{
  "abstract": "Background A diverse public health workforce is essential for tackling health inequalities and ensuring services reflect community needs. However, people from minority ethnic backgrounds are persistently under-represented in local authority public health (LAPH) teams in England. Whilst the importance of diversity is recognised, evidence on the barriers faced and effective approaches to improving entry and progression is limited. This research explored the lived experiences, barriers, and enablers affecting people from minority ethnic backgrounds seeking to enter and/or progress within LAPH careers.Methods The study gathered data through online interviews with 18 LAPH staff across SE England (Directors of Public Health, Consultants, and Practitioners) and focus groups with eight community members in Portsmouth and eight undergraduate public health students at Buckinghamshire New University. All participants were from minority ethnic backgrounds (50% Black/Black British African, 22% Asian/Asian British Indian, 14% Asian/Asian British Pakistani, 7% Black African and 7% mixed/multiple ethnic groups). Data were collected by researchers from minority ethnic backgrounds using structured topic guides, analysed thematically to identify patterns of meaning and subsequently synthesised to generate insights.Results Participants described multiple barriers to entering and progressing within LAPH careers. They reported limited awareness of career pathways, inaccessible entry points, cultural and linguistic barriers, and a lack of role models. Within the workplace, exclusion from informal networks, subtle systemic racism, and limited mentoring or sponsorship hindered progression. Participants called for paid placements, inclusive recruitment, mentoring, leadership development, and leadership accountability to create more equitable and diverse pathways into and through the profession.Conclusion Diversifying LAPH teams requires systemic and cultural change. Efforts should create inclusive entry pathways, equitable progression opportunities, and organisational cultures that value diversity at all levels. Sustained leadership commitment, structural accountability, and co-produced interventions with minority ethnic staff and communities are vital to building a workforce that reflects the populations it serves.",
  "authors": [
    {
      "affiliations": [
        "School of Public Health, NHS England, Southampton, UK"
      ],
      "name": "Genevieve Groom"
    },
    {
      "affiliations": [
        "School of Public Health, NHS England, Oxford, UK"
      ],
      "name": "Em Rahman"
    },
    {
      "affiliations": [
        "Public Health Department, Portsmouth City Council, Portsmouth, UK"
      ],
      "name": "Branwen Thomas"
    },
    {
      "affiliations": [
        "School of Primary Care, Population Sciences and Medical Education, University of Southampton, Southampton, UK"
      ],
      "name": "Kate Glyn-Owen"
    }
  ],
  "title": "OP14 ‘We have to work twice as hard’: a qualitative study of barriers and enablers to local authority public health careers for people from minority ethnic backgrounds",
  "uid": "286ed60c-00b2-5a1d-9618-e41eaba1e354"
}