By Beauty Dhlamini and Sharandeep Bandesha, UNISON
When some people think of a ‘typical’ ambulance worker, they might be more likely to imagine an older white male rather than someone who is young, from an ethnic background, a woman, someone who is LGBT+ or who might have a disability.
But in the wider NHS, people from these backgrounds are an integral part of the NHS team who deliver excellent patient care, both directly and indirectly.
Of the 1.7 million staff employed by the NHS, more than 75% are women, 25% are black or from another minoritised working group, 23% are disabled, 6% are young people – but how many work in the UK ambulance workforce?
The ambulance workforce has been traditionally dominated by white men; however, times are changing and now women represent 42.5% of ambulance staff across all service roles. Having said this, there’s still a long way to go in diversifying the workforce in other ways, for example only 7% of the ambulance report being from a minority ethnic group.
UNISON is a trade union whose aim is to create a sense of belonging for anyone in the workforce and we continuously strive for diversity and inclusion across our union structures. This also includes our network of stewards, and we understand that in doing so, we can help to achieve a more diverse and inclusive ambulance workforce which we know is also a priority for the ambulance sector as a whole.
UNISON offers a range of courses to promote equality and diversity amongst its own activist base and across the workforce. These include courses on women’s leadership, challenging racism in the workplace, allyship courses to support our LGBT+ activists and members, and challenging disability discrimination courses. In addition, we have our very own learning UK Ambulance Network offering training courses such as functional skills, confidence, careers, and continuing professional development which can all help when it comes to career progression.
UNISON’s Race for Equality campaign aims to tackle racism in the NHS and our work around sexual safety recognises that a lot needs to be done to tackle inappropriate behaviours which often, though not always, are experienced by women. However, to do this successfully, it’s important that we ourselves look to ensuring we have more stewards who are women or are from minority backgrounds.
Time and time again reports such as the Speak Up Review of ambulance trusts, Culture Review and NHS Staff Survey results paint a picture of a sector that is resistant to change. But there is good partnership working between ambulance employers and trade unions and by becoming a steward, not only will you be fully trained and given time off to fulfil your union duties by your employer, you’ll also be a crucial part of helping to foster change and to develop a healthier, more inclusive working environment.
Kerry Gulliver, Director of Human Resources and Organisational Development at East Midlands Ambulance Service and Chair of the AACE National HR Directors’ Group, said:
Ambulance services remain committed to ensuring our workforce is reflective of the communities we serve; and that we continue to develop a culture of inclusion and belonging. Whilst much progress has been made in recent years, as we strive to achieve these commitments, it is important that leaders, colleagues, and partners who represent and support our staff are equally diverse and reflective of our workforce.
This in turn will contribute to delivering person centred support and representation; increasing the sense of inclusion and belonging; eliminating unlawful discrimination and harassment which some staff face; and advancing equality of opportunity for all.
We will continue to work in partnership with Trade Union colleagues to achieve these ambitions.
To find out more about becoming more active in UNISON or if you have any questions, please email ambulance@unison.co.uk.
The Association of Ambulance Chief Executives also works closely with Unite, GMB and other unions that represent members of the UK statutory ambulance service workforce.
