and Care Partners Program and the CapitalMidwife Anti-Racism Framework. They also mention the ongoing development of the 10 Year Workforce Plan, which included a call for evidence.
Summary of the government's response below — read the verbatim text to verify.
Government Response
Accepted
HM Government · verbatim extract
Accepted
The government agrees with the committee that NHS trust leaders should set clear expectations for tackling racism and fostering an inclusive culture. The NHS needs and deserves the best leaders who foster an open, inclusive and compassionate culture. There is significant work underway to ensure that NHS leaders are equipped to deliver transformation in the NHS and to ensure that they are held accountable should their actions consistently fall short of the standards expected of them. This includes initiatives within NHS England, the Care Quality Commission (CQC) and NHS Resolution. NHS leadership and expectations The government committed in its manifesto to establish a College of Executive and Clinical Leadership within this Parliament, which will: • play an important role in managing and championing the new NHS management and leadership standards, and code of practice • provide access to development for managers and leaders that is aligned with the leadership and management framework The manifesto also committed the government to introducing a regulatory system for senior NHS leaders, as there is in place for clinicians, within this Parliament, which will hold senior NHS leaders accountable for their actions. In July 2025, the government set out plans to achieve this through a disbarring mechanism, which will prevent senior NHS managers who commit serious misconduct from working in senior roles within the NHS again. The forthcoming new NHS Management and Leadership Framework’s code and standards will include clear and measurable expectations around: • inclusion • valuing diversity • embedding inclusivity, equity and safety for all • tackling health inequalities Board members and trust leaders All board members, including chief executives, have specific objectives for equality, diversity and inclusion as per the Board member appraisal guidance. All board members are assessed against the NHS leadership competency framework for board members, which includes a specific domain to ensure leaders are promoting equality and inclusion, and reducing health and workforce inequalities.
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