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Showing results for tags 'Inclusivity'.
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Content ArticleIn this blog, Louise Pye, Head of Family Engagement at the Healthcare Safety Investigation Branch (HSIB) highlights how the Patient Safety Incident Response Framework (PSIRF) can help NHS trusts involve patients and families in the face of extreme winter pressures. She highlights how the seven themes set out in the PSIRF guidance will help patient safety leaders ensure the involvement of patients and families is maintained even when services are dealing with extreme pressures.
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Content ArticleThe bold ambitions of integrated care systems (ICSs) to improve population health and tackle health inequalities, coupled with greater integration of health and care services, should definitely be a golden opportunity to do things differently and better. However, if ICSs want to prove that this is indeed a new era, they will need to act quickly to involve groups experiencing marginalisation and discrimination, including disabled people. Fazilet Hadi, Head of Policy at Disability Rights UK, considers how disabled people’s organisations can harness their power and expertise to improve how health and care services work with disabled people.
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Content ArticleThis joint position statement from The Royal College of Physicians (RCP) and National Institute for Health and Care Research (NIHR) sets out a series of recommendations for making research part of everyday practice for all clinicians. Its recommendations are aimed at stakeholders across the health and care system, with the overall aim of embedding research in clinical practice: Trusts, health boards and integrated care systems (ICSs) Health Education England and NHS England and statutory education bodies and the departments of health in the other UK nations Regulators Funders
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Content ArticleCompassionate leaders place quality of care at the heart of what they do, and respect and empower people drawing on and delivering care to achieve this together. This article sets out NHS England's vision for developing compassionate, inclusive leadership, highlighting that it results in better outcomes for everyone. It sets out the following four priorities: The NHS Leadership Academy will soon be publishing new NHS Leadership Competency Frameworks for system leaders. We support these frameworks and ask each of our professional bodies, colleges and employers to review their own systems to ensure that our leaders have the skills to lead compassionately today, with curiosity to transform our services for tomorrow. We commit to supporting compassionate, inclusive leadership and doing what we can to create the conditions for it, including addressing issues that stand in the way such as bureaucracy and misaligned policy. This leadership is crucial to developing and maintaining an open and transparent culture committed to learning and continuous improvement, that is responsive and accountable to the public. We will go further to open up the recruitment pool for future leaders and will support the recruitment and development of a diverse talent pipeline with the right skills, behaviours and values to be our leaders of today and tomorrow. We will support those leading ICSs to develop a new kind of system leadership, which inspires collaboration, diversity of thought and experience, and always puts the well-being of people drawing on and delivering services first. ICS implementation guidance on effective clinical and care professional leadership can now be found here. We will lead by example and ensure that our people have the tools to support compassionate behaviours. This will require a continuous approach to lifetime learning and a growth mindset, based on an agile and evolving way of seeing the world.
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Content ArticleBy placing patients at the heart of care, the future of healthcare looks promising. However, we must remember that technology is not used in isolation and has to be developed and implemented with and for the user.
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Content ArticleThe Accessible Information Standard gives disabled people and people with sensory loss the right to get healthcare information they can understand and communications support if needed. A survey conducted by HealthWatch between February and May 2022 aimed to investigate whether the standard is being delivered by health services, and whether it offers enough support to patients. While the survey participants were self-selected, their views are likely to reflect those of a significant group of people who need communications support. HealthWatch hopes that the survey's findings will help NHS and social care decision-makers hear what is working and what could be better from the public's perspective.
