28 / 6 / 2014 4.28pm
Summary of the First Partners Meeting Cohort 2014-15
The theme of the meeting centered on ‘Managing Healthcare across the System’.
Paul Deemer, Head of Equality, Diversity & Human Rights, NHS Employers welcomed partners and speakers to their first meeting and provided the following background to set the context of the day;
To set the tone of the day, Paul played an inspiring TED talk video clip by Sarah Kay: ‘If I should have a daughter’ about the power of the spoken word. Similar to Sarah’s TED talk the partners programme is about ‘cracking open locks’ by spreading great ideas, opening our eyes and minds to what might be. Paul suggested that Sarah’s talk reminded us of the power of language,and our ability to connect with each other and change our lives for the better through thoughtful speech (and good ideas).
The first speaker was Ruth Passman, Deputy Director for Equality and Health inequalities, NHS England. The title of her session was ‘Next Steps for Improving Equality Across Healthcare 2014-15’. She shared the evolving work of the NHS England’s team that is looking at both equality and health inequalities. This included the 9 strategic priorities of NHS England, the link with the Equality Diversity Council and how NHS England is keen to work with the partners in the future. More can be found via her presentation and NHS England's website.
The second session was led by Rob Webster, Chief Executive, NHS Confederation. He argued that to influence the whole system you have to understand the pressure points of the system and what factors are affecting the system. He shared the key messages outlined in the NHS Confederations recent publications ‘Two Sides of the Same Coin’& the 7 key areas as set out in the ‘2015 challenge’. He stressed the importance of linking quality, finance, diversity and staff engagement. More can be found via his presenation.
The third session of the day was led by Dr Ian Dodds. The title of his session was ‘Inclusion is now recognised as mainstream to business success and here’s how to make it happen’. He shared with the group three key aspects: (a) How does diversity and inclusion contribute to success? (b) How can we leverage the power of inclusion to deliver high performance? (c) Examples of successful case studies. He emphasized that the big performance benefits from managing diversity happen when an inclusive environment is created and great leaders and great managers capitalise on what’s similar and different about people. Lastly managing diversity and inclusion involves culture change to deliver the big performance benefits. More can be found via his presentation and also articles by the Harvard Business Review We approach Diversity the Wrong Way, Why Make Diversity So Hard to Achieve and How to Make Diversity Inclusion Real.
The fourth session of the day was led by Charlotte Sweeney who posed the question ‘Diversity and Inclusion – Fringe or Fundamental?’ She shared with the group five key steps to making diversity and inclusion (D&I) fundamental to the organisation. The five steps are:
1. Looking at ways of embedding and integrating diversity and inclusion within existing practices.
2. Using measures.
3. Looking at the patient and staff experience.
4. Looking at D&I as term commitment.
5. Emphasising ‘Every Person Influences Culture (EPIC)’.
The next meeting will be held on the Wednesday 17 September 2014