Identifying and mitigating racialised microaggressions in health and care: building equity and empathy: insights from Lilian Otaye-Ebede Provocation seminar
In a thought-provoking seminar led by Professor Lilian Otaye-Ebede (PhD) on December 11, 2024, healthcare professionals, researchers, and policymakers gathered to discuss racial microaggressions in the NHS.
The event, part of a larger provocation seminar series, illuminated the persistence of subtle, yet deeply impactful, forms of racism and explored actionable steps for creating equitable and inclusive workplaces.
About Professor Lilian Otaye-Ebede (PhD)
Professor Lilian Otaye-Ebede (PhD) is a Professor of Human Resource Management and Organisational Behaviour at the University of Liverpool. A leading expert in workplace diversity and inclusion, her research focuses on racial inequalities, strategic HRM, and employee well-being.
With over a decade of work in the field, she has contributed extensively to understanding how racial inequalities impact individuals and organisations, promoting solutions/change initiatives to foster more racially inclusive cultures. Professor Otaye-Ebede’s insights are not only rooted in rigorous academic research but also in real-world applications, as she actively collaborates with policymakers and organisations to foster more inclusive workplaces.
What the research showed
Professor Lilian Otaye-Ebede shared key insights from over a decade of research into racial inequalities in the UK health sector, highlighting the widespread impact of microaggressions and structural biases:
- the prevalence of microaggressions: Subtle yet harmful remarks—such as “You speak good English” or assumptions about a person’s role based on race—reinforce both systemic and individual biases, fostering a culture of exclusion
- intersecting layers of racism: racism operates on multiple levels—systemic, institutional, and individual—entrenching inequalities across workplace policies, organisational structures, and everyday interactions
- impact on wellbeing and career progression: Those who experience microaggressions often report feeling isolated, less productive, and unsupported, leading to higher turnover rates among racially minoritised staff.
Solutions in focus
The seminar emphasised a multi-level approach to change:
- education: ongoing, story-driven training to foster empathy and awareness
- active bystanders: encouraging individuals to recognise and challenge discriminatory behaviour
- allyship and accompliceship: moving beyond passive support to actively dismantle systemic barriers
- micro-interventions: small, consistent actions to create safer, more inclusive environments.
Participant reflections
Discussions highlighted barriers and opportunities for action:
- barriers to speaking up: fear of repercussions or being labelled a troublemaker often deters intervention
- cultural change: participants stressed that policy shifts must be matched by genuine changes in workplace culture
- empowering allies: support systems and clear reporting mechanisms are critical for enabling effective allyship.