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Content ArticleThis report by NHS Confederation looks at the lived experience of senior black and minority ethnic leaders in the NHS. It is based on the findings of a survey and series of roundtables conducted by the BME Leadership Network in spring 2022, which focused on the challenges BME leaders face in relation to racism and discrimination as they move through their careers. The report highlights that: More than half of surveyed BME NHS leaders considered leaving the health service in the last three years because of their experience of racist treatment while performing their role as an NHS leader. Colleagues, leaders and managers seemed to be a particular source of racist treatment, more so than members of the public. This is concerning, given that the NHS has been prioritising equality, diversity and inclusion activities in recent years. This suggests that more focused efforts are required at every level to reduce the incidence of racist behaviour and to improve awareness among all staff of the impact of this type of discrimination. Only 10 per cent of leaders surveyed were confident that the NHS is delivering its commitment to combat institutional racism and reduce health inequalities. Senior BME staff reported low levels of confidence in their own organisations’ abilities to manage and support a pipeline of diverse talent and in the ability of the system to achieve this at a national level. Only a minority were confident they could rely on the support of colleagues to challenge racial discrimination, and a smaller minority believed they would be supported by NHS England and NHS Improvement if challenging prejudice or discrimination locally. Leaders described how structural and cultural issues within the NHS led to a situation where BME leaders were not present in sufficient numbers to generate a climate of inclusivity and were sometimes siloed in particular types of role. This helped to create a situation where career progression was felt to be unduly challenging and where neither succession planning nor talent development were occurring at sufficient scale to support the next generation of diverse leaders. Some leaders reported policing their own behaviour in the workplace and compromising their values in order to fit in. Being able to represent their own cultures and be themselves at work was a critically important goal for many. The report outlines that it is essential that BME leaders are able to see effective development programmes to support diverse talent, and that they are provided with the right support to feel secure in calling out unacceptable behaviour. It highlights that the NHS needs to do more to tackle cultures of discriminatory behaviour, provide personal support to current and aspiring leaders, and develop succession planning and talent development schemes.
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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 ArticleCommunication barriers are the number one reason Deaf people have poorer health compared to hearing people. This blog by the organisation SignHealth gives 12 tips for healthcare workers and non-clinical staff on how to communicate with Deaf people. It also describes the difficulties Deaf people face when booking appointments and describes why remote consultations are problematic for Deaf people.
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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 Article
In this blog, we take a look at why women have been historically underrepresented in clinical trials and medical research, and the ongoing implications this has on medication safety for women. -
Content ArticleThis campaign by the independent statutory body Healthwatch aims to help make sure more people get healthcare information in the way they need it. Patients need clear, accessible information in order to make informed decisions about their health and care. The Accessible Information Standard gives disabled people and people with a sensory loss the legal right to get health and social care information they can understand and communications support if they need it. 'Your Care, Your Way' is asking whether the standard is being delivered by services, and whether it goes far enough. The campaign aims to: Find out how well health and care services are delivering the Accessible Information Standard. Make sure that, if the standard covers you, you know your rights. Find out who else has problems understanding information about their healthcare and needs to be covered by the standard.
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EventuntilThe Royal College of Midwives education and research conference 2022 - Ensuring every voice is heard: promoting inclusivity in education, research and midwifery care This exciting annual conference is aimed at all those involved or interested in midwifery education and research and the overall theme is promoting inclusivity in research and education. The conference is free for RCM members and £75 plus an admin fee for non-RCM members. The objectives of the conference are to: Give a platform to midwifery researchers and educators to highlight their work and spread understanding of their findings and of good practice Provide an opportunity for midwifery researchers and educators, those aspiring to be researchers and educators and others working in the maternity field to build their professional networks Enable those attending to learn about the latest evidence and innovations in midwifery education and research, particularly in relation to promoting inclusivity and reducing inequalities in midwifery education, research and practice. The conference has shared plenary sessions which include both education and research and breakout parallel sessions that focus on either education or research. The conference will have both invited speakers and those who have submitted an abstract that has been accepted for presentation. There will also be panel discussions for audience Q&As and practical workshops on literature searching and writing for publication. Overall conference themes The contribution of midwifery education and research to reducing inequalities and improving inclusion in maternity care, Hearing lesser heard voices to improve education, research and practice, Embedding the future midwife standards in education, research and practice Supporting the mental health of midwives, maternity staff, educators, student midwives and the women and families we serve. Book a place
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Content Article
Being fat & pregnant is not a crime (29 January 2022)
Patient-Safety-Learning posted an article in Maternity
In this blog for Refinery29, Sadhbh O'Sullivan looks at the issues faced during antenatal care by pregnant women who are overweight. She recounts the perspectives of several pregnant women who felt dehumanised and blamed for their weight during pregnancy. She also highlights issues with the way in which risks are communicated to pregnant women, with overcommunication and overestimation of risk causing anxiety and sometimes making women reluctant to engage with maternity services. She also discusses failures of informed consent, the role of comorbidities and the impact of wider health inequalities. -
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 ArticleIn this article for Forbes, Dana Brownlee looks at individuals who are promoting inclusion in healthcare in practical, tangible ways. She looks at the work of Nigerian medical illustrator Chidiebere Ibe, who is depicting black skin in his medical illustrations, and of Toby Meisenheimer, who developed a business selling plasters of different skin tones. She highlights the importance of individuals who disrupt the norms of healthcare to make it more representative of the populations it serves. She also talks about the dangers to patient safety caused by lack of representation, particularly in fields such as dermatology that rely on images of skin for accurate diagnosis.
