The values-based case for going further

All organisations have values that their people are expected to embody in their day-to-day work and use to guide decision-making. Those values are often encoded in constitutions, strategies and codes of conduct.

For example, the NHS - the UK's largest publicly funded healthcare ecosystem - is a caring system. Above all else, the NHS believes in looking after its staff and its patients, as do the UK's private and voluntary healthcare organisations. That includes creating an environment in which racism is not accepted, and in which we actively progress race equity. All employees have a responsibility to do what it takes to live by those values.

By advancing race equity, we are bringing ourselves closer to embodying the values and commitments shared across the healthcare sector.

How does further advancing race equity align with our values?

First and foremost, there is value in having values.

Having strong values at an organisational level increases staff engagement, which in turn improves the overall patient experience. Strong organisational values also drive the long-term success and societal impact that healthcare organisations across the UK can achieve.¹

Further advancing race equity will help us live by our values.

The values that NHS organisations across England, Scotland, Wales and Northern Ireland share include teamwork, commitment to excellence and quality of care, respect, dignity and compassion.² The values central to nursing, specifically, as set out by the NHS's 2021 'Compassion in Practice' strategy and vision are the 'six Cs': care, compassion, competence, communication, courage and commitment.³ The Nursing and Midwifery Council Code's key values are to treat people with kindness, respect and compassion; avoid making assumptions and recognise diversity and individual choice; and respect and uphold human rights.⁴ The Royal College of Nursing Group value statement sets out the goal to 'promote professionalism and alleviate suffering.'⁵ Finally, the UK's private and voluntary healthcare organisations share many of the same values.⁶

These values are aligned with combatting racism and inequality.

Racism is an injustice and goes against those values - and the healthcare sector has a duty to do what it takes to eradicate it. The NHS Constitution states that 'the NHS aspires to the highest standards of excellence and professionalism' and that staff members have a duty ‘not to discriminate against patients or staff and to adhere to equal opportunities and equality and human rights legalisation.'⁷

As a result, staff members are informally assessed on how they promote diversity.⁸ For instance, during interviews, candidates are asked to exhibit how they have progressed EDI initiatives in the past year. The RCN similarly aspires to be a champion of equity, diversity, inclusion and human rights, fighting any discrimination that nursing staff may face. In 2023, the RCN helped Michelle Cox, a member in the North West, win a landmark race discrimination case and launch a new award with the RCN Foundation which funds projects aimed at opposing racism.⁹

Advancing race equity will bring us closer to living by our values of care, compassion and professionalism, and to meeting our professional standards.

There is a clear values-based case for going further.