The Mid Yorkshire Teaching NHS Trust (MYTT) has utilised the Stay and Thrive support programme to create a sense of belonging for their internationally educated workforce (IEW).
MYTT provides services across West Yorkshire at Pontefract Hospital, Pinderfields Hospital in Wakefield, Dewsbury and District Hospital and community health services in Wakefield. The trust employs over 10,000 staff, 400 of which are internationally educated nurses (IENs).
Introduced in 2020, MYTT used the Stay and Thrive programme to help create a more supportive, compassionate, and inclusive culture for their IEW. The aspiration was that this would foster a deeper sense of belonging and help the IEW think about and build a career in the NHS. The trust continued to work alongside their IEW to improve the experience for their international recruits, based on lived experience and honest feedback.
Specific interventions that centre around creating a deeper sense of belonging for their IEW include:
- Offering pre-arrival support.
- Providing free on-site accommodation.
- Delivering wrap around pastoral support to ease integration into the workplace.
- Connecting with local diaspora groups to develop support networks.
- Providing access to their career progression programme, buddy systems, career cafes, mentoring systems, and settlement support.
- Providing time for existing staff to support the IEW programmes of work.
The board recognises the positive impact and learning that has taken place across the organisation as a result of the improved diversity of the workforce, and the subsequent benefit this has on patient experience. In embedding the Stay and Thrive programme at MYTT, existing staff also benefitted from additional leadership development opportunities, either in their capacity as line managers or as mentors within talent management initiatives for the IEW.
Phillip Marshall, director of workforce (far left) with MYTT's Internationally Educated Nurses at the 2022 Celebration Event for IENs. Image supplied by The Mid Yorkshire Teaching NHS Trust.
Hear from the trust
The Race Equality programme spoke to Phillip Marshall, director of workforce and organisational development, at MYTT about implementation of these interventions and the Stay and Thrive programme, the challenges faced, their impact, learnings for the board, and advice for board members looking to support their IEW.
The board recognised the important contribution the IEW make to the organisation and was committed to appropriately funding and resourcing the Stay and Thrive programme. The leadership team recognised that learning from the programme can be applied to other international cohorts. As a result, the programme now applies to international allied health professionals, midwives, medical staff, and dental staff. By providing a comprehensive support programme that encompasses pastoral care and educational support for day-to-day living, the trust benefits from higher retention rates and a direct channel for more open feedback from their IEW.
The trust is working towards a goal of zero vacancies, knowing staff can only provide the best person-centred care when they are supported and are properly resourced. The board recognised that the IEW, and work being done to support them, have been critical to helping the trust move towards this goal.
The board has also recognised that visible leadership and support from all board members is vital to tackling workforce challenges. A simple yet successful action, in this context, is for leaders to champion a protected characteristic and to engage, support and participate in events identified in the staff cultural and engagement calendar, from team away days and staff picnics, to celebrations of religious holidays.
- Share best practice with board colleagues and across the NHS.
- Deliver international recruitment in partnership with HR, workforce directors, directors of nursing, and medical and allied health professionals.
- Consider the career pathway for the IEW. Acknowledge where the IEW bring extensive experience, and may be ready for progression into a leadership or senior clinician role.
- Maintain a clear focus on inclusive recruitment and talent management and look to implement positive action initiatives to support these where required
- Listen to the lived experience and feedback from the IEW – it can improve their experience, the experience of future recruits and help drive improvements in organisational culture for all staff.
- Provide paid time to members of the workforce who are committed to championing and supporting the IEW programmes of work.