Empowering the workforce to challenge discrimination

Chair: 

• Miriam Deakin – director of development and engagement, NHS Providers

Panellists:

• Olivia King – deputy director for Workforce race equality standard, NHS England
• Fiona Kilpatrick – Active bystander programme lead & organisational development specialist, NHS Leicester, Leicestershire and Rutland (LLR) Integrated Care Board (ICB)
• Bina Kotecha – deputy chief officer for culture, organisation development and inclusion, NHS Leicester, Leicestershire and Rutland ICB

This event built on high impact action six of the NHS equality, diversity and inclusion (EDI) improvement plan 'create an environment that eliminates the conditions in which bullying, discrimination, harassment and physical violence at work occur'. The event explored the role of data and accountability, how the EDI improvement plan aims to tackle discrimination, and how NHS organisations are implementing initiatives that have addressed bullying, harassment and discrimination within the workforce.

Hear Olivia King share what data tells us about racial discrimination for NHS staff, how this impacts staff both personally and professionally. Olivia discusses how the NHS EDI improvement plan aims to tackle discrimination and empower the workforce to challenge discrimination, as well as how to establish data drive accountability for discrimination. 

Hear Fiona Kilpatrick and Bina Kotecha discuss NHS Leicester, Leicestershire and Rutland ICB's Active bystander programme. The programme has been designed to address bullying, harassment and discrimination, as well as improve outcomes in the Workforce race equality standard (WRES), Workforce disability equality standard (WDES), Equality delivery system (EDS) 2022, Ockenden Review and actions in the NHS Long Term Workforce Plan. 

Listen to the panel Q&A where they answered questions on:

• What the national team's role is on tackling discrimination.
• How LLR built engagement for their Active bystander programme.
• What actions are organisations taking to tackle discrimination against groups from diverse backgrounds, such as internationally educated staff.
• How LLR's Active bystander programme considered intersectionality.
• How LLR built the case for and financed the Active bystander programme.
• How LLR is measuring impact for its Active bystander programme, especially for cultural change.
• How to ensure accountability at every level of the organisation.