Eventually parts of the NHS are starting to not use the word 'BAME'. A term deemed offensive by the majority. How refres...
Eventually parts of the NHS are starting to not use the word 'BAME'. A term deemed offensive by the majority. How refreshing!!! Blacknews.uk can assure you some parts of the NHS are heavily using the 'BAME' term as opposed to 'ethnic minority' or 'Black', etc... An interesting report which raises some interesting points about systemic racism within the NHS from the BMJ (British Medical Journal), who are run/sanctioned by the BMA (British Medical Association). The report states: The commission’s analysis of access to healthcare is brief and concludes that racism and discrimination are not widespread. Yet there is substantial evidence of racial inequalities in areas as diverse as myocardial infarction, diabetes care, cancer, sickle cell disease and genetic services. All of this has been overlooked, along with any consideration of the adverse effects of racism on cardiovascular health and signs of early aging. The scientific basis of medicine also offers well documented examples of racial bias, including a lack of appropriate dermatology teaching on brown and black skin, pulse oximeters that underestimate oxygen saturation in people with darker skin and erroneous race based adjustments in measures of renal function. All have persisted unnoticed for years and continue to risk misdiagnosis and the perpetuation of ethnic inequalities. The commission’s analysis of ethnic disparities in the NHS workforce is also superficial and misleading. It acknowledges the importance of the Workforce Race Equality Standard but makes no further mention of the many dimensions of racism experienced by ethnic minority staff. Disappointingly, this report offers few innovative suggestions for tackling ethnic health inequalities. Nevertheless, some recommendations are worth considering such as a review of the ethnic pay gap, adding measures of ethnic inequality to Care Quality Commission inspections, and enhancing shared learning on the causes of, and solutions for, ethnic health disparities. Working towards race equality is not new in the NHS, which embarked on an ambitious strategy seven years ago, initially limited to the workforce. The effect of covid-19 on ethnic minority staff and the Black Lives Matter movement have triggered many antiracist actions in healthcare. Medical curriculums are being decolonised, race based medical guidelines are being reviewed, and equal opportunity measures for career progression and a zero tolerance approach to racist abuse are being implemented in many institutions. In academia, centres for ethnic minority research are strengthening their engagement with communities. The scale of these activities is unprecedented and unstoppable. Black News UK hopes to see these changes being implemented in the near future. The report says these changes are happening in 'many' institutions and the change is 'unstoppable', which is amazing. Which means there are 'many' institutions where this is not happening. Be sure to ask what your employer has done and will do over the next 12 months to effect positive change for Black people and ethnic minorities!!!
Black News 
Eventually parts of the NHS are starting to not use the word 'BAME'. A term deemed offensive by the majority. How refreshing!!! Blacknews.uk can assure you some parts of the NHS are heavily using the 'BAME' term as opposed to 'ethnic minority' or 'Black', etc... An interesting report which raises some interesting points about systemic racism within the NHS from the BMJ (British Medical Journal), who are run/sanctioned by the BMA (British Medical Association). The report states: The commission’s analysis of access to healthcare is brief and concludes that racism and discrimination are not widespread. Yet there is substantial evidence of racial inequalities in areas as diverse as myocardial infarction, diabetes care, cancer, sickle cell disease and genetic services. All of this has been overlooked, along with any consideration of the adverse effects of racism on cardiovascular health and signs of early aging. The scientific basis of medicine also offers well documented examples of racial bias, including a lack of appropriate dermatology teaching on brown and black skin, pulse oximeters that underestimate oxygen saturation in people with darker skin and erroneous race based adjustments in measures of renal function. All have persisted unnoticed for years and continue to risk misdiagnosis and the perpetuation of ethnic inequalities. The commission’s analysis of ethnic disparities in the NHS workforce is also superficial and misleading. It acknowledges the importance of the Workforce Race Equality Standard but makes no further mention of the many dimensions of racism experienced by ethnic minority staff. Disappointingly, this report offers few innovative suggestions for tackling ethnic health inequalities. Nevertheless, some recommendations are worth considering such as a review of the ethnic pay gap, adding measures of ethnic inequality to Care Quality Commission inspections, and enhancing shared learning on the causes of, and solutions for, ethnic health disparities. Working towards race equality is not new in the NHS, which embarked on an ambitious strategy seven years ago, initially limited to the workforce. The effect of covid-19 on ethnic minority staff and the Black Lives Matter movement have triggered many antiracist actions in healthcare. Medical curriculums are being decolonised, race based medical guidelines are being reviewed, and equal opportunity measures for career progression and a zero tolerance approach to racist abuse are being implemented in many institutions. In academia, centres for ethnic minority research are strengthening their engagement with communities. The scale of these activities is unprecedented and unstoppable. Black News UK hopes to see these changes being implemented in the near future. The report says these changes are happening in 'many' institutions and the change is 'unstoppable', which is amazing. Which means there are 'many' institutions where this is not happening. Be sure to ask what your employer has done and will do over the next 12 months to effect positive change for Black people and ethnic minorities!!!
