Designing human resource management practices to improve the wellbeing of healthcare workers from BAME backgrounds in the context of COVID-19.
Lead Research Organisation:
University of Leeds
Department Name: Leeds University Business School (LUBS)
Abstract
COVID-19 has disproportionately affected healthcare staff from black, Asian, and minority ethnic (BAME) backgrounds. As the NHS is reliant on a diverse workforce, it is crucial to mitigate the impact of the pandemic on the wellbeing of BAME staff and thereby alleviate longer-term effects on service delivery and workforce planning. A current obstacle to achieving this successfully is a lack of understanding among healthcare organisations of how to design culturally appropriate and inclusive human resource management (HRM) practices that ensure BAME employees feel valued and supported.
This 18 - month long study proposes to address this challenge by coordinating a survey, follow-up interviews, and a series of workshops in partnership with three NHS organisations. The partner organisations will provide links with their BAME/diversity networks and facilitate the recruitment of BAME staff employed directly and via employment agencies.
Surveys of BAME staff at all levels will investigate staff perceptions of organisational support, estimate their effects on wellbeing and identify areas of need. Targeted interviews with BAME staff will provide unique insights into critical experiences and impacts of COVID-19 on the BAME talent pipeline. Finally, a series of workshops will engage NHS managers, BAME networks, and trade unions in co-producing HRM practices that target BAME staff wellbeing, progression, and retention. The project will lead to the development of a set of HRM practices and policy recommendations to transform organisational support for BAME employees. Organisational stakeholders and the research team will also co-produce a training framework and educational resources to raise awareness of BAME perspectives and wellbeing-oriented HRM practices. These will be piloted through the partner organisations and integrated into final deliverables.
This 18 - month long study proposes to address this challenge by coordinating a survey, follow-up interviews, and a series of workshops in partnership with three NHS organisations. The partner organisations will provide links with their BAME/diversity networks and facilitate the recruitment of BAME staff employed directly and via employment agencies.
Surveys of BAME staff at all levels will investigate staff perceptions of organisational support, estimate their effects on wellbeing and identify areas of need. Targeted interviews with BAME staff will provide unique insights into critical experiences and impacts of COVID-19 on the BAME talent pipeline. Finally, a series of workshops will engage NHS managers, BAME networks, and trade unions in co-producing HRM practices that target BAME staff wellbeing, progression, and retention. The project will lead to the development of a set of HRM practices and policy recommendations to transform organisational support for BAME employees. Organisational stakeholders and the research team will also co-produce a training framework and educational resources to raise awareness of BAME perspectives and wellbeing-oriented HRM practices. These will be piloted through the partner organisations and integrated into final deliverables.
Organisations
- University of Leeds (Lead Research Organisation)
- NHS Leeds CCG (Collaboration)
- Leeds and York Partnership NHS Foundation Trust (Collaboration)
- Leeds Community Healthcare NHS Trust (Collaboration)
- Leeds Teaching Hospitals NHS Trust (Collaboration, Project Partner)
- Leeds City Council (Collaboration)
- Stratford Primary Care Network (Project Partner)
- Royal Berkshire NHS Foundation Trust (Project Partner)
| Description | The project concluded in September 2022. The data analysis and writing of academic publications are ongoing. Our key recommendations include 1) introducing more opportunities for open conversations with managers around issues of race and inequalities; 2) facilitating better engagement with existing Workforce Race Equality Standard (WRES) data and a need for new data; 3) Encouraging managers to reflect on inclusive leadership and inclusive human resource management practices; 4) Increasing ethnic minority colleagues visibility in leadership positions; and 5) providing ethnic minorities staff with dedicated 1-to-1 support/advice & increase information accessibility. Our preliminary findings identified 3 broad areas of need important for making the working environment in the NHS more inclusive to minority staff: Career progress facilitation to increase minority