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Windrush Day: Celebrating a legacy and the urgent call for equity in leadership

Dr. Carol Stewart, Director Chinara Enterprises Ltd, reflects on the impact the Windrush generation has had on British history and how her parents' sacrifices continue to drive her commitment to racial equity, and why now, more than ever, we must dismantle systemic barriers and build truly inclusive leadership in social care.

Dr Carol Stewart.

As a proud second-generation Windrush descendant, my story is intertwined with the thousands who answered Britain's call to rebuild the country post World War Two.

These are pictures of my parents, my dad arrived in England in 1959 and my mom in 1960. The photo on the left on their wedding day, and the photo on the right is of my parents at my mom’s retirement after 27 years working in the NHS.

My dad worked shifts in a factory, and my mum worked as an auxiliary nurse in Wolverhampton. Together, they raised six children — I was the second youngest — and they became my inspiration for working in health and social care.

Like many of their generation, my parents faced a hostile environment, encountering racism not only in their communities but also at work. Despite these profound challenges, they built lives and left an immense legacy that continues to shape our nation.

I was proud to speak at the 黑料不打烊 national launch of the Social Care Workforce Race Equality Standard (SC-WRES) 2024 report, which took place on what would have been my mother’s birthday. Reflecting on her time in the NHS in the 1970s, I remembered the stark absence of people who looked like her in management roles.

That moment was not just one of reflection, but also of commitment. Since then, I have continued — not only through my day-to-day work with councils across the country, but also through the voluntary organisations I chair — to celebrate the contribution of the Windrush Generation, and to challenge the systems that persist today.

My focus remains on ensuring that present and future generations do not experience the same inequities and barriers that the Windrush generation had to endure.

Why Windrush Day still matters

Windrush Day is a moment to pause and reflect on the profound impact the Windrush generation has had on British history, particularly within health and social care.

But it is more than a moment of celebration. It must also be a moment of challenge.

Fast forward to the 2020s and the very reason I am writing this article. I have long championed the importance of the SC-WRES and how it can enable action against systemic racism. I often find myself wondering how different my mother’s journey might have been if such a framework had existed in the 1970s.

Yet today, we continue to see glaring disparities for Black and diverse staff across social care.

While I am always proud to see diverse professionals in our hospitals and care homes — acknowledging that a diverse workforce is essential to meet the needs of diverse communities — it is simply not enough. The sector desperately needs robust systems to ensure true equality and equity.

To achieve meaningful change, we require genuine representation at all levels.

The SC-WRES report continues to provide a stark and compelling picture of these disparities. Recent findings show that while representation is improving, inequality in experience and opportunity remains persistent. Staff from Black, Asian and minoritised ethnic backgrounds are still consistently:

• less likely to be appointed from shortlist
• more likely to enter formal disciplinary processes
• underrepresented in senior leadership roles
• more likely to experience harassment, bullying or abuse
• more likely to leave their organisations

These patterns continue to mirror wider workforce data across health and care, where increased diversity has not yet translated into equitable outcomes, particularly in leadership, progression and fair treatment.

These figures are not just numbers; they represent missed opportunities, stunted careers, and ongoing inequalities that undermine the very principles of fairness and inclusion our health and social care system should embody.

My mother’s generation endured racism nearly 80 years ago when it was considered the norm, often suffering in silence.

A challenge to leadership

One of the questions I always ask organisations is: "What is getting in the way of making progress towards the systemic change we know is needed? Who holds the power to make those changes?"

For me, real change must be driven from the very top of the organisation — with system leaders taking ownership and accountability.

Leaders need to create what I describe as a “domino effect”: deliberately acknowledging and dismantling the barriers that prevent progress, and setting change in motion across the whole system.

But this also requires honest reflection — asking what is preventing leaders themselves from making that personal commitment to act.

The Windrush generation and their descendants have been instrumental in building and sustaining our social care services, yet the SC-WRES continues to demonstrate that systemic barriers persist — preventing many from reaching their full potential and leading at the highest levels.

This is not just about individuals, it is about what the sector loses: talent, perspective, innovation and trust. Without equitable leadership, we cannot deliver equitable care.

My own career journey is a testament to these challenges. I often felt my progression was limited by systems that prioritised credentials or performance on psychometric tests, rather than recognising lived experience, capability, and potential.nThis pushed me to step outside traditional pathways and create my own opportunities. There were many moments that could have broken my spirit. But remembering my parents, their generation, and those before them who fought for our freedoms reminds me never to give up.

We owe it to future generations to keep pushing for change.

Participating in the SC-WRES improvement programme is not a tick-box exercise.

It is a tool to impact on the identify systemic inequities, drive meaningful organisational change, and measure impact on the workforce and ultimately on the communities we serve.

But data alone is not enough.

Windrush Day cannot be reduced to symbolic gestures: a flag raised, a one-day celebration, or a statement of intent, It must translate into sustained, systemic action.

Windrush Day is a powerful reminder of the enduring contribution of a generation that helped build modern Britain, but it is also an urgent call to action.

A call to ensure that the health and social care sector, enriched by this profound legacy becomes a beacon of genuine racial equity, where everyone, regardless of background, has the opportunity to lead and thrive. The time for meaningful change and equitable leadership is now.

The power to change starts with you.

Register now for SC-WRES improvement programme phase 4

We're inviting local authorities to register for phase 4 of the SC-WRES improvement programme. 

Find out more and how to register.

This article was originally published in June 2025 and was updated in June 2026.

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