We know that our ethnically diverse community experience inequalities in access, experience and outcomes in health services compared to white groups.
Locally, we know that:
We know that there are unacceptable disparities in experience for our ethnically diverse colleagues
This needs to change. We’ve made a commitment to tackle racism and have set ourselves the goal of becoming an anti-racist organisation.
‘Not being racist’ is not enough – we need to actively work together to address all types and impacts of racism.
We take an active role in identifying and addressing all types and impacts of racism, not just when it is obvious.
The Board holds the responsibility for leading our anti-racism efforts and ensuring measurable objectives are achieved.
We firmly believe that anti-racism activity should not be solely placed on racialised groups. Instead, we embrace actively involving our Race Equality Network, colleagues, and communities to make meaningful change.
Our approach to achieving this includes:
There are unacceptable disparities across access, experience and outcomes nationally and locally. We have committed to tackling health inequalities as part of our corporate strategy.
National data shows disparities across vast areas of avoidable health inequality:
Our colleagues who attended anti-racism workshops told us they want us to focus on education and training. Members of the community have asked for more outreach and structured engagement.
They also wanted more anti-racist literature to be made available to staff, for services to be culturally tailored, and for staff to have a better understanding of language barriers and know what support is available for asylum seekers.
Staff who attended our workshops called for early resolution and transparency when racist incidents happen to help improve the experience for people.
Our communities wanted us to ensure we learn from mistakes.
Despite numerous publications, recommendations, and legal cases, ongoing inequalities still exist in relation to ethnically diverse colleagues in terms of recruitment, retention, career advancement, and working conditions.
We know that the way some of our policies and practice are structured disadvantages ethnically diverse people and we need to do more to effectively challenge this.
A dedicated team responsible for driving positive change and fostering an inclusive, equitable and antiracist organisational culture.
Each of our members have provided a short statement about how they will put our strategy into practice.