Paul Myatt

Staff wellbeing and engagement is linked to high performing organisations, but it’s generally acknowledged that across the provider sector as a whole there is still much room for improvement, particularly in respect of the engagement and support of black and minority ethnic staff.

The link between staff wellbeing and engagement and high performing organisations is borne out at the East London NHS Foundation Trust. The trust was recently rated “outstanding” by the Care Quality Commission which commended an “open culture which welcomes innovation”, recognised the “hard working and enthusiastic staff throughout the organisation who enjoy their work and are committed to improving services”, and identified that “the trust recognised and celebrated the diversity of the patients and staff and worked to meet the needs of people using the services.” The trust also has one of the top five NHS Staff Survey results for community and mental health trusts. We’re pleased that Marie Gabriel, the chair of the trust will be joining our conference breakout session on building a positive and inclusive culture, to share her trust’s story.

Patients have better experiences in NHS organisations when there is a culture of inclusion for all staff

Research also suggests that less favourable treatment of black and minority ethnic staff has significant impact on the efficient and effective running of the NHS. Patients have better experiences in NHS organisations when there is a culture of inclusion for all staff. And this is why the workforce race equality standard (WRES), launched in 2015, seeks to shine a light on black and minority staff’s experience of often much poorer treatment and opportunities than white staff. Of course, the end game of revealing how things are now is to drive action to foster greater equality and inclusion. Yvonne Coghill OBE, director for implementation of the workforce race equality standard at NHS England, will also join our session to share how trusts are putting plans in place to meet the challenges highlighted by the WRES and to build more inclusive cultures.

As ever, there are lessons to be learned from outside the NHS when it comes to building a positive and inclusive culture. Nationwide Building Society consistently features in the Sunday Times list of 25 Best Big Companies to Work For, being ranked third in 2016. Employing more than 17,000 staff, Nationwide has won plaudits for making it a top priority that everyone feels valued and content. For example, last year a series of “your say cafes” was held. Hundreds of staff attended sessions in which they were asked to identify ideas that could be implemented to improve day-to-day working life. A committee has taken forward the best of the changes suggested. Nationwide also has a focus on mental wellbeing and in 2014 launched a mental health resilience strategy. Our session will provide an opportunity to hear more about Nationwide’s story of building a positive and inclusive culture as we will be joined by Nationwide group director of Alison Robb.

Our breakout session will be an opportunity for delegates to take away ideas for building positive and inclusive cultures at their own trusts. There will be plenty of opportunity for discussion, do join us if you can.

For more information on the annual conference programme and to book your place, visit the event pages.