There is so much evidence, academic literature, data and information that tell us that consistently, our colleagues and those accessing our services from ethnically diverse background, have worse experiences than their white counterparts.
West Yorkshire Health and Care Partnership has the ambition of being an anti-racist system. To do this everyone must understand what systemic racism is, how it shows up in the way people and organisations work and what we can do collectively to bring about more equity. Evidence shows that if people from ethnically diverse communities are treated fairly and with respect, everyone benefits.
It is important that everyone understands what they can do to tackle racism. Saying, “I am not racist” isn’t enough. It requires actively doing something different and learning about the way background, experience and the messages from society influence the way we see ourselves, others and the world around us.
Being anti-racist is hard because it requires learning to do this differently. Leaders from across West Yorkshire told us in a piece of research that they were committed to being anti-racist and would value a space to learn, support each other and focus on meaningful action.
The System and Leadership Development Team, with the involvement of many different voices from across West Yorkshire, were successful in writing a business case to expand the Fellowship Programme and create a tandem anti-racist leadership infrastructure to develop the understanding of substantive line managers of fellows and placement managers and executive boards of placement host organisations. To also design and deliver an independent programme to improve the confidence and ability of leaders to be meaningfully anti-racist.
The creation in full of this programme has been paused pending the outcome of the large-scale organisational change and cost reductions across all integrated care boards. We have been able to continue with some of the elements. This work continues to be important.
This is a three-part programme for the placement managers of our fellows. One day face-to-face, two hours online and then a follow up after three months. Over around six months in total. The participants must also commit to being part of an accountability group which meets independently over the six months to put their learning into practice with peer support. The placement managers taking part told us:
“It feels like this should be mandatory for all managers.” “The best one-day session I have attended.” “This should be the equity and fairness training”
The network is a group of leaders that have completed our building belonging sessions, or those who were a part of the research that told us that they would value a network in which to support, learn and focus on action. It is not an open group. Leaders must demonstrate that they have a level of self-reflection and understanding of what it means to be an anti-racist leader to participate. The members come from different sectors and levels of leadership from across West Yorkshire. Members told us:
“The session was energising.” “It was uncomfortable but positive and hopeful at the same time.” “I feel both tired and energised, and also hopeful.”
The West Yorkshire Anti-Racist Leadership network is keen to learn and connect with people who have lived experience of racism, alongside their own independent learning about becoming anti-racist. The fellowship alumni are also keen to create a community of shared learning and action. A community of practice will be formed when both independent groups are more established.
The System and Leadership Development Team hosted a fellow on placement. The project outline was to create a development offer for the executive boards of placement organisations. This would be created with the input of community leaders, asking questions such as, “How do anti-racist principles appear in day-to-day practice?” “What type of culture do we believe we deserve?” and “How do we embed accountability in our structures?”
The development offer is made up of five modules with the Race and Health Observatory anti-racism principles in mind. It has been created to have an equity-centred leadership culture at its heart.