representation in higher pay bands and leadership roles - Improving information sharing on career pathways, training, mentorship - Emphasise soft skills development and leadership development for minority staff, including soft skills training as mandatory in existing training pathways - Provide BAME/minority exclusive access to training - Develop an interview assistance programme for minority candidates - Ensure that existing "best practices" in recruitment/promotion are followed Include minority staff representatives on the recruitment panel, from the same clinical/business area - Introduce training for managers on how to assess candidates in interviews Dedicated Support for minority staff - Provide dedicated, independent support mechanisms for minority staff, especially related to performance management issues, racist incidents, or microaggressions - Provide training for managers on caring, person-centred management, and leadership •Model a respectful working environment for staff, especially those in lower pay bands - Empower minority staff to attend BAME network meetings/events and create their associations - Managers should be made more aware of/ and accountable for BAME issues Promoting Diversity on the organisational / NHS level, both locally and nationally, - Highlighting BAME staff contribution to the NHS - Celebrating diverse cultures (not just "Eid and Christmas") - Raising the profile of the BAME staff in local NHS organisations Beyond this, the findings show a need for changes in HR policy, especially overhauling promotion/recruitment processes, and a need for more inclusive management practices by - Managers/supervisors -Senior managers/leadership -HR personnel |
| Exploitation Route | Our goal is to promote policy changes related to HRM practices and to (jointly with organisational partners) work towards developing an inclusive working environment for ethnic minority employees. The study has concluded in September 2022, data analysis is ongoing and we are also writing up academic publications. We have since received follow-on funding from the Research England Policy Support Fund (£57,488.91) for impact-related activities between January and July 2023. As a part of this project, we are working closely with NHS partners and policymakers, as well as other public sector partners such as Leeds City Council. The project involves organising a series of workshops and focus groups with stakeholders from partner NHS organisations, focusing on barriers to promoting inclusive human resource management practices and improving employee wellbeing. The aim of the workshops is to get partner buy-in to develop and run interventions (based on our research findings). The first workshop has been planned for 17th March 2023, and follow-up workshops are planned for May and June 2023. In terms of interventions, in the first instance, we are focusing on reciprocal mentoring and cultural intelligence training. Finally, a dedicated workshop with tackle policy development - mapping the achievements of the policy engagement and co-creation of inclusive human resource management practices. The data analysis and synthesis of findings from the main "Designing HRM practices" project is ongoing. Distribution of findings will progress through professional channels, in the form of presentations and workshops with senior stakeholders in partner NHS organisations and engagement with BAME/ethnic minority networks in NHS organisations, and in social care and third sector organisations, locally, regionally and nationally. Proactive use of key findings will inform initiatives tasked with addressing the wellbeing of minority ethnic staff within the health and social care sectors. Our findings will inform workforce diversity and inclusion strategies that will contribute to the creation of a more equitable health and social care system. Finally, the significance of the findings goes beyond the health/social care sector and is relevant to creating an inclusive working environment in diverse businesses and organisations. |
| Sectors | Healthcare,Other |
