NHS North West Anti-Racism Allies Development Programme
Leadership connections
We look forward to welcoming our North West NEDs to more events throughout the year. Our next network event will meet on: Monday 21st October 2024 12;30pm – to 4:30pm at Health Innovation Campus, Lancaster The Network welcomes new and returning members, so please join us at an upcoming event! If you are interested in attending a NED network event, please contact nwla.execleadership@nhs.net to reserve your place. Mary Moore, Non-Executive Director at Stockport NHS Foundation Trust, NED Network steering team member and NED network member what’s coming up:
The North West Non-Executive Director (NED) Network was established in April last year. The network provides a confidential space for NEDs to connect, share and thrive in a peer-led group. The network events provide a safe space for discussion and effective practices to be shared, across a variety of key topics and focus areas, bringing to life current challenges and sharing lived experiences. The network provides NEDs with a dedicated space to reflect and share new thinking. Mary Moore, Non-Executive Director at Stockport NHS Foundation Trust, NED Network steering team member and NED network member, shares her experiences and learning on been a NED and the benefits of being part of the North West Network. “The North West NED Network is a networking and informative event. We are largely but not exclusively, a community of ex- executives from within the NHS, and we’ve all chosen to become non-executive directors.”
My background is in Nursing and when you go into nursing or medicine, or any healthcare vocation you do it because you’re fundamentally altruistic and this attracts you into public service and you give your career to it, whether that’s long or short, and when you walk away from it, you’re left with a hole. That’s my personal experience. I found the gap from being an executive to retirement quite big, compounded by the start of the pandemic and the first lockdown. My plan was always to become a NED but it’s a completely different role to that of an executive, you’re the voice of assurance. Generally speaking, I do a couple of days a week, notionally 3 to 4 days per month per organisation, and even though you draw on your experience, the challenge is; becoming the voice of assurance whilst understanding operational context within the limited time available. That’s where the Network comes in. It’s a forum, to transfer knowledge and a confidential friend to say, this is or isn’t going well for me.”
Racism is real, both in society and across our NHS organisations. Collectively there is a commitment to champion anti-racism and become unapologetically anti-racist for our workforce and the communities we serve. We each must be intentional in our actions to embed anti-racism into the culture of NHS organisations and this emphasises the need for strong and competent leadership. We observed the compassion and curiosity across the North West Region, where senior leaders wished to better understand anti-racism and share ways to eradicate inequalities in access, outcomes and experience for staff and for populations we serve. In order to transform culture and behaviours, our leaders needed to see differently,
Senior leaders from NHS England North West, Cheshire and Merseyside Integrated Care Board (ICB), Greater Manchester ICB & Lancashire and South Cumbria ICB are participating in an anti-racism allies development programme. The programme concentrates on the learners and how they relate to the world, exploring hidden assumptions that lead to points of view, patterns and habits of mind, emotional reactions and responses, intentions behind actions and their impact upon others. It aims to equip senior leaders with deeper self-awareness and grow their confidence in recognising and addressing racism fully. This then allows leaders to proactively catalyse changes to culture, services and population and staff experiences, and drive their organisation, system and region to meet the North West anti-racism ambition. To hold themselves accountable to measures of improvement, the learners are participating in an independent evaluation process. This includes a baseline assessment of the participants’ current views, knowledge, experience and expectations. The robust evaluation framework will be used to demonstrate the impact achieved and the journey the participants have been on.
Future newsletters will describe the pride people feel in leading through an anti- racism approach, making the North West better at preventing ill health as well as receiving and providing healthcare. Some of your Board members are involved in this change, so if you want to hear more, ask them. You won’t regret it! • Increase leadership skills to tackle racism in the workplace and to lead from the top. • Become more aware of hidden or unconscious biases and how to minimise these. • Create a sustainable and inclusive culture where everyone feels included. • Change organisational culture and address the complex and multi-faceted, nature and expression of racism. • Develop new ways of thinking and being open to new ideas. • Ensure anti-racism is part of wider organisational strategic plans. The programme is running until the Autumn and we will be following the learners’ journey. Here is a summary of their main motivations and what they expect to take away from the development programme. • Demonstrate commitment to anti- racism and to ensure everyone knows what role they play in tackling racism whatever their job role. • Increase awareness of what constitutes racism, its impact and how it can be addressed.
think differently, and respond differently.
more executive support
The NHS North West has a number of support offers available to those in executive and non-executive roles such as:
Executive coaching: The NHS North West Leadership Academy Executive Coaching offer provides a confidential space with a professional coach that is flexible and personalised to your needs. Executive coaching can support you in exploring topics such as self- awareness, leading through change and professional growth and direction.
Board support offer: An expert facilitator will work closely with you to scope your collective development requirements, aims and objectives. Which will inform the design and delivery of 3 engaging and impactful sessions. Themes can include supporting relationship development, strategic visioning and action planning.
National Resources: Explore national onboarding resources that have been curated for senior leaders. These resources are designed to support senior leaders in developing their leadership in a complex and changing landscape. There are specific elements available for Chairs. NHS Senior Leadership Onboarding and Support – NHS Senior Leadership Onboarding and Support (leadershipacademy.nhs.uk)
To drive forward meaningful change, everyone has the responsibility for tackling and addressing racism. The North West BAME Assembly network has re-launched the Anti-Racist Framework, which is designed to take individuals and organisations through a learning journey.
The framework is underpinned by: • The principles of prioritising anti-racism • Understanding lived experience
• Growing inclusive leaders • Acting to tackle inequalities
• Reviewing and reflecting on progress It also sets out actions that can be used to embed anti-racism practices organisation- wide. You can find out more by visiting NHS England — North West » Anti Racist Framework.
For more information email: nwla.execleadership@nhs.net
For more information email: nwla.execleadership@nhs.net
nw.leadershipacademy.nhs.uk | Leader
Leader | nw.leadershipacademy.nhs.uk
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