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september 2015

Diversity and inclusion The power of research in driving change Using research and data to promote inclusive workplaces

september 2015

Diversity and inclusion

Contents

2

September 2015 Diversity and inclusion

Executive summary

1

Introduction

6

Methodology

8

A brief history of equality legislation

9

Literature review

11

Summary

11

Rationale for equality

11

Availability of data

12



Driving factors for research

14



Barriers to research

15

Impact of research

17

Research examples

20

Ethnicity, gender, disability, sexual orientation and faith

20

Ethnicity and gender

21

Ethnicity

22

Gender

32



37

Disability

Age

39

Sexual orientation

40

Employee engagement

42

The impact of research in driving change

44

Overview

44

Informing legislation

44

Understanding the issues

45

Challenging and changing culture

45

Understanding the future

46

The power of diversity data

47

Summary

47

Sussex Partnership NHS Foundation Trust

47



48

Bradford Teaching Hospitals NHS Foundation Trust

North East London NHS Foundation Trust

49

Southern Health NHS Foundation Trust

49

Frimley Health NHS Foundation Trust

50

External motivating factors

50

Internal motivating factors

52

Conclusion

63

Shining a light in the hidden corners

63

Bibliography

64

Executive summary Purpose With an increasingly diverse population, staff from minority groups now make up the majority of the NHS workforce. Therefore, providing a workplace that celebrates and is inclusive of diversity is now essential for the NHS to operate effectively for both staff and patients. In order to monitor this, research has become an essential tool in allowing us to benchmark how effective the NHS is performing within the standards set by equality legislation. A number of different research papers and projects have been influential in enhancing equality and inclusion within the NHS. These projects include quantitative and qualitative data, results of NHS employee surveys, academic research commissioned by the NHS and the findings of individual staff members and staff groups. This report is an analysis of past research into workplace diversity and inclusion across the NHS to determine how effective it has been in bringing about change with regard to the NHS becoming a more diverse and inclusive employer.

Background and scope Understanding how past research has driven change to date, will be essential in helping to formulate ongoing research that will not only benchmark progress made so far, but drive future innovation in equality recruitment and employment practices within the NHS. Historically there has been more research undertaken into race and gender, as legislation on sexual orientation, religion, belief and age was not introduced until 2000. These two groups have been more visible than other protected groups, due to increased activism in these areas which has led to comparatively more research. Collecting data on other protected groups has proved problematic as