| Description | The award has finished in September 2022, the data analysis is ongoing. We have since received follow-on funding from the Research England Policy Support Fund (£57,488.91) for impact-related activities between January and July 2023. As a part of this project, we are working closely with NHS partners and policymakers, as well as other public sector partners such as Leeds City Council. The project involves organising a series of workshops and focus groups with stakeholders from partner NHS organisations, focusing on disseminating our findings and discussing barriers to promoting inclusive human resource management practices and improving employee wellbeing. The aim of the workshops is to get partner buy-in to develop and run interventions (based on our research findings). The first workshop has been planned for 17th March 2023, and follow-up workshops are planned for May and June 2023. In terms of interventions, in the first instance, we are focusing on reciprocal mentoring and cultural intelligence training. Finally, a dedicated workshop with tackle policy development - mapping the achievements of the policy engagement and co-creation of inclusive human resource management practices. Our preliminary findings are informing the activities and initiatives of the Health and Wellbeing Community of Practice in Leeds area (previously the Mental Health & Wellbeing Project), set up by Leeds Health and Care Academy and Leeds One Workforce, comprising local NHS, social care, and third sector organisations. The community of practice meets regularly to deliver wellbeing-oriented interventions and initiatives to improve the work environment for the health and social care workforce in the Leeds region. Prof Song and Dr Irnazarow are active members of the community of practice. Through their participation and work, the preliminary findings shape the agenda of the community of practice to focus on the needs of staff from minority ethnic backgrounds and communities. |
| First Year Of Impact | 2022 |
| Sector | Healthcare |
| Impact Types | Policy & public services |
| Description | "Promoting Inclusive Human Resource Management Practcies for NHS Ethnic Minority Colleagues Wellbeing" |
| Amount | £57,489 (GBP) |
| Organisation | United Kingdom Research and Innovation |
| Sector | Public |
| Country | United Kingdom |
| Start | 12/2022 |
| End | 07/2023 |
| Description | The Health and Wellbeing Community of Practice |
| Organisation | Leeds City Council |
| Country | United Kingdom |
| Sector | Public |
| PI Contribution | Since spring 2021 Prof Song (PI) and Dr Irnazarow (Co-I) are members of the Health and Wellbeing Community of Practice (Previously the Mental Health & Wellbeing Project), set up by Leeds Health and Care Academy and Leeds One Workforce, comprising Leeds City Council, Leeds Teaching Hospital NHS Trust, Leeds Community Healthcare NHS Trust, Leeds and York Partnership NHS Foundation Trust, and NHS Leeds Clinical Commissioning Group, and third sector organisations (West Yorkshire Mental Health & Wellbeing Hub, Forum Central, Touchstone Leeds). The project aims to develop a realistic plan and affect organisational change to improve the work environment for the health and social care workforce in the Leeds region. Prof Song is a member of the "Person-Centered Compassionate Leadership" sub-group, which focuses on transforming leadership practices and HRM practices. Professor Song uses this form to advocate on the behalf of minority ethnic staff. Dr Irnazarow is a coordinator of the 'Improving Accessibility' sub-group. The sub-group works to improve access to mental health/wellbeing offered across the health and social care workforce in the Leeds region. Dr Irnazarow chairs regular bi-monthly meetings of the sub-group. |
| Collaborator Contribution | The community of practice is run and coordinated by Leeds Health and Care Academy and Leeds One Workforce. |
| Impact | Through their involvement, Prof Song and Dr Irnazarow raise the profile of their research project and ensure that the generated knowledge directly informs the proposed initiatives and shapes the agenda to focus on staff from minority ethnic communities. |
| Start Year | 2021 |
| Description | The Health and Wellbeing Community of Practice |
| Organisation | Leeds Community Healthcare NHS Trust |
| Country | United Kingdom |
| Sector | Public |
| PI Contribution | Since spring 2021 Prof Song (PI) and Dr Irnazarow (Co-I) are members of the Health and Wellbeing Community of Practice (Previously the Mental Health & Wellbeing Project), set up by Leeds Health and Care Academy and Leeds One Workforce, comprising Leeds City Council, Leeds Teaching Hospital NHS Trust, Leeds Community Healthcare NHS Trust, Leeds and York Partnership NHS Foundation Trust, and NHS Leeds Clinical Commissioning Group, and third sector organisations (West Yorkshire Mental Health & Wellbeing Hub, Forum Central, Touchstone Leeds). The project aims to develop a realistic plan and affect organisational change to improve the work environment for the health and social care workforce in the Leeds region. Prof Song is a member of the "Person-Centered Compassionate Leadership" sub-group, which focuses on transforming leadership practices and HRM practices. Professor Song uses this form to advocate on the behalf of minority ethnic staff. Dr Irnazarow is a coordinator of the 'Improving Accessibility' sub-group. The sub-group works to improve access to mental health/wellbeing offered across the health and social care workforce in the Leeds region. Dr Irnazarow chairs regular bi-monthly meetings of the sub-group. |
