Diseases and different ethnic groups: This document discusses how population groups with differences in culture, religion, or ethnicity may have different illness behaviors and beliefs, leading to health inequalities. Certain diseases are more prevalent in certain ethnic groups, and accessing medical care in a culturally appropriate context can be a challenge. Black and minority ethnic groups are more likely to report ill health and experience health disparities at a younger age than white British groups. It is important to factor ethnicity into risk assessment when managing ethnic minority patients.
The health of people from ethnic minority groups in England: This long read examines ethnic differences in health outcomes, highlighting the variation across ethnic groups and health conditions, and considers what’s needed to reduce health inequalities.
Ethnic disparities in the major causes of mortality and their risk factors – a rapid review: This paper mainly focuses on the 2 leading causes of death in the UK: cancers and cardiovascular diseases which account for 55% of deaths in the UK, and their major risk factors.
In considering disparities, we look at both ethnicity and deprivation as there are strong associations between ethnicity and deprivation, and between deprivation and most health outcomes.
Different ethnic groups and health outcomes: This document discusses how ethnicity can impact healthcare and access to it at many levels, including differences in service uptake, communication issues, culture and attitudes, socio-economic factors, and differences in disease prevalence. It emphasizes the importance of understanding cultural differences and attitudes for effective healthcare delivery and highlights the unequal distribution of social determinants of health across ethnic groups, leading to preventable health inequalities.
Black maternal health: The UK has one of the lowest maternal mortality ratios in the world. There are, however, glaring and persistent disparities in outcomes for women depending on their ethnicity. Maternal mortality for Black women is currently almost four times higher than for White women. Significant disparities also exist for women of Asian and mixed ethnicity.
Useful Resources:
How are we doing? Centre for Mental Health was funded by Mind to design a new culturally appropriate measure or approach to tracking outcomes for young Black men aged 17-30 who attend community well-being and mental health programmes
Culturally appropriate evaluation for young Black men: Centre for Mental Health worked with young Black men (aged 17-30) to coproduce a measure which tracks their journeys and experiences of attending a community, wellbeing and mental health programme.
Literature Review: Mind culturally appropriate measurement of service user outcomes and evaluation within community services: This literature review explores the meaning of culturally appropriate or culturally competent approaches. It includes evidence on effective approaches used with young black males and other minority groups in evaluation and co-production work. We review the principles and strategies which facilitate culturally appropriate outcome measurement and evaluation approaches, so they can inform our project.
Mental health among young people from racialised communities: Young people from racialised groups are disproportionately exposed to many known risk factors linked with mental health problems. These include being excluded from school, being in care, being involved in the criminal justice system, and being homeless.
BME Psychology - Diversifying Psychology Away from its White, Western Bias: This website is maintained by Glen Jankowski (critical psychology lecturer at Leeds Beckett University) and arose from a group project aiming to move psychology away from its white and Western bias
Mental health and wellbeing for ethnically diverse women - a practical guide for managers: This guide aims to contribute towards the growing effort to educate and support managers with practical techniques to build authentic relationships and foster a deeper appreciation of the unique mental health challenges that may be faced by the Black, Asian and ethnic minority employees in their teams.
Dementia in the Black Community: Did you know that dementia rates are 20% higher in black people than in the rest of the population? Why is this, and how is this condition recognised and managed?
British Association of Dermatologists Improving descriptors in dermatology
Mind the gap: A handbook of clinical signs in Black and Brown skin
Skin Deep – paediatrics – from Don’t Forget the Bubbles (DFTB) and the Royal London Hospital (RLH) Includes lists of conditions in paediatrics
Centre of Evidence Based Dermatology, University of Nottingham
Primary Care Dermatology Society
The PCDS website is recognised as one of the world’s leading dermatology websites, with a comprehensive diagnostic resource and concise guidance on the management of skin conditions. See Pigmented skin types - clinical variations
The world’s authority on skin information. New Zealand. See Dermatological conditions in skin of colour
Skin diversity descriptors guidance for healthcare professionals document 1, 17 February 2021
Acne vulgaris, atopic eczema, pityriasis rosea, lichen simplex chronicus, nodular prurigo, pseudofolliculitis barbae
For those who have access to Clinical Key:
Ethnic Inequalities in Healthcare - A Rapid Evidence Review: The rapid review focussed on priorities set by the NHS Race and Health Observatory (RHO),relating to ethnic inequalities in:
• access to, experiences of, and outcomes of, mental healthcare;
• access to, experiences of, and outcomes of, maternal and neonatal healthcare;
• digital access to healthcare;
• genetic testing and genomic medicine;
• the NHS workforce.
