Inclusion is defined “as a sense of belonging; feeling respected; valued for who you are; feeling a level of supportive energy and commitment from others so that you can do your best” (Miller and Katz)
We have strengthened inclusive partnership working with local organisations and partners such as MERIT Vanguard, Royal College of Nursing West Midlands and NHS Employers to maximise our resources and create a greater impact.The team have aligned with health Education England (HEE) through the Midlands and East AHEAD group.The great work we do across the West Midlands and beyond to support and develop diversity and inclusive practices could not be achieved without working with our partners and colleagues who share our passion. The benefits of our partnership working have evolved into wider relationships with different sectors with the Police and Fire Service who are interested in adopting our inclusion work and working across systems in collaboration to solve health and social care challenges in local communities, which is being supported through our bespoke leadership development.
West Midlands Inclusion Network
This is a diverse network of stakeholders who share a collective understanding of diversity and inclusion and the benefits a diverse workforce brings, equally recognising the cost of exclusion on health, wellbeing, trust, accountability organisational performance and mortality. The network includes citizens whom are involved in co-production of inclusive leadership development interventions, sharing lived experience and diversity of thought. If you would like to part of this network please email us.
West Midlands Women’s Network
This network aims to create a happier, healthier workforce and to shape NHS leadership that is truly diverse and inclusive at every level. Led by women, for women, and with men the West Midlands Women’s Leadership Network’s ambition is to drive an innovative and transformative approach to gender equality that demands real and lasting change. In order to be gender balanced, NHS boards in England need another 500 women to sit on boards across trusts, Clinical Commissioning Groups and arm’s length bodies. The Kings Fund blog ‘The gender pay gap: what now? has a variety of podcasts and other resources that examine glass ceilings and the pay gap in medicine as well as wider across the NHS workforce https:// www.kingsfund.org.uk/blog/2018/06/gender-pay-gapwhat- now
Research shows that diversity can make a big difference for patient outcomes. It also leads to a happier, healthier and more productive workforce. Bringing diverse voices to the forefront of decision making is crucial in the delivery of innovation and sustainable transformation. The NHS has one of the most diverse workforces in the world, with 77% women and 16% from BAME backgrounds…yet the closer
you get to the top the smaller the levels of diversity. We all need to think differently about diversity!
Promoting a diverse and inclusive leadership is crucial both for the development of a strong NHS workforce as well as for those concerned with equality more generally. While many female leaders are breaking through into top positions, they remain the exception rather than the rule. We are supporting Networks this network to enable us to explore and dismantle hidden barriers and to promote and advocate for a more inclusive NHS.