The real challenge to achieving health equity lies in translating awareness into tangible action

In an article last November, I explored the urgent need for health equity: why it matters and how systemic disparities continue to limit access, outcomes and trust. These issues persist across healthcare systems and the consequences are profound.

But awareness alone isn’t enough. The real challenge lies in translating that awareness into tangible action. How can healthcare organisations move beyond rhetoric to deliver measurable progress? What role does workforce diversity play in shaping equitable care? And how can individuals and communities drive meaningful change from the ground up?

To explore these questions, I spoke with two leaders from Black Professionals in Life Sciences (BPLS), an organisation I’m proud to partner with John Eribo, Co-Founder and Ramota Alaran, Data and Publications Lead. Their insights highlight the entrenched barriers and bold solutions shaping the future of inclusive healthcare.

For John, this work is personal and professional. Witnessing health disparities and underrepresentation firsthand inspired him to co-found BPLS alongside Amina Udechuku, creating a platform to challenge systemic gaps and shift from invisibility to undeniable influence. “Our aim,” John explains, “is to ensure black voices are not only heard but also actively shape decision-making at every level.”

Ramota’s commitment is just as personal, shaped by her own experiences navigating healthcare systems and scientific spaces where voices like hers are too often overlooked. “Health equity affects every part of my life,” she says. “That’s why I joined BPLS, to be part of the solution and ensure that our communities are seen, valued and included.”

When asked about the biggest barriers to progress, John points to these critical areas where inaction holds the system back.

First, he highlights a kind of systemic invisibility, where the lived experiences of black communities are routinely left out of healthcare research, policy discussions, marketing strategies and patient engagement efforts. “If you’re not in the data, not in the room, not in the conversation, then your needs don’t get met,” he says. Then, he raises the issue of leadership blind spots: when decision-makers don’t reflect the diversity of the communities they serve, inequities are perpetuated, often unintentionally but persistently. “If leadership teams all look the same, they’re likely to miss the same things,” he notes. Finally, John calls out a widespread lack of workforce data visibility.  Many organisations still fail to collect, report or meaningfully analyse workforce ethnicity data. “Data is a catalyst for change,” he explains. “Without it, organisations are flying blind. They can’t diagnose the problem or track if anything’s improving.”

Ramota adds that diversity isn’t just a numbers game. It’s essential for inclusive thinking, cultural understanding and building trust. “Black professionals often get missed at the hiring stage or held back once inside,” she notes. “It’s not just about getting in. It’s about thriving once you’re there.”

So, what can organisations do differently? John points to practical changes: investing in leadership development for diverse talent, redesigning systems like promotions and performance evaluations, and embedding accountability at senior levels. “We need to measure and reward DE&I outcomes just like we reward financial ones,” he says.

Ramota emphasises the importance of community collaboration. “Groups like BPLS are built by and for the communities they serve. We understand our communities’ needs and we’re trusted to deliver real change. Healthcare organisations must move from tokenism to true partnership.”

This year’s BPLS 2025 Annual Summit offered compelling proof that change is happening, and it’s being driven by individuals who turn intent into impact.

The Ally of the Year Award went to Professor Caroline Mitchell of Keele University, a driving force behind health equity in research and practice. Caroline has long championed underrepresented voices in primary care, notably through her work with Sheffield’s Deep End Research Cluster Network. Her leadership has helped drive policy change around language access and participation in diverse health studies, proving that allyship means action, not just intention. Allies like Caroline are using their influence to remove barriers and champion equity.

As John puts it, progress must be visible and felt. “We need representation across leadership and clinical development. We need to see equity in outcomes, particularly in areas such as maternal health, mental health and oncology. But beyond the numbers, success is when black professionals no longer feel like ‘the only one, the other one or the first one’ in the room. When communities trust the healthcare system, it’s because they see themselves reflected in it.”

Health equity is not a tick box – it’s a transformation. And as these leaders remind us, the transformation isn’t just coming, it’s already begun.

The BPLS’ mission is to bridge the ethnic diversity gap in the life sciences industry. It supports and empowers black and ethnically diverse professionals by providing resources and opportunities. If you are interested in learning more, please visit: https://bpls.org.uk/