Recommendation 28

NHSE&I acknowledged that COVID-19 has had a disproportionate impact on Black, Asian and minority ethnic (BAME) staff and admitted that there is variability in how well these staff have been supported during the pandemic. In response to our questions 64 Q 40 65 NWF0006 - Royal College of Nursing submission, para 4.3 & 4.5. 66 NWF0006 - Royal College of Nursing submission, para 4.6 67 Q 40 68 Qq 50, 51 & 64 69 Q21; NHS, We are the NHS: People Plan 2020/21 – action for us all, July 2020 70 Qq 9, 11 71 NWF0003 - Unison, para 7; NWF0005 - NHS Employers; NWF0001 - The Council of Deans of Health 72 Qq 86–87 73 NWF0001 - Council of Deans of Health; NWF0005 - NHS Employers. 16 NHS nursing workforce about ensuring there is no adverse impact on the career progression of BAME staff, NHSE&I told us that BAME staff are not automatically redeployed but have been offered a risk assessment to determine how to protect their health. It said that there are a range of measures that can be taken to protect staff, including enhanced infection prevention measures and Personal Protective Equipment, and training for staff working in clinical areas. It told us that, as part of the race equality standard, every trust has a plan for addressing differentials between white and BAME staff, including on career progression. NHSE&I is tracking data on the race equality standard across trusts and minority groups, and individual trusts and employers also have access to relevant data.74 74 Qq 93–96 NHS nursing workforce 17