The NHS is one of the most diverse employers in the UK, yet disparities persist in career progression, workplace experiences, and leadership opportunities for Black, Asian, and Minority Ethnic (BAME) staff. Systemic discrimination, unconscious bias, and exclusionary workplace cultures have been identified as barriers to equality and inclusion. This study examines the lived experiences of BAME National Health Service (NHS) staff to assess the impact of unconscious bias training on workplace culture. It explores how such training for managers and staff could help foster inclusivity and drive meaningful change.

The study aims to explore the perspectives of BAME staff on workplace discrimination, the role of unconscious bias in NHS organisational culture, and the effectiveness of unconscious bias training in mitigating discriminatory practices. It seeks to provide recommendations for policy and practice to enhance inclusivity and equity in the NHS.

A qualitative research approach was adopted, utilising semi-structured interviews with BAME staff working across various NHS roles, departments and Trusts. A purposive sampling was used to achieve diverse representation across various job grades, years of service and specialisms. Thematic analysis was conducted to identify recurring patterns and key themes that are related to discrimination, unconscious bias, and organisational culture.

Findings revealed that BAME staff frequently encounter subtle and overt discrimination, including challenges in career progression, microaggressions, and exclusion from leadership opportunities. Participants emphasized that, when implemented effectively, unconscious bias training could enhance awareness among managers and staff, fostering more equitable hiring, promotion, and workplace policies. Nevertheless, concerns were raised about the effectiveness of training without structural changes to policies, accountability measures, and leadership commitment to equity. Participants stressed the importance of mandatory training across all leadership levels, along with continuous assessment of its effectiveness.

Bias awareness training alone cannot resolve systemic discrimination within the NHS, but it is a vital step towards transforming workplace culture. For lasting change, training must be embedded alongside policy reforms, leadership accountability, and structural interventions to remove barriers faced by BAME staff. Creating a more inclusive and equitable NHS requires ongoing commitment to addressing engrained biases and systemic inequalities.

Keywords: NHS Unconscious Bias, Workplace Discrimination, Diversity and Inclusion, BAME Staff, Systemic Racism, Leadership, Career Progression, Qualitative Research, Lived Experiences, Organisational Culture.