• Cruelly suggested hospital should have disciplined Letby faster for misgendering than for murdering babies
• Politicians & media promise independent inquiry, but meanwhile NHS hires DIE managers
• Vacancy ads reveal £50k+ salaries for DIE roles, with no contribution to patient care
Recent comments in a newspaper article suggest that the hospital bosses at Lucy Letby’s hospital did not take the murder of premature babies seriously. In response, politicians and media are calling for yet another ‘independent inquiry’ to ensure that this does not happen again. However, the NHS is hiring more and more Diversity, Inclusion and Equality (DIE) managers, while waiting lists are increasing and health services are collapsing.
Vacancy ads for DIE managers show the high salaries they are being offered, yet it is unclear what they contribute to patient care. Examples of such ads are for People Equality, Diversity and Inclusion Officer at Sherwood Forest Hospitals, and Equality, Diversity and Inclusion Officer at Northampton General Hospital, both of which are paid more than £28,000 a year. UCLH has even hired an Equality, Diversity, and Inclusion Lead, and a Senior Diversity and Inclusion Partner, both paid over £50,000 a year.
These high salaries for DIE staff are causing questions to be raised about how much money is being spent on DIE instead of patient care. It appears that the number of DIE staff in each hospital is growing, and this is causing some to consider scrapping the current NHS and starting again.
In the comments section of a recent newspaper article, one reader cruelly suggested that had the paediatric doctors at Lucy Letby’s hospital reported her for the crime of misgendering anyone, Letby would have been disciplined and probably fired faster than you could scream ‘transphobe’. But murdering premature babies, that was seemingly not a serious offence for our woke hospital bosses. And so, our politicians and media promise us (yet another) ‘independent inquiry’ which will (yet again) ‘leave no stone unturned’ and will (yet again) conclude that ‘important lessons have been learnt’ and will (yet again) ‘ensure this never happens again’.
Meanwhile our beloved NHS (which is the envy or the world) rushes ahead with hiring ever more DIE (Diversity, Inclusion and Equality) managers. Waiting lists are shooting up towards eight million, health services are collapsing and thousands live in pain or die early or unnecessarily due to a lack of care. Yet our NHS bosses seem convinced that the only way to save our NHS is by hiring more utterly pointless, sociology-degreed DIE parasites presumably because NHS bosses believe ever more of these DIE managers will hugely improve the service offered by the NHS.
Let’s just take a moment to look at a few of the latest DIE vacancy ads:
Sherwood Forest Hospitals NHS Foundation Trust
People Equality, Diversity and Inclusion Officer: £28,407-£34,581 a year: Do you have a passion for equity and inclusion? Are you an excellent administrator with the skills to effectively manage a varied workload where workflows can change rapidly? Do you enjoy having a wide variety of tasks when you’re at work? If yes, this may be the role you are looking for. This is an exciting opportunity to join the Culture and Engagement team here at Sherwood Forest Hospitals and support making a difference for colleagues in the Trust
The successful candidate will support the delivery of the EDI work programme across Sherwood Forest Hospitals. The post holder will assist our staff networks in creating, developing, and executing action plans to effect positive change within the Trust.
I’m sorry to ask some stupid questions, but why does some hospital most of us have never heard of need a Culture and Engagement team including a People Equality, Diversity and Inclusion Officer? How many pointless bureaucrats are in this Culture and Engagement team? How much does this Culture and Engagement team cost us? What does a Culture and Engagement team have to do with patient care?
Kettering NHS Hospital Foundation Trust
Equality, Diversity and Inclusion Officer: £28,407-£34,581 a year: We have an exciting opportunity to join the HR team at Northampton General Hospital as Equality, Diversity and Inclusion Engagement Officer, initially as a fixed-term contract to the end of March 2023. You will work with the new Group Head of OD and Inclusion and build on the positive foundations of work across the organisation.
Key part of the role will be to work closely with our four staff networks, being the primary point of contact and support for network Co-Chairs, and supporting the delivery of EDI initiatives across the organisation.
- Operate as Equality, Diversity and Inclusion Engagement Officer within The Trust to provide advice and support to the wider organisation in terms of Equality, Diversity and Inclusion.
- To play a key role in the delivering of the Group EDI strategy at KGH
- To be part of the Group and support them to deliver on strategic HR Projects and Equality, Diversity and Inclusion programmes.
- To support the Senior Diversity and Inclusion Specialist with all communication for any Internal KGH EDI requirements and the Diversity Calendar
I apologise again for asking some stupid questions. But why does a hospital like Northampton need a Group Head of OD and Inclusion and a Senior Diversity and Inclusion Specialist and an Equality, Diversity and Inclusion Officer? What on earth do these three people and their staff do all day? What do they contribute to patient care? Just how many people at Northampton hospital waste our money on fatuous DIE nonsense? Is there nobody at Northampton hospital who realises what a farce this pointless and expensive DIE industry is?
University College London Hospitals Trust (UCLH)
Equality, Diversity and Inclusion Manager: £51,488-£57,802 a year: UCLH has a strong commitment to Equity, Diversity, and Inclusion (EDI) with multiple projects and initiatives being implemented to help us on our journey of building equity, diversity, and inclusion into everything we do.
This is an exciting role supporting UCLH’s new Equality, Diversity, and Inclusion Lead, on a range of high quality strategic and operational projects to ensure we are delivering sustainable and tangible diversity and inclusion related solution in our workforce policies and practices that lead to increased patient outcomes. Additionally, the post holder will support UCLH’s Staff Networks – BAME, LGBTQ+, Disability, Mental Health, and Women.
UCLH seems to have recently hired a new Equality, Diversity, and Inclusion Lead. But now UCLH apparently believes there is so much equality, diversity and inclusion work to be done, that the hospital feels it necessary to splash out over £50,000 a year on an Equality, Diversity and Inclusion Manager to support the new Equality, Diversity, and Inclusion Lead.
Meanwhile an NHS organisation based in Hemel Hempstead is looking for a Senior Diversity and Inclusion Partner – salary: £70,000 to £75,000: This person’s job is to support the “Director of People” in implementing DIE programmes. If the Senior Diversity and Inclusion Partner is to be paid £70,000 to £75,000, one could wonder how much of our money this person’s boss – the Director of People – is pocketing each year.
Many of us are probably aware that our NHS is busy hiring DIE staff. But probably few of us realise quite how many of these people there are in each of our hospitals. While the NHS treats ever fewer patients at an ever-increasing cost to us, it seems to be Christmas every day for the ever-growing empires of DIE gravy-train riders.
Maybe it’s time to scrap the woke, useless, collapsing NHS and just start again?
David Craig is the author of There is No Climate Crisis, available as an e-book or paperback from Amazon.