Around 270 NHS staff have completed the training, the Guardian reported on 22 September, during which they wore a headset showing videos of circumstances where actors playing NHS employees experience racism and discrimination.
The videos were based on transcripts of interviews with real NHS employees who had experienced racism at work, which came to light during research conducted by King's College London into how discrimination in the NHS is linked to health inequalities.
A 2022 review by the British Medical Association revealed the NHS was at risk of losing black and Asian doctors due to "persistent" and "intolerable" levels of racism.
We asked learning and development experts whether HR should use VR training to promote inclusion in their organisation.
“For HR teams, VR is a dynamic (and somewhat novel) tool to help raise DEI awareness and education,” Luke-Matthew Iveson, global head of centres of excellence at employee engagement agency Forty1, told HR magazine.
“It should be part of a broader strategy that prioritises genuine connection and authentic learning.
“It’s not an end in itself, but an activation tool that engages employees in challenging content, helping them develop the skills to drive DEI agendas forward.”
Read more: The benefits of VR training
VR training could help employees understand experiences that are not their own, commented James McLaughlin, UK VP at skills technology provider WithYouWithMe.
Speaking to HR magazine, he said: “The NHS’ use of VR to promote inclusion offers promising potential given the innovative training’s ability to enable participants to experience or witness discrimination, particularly the challenges faced by ethnic minority staff in the workplace.
“The VR training helps staff confront the uncomfortable realities of bias and racism within the organisation. This immersive method can foster greater empathy and awareness, key drivers in tackling workplace inequalities.”
HR should ensure, however, that VR training is aware of nuances in employees' experiences, McLaughlin added.
Read more: HR must support black and minority staff to report racism
He continued: “However, HR must exercise caution to avoid oversimplifying complex issues like racial or neurodiverse experiences. VR might trigger discomfort or overwhelm participants, especially those with neurodiverse conditions.
“Offering alternative, non-immersive training alongside VR can ensure inclusivity and prevent emotional distress.”
Employers looking to introduce VR training should ensure the content they use is based on real experiences with racism and discrimination, McLaughlin noted.
He advised: “HR departments looking to effectively implement VR should focus on accurate, research-backed content creation, such as using transcripts of real employee experiences. This ensures the scenarios resonate with staff across different levels, especially management, where change is often initiated."
