NHS England has published a plan to improve equality, diversity and inclusion (EDI) across the workforce. The plan describes the NHS workforce as being “more diverse than at any point in its 75-year history,” however, it acknowledges that prejudice and discrimination – both direct and indirect – does exist through behaviour, policies, practice and cultures against certain groups and individuals.
The ‘NHS Equality, Diversity and Inclusion Improvement Plan’ aims to address discrimination, increase accountability of all leaders, support the levelling-up agenda, and make opportunities for progression equitable. It states: “An inclusive culture improves retention, supporting us to grow our workforce, deliver the improvements to services set out in our Long Term Plan, and reduce the costs of filling staffing gaps.”
The plan will support the awaited Workforce Plan by improving the culture of the workplace and experiences of the workforce, helping to boost staff retention and attract diverse new talent into the NHS.
Every Trust will be asked to roll out measures to improve staff experience and progression through mentoring and other development opportunities for staff by June 2024.
The plans could also include measures such as new apprenticeship programmes and graduate management training schemes to ensure Trusts are attracting the best talent within their local communities.
Statistics shared during a presentation at HEFMA’s 2023 Forum (NHS Workforce Statistics, NHS Digital, April 2022), demonstrated where inequalities still exist within the EFM workforce. Whilst women comprise 57% of the EFM workforce, they are under-represented in the higher pay bands. Looking at ethnicity too, BME staff are over-represented in bands one and two.
Commenting on the launch of the plan, Amanda Pritchard, Chief Executive of NHS England says it will: “Build on progress made in recent years and target action to ensure the NHS fully supports and benefits from its diverse workforce – attracting talent, retaining skilled staff, ensuring greater diversity in leadership roles, and supporting colleagues to deliver the best possible service for our patients.”
The plan also says that psychological support should be available for all NHS staff who have been victims of bullying, harassment, discrimination, or violence by next spring.
It sets out six actions aimed at increasing workforce and financial performance. Trusts have also been asked to set internal targets to reduce bullying, harassment, discrimination, and violence by March next year.
Dr Navina Evans, NHS England’s chief workforce, training, and education officer, says: “It is vital that all staff are given the support they need to progress in their careers. Workforce diversity helps keep more staff, makes it easier to recruit staff, and improves care for patients. Improving equality, diversity and inclusion is everyone’s responsibility, starting with leaders I have faith my colleagues will rise to this challenge.”
NHS England will provide guidance to assist Trusts and Integrated Care Boards in implementing this plan, supported by good practice and a dashboard to enable the measurement of progress.
