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Race Equality in the NHS Workforce: Learning from the Workforce Race Equali...

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Middlesex University

The Burroughs

College Building - C122

London

NW4 4BT

United Kingdom

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ROOM: C122 (COLLEGE BUILDING - 1ST FLOOR)


Rationale for Seminar

The NHS Equality and Diversity Council (EDC) announced in July 2014 that it had agreed to implement a standard of Workforce Race Equality (WRES), with a view to ensuring that people from black and ethnic minority (BME) backgrounds had equal access to career opportunities and receive fair treatment in the workplace. This would be benchmarked on an annual basis across a number of indicators of workforce equality. The initiative to establish this was closely linked to the publication of an influential report, ‘Snowy White Peaks of the NHS: a survey of discrimination in governance and leadership and the potential impact on patient care in London and England’ (Kline, 2014, Middlesex University). This report found that senior under-representation of BME people in senior positions in the NHS with no sign of improvement. This led to the development of a national level change management strategy, driven by accountability primarily from a new mandatory clause within the NHS standard contract, inclusion in the CQC inspection’s “well led” domain and transparency. The WRES was included in the NHS standard contract from 2015/16 onwards. The first national NHS annual report of the Workforce Race Equality Standard was published in June 201 https://www.england.nhs.uk/wp-content/uploads/2014/10/WRES-Data-Analysis-Report.pdf 6 , and found that regardless of the type of Trust or of geographic location, compared to white staff, higher proportions of BME staff reported that they:

  • Experienced bullying, harassment or abuse

  • Believed that their Trust provided equal opportunities for career progression or promotion

  • Experienced discrimination at work from a manager, team leader or other colleague

NHS England went on in 2015 to commission research to explore a similar set of equality issues with respect to disabled staff in the NHS. The Middlesex and Bedfordshire report () came to very similar conclusions to the above, with respect to disabled staff in the NHS. This research, conducted in 2016 by Middlesex and Bedfordshire Universities, led to the recommendation for the implementation of an equivalent standard for disabled staff in the NHS (WDES). The WDES is due for implementation within the NHS contract in April 2018.

This seminar seeks to:

  • Define the key elements which have given the WRES impetus and traction in its implementation so far both at the national and local Trust level

  • Define current issues of interest and concern in terms of evidenced corrective action taken at local Trust level as a result of the implementation of the WRES

  • Explore the implications of the above for the implementation of the WDES in April 2018

Proposed Programme

2.30pm – 3.00pm

Registration & refreshments


3.00pm – 3.20pm

Welcome to the seminar: Carmel Clancy Head of Department Middlesex University

Aims and Purpose: Peter Ryan Professor of Mental Health Middlesex University


3.20pm- 3.50pm

Gaining traction for the WRES: key learnings: Roger Kline Joint Director Workforce Race Equality Standard Implementation team


3.50pm – 4.15pm

A conceptual framework for the Equality Standards? Peter Ryan

4.15pm – 5.00pm

Making the WDES an effective tool for change: Christine Rivers Head of Equality and Human Rights Oxleas NHS Foundation Trust

5.00pm-5.45pm

Open discussion and comments facilitated by: Christine Rivers & Peter Ryan

5.45pm - 6.30pm

Tea & Coffee


Click here for a map of the Hendon campus: http://www.mdx.ac.uk/__data/assets/pdf_file/0033/284577/Hendon_Campus_Pocketmap_2016_v9.pdf



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Middlesex University

The Burroughs

College Building - C122

London

NW4 4BT

United Kingdom

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