Leading through change: The NELFT story (so far)
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This document summarizes the efforts of NELFT, a mental health and community health trust in North East London, to increase representation of ethnic minority groups at senior levels. It discusses strategies NELFT implemented like reverse mentoring, dedicated posts to support diversity strategies, and requiring ethnic minority representation on interview panels for band 8 and above roles. These efforts led to significant increases in ethnic minority representation in senior positions, and NELFT was the first trust to achieve all indicators of the NHS Workforce Race Equality Standard. The document encourages continuing efforts like expanding leadership programs and addressing inequalities.
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Leading through change: The NELFT story (so far)
- 1. Leading through change: The NELFT story (so far) Natasha Howard @nhhoward CILIP’s Skills for Leadership - Manage, Motivate and Influence, 28-29 October 2021
- 2. UK BME working population England & Wales 2011 Census Office for National Statistics
- 3. NHS BME working population NHS workforce statistics, March 2018 NHS Digital
- 4. NHS board representation A model employer: increasing black and minority ethnic representation at senior levels across the NHS NHS England
- 6. Ethnicity of NHS staff in London 0.0% 10.0% 20.0% 30.0% 40.0% 50.0% 60.0% 70.0% 80.0% 90.0% Under band 1 Band 1 Band 2 Band 3 Band 4 Band 5 Band 6 Band 7 Band 8a Band 8b Band 8c Band 8d Band 9 VSM White BME Source data – 2017, National ESR, slide Dr Habib Naqvi
- 7. Health inequalities Source https://www.nhsrho.org/publications/ethnic-health-inequalities-in-the-uk/
- 8. NELFT context • Mental health & community health trust • 4 North East London Boroughs, plus Barnet, Essex, Kent • Over 7000 staff based at over 200 locations • 32% of workforce is ethnic minority, 83% are women In 2013 0% of BAME staff at Bands 8c, 9 or Board level Disproportionate amounts of bullying, harassment and disciplinary processes
- 10. • Reverse Mentoring • Reduce the number of formal disciplinary for BME colleagues • Dedicated post to support the implementation of the Strategy • Recurring Budget for the staff Networks • Increase senior leadership at Board and Executive Level • Leadership Programme for Bands 3, 4, 5, 6 & 7 (LEAP) • EMN rep on interview panels A sample of our strategic goals
- 11. NHS WRES • WRES = Workforce Race Equality Standards • Started in 2015 • Mandatory for all NHS bodies • 9 indicators: − 4 relate to workforce data − 4 based on data from the annual national NHS staff survey − 1 considers board representation • NELFT was the first trust to go green for all 9 indicators
- 12. Interview representation Identify the problem • 2 EMN staff at Bands 8b & above • No EMN role model • Lack of mentoring and coaching for EMN staff • Lack of confidence in the recruitment process • Lack of transparency • System is not equitable Change the Process • EMN staff to sit on interview panels for Bands 8 & above • Training included: • Unconscious bias • Recruitment training • Equality Act Awareness • Empowerment • Having difficult conversations Embed in HR systems • EMN rep on all interviews at Bands 8 & above • No rep=cancel • Include EDI questions at interview • Included in policy, checklist, and TRAC
- 13. Impact BME staff today Band 8a – 118 Band 8b – 42 Band 8c – 15 Band 8d – 7 Band 9 – 1 NED – 3 VSM – 3
- 14. Impact • EMN representation in pandemic IMT structure • Freedom to Speak up (FTSU) Index Score 2020 = 81.6% in 2020 • Shortlisted for HSJ Patient Safety Awards 2021 – Changing Culture
- 15. if you can see it you can be it
- 18. What’s next? LEAP cohort 2 – starting spring 2022 Formalising job application support offer Formalising Allies programme Addressing inequalities – raising awareness, facilitating change Just and Compassionate Culture