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Content ArticleThis study in the British Journal of General Practice aims to identify and understand the unintended consequences of online consultations in primary care. The authors interviewed 19 patients and 18 general practice staff at eight general practices using online consultation tools in South West and North West England between February 2019 and January 2020. The study found the following unintended consequences of online consultation: Creation of difficulties for some patients in communicating effectively with a GP. The system disadvantaged digitally-excluded patients. Patient uncertainty about how their queries were dealt with, and whether practices used online consultations as their preferred method for patients to contact the practice. Creation of additional work for some staff. Isolation and dissatisfaction for some staff.
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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 Article
'Whistleblowing': a definition for reflection in Speak Up Month
Steve Turner posted an article in Whistle blowing
It's that time again. 'Speak Up Month' in the NHS. In this blog, I discuss the definition of 'whistelblowing' and why this is important. I believe that although the Francis Report has stimulated some positive changes, the only way to successfully move forward on this is to celebrate and promote genuine whistleblowers. This includes using the word 'whistleblowing', not a euphemism. It also needs us to involve everyone, including patients, in the changes. "Whistleblowing isn’t a problem to be solved or managed, it’s an opportunity to learn and improve. The more we move away for labelling and stereotyping the more we will learn. Regardless of our position, role or perceived status, we all need to address this much more openly and explicitly, in a spirit of truth and reconciliation." What is whistleblowing? "In the UK, NHS bodies have been guilty of muddying the waters. Sometimes implying that whistleblowers are people who fail to use the proper channels, or are troublemakers, especially when they go outside their organisation with their concerns. In fact, the Public Interest Disclosure Act makes no distinction between ‘internal’ and ‘external’ whistle-blowers..."- Posted
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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 ArticleIn this blog for NHS Providers, National medical director's clinical fellow Cian Wade writes about his work with the NHS Improvement national patient safety team on reducing healthcare inequalities. Responding to commitments in the NHS Long Term Plan, this work focuses on two main areas: Determining the extent and causes of unequal experiences of clinical harm among different patient groups. This involved working with patient groups and system leaders to map patient journeys that demonstrate how and why some patients are at heightened risk of harm. Identifying areas for development that may help reduce health inequalities around patient safety. This second phase is in progress and involves gathering input on specific interventions that may reduce the risk of harm.
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Content ArticleFraser Gilmore, Head of Scotland at Care Opinion, outlines the highlights of the 'Annual Review of Stories told on Care Opinion about NHS Boards in Scotland during 2020/21'. He describes an increase in patient feedback and highlights the success of Care Opinion Scotland's online events, including their first conference.
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Content ArticleThis Annual Review contains data and infographics about patient and staff engagement with Care Opinion at 17 NHS boards in Scotland between April 2020 and March 2021. The theme of the review is 'Communication, connectivity and relationships' and it notes that use of online communication has become more widespread as a result of the COVID-19 pandemic, a factor which has contributed to increases in online patient feedback.
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Content ArticleThis blog in The BMJ Opinion by Steph O'Donohue, content and engagement manager at Patient Safety Learning, looks at the benefits and potential risks of the midwifery continuity of carer model. Steph highlights that seeing the same midwife throughout pregnancy and during labour allows patient and midwife to build a relationship of trust and results in improved outcomes for patients and their babies. She argues that patients and families would be more vocal advocates for continuity of carer if they better understood the benefits of the model. Further reading: Midwifery Continuity of Carer: What does good look like?' Midwifery Continuity of Carer: Frontline insights The benefits of Continuity of Carer: a midwife’s personal reflection
