Race & Maternal Mortality

The Study

The MBRRACE-UK 2020-2022 report highlights significant disparities in maternal mortality and morbidity across ethnic groups in the UK.

Black Women: Black women are five times more likely to die during pregnancy, childbirth, and the postpartum period compared to White women. They are often not provided with individualised care, and socio-economic factors and cultural backgrounds are frequently overlooked.

Asian Women: Asian women, particularly those of Pakistani and Bangladeshi descent, face higher maternal mortality rates than White women, although the risk is lower than for Black women. Issues such as obesity and gestational diabetes are more common in this group.

Other Ethnic Groups: Women from mixed ethnic backgrounds and other minority groups also face an increased risk of maternal death compared to White women, though less comprehensive data exists for these groups.

White Women: White women have the lowest maternal mortality rates, yet the report raises concerns about systemic healthcare issues affecting all women, highlighting the need for widespread improvements.

The MBRRACE-UK reports provide comprehensive data on maternal mortality rates and highlight significant disparities among different ethnic groups. However, they do not extensively delve into the underlying causes of these disparities, such as systemic neglect, unconscious bias, or socio-economic factors.

The Context

A significant portion of NHS staff are from ethnic minority backgrounds, suggesting that a diverse workforce does not automatically equate to equitable care. Factors such as institutional culture, systemic racism, and unconscious bias continue to shape patient outcomes.

People with lived experience will tell you that these disparities can be seen across the healthcare system; diagnosis, pain relief, treatment options, and overall quality of care are often influenced by systemic biases and inequities.

Do these alarming statistics stem from a lack of understanding of cultural and socio-economic factors? Or are women of ethnic origin more likely to face neglect or inadequate care from NHS medical staff? Could it be both?

Another possibility is that these women may be less likely to take legal action, making it easier for disparities to persist. Are assumptions about financial status or other social factors contributing to this issue? Or is it simply prejudice, where the needs and concerns of women of colour are not given the same priority or credibility as those of White women?

How is this relevant to the workplace?

While these disparities are specific to maternal healthcare, they reflect broader systemic issues that also manifest in workplaces. Bias can shape decision-making, from return-to-work meetings to sickness absence management and reasonable adjustments.

Consider how bias, conscious or unconscious, might influence your decisions. Be mindful of any scepticism rooted in your personal experiences or a position of privilege. If someone from a marginalised group requires "more" accommodations or support than their White counterpart, it may be due to systemic inequities they’ve faced.

Understanding and acknowledging these disparities is a step toward creating a more inclusive workplace. This awareness can help ensure that all individuals, regardless of background, receive the support and consideration they deserve. By fostering empathy and prioritising equity, workplaces can play a pivotal role in addressing systemic barriers and supporting diverse teams effectively.