Anti-racism commitment

In 2022 NHS Providers made a public commitment to become an actively anti-racist organisation.

We began an internal programme of work on anti-racism, commissioning an internal report to understand how our culture and systems operate with regards to race equality. This formed the basis for open, honest and challenging discussions at all levels of the organisation, which in turn led to the production of our anti-racism action plan.

Being actively anti-racist in all that we do means we acknowledge the impacts of racism in our own organisation, in the NHS and in the world in which our members operate, and are conscious in how institutions can perpetuate structural racism; we seek to lead by example and to use our profile and influence to make a difference in wider society.

We see the impact racism has on patients and trust staff. We recognise that trusts need to do more to tackle racism, just as we do, and as their membership organisation, we should reflect the issues they are dealing with, leading where we can, to support our members to make progress on race equality.

It means we will never tolerate racism where we see it, and we will challenge and proactively change policies, behaviours and beliefs that perpetuate racist ideas and actions.

We do this wherever we can – internally, in our work supporting our members, in how we work with other organisations, and in our external communications.

This is a top priority and long-term commitment for NHS Providers.

We are striving to create an organisational culture where all our people feel safe, valued and can achieve their potential.

Our anti-racism statement

This is what we mean when we say we are an anti-racist organisation. This sits alongside our organisational values and anti-racism action plan. It is not static.

This is our statement to members, staff, and the wider community of our commitment to becoming actively anti-racist. Each and every member of staff shares this commitment and takes personal responsibility for it.

Our five commitments

Recognise that structural and systemic racism exists and is harmful, in particular to staff and patient outcomes.
Acknowledge and understand the impact of racism and support ethnic minority staff who experience it.
Act to redress racism and call out discrimination.
Be transparent and accountable, and measure our progress and the impact we are having.
Use our unique position to influence the NHS and the wider community at every opportunity.

Our anti-racism action plan

Our anti-racism statement is underpinned by our cross-organisational anti-racism action plan, setting out the specific actions we are taking to translate our commitments into reality for each of our four strategic objectives – influence, voice, support and excellent organisation.

All of this, together with our organisational values which include a commitment to inclusion, seeks to ensure that race equality is fully embedded in everything we do.

Influence

Identify a set of specific policy changes or asks on race equality that we can seek to influence on.
Build and strengthen stakeholder relationships with relevant organisations.
All members of the policy team to have a SMART objective on race equality, aligned with our organisational anti-racism commitment.

Voice

As a directorate: proactively explore and work with partners to strengthen diversity at all levels of NHS communications and marketing through equality task force and competency framework with explicit commitment to target and support colleagues from ethnic minority backgrounds.
Communications and marketing: all marketing and communications channels to support and promote racially diverse report and blog authors/event panels/speakers/delegates.
Digital: ensure podcast programme regularly features staff and guests from diverse racial backgrounds and proactively focuses on race equality issues.
Media: take a proactive approach to ensure race inequality and issues particularly pertinent to ethnic minority groups are appropriately highlighted in press releases, comments.
Stretch area: explore ways to convey our race equality commitments more prominently and meaningfully as part of our website redevelopment programme. First step: consider options with new partner agency.

Support

Consistently embed a focus on race equality into all our programme content, including to:

Ensure race equality is considered from the outset when we initiate new offers drawing on the challenge questions we’ve developed.
Ensure diversity in the members we engage as programmes are scoped.
Have conversations with both programme partners and funders on what else we can do to advance race equality.
Share learning and resources from our member support offer and maximise opportunities for joint events and outputs.
Review and act on feedback we’re now seeking on whether our events and outputs reflect our anti-racist ambitions.

Grow and diversify our pool of associate trainers, facilitators and chairs, and ensure their practice reflects our commitment to anti-racism by:

Rolling out reflective practice sessions.
Developing guidance to form part of the induction of new network chairs and associates.
Conducting an open recruitment process.
Building and creating strong organisational links via effective relationship management with the trainer pool to ensure they continue to be aligned with our anti-racism commitments.

Excellent organisation

Ensure RECI (our race equality and culture inclusion staff network) has appropriate organisational support, a strong two-way dialogue with the senior management team and that all staff are aware of the safe space provided by the group.
Ensure trustees have an annual opportunity to reflect on progress – both as a board and as individuals.
Make resources available and ensure staff are encouraged and enabled to set aside time for self-learning and reflection (such as convening reflective practice groups on privilege and allyship, building on learning from inclusive leadership training, exploring active bystander training).
Review directorate learning and development plans to ensure equitable access to development opportunities across the organisation.
Every member of our senior management team to have a SMART objective on race equality, aligned with our organisational anti-racism commitment.
Review staff survey and HR reporting data to inform actions addressing issues of race and wider inequalities, with plans agreed with senior management team to take actions forward.
Through the HR system, develop our existing EDI dashboard and build reporting structures to provide effective people data to inform decision making and actions.
When reviewing HR policies and procedures, ensure they are equality impact assessed and fully consulted upon with staff groups including RECI.
Improve the induction of new starters on our race equality work incorporating RECI and existing groups.
Ensure our organisational development work (such as competency framework) reflects our commitment to equity and transparency.