We hold the principles of equality and inclusion at the heart of everything we do and all that we stand for – the NHS is a universal service and we are committed to developing a leadership community which is representative of the groups that we serve.
At the NHS Leadership Academy, we aim to lead on making inclusion a reality within the NHS. We’ll do this through investment in excellent, knowledgeable and capable leadership.
We know that diversity and inclusion leads to improved health and greater staff and patient experiences of the NHS; and we welcome the challenge of enabling staff from all backgrounds to develop and excel in their roles. From those just starting out to more senior colleagues, we’re here to support every staff member to develop their potential and to promote leadership at every level. We’re playing our part in addressing underrepresentation at senior levels and ensuring that the NHS truly represents our diverse patient population now and into the future.
We aim to achieve these goals by:
The Academy is a member of the EDC.
Developing a diverse workforce within the NHS is hugely important. Nearly 20% of the 1.3 million people that work in the health service are from a black, Asian and minority ethnic (BAME) background. Many of these people work as doctors, nurses and midwives and without them the NHS wouldn’t be able to function. Despite this, these colleagues have experienced shocking levels of bullying and harassment. The NHS Workforce and Race Equality Standard (WRES) published in 2016 highlighted that 75% of acute Trusts reported a large number of BAME staff were bullied. 41% of BAME colleagues said that they were being bullied, harassed or abused compared to 18% of white staff in similar roles. It’s also evident that the NHS recruitment process has been shown to disproportionately favour white applicants, while previous research has highlighted concerns about the absence of BAME colleagues in senior NHS roles.
The Francis Inquiry highlighted that when staff are not cared for, poor care is delivered at the frontline. The only way to ensure patients receive high quality care is by caring for staff at every level within an organisation. This forms an important part of the equality, diversity and inclusion agenda for the health service. In order to improve patient experiences and outcomes, NHS England launched The Equality and Diversity Council, which the Academy is now a member of. The purpose of the Council is to bring together people and organisations to realise a vision for a personal, fair and diverse health system, where everyone counts. They work to empower the NHS to continuously improve on equality performance while raising awareness of equality issues and encouraging organisations to tackle them.
The work of EDC is driven forward by three core priorities:
The Council is chaired by the Simon Stevens, the Chief Executive of NHS England and is made up of a range of organisations from across health and social care. For more information on the EDC and the work they do, have a look at their website here.
We believe that an emphasis on inclusion through leadership strengthens the experiences of patients and colleagues and will help to transform the culture of the NHS.
We’ll bring fresh thinking and approaches to this subject which we hope will have an impact on leadership practice and behaviours. We’ll promote the importance of recognising difference through a number of methods, including working in partnership with the media to identify and celebrate BAME pioneers, LGBT role models and inspirational women.
We take targeted steps to ensure our programme participants reflect the communities they serve, including monitoring all our equality and diversity data.
We want underrepresented groups at senior levels (such as women, people with disabilities and BME and LGBT communities) to realise their potential in a sustainable way.
This highly regarded and effective positive action programme aims to help leaders and senior leaders from BAME backgrounds realise their potential. Underlying this programme is our belief that it is the wider system that needs to radically change if inclusion is to be lived, felt and sustained. BAME leaders therefore require the time and investment to develop the leadership capabilities that will enable them to work powerfully and collaboratively across these obstacles so that greater levels of inclusion will result. This endeavour will only succeed if it works in tandem with our wider work on inclusion, which challenges power imbalances and supports the wider system to make the changes necessary to make room for, and embrace a more diverse talent pipeline.
We know that senior teams in NHS organisations are under-representative of the communities they serve and staff they lead. Find out how the Leadership Academy is working with boards to help address the issue.