Cambridgeshire and Peterborough ICS is committed to lead on inclusion and make an impact on organisational culture and population
By Danny Karystinos, NHS England
My role, Culture Transformation lead, was designed to drive the objectives of the anti racism strategy for East of England and lead on positive actions, to ensure Inclusion is embedded in everything, we do and how we treat our colleagues and service users. Our ambition is leading on Equality and Inclusion across the region, by making a positive impact on workforce retention, career opportunities, motivation, well being, and service users’ experience.
Since July 2023, when the NHS EDI Improvement Plan and the 6 High Impact Actions were published, we ensured our EDI strategy is aligned to the new national objectives and the NHS operational framework. Sustainability and accountability are the foundations of the refreshed anti racism strategy, which outlines the trajectories and the short wins across the region. It is essential to support each provider across the system, therefore we offer regular one2ones and engagement events to understand the challenges and navigate through the highly sensitive environment.
C&P providers from NHS, local authorities, health and social care and Primary care participate in three significantly important programmes and equally impactful for the future of healthcare.
1. Above Difference programmeA programme on leading inclusion, by being a cultural intelligent leader. Executives, Senior leaders, and managers across the region participated in a 3 day intense programme to understand organisational change by using Cultural intelligence competencies.
The next step is to identify one colleague from each organisation to be trained as facilitator and implement specific positive actions, linked with the programme and the organisation’s EDI objectives.
Above Difference - Cultural Intelligence and Inclusion
2. Implementation of No More Tick BoxesInclusive recruitment is key priority and debiasing all episodes of recruitment is a first step to have a diverse workforce that is productive, motivated, and happy. We have designed the training materials and sent out the communication and dates of the workshops for 2024.
NHSE-Recruitment-Research-Document-FINAL-2.2.pdf (england.nhs.uk)
3. The 90-day challengeThe 90-day challenge is a programme we deliver in collaboration with external partners, which supports organisations to identify a challenge they would like to address by using Quality Improvement approach. to set key objectives and quick wins. The project management, support and leadership comes from the regional team and the target workforce is nursing and midwifery.
Parameters:
- Create and mirror a “90-day Alumni” for each ICB
- Review of ALL the implementation of “No more tick boxes“ in conjunction with geographical leads.
- Evaluate the leadership and management program for early careers.
- For each programme delegate to have a senior sponsor to enhance and support their growth and leadership journey.
- To create a rolling program of application and interview practice webinars for the benefit of global majority staff.
- Peer review analysis of fitness to practice referrals and performance management of staff through an EDI lens.
Healthcare – Ninety Days (ninety-days.co.uk)
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