Problems and opportunities in increasing the diversity of healthcare leaders: a narrative review of factors affecting promotion and retention for racially minoritised women

Racially minoritised women are considered amongst the most disadvantaged staff given their exposure to racism and sexism, at least. Addressing inequalities pertaining to the most disadvantaged staff will benefit those who are singularly disadvantaged: all women and all marginalised groups stand to benefit by examining the workplace experiences of racially minoritised women. The latter are all but eradicated at leadership levels in healthcare. The UK’s National Health Service (NHS) is no exception in facing this moral, legal and business problem. Further, there remains a striking lack of research on the workplace experiences of racially minoritised women leaders in healthcare. This narrative review uses thematic analysis and a systematic approach to integrate what is known in the field from a UK perspective. A framework of eight barriers and drivers - at micro, meso and macro levels - is offered for thinking and practice to stymie this inequity. Preliminary implications for policy and practice are offered; this review is also intended to form part of future empirical research.