Introduction: NHS Hospital Trust Faces Racial Discrimination Payout
An employment tribunal has ruled that an east London NHS hospital Trust must pay over £120,000 in compensation to black staff members who were victims of racial discrimination.
The case stems from allegations of discrimination brought forward by two employees at the Clinical Biochemistry department of Queen’s Hospital in Romford.
Apology from Trust CEO
In response to the tribunal’s ruling, Matthew Trainer, the chief executive of Barking Havering & Redbridge University Trust, issued an apology for the “unacceptable” discrimination that Ubah Jama and Princess Mntonintshi endured.
Trainer acknowledged the need for improvement within the Trust’s practices.
Racial Discrimination Against Ubah Jama
The tribunal found that Ubah Jama, a biochemist of Somali origin, experienced multiple instances of racial discrimination and harassment over a span of two years.
These incidents included offensive language directed at her, such as being referred to as “paininarse” on a public work document.
In February 2020, Jama filed a health and safety complaint after a colleague threw a sample tube in her presence, causing her distress.
The tribunal also determined that Jama was unfairly denied a training course offered to a white colleague and was asked to work while on sick leave with COVID-19 as retaliation for her race discrimination complaints.
The Trust has been ordered to pay at least £58,632 in compensation to Ubah Jama.
Princess Mntonintshi’s Discrimination Claim
Princess Mntonintshi, another staff member from the same department, received a compensation award of £64,217 for race discrimination.
The tribunal heard that Mntonintshi, a scientist of Black South African origin, was wrongly accused of fraud during her probationary period by her manager, Iris Valera-Larios.
This accusation triggered painful memories for Mntonintshi, harkening back to her experiences during apartheid in South Africa, where black individuals were falsely accused of criminal acts based on their skin color.
Trust’s Commitment to Improvement
Matthew Trainer, the Trust’s Chief Executive, expressed his sincere apologies to Princess and Ubah for the discrimination they faced at the Trust.
He acknowledged that their experiences were unacceptable, and the Trust failed to address their concerns appropriately.
Trainer emphasized the need for improvement in the Trust’s approach to such matters.
In conclusion, the employment tribunal’s ruling in favor of the two claimants highlights the importance of addressing racial discrimination in healthcare settings and the need for organizations to take proactive measures to prevent such incidents.
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