Women’s Leadership Development Programme (ethnic minority)
Whatever you hope to achieve in your working life, taking the time to plan your route to success is essential. This empowering one-day Thresholds Workshop designed for non-white women will give you the tools and techniques to look freshly at your career and devise a practical action plan to achieve your goals.
The programme includes:
▪ Visualising your ideal career
▪ Setting tangible and achievable goals
▪ Assessing your current situation
▪ Mapping out the milestones to succeed
▪ Peer support
Taking time to think about what really matters to you in your career is crucial if you want to be fully motivated and effective. Participants leave having developed a viable strategy that gives them the confidence to put their plans into action. For more information, please view our flyer
Black and ethnic minority Coaching Programme
This programme is designed to develop the knowledge, skills and capabilities to facilitate the improvement of patient care through the development of people and this will be delivered virtually. The programme is delivered by HumanTechnics and accredited by The Institute of Leadership and Management. Successful participants who pass submission at the end of the programme will receive a certificate of Accreditation, which will detail that this is an equivalent to ILM 5. Click here for more information about the programme.
Disability Network Chairs Development
The Disability Network Chairs Development Programme (DNCDP) was launched in February 2021 by the South East Equality, Diversity and Inclusion (EDI) team, and was funded by NHS England and NHS Improvement’s Workforce Disability Equality Standard (WDES). It sought to improve individual and organisational workforce experience for the disability network leads by developing their skills and impact in representing the voice of NHS staff with disabilities in their respective organisations and systems. Click here for more information.
Inclusive Recruitment Report
Inclusion is proactive, thoughtful and considered. It means ensuring that everyone feels part of the process, policies and frameworks. The way to achieve this is to make sure we all assess our behaviour and actions to ensure we are not excluding anyone. The NHS Long Term Plan and NHS People Plan, both centre inclusion as an aspiration for the organisation and as a way of improving retention and attracting high calibre candidates into the workforce. Inclusive recruitment is a strategy that has been shown to enable this, by considering how different backgrounds, approaches and thinking styles can help deliver innovative services and develop the organisation into one that reflects the diversity of the public it serves. For more information click here.
International nursing support
The NHS has long term plans to increase our workforce and there are a number of programmes focussed on supporting our internationally trained workforce and recruits. This is important to ensure we provide a welcoming, inclusive and fair environment, so we can all do our jobs and focus on patient care and patient experience. Internationally trained staff often experience problems trying to ‘fit in’, knowing who to ask for help, navigating the NHS, and just feeling part of day-to-day culture. The South East EDI team has been supporting leaders with inclusive practice and interventions that support our diverse staff for the benefit of all. This video on international nursing support shares some of the work that is underway.
Do contact South East Equality, Diversity and Inclusion team if you would like to find out more.
‘The NHS is the largest employer of black and minority ethnic people in the country … Patients get better care when their doctors, nurses and other staff feel valued and are treated fairly…‘Sir Simon Stevens, Chief Executive of NHS England and NHS Improvement, 2020 – after participating in a reverse mentoring programme
The Chief Executive has set a target of achieving 19% BME representation across all NHS pay bands by 2025, across all organisations. Reverse mentoring (race focus) is considered to be one intervention that can assist this target.
White senior leaders have the opportunity to hear from BME staff in relationships that are managed through a programme.
In the South East Region, the EDI team used the opportunity to redesign the reverse mentoring programme, building in improved psychological safety, upskilling on communications, confidence building and robust evaluation.
Lead by Cavita Chapman, the South East reverse mentoring programme design is being utilised by other interested regions.
Watch Cavita Chapman explain how this programme works and how it benefits staff, teams, organisations and systems.
There is also a multi-regional meeting group to support regions to launch their programmes and evaluate efficacy. The videos below provide examples from BME mentors and White mentees on the benefits of reverse mentoring. This is your opportunity to get involved.
Contact [email protected] if you are interested in participating in the next cohort and join other leaders in the NHS to support and enable race equality.
- Reverse mentoring – Noor Jbsherwani
- Reverse mentoring – Lorraine Clark
- Reverse mentoring – Caroline Beardall
- Reverse mentoring – Farah Butt
A sponsor is someone who advocates for the person they are sponsoring (sponsee). They can talk to others about their sponsee’s strengths and potential, and help them get actively considered for development opportunities, promotion or lateral moves. A sponsor can use their social capital and resources on the behalf of their sponsee. Click here for more information about the programme and how to apply.
Workforce Race Equality Standard (WRES) Experts
The WRES is a critical tool for progress on race equality in the NHS. There are trained and informed WRES Experts who have volunteered to help and support organisations with cultural transformation and improving equality. Our WRES Experts in the South East Region have been brought together to learn from each other and have a space for their own advancement and learning. The NHS believes in investing and supporting our staff. In the South East our WRES Experts are being supported as part of our talent management strategy. The programme was developed and is run by Cavita Chapman, Head of EDI in the South East.
WRES Experts Advancement Programme
There are trained and informed WRES Experts who have volunteered to help and support organisations with cultural transformation and improving equality. Our WRES Experts in the South East Region have been brought together to learn from each other and have a space for their own advancement and learning. The NHS believes in investing and supporting our staff. In the South East our WRES Experts are being supported as part of our talent management strategy. The programme was developed and is run by Cavita Chapman, Head of EDI in the South East. For more information click here.