We are excited to share our latest Equity Month 2025 case study from Coventry University showcasing an inspiring project to enhance access, retention, and career progression for Black, Asian, and Minority Ethnic groups within the Paramedic Profession in the West Midlands.

Purpose of collaboration

Mission: To enhance access, retention, and career progression for Black, Asian, and Minority Ethnic groups within the Paramedic Profession in the West Midlands.

Aim: To foster inclusivity and diversity across the healthcare workforce.

Two dedicated Masters of Research (MRes) candidates – both Black female ambulance service staff – led the workstreams, ensuring lived experience, academic expertise, and authentic representation.

Project workstreams

• Education & Engagement – Investigated perceptions of diversity, inclusion, and barriers within paramedic education, exploring the potential of the Asset-Based Community Development (ABCD) framework to support ethnically diverse students.

• Career Progression & Allyship – Conducted a service evaluation of barriers to career and leadership progression for Black, Asian, and Minority Ethnic staff within WMAS, and assessed the potential of an Allyship Framework to foster an inclusive workforce.

Collaboration development

Project proposal finalised in 2021, with funding secured in 2022 via Health Education England (now NHS England/Improvement).

• WMAS contributions: Paid study leave for MRes candidates (who were WMAS staff), enabling full participation minimising impact on frontline responsibilities.
• Coventry University contributions: Research supervision and mentoring for MRes candidates; support with ethics, research design and data collection.

To further strengthen the project, an expert advisor from East Midlands Ambulance Service, along with a Project Advisory Group, offered additional guidance and oversight, supporting the project’s aims and promoted a robust, inclusive approach to diversity within the paramedic profession.

Key learning points

• Leadership Support and Operational Buy-In

Alignment between executive and operational teams was critical to facilitate the integration of project objectives with WMAS’s operational priorities, underscoring the need for targeted engagement across all management levels.

• Resource Management and Role Stability

Budget optimisation was key, but high turnover among part-time research assistants seeking stable roles disrupted momentum and constrained the budget for additional recruitment.

• Focus on Capacity Building

Capacity building was integral to the project’s design, particularly the development of skills and knowledge among front-line ethnic minority staff which aims to foster lasting impact and inclusivity in healthcare.

• Diversity and Representativeness

Ensuring diverse composition within the project team was a core principle and strengthened the project’s approach to addressing challenges faced by ethnic minority paramedic staff and fostering a supportive environment for all participants.

Dissemination & next steps

After compiling and analysing the final report, the team focused on advocacy and wider dissemination, sharing best practices across and beyond partner organisations to promote an allyship-driven, asset-based approach for fostering diversity and inclusion in the paramedic profession.

Dissemination was achieved via presentations to WMAS staff network and Coventry University students, presentations at scientific conferences and healthcare forums, and the publication of an opinion piece in the British Paramedic Journal.

Ongoing and future dissemination include the presentation of key findings and recommendations to the WMAS Board and infographic and policy brief to be published via NHS England webpage.