Racial discrimination and health: a prospective study of ethnic minorities in the United Kingdom: the present study sets out to assess cross-sectional and prospective associations between racial discrimination and health in a large community-dwelling UK population cohort. Specifically, we were interested in psychological distress, mental functioning and life satisfaction, as indicators of mental health, as well as self-rated health and physical functioning as markers of physical health, along with limiting longstanding illness as an indicator of impairment.
Diversity and inclusion in clinical trials – an imperative, especially in times of COVID-19: This article discusses the importance of diversity and inclusion in clinical trials, particularly during the COVID-19 pandemic. It highlights the need for greater representation of underrepresented groups in clinical trials to ensure that treatments and vaccines are effective for all populations.
Critically Appraising for Antiracism: This tool was developed by Information Specialist Ramona Naicker in response to witnessing how racial bias can influence study outcomes and conconclusions. Not only can racial bias impact a study’s internal and external validity, it can also deeply damage communities of minoritised ethnic populations who already suffer from health and social inequalities. This tool aims to support appraisers in identifying racial bias, and support future researchers in overcoming these limitations.
Those who participate in, consume, and appraise research have a role to play in its recalibration; to reflect on previous practices with antiracism perspectives, and actively engage to produce more inclusive research. For more information, visit https://www.criticallyappraisingantiracism.org/
Useful Resources:
The Commission on Race and Ethnic Disparities published Employment, fairness at work, and enterprise - Independent report
This chapter looks at ethnic minority progress at work. It considers the history of, and current state of, pay and employment, and the trends in social class mobility across generations. The NHS is being considered as a specific case study in the report, reviewing disparities in pay among ethnic minority healthcare staff as well as disparities in recruitment and progression.
Delivering racial equality in medicine:
This report presents a high-level overview of the barriers that are preventing racial equality in the medical profession. It draws on the findings of the BMA’s Racism in Medicine survey – one of the largest of its kind on the experience of racism in the medical profession – and summary of key evidence on barriers to and initiatives to support career progression for ethnic minority doctors. It also draws on the report Why are we still here?, a piece of research commissioned by the BMA examining the barriers to career progression for ethnic minority doctors. Through summarising the evidence, this report aims to provide a pathway to achieve fair outcomes for all doctors across education and training, with key themes and
recommendations to address disparities in the medical profession based on race.
Racism in medicine: This report presents the findings of the British Medical Association (BMA) racism in medicine survey, which ran from October to December 2021. The survey sought to gather evidence of the racism experienced by doctors and medical students working in the NHS, and the impact of these experiences on their working lives and their career opportunities. All doctors and medical students in the UK, from all ethnic backgrounds, were invited to participate. The survey received 2030 responses in total, making it one of the largest of its kind. It found a concerning level of racism in the medical profession, stemming from fellow doctors, other NHS staff, and patients. These experiences of racism present in a variety of forms in the institutions and structures of the medical profession
Workforce race inequalities and inclusion in NHS providers:The NHS has one of the most ethnically diverse workforces in the public sector. However, year after year, ethnic minority staff1 report worse experiences in terms of their lives and careers, when compared with white staff and people from an ethnic minority background are under-represented in senior positions in the NHS.
On leadership that leads to racial justice: Every movement for social justice is contested; they always have been and always will be. The reasons for this are to do with power. Social justice questions, how power is held, by whom, and how power works. It’s therefore those who have the least power that lead these emancipatory movements, because they have the most to lose where discrimination continues. It is for these reasons that the conversation about leadership needs to change – thinking through what leadership is for, and how to determine what good looks like. This straight-talking blog is aimed at leaders who want to ‘get it’ on inclusion. It’s candid because its purpose is to provoke leaders to lead better for racial justice.
Inspiration: sharing the “whys” and the “hows” of compassionate and inclusive leadership: The article on the NHS England website emphasizes the need for the NHS to become an employer of excellence by valuing, supporting, developing, and investing in its people. It highlights the effects of discrimination on health, particularly during the pandemic, and provides resources for creating compassionate and inclusive working environments through collective leadership.
The Shuri Network is the first NHS and care network of women from minority ethnic groups in digital health. We are a unique team that has had a big impact on celebrating difference and diversity in digital health, challenging the system to take action and supporting women from ethnic minorities to succeed in their careers. We are named after Shuri, the Black Panther character who is responsible for her country’s technological success and champion safety, innovation and diversity, and are supported by Health Education England, NHS England and NHS Digital.
Useful Resources:
Cultural Competence: The Cultural Competence elearning tool is made up of three 20-30 minute learning sessions. The purpose of the tool is to support clinicians in the NHS to gain knowledge and understanding of the issues around culture and health; and how this might influence health care outcomes.
Barts Healt NHS Trust five staff diversity networks organise regular events and courses that covers every aspect of Diversity, Equality, and Inclusion. For more details on how to join and attend future events and training, please click here.