First of all, we have to acknowledge the excellent work that many staff, managers and leaders are currently doing. We have to be aware that negative bias might make us dwell on things that we haven’t achieved.
Progress on the race equality agenda has been slow, and there is a danger that our colleagues and communities may have lost confidence that significant change can occur. The morale of staff from senior management to front line staff has been affected during this pandemic crisis
Despite the lack of progress, we have to be optimistic, confident and positive that we can make the changes needed.
However, even in normal circumstances, NHS staff have often been expected to work beyond their normal capacity. We must recognise, encourage and reward those that are doing good work.
Our strategic approach to recognise, reward and celebrate good work
These recommendations are for short term goals for 3-6 months (S), medium term goals for 6-12 months (M) and long term goals for 12 months (L).
- Develop a regional hub for accessing and sharing positive actions and progress, including research/evaluation. (S)
- Develop incentives for organisations/systems that move the equality and inclusion agenda forward. (M)
- Award for those that have led with compassion and inclusion on the race and other equalities agenda (assessed by their staff groups). (M)
- Celebrate organisations* that have signed up to the Race Equality Code 2020.
- NHSE&I to work with the region and Health Service Journal (HSJ) to develop an appropriate annual celebration of positive action (MIDAS – Midlands Inclusion & Diversity Action Strategy Awards). (M)
* Birmingham City Council and Birmingham Solihull women’s aid are the two early adopters in the Midlands.
Organisations will measure staff progress in two ways. The main quantitative measures currently used are the:
- Workforce Race Equality Standard (WRES)
- Workforce Disability Equality Standard (WDES)
- NHS staff surveys
- Equality and diversity workforce dashboard
- Equality Delivery System
- Gender pay gap reporting
The qualitative measures that we think are necessary are:
- Developing a real-time survey
- Providing opportunities for staff to talk about concerns confidentially
- BME Staff Network (to be constituted and supported to be part of the decision-making process)
- Training and support to help staff to use their voice
- Potential access to and feedback from external ‘Freedom to speak up’ guardian
- All staff networks (should be affiliated to the regional race equality and inclusion good practice hub)