INTRODUCTION:
In the United Kingdom, it is unlawful to discriminate against a person based on protected characteristics such as race. However, discrimination still exists. In 2020, the Faculty of Public Health championed the work on Anti-racism and fair access to public health specialty training. The School of Public Health began investigating equality, diversity and inclusion (EDI) in its public health workforce. The aim of this article is to describe the journey so far on interventions carried out to grow a more diverse public health workforce.

METHODS:
A needs assessment was undertaken to determine the diversity of new cohorts of public health registrars in the region. Several interventions were instituted to address the problem, including annual pre-recruitment sessions for new applicants to the training programme; establishment of Reciprocal Mentoring (RM) Programme and a regional Community of Interest on EDI; and inclusion of EDI sessions in annual School Conference.

RESULTS:
There was no intake of black and minority ethnic (BME) candidates into the public health specialist training programme in Yorkshire and the Humber between 2018-2020. Since 2022, two cohorts of RM were completed, and the third one is on-going. The RM received positive evaluation. Each year, over 100 potential applicants attended virtual session on recruitment process for public health specialty training programme. The school of public health has embedded EDI as part of its annual conference programme. A regional EDI statement was produced by Community of Interest on EDI to champion diverse public health workforce.

CONCLUSIONS:
There is an increased awareness of EDI in the region. There is evidence that a combination of initiatives on EDI is beginning to attract people from diverse backgrounds into public health. More work is needed to grow diverse public health workforce.