| Collaborator Contribution | The community of practice is run and coordinated by Leeds Health and Care Academy and Leeds One Workforce. |
| Impact | Through their involvement, Prof Song and Dr Irnazarow raise the profile of their research project and ensure that the generated knowledge directly informs the proposed initiatives and shapes the agenda to focus on staff from minority ethnic communities. |
| Start Year | 2021 |
| Description | The Health and Wellbeing Community of Practice |
| Organisation | Leeds Teaching Hospitals NHS Trust |
| Country | United Kingdom |
| Sector | Public |
| PI Contribution | Since spring 2021 Prof Song (PI) and Dr Irnazarow (Co-I) are members of the Health and Wellbeing Community of Practice (Previously the Mental Health & Wellbeing Project), set up by Leeds Health and Care Academy and Leeds One Workforce, comprising Leeds City Council, Leeds Teaching Hospital NHS Trust, Leeds Community Healthcare NHS Trust, Leeds and York Partnership NHS Foundation Trust, and NHS Leeds Clinical Commissioning Group, and third sector organisations (West Yorkshire Mental Health & Wellbeing Hub, Forum Central, Touchstone Leeds). The project aims to develop a realistic plan and affect organisational change to improve the work environment for the health and social care workforce in the Leeds region. Prof Song is a member of the "Person-Centered Compassionate Leadership" sub-group, which focuses on transforming leadership practices and HRM practices. Professor Song uses this form to advocate on the behalf of minority ethnic staff. Dr Irnazarow is a coordinator of the 'Improving Accessibility' sub-group. The sub-group works to improve access to mental health/wellbeing offered across the health and social care workforce in the Leeds region. Dr Irnazarow chairs regular bi-monthly meetings of the sub-group. |
| Collaborator Contribution | The community of practice is run and coordinated by Leeds Health and Care Academy and Leeds One Workforce. |
| Impact | Through their involvement, Prof Song and Dr Irnazarow raise the profile of their research project and ensure that the generated knowledge directly informs the proposed initiatives and shapes the agenda to focus on staff from minority ethnic communities. |
| Start Year | 2021 |
| Description | The Health and Wellbeing Community of Practice |
| Organisation | Leeds and York Partnership NHS Foundation Trust |
| Country | United Kingdom |
| Sector | Public |
| PI Contribution | Since spring 2021 Prof Song (PI) and Dr Irnazarow (Co-I) are members of the Health and Wellbeing Community of Practice (Previously the Mental Health & Wellbeing Project), set up by Leeds Health and Care Academy and Leeds One Workforce, comprising Leeds City Council, Leeds Teaching Hospital NHS Trust, Leeds Community Healthcare NHS Trust, Leeds and York Partnership NHS Foundation Trust, and NHS Leeds Clinical Commissioning Group, and third sector organisations (West Yorkshire Mental Health & Wellbeing Hub, Forum Central, Touchstone Leeds). The project aims to develop a realistic plan and affect organisational change to improve the work environment for the health and social care workforce in the Leeds region. Prof Song is a member of the "Person-Centered Compassionate Leadership" sub-group, which focuses on transforming leadership practices and HRM practices. Professor Song uses this form to advocate on the behalf of minority ethnic staff. Dr Irnazarow is a coordinator of the 'Improving Accessibility' sub-group. The sub-group works to improve access to mental health/wellbeing offered across the health and social care workforce in the Leeds region. Dr Irnazarow chairs regular bi-monthly meetings of the sub-group. |
| Collaborator Contribution | The community of practice is run and coordinated by Leeds Health and Care Academy and Leeds One Workforce. |
| Impact | Through their involvement, Prof Song and Dr Irnazarow raise the profile of their research project and ensure that the generated knowledge directly informs the proposed initiatives and shapes the agenda to focus on staff from minority ethnic communities. |
| Start Year | 2021 |
| Description | The Health and Wellbeing Community of Practice |
| Organisation | NHS Leeds CCG |
| Country | United Kingdom |
| Sector | Hospitals |
| PI Contribution | Since spring 2021 Prof Song (PI) and Dr Irnazarow (Co-I) are members of the Health and Wellbeing Community of Practice (Previously the Mental Health & Wