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Showing results for tags 'Diversity'.
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Content ArticleIn October 2021 the government announced a review into leadership across health and social care, led by former Vice Chief of the Defence Staff General Sir Gordon Messenger and supported by Dame Linda Pollard, Chair of Leeds Teaching Hospital Trust. The results of the review have now been published and recommendations made.
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Content ArticleThis report considers the extent of the gap between the diversity in the workforce and local population of London, and that visible among NHS trust boards and senior management. It highlights the impact of this gap on the effectiveness of healthcare provision and patient experience, in light of research demonstrating that a diverse workforce in which all staff members’ contributions are valued is linked to good patient care.
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EventuntilJoin the National Academies of Sciences, Engineering, and Medicine’s Committee on Improving the Representation of Women and Underrepresented Minorities in Clinical Trials and Research as it discusses its newly released report Improving Representation in Clinical Trials and Research: Building Research Equity for Women and Underrepresented Groups. This new report makes a compelling case for why we need more equitable participation in clinical trials and clinical research, including an economic analysis on the cost of health disparities in the United States. It provides a review of the barriers to having more equitable participation in clinical trials, describes strategies to overcome those barriers, and provides actionable recommendations to drive lasting change on this issue. The webinar will take place at 11:00-13:00 EST (16:00-18:00 GMT+1) Register for the webinar
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Content ArticleIn October 2021 the UK Government launched a review of leadership in health and social care, led by former Vice Chief of the Defence Staff General Sir Gordon Messenger. In this article, the NHS Confederation - the membership organisation that brings together, supports and speaks for the whole healthcare system in England, Wales and Northern Ireland - looks at the key issues for NHS leadership that NHS Federation members would like to see addressed in Sir Gordon Messenger’s final report, expected to be published in April 2022.
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Content ArticleThis study in the International Journal for Equity in Health aimed to listen to the views of community leaders from seven diverse urban communities in Minneapolis-Saint Paul, Minnesota, around quality healthcare and financial reimbursement. In the US, healthcare quality is measured by insurers, professional organisations and government agencies, with little input from diverse communities. The researchers found that community leaders identified several ideal characteristics of quality primary healthcare, most of which are not currently measured. Community leaders expressed concern that health inequalities are perpetuated when social and structural determinants of health are not considered in determining quality.
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Content ArticleThis guidance from the Chartered Institute of Ergonomics and Human Factors (CIEHF) outlines how human factors as a discipline can help address issues relating to equality, diversity, and inclusion (EDI). It looks at situations that cause EDI issues, including: confusing user interface language and terminology. ill-fitting personal protective equipment (PPE). biases in equipment design. It also examines the role of human factors in overcoming these issues, by: adopting a systems approach. using a participatory design process. applying specific HF methods to enhance EDI delivery.
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EventuntilIn this online event, the Chartered Institute of Ergonomics & Human Factors will be launching their new guidance packed with information on how human factors as a discipline can help address Equality, Diversity and Inclusion (EDI) issues. You’ll learn: How human factors can support the different protected characteristics under the Equality Act 2010. How human factors techniques and approaches contribute to EDI by increasing buy-in and engagement. How storytelling of lived experiences helps build a stronger sense of empathy. Who will this be of interest to? Are you an EDI or human factors professional eager to learn more about the relationship between these two areas? Are you a policy maker? Are you involved in dealing with human resources, UX and workplace issues that touch on EDI? If so, this webinar will be of interest to you. About the presenters Courtney Grant is a Senior Human Factors Engineer with twenty years’ experience across industry, consultancy and public service. Amanda Widdowson is Head of Human Factors Capability, Thales UK and Past President of the CIEHF. Abigal Wooldridge is Diversity lead at the US Human Factors & Ergonomics Society. How to book Register for your free place
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Content Article
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Sunday 16 January 2022 marked World Religion Day. Around half of the UK population identify with a faith tradition, and in this blog, Jeremy Simmons, Policy and Programme Officer at FaithAction, highlights the important role of faith-based organisations in addressing health inequalities and helping people access healthcare. FaithAction is a national network of faith-based and community organisations seeking to serve their communities through social action and by offering services such as health and social care, childcare, housing and welfare to work. -
Content ArticleMany asylum seekers struggle to access healthcare when they come to the UK due to the extensive paperwork needed to register with primary care and other services. Many new arrivals have complex health needs for which current NHS healthcare systems struggle to offer appropriate care, exacerbating the trauma already experienced by many of these vulnerable people and families. In this article for The BMJ, the authors look at how how a model response to this issue was developed during the Covid-19 pandemic.
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Content ArticleThis analysis from the Nuffield Trust provides facts on staffing and staff shortages in the NHS in England. It provides answers to the following questions: What kinds of staff make up the NHS workforce? How diverse is the NHS workforce? What is the overall shortfall in staff in the NHS? What do the shortages look like within hospital services? What do the shortages look like for staff delivering care close to patients’ homes? What are the implications of these shortfalls? How did we get to this situation? How do we compare to other countries? What is the outlook for the future?
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Content ArticleThis is the first National Institute for Health Research (NIHR) report into how sex, ethnicity, disability and age affect how the organisation awards health research funding. Using their new Equality and Data Reporting system, the NIHR has been able to collect data on equality diversity and inclusion (EDI) for the first time. The information in this report is a benchmark for further reporting and will form the basis of the NIHR's new EDI strategy.
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Content ArticleDespite recent discussions and campaigns to widen nursing’s appeal to people of diverse gender identities, it continues to be perceived as a largely female profession. In the context of an ageing workforce, and alongside recruitment and retention challenges, efforts should be directed at developing a more inclusive profession rather than focusing on why people other than women do not become nurses. To attract more men, transgender people and those who identify as nonbinary, as well as women, the approach to nursing recruitment needs to change. The profession must develop a more inclusive culture and examine and promote the advantages that gender diversity can bring to nursing. This article from Quinn et al. explores the lack of gender diversity in contemporary nursing, briefly examines the history of gender in nursing, and considers how the profession might evolve into a more gender-diverse and inclusive workforce.
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Content ArticleThis guide, produced by the NHS Staff Council Equality, Diversity and Inclusion Group, is aimed at equality, diversity and inclusion leads, HR and learning and development professionals, and trade union representatives. It provides a framework of good practice for the delivery of mandatory NHS equality, diversity and inclusion training for all staff, This training should be an integral part of the organisation’s wider cultural change and organisational development activities. Planning and monitoring of training delivery should be done in partnership with trade unions and staff networks, this can also support wider staff engagement.
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News ArticleWhite doctors applying for medical posts in London are six times more likely to be offered a job than black applicants, figures released under the Freedom of Information Act show. The new data also show that white doctors are four times more likely to be successful than Asian candidates or candidates from a mixed ethnic background. The figures were uncovered by Sheila Cunliffe, a senior human resources professional who works in workforce transformation across the NHS and the wider public sector. Cunliffe sent freedom of information requests to all 18 NHS acute trusts in London asking for a breakdown by ethnicity for 2020-21 of the numbers of applicants for medical jobs, shortlisted candidates, and candidates offered positions. Twelve of the 18 trusts shared their full unredacted data with The BMJ on all grades of job applications. Across these 12 trusts, 29% (4675 of 15 853) of white applicants were shortlisted in 2020-21, compared with 13% (2041 of 15 515) of black applicants, 14% (8406 of 59 211) of Asian applicants, and 15% (1620 of 10 860) of applicants of mixed ethnicity. Overall, 7% (1148) of white applicants were offered jobs, compared with 1% (188) of black applicants, 2% (1050) of Asian applicants, and 2% (188) of applicants of mixed ethnicity. Cunliffe said that the findings were just one indicator of the barriers that applicants from ethnic minorities faced. “The racism some of these results point to will be replicated in the day-to-day lived experience of staff working within the trust,” she said. “NHSEI [NHS England and NHS Improvement] need to look at data in a more detailed way and, where needed, set out to trusts their clear expectations and targets for improvement.” Read full story Source: BMJ, 13 October 2021
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News Article
Changes to be made to blood donations to become more inclusive
Patient Safety Learning posted a news article in News
From the end of 2021, a question on sexual activity of partners in areas where HIV is widespread will be removed from the donor safety check form, in an effort to increase inclusivity among donors. The changes will particularly improve the ease to donate blood for Black African donors. Currently, prospective donors are asked if they have recently had sex with a partner who may ever have been sexually active in an area where HIV is endemic, which includes most of sub-Saharan Africa. If they have, the donor will then be deferred for three months after the last sexual contact with that partner. This can often mean Black African and other potential donors in long-term relationships have been unable to donate blood. Now, the UK Government has outlined plans to remove the question from those asked in the donor safety check, opening the door to a greater number of donations. Increasing blood donor inclusivity for those who are Black African, Black Caribbean, and of Black mixed ethnicity is particularly important because they are more likely to have the rare blood sub-group, such as Ro, that many Black sickle cell patients need. The change, making it easier for people from these groups to donate, will create greater opportunities to meet the ongoing need for rarer blood types and help improve and save lives in the UK. Read full story Source: National Health Executive, 11 October 2021 -
Content ArticlePeople in Place highlights the fundamental skills and people issues which will determine the future of health and care in the UK. The Covid-19 pandemic has made these issues clearer and more pressing, but it has also revealed an appetite for change and resulted in innovative ways of working. This report argues that building effective collective leadership into systems and places is vital to overcome staffing and governance issues in the NHS. Focusing on building long-term frameworks for change rather than responding to immediate pressures, it suggests practical tools and resources that could be used to bring about transformation within the system.
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Content ArticleThis report by Roger Kline brings together a range of research evidence to suggest practical steps NHS employers can take to reduce inequalities in staff recruitment and career progression. It specifically focuses on the treatment of female, disabled and BAME staff. Written for practitioners, it summarises some of the research evidence on fair recruitment and career progression. It highlights principles drawn from research that underpin the suggestions made for improving each stage of recruitment and career progression.
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EventThe NHS is the biggest UK employer of Black and Minority Ethnic staff. More action needs to be taken to tackle disparities and prejudice to make our NHS more equitable for staff and patients alike. Dr Anu Obaro has recently shared her experiences through a BOB impact story, in which she has reflected on how she presented the subject to her peers at a roundtable event. Join Dr Anu Obaro and guests for a one-hour webinar as they discuss how you can take action to instil anti-racism where you work. In this webinar, you will learn: How racism can be institutionalised. How you can spread and scale the learnings from Dr Obaro’s write-up on BOB. How you can gather data to demonstrate outcomes in your workplace. Register
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EventuntilThe purpose of this online event is to demonstrate how human factors as a discipline can help address Equality, Diversity and Inclusion (EDI) issues. This webinar will explore the different situations that give rise to EDI issues, including the impact of equipment positioning on wheelchair users, the impact of open plan offices on neurodiverse people, and the impact of user interface language and terminology on people with communication difficulties. It will discuss the implications of these EDI issues, including the impact on the people directly experiencing them, as well as the wider impact on society. It will uncover how human factors can make a difference in addressing these issues, including adopting a systems approach, using a participatory design process and applying specific human factors methods to enhance EDI delivery. Register
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Event
Diversity is a fact, inclusion is a choice
Patient Safety Learning posted an event in Community Calendar
Diversity is a matter of makeup and composition. Inclusion is a matter of belief and behaviour. Diversity benefits no one unless we can unleash its power; simply putting diverse people together doesn't tap their creative potential. Inclusion does that. Inclusion releases talent and activates a cooperative system to harvest that talent. Without inclusion, we stall, sputter, and break down. Yet many organizations declare victory after becoming more diverse. That's a premature and uncritical celebration. Becoming more diverse is just the first step in a two-step transformation. This webinar will discuss the socialisation of exclusionary bias and how to accelerate its removal. We will also discuss the difference between bonding and bridging behaviours and conduct a global brainstorming session to identify specific bridging behaviors that organisations can implement to create sanctuaries of inclusion. Findings will be gathered, designed, and shared following the event. Agenda: What is diversity? (Make up and composition vs. Belief and behaviour) What is inclusion? (Being seen, heard, and appreciated) What is exclusionary bias? (Individual vs. systemic) How to accelerate the removal of exclusionary bias Biased behaviour brainstorm: Starting and Stopping Bonding vs. bridging behaviours: What’s the difference? Bridging behavior brainstorm: Starting and Stopping Register -
Content ArticleThis article from the King's Fund examines the differences in health outcomes for ethnic minority groups, highlighting the variation across groups and conditions, and considers what’s needed to reduce health inequalities.
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Community Post
Which are the best Interdisciplinary Open Access Journals
Steve Turner posted a topic in Research, data and insight
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Some years ago I stopped writing for journals, in favour of blogging & volgging. My reasons were: I specialise in patient involvement and inclusion, so I want the work of me and my colleagues to be easily found by everyone We didn't want our work to end up behind a paywall We work across disciplines and try to bypass hierarchies, especially in promoting action learning and patient led care I can see there are some really good Open Access Journals around. So my question for us all is: Which are the best Open Access Journals? Here a link to my digital profile: https://linktr.ee/stevemedgov This is our developing model of working, a away of working in healthcare that all use and participate in: -
Content ArticleA Virtual Clinic was set up at an acute general hospital in the Mid-Essex area with the specific aim to co-ordinate the care of adults diagnosed with intellectual disabilities (ID) coupled with two or more long term conditions. This is one of the National Institute for Health and Care Excellence (NICE) shared learning case studies. NICE has over 800 examples showing how our guidance and standards can improve local health and social care services.
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News Article
Confed chair: Trusts lacking senior diversity should not get top CQC ratings
Patient Safety Learning posted a news article in News
Trusts underperforming on leadership diversity should not be rated “good” or “outstanding” by the Care Quality Commission (CQC), the NHS Confederation chair has told HSJ. Victor Adebowale said he did not understand how organisations can achieve the top CQC ratings if they do not demonstrate sufficient diversity at senior levels. Lord Adebowale was speaking to HSJ alongside Marie Gabriel, following Ms Gabriel being appointed last month to chair the new NHS Race and Health Observatory, which is being hosted by the confederation. The influential peer’s comments also follow the new People Plan tightened criteria around equality, diversity and inclusion in the “well-led” aspect of the care quality regulator’s inspections. He said: “I struggle to see [how] any NHS trust that performs badly, [on] racial equality and leadership, can be considered to be good and outstanding. I don’t get it. “It seems to me there is enough regulation to take into account the requirement to lead all the people, all the time. But, obviously, if you’re not, then you shouldn’t be [getting] slaps on the back, and [be rated] outstanding or good in anything else.” Read full story (paywalled) Source: HSJ, 28 August 2020 -
Content ArticleIn this article Yvonne Coghill, Director of the Workforce Race Equality Standard (WRES) Implementation Team in London, talks about how she is working with others to develop a race equality strategy for the capital.
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