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Windrush Day 2025: Celebrating a legacy and the urgent call for equity in leadership

Dr. Carol Stewart, Director of Chinara Enterprises Ltd, and Social Care Workforce Development Consultant, reflects on the impact the Windrush generation has had on British history and how her parents' sacrifices continue to drive her commitment to racial equity, and why now, more than ever, we must dismantle systemic barriers and build truly inclusive leadership in social care.

As a proud second-generation Windrush descendant, my story is intertwined with the thousands who answered Britain's call to rebuild the country post World War Two.

These are pictures of my parents, my dad arrived in England in 1959 and my mom in 1960. The photo on the left on their wedding day, and the photo on the right is of my parents at my mom’s retirement after 27 years working in the NHS.

My dad gained work in a factory working shifts, and my mom worked as an auxiliary nurse for the NHS in Wolverhampton. They somehow managed to raise six children; I was the second youngest of the six, and both my parents were my inspiration for working in health and social care.

Like many of their generation, my parents faced a hostile environment, encountering racism not only in their neighbourhood but also at work. Despite these profound challenges, they built lives and left an immense legacy, one that continues to shape our nation.

I recently spoke at the 麻豆射区 national launch of the Social Care Workforce Race Equality Standard (SC-WRES) 2024 report, on what would have been my mother’s birthday. Reflecting on her time in the NHS in the 1970s, I remembered the stark absence of people who looked like her in management roles. Most, like my mother, were employed in auxiliary or junior, yet crucial, positions. My aunt Millie, who was a senior nurse, was a rare exception. It struck me then, and still does now, how much service my mom and others gave without the opportunity for progression. They served with immense pride, fulfilling their vocation, but often in silence regarding the injustices they faced.

Windrush Day, is a moment to pause and reflect on the profound impact the Windrush generation has had on British history, particularly within health and social care over the past 77 years.

However, it is also vital to challenge the narrow perception that Black people only arrived in Britain in the last 80 years. The discovery of "Cheddar Man," Britain’s oldest complete skeleton dating back 10,000 years, revealed that he had dark skin, curly hair, and blue eyes when reconstructed in 2018. This demonstrates a long, deep-rooted presence of Black and diverse people in Britain, shaping this country for millennia.

Fast forward to 2025, and the very reason I am writing this article. Representing Hackney Children and Families services at the 麻豆射区 conference, I championed the importance of the SC-WRES report and spoke about Hackney's proactive stance against racism, and how the SC-WRES has enabled them to build on the significant achievements they have made with regards addressing systemic racism. I could not help but wonder how different my mother's journey might have been if the NHS had such a framework in the 1970s. Yet, today, we continue to see glaring disparities for Black and diverse staff across social care.

While I am always proud to see diverse professionals in our hospitals and care homes – acknowledging that a diverse workforce is essential to meet the needs of diverse communities, it is simply not enough. The sector desperately needs robust systems to ensure true equality and equity. To achieve meaningful change, we require genuine representation at all levels.

The SC-WRES 2024 report provides a stark and compelling picture of these disparities. For example, staff from Black and diverse backgrounds are significantly underrepresented in the highest pay bands. Specifically, only 14% of staff in the ‘£70,000 and over’ pay band are from Black and diverse backgrounds, a stark contrast to their representation in lower and middle pay bands. More strikingly, the report indicates that staff from Black and diverse backgrounds are 45% less likely to be in senior manager roles compared to their white colleagues.

These figures are not just numbers; they represent missed opportunities, stunted careers, and ongoing inequalities that undermine the very principles of fairness and inclusion our health and social care system should embody. My mother’s generation endured racism nearly 80 years ago when it was considered the norm, often suffering in silence. Why, in 2025, are we still having this debate?

At the conference, I asked: "What are people afraid of? What is stopping organisations from making the systemic and sustainable changes needed? Why do we still see such disparities at senior levels, despite significant representation of Black and diverse staff elsewhere in the system?"

The Windrush generation and their descendants have been instrumental in building and sustaining our social care services but the SC-WRES report clearly demonstrates that systemic barriers persist, preventing many from reaching their full potential and leading at the highest levels. This not only impacts individuals but deprives the sector of vital diverse perspectives and leadership styles crucial for innovation and effective care delivery.

True leadership in health and social care demands an unwavering commitment to anti-racism and equality. We must actively dismantle existing systemic barriers. This means moving beyond mere acknowledgement to implementing concrete, measurable strategies that foster inclusive recruitment, support career progression, and ensure fair treatment for all staff.

My own career journey is a testament to such persistent challenges. I often felt my prospects were hampered by systems that prioritised certain credentials or high scores on psychometric tests, rather than judging me by my experience, results, and capacity to learn. This pushed me to step outside traditional paths and create my own opportunities. I have faced numerous challenges that could have broken my spirit, but remembering my parents, their generation, and the ancestors who fought for our freedoms, I am reminded never to give up. We owe it to future generations.

Participating in the SC-WRES improvement programme is not just a tick box exercise, it’s a tool to assist organisations in finding ways to address much needed systemic change with regards to racism, and demonstrate a true commitment to taking positive action, and is a useful tool to measure impact on the workforce, but ultimately the impact for Black and diverse communities.

Windrush Day is a reminder of the enduring spirit and contribution of a generation that helped build modern Britain. It is also an urgent call to action for the present: to ensure that the health and social care sector, enriched by this profound legacy, becomes a beacon of genuine racial equity, where every individual, regardless of their background, has the opportunity to lead and thrive. The time for meaningful change and equitable leadership is now.

The power to change starts with you.

Register now for SC-WRES improvement programme phase 3

We're inviting existing sites and new local authorities to register for phase 3 of the improvement programme. All local authorities must register by 30 June 2025.

Find out more and how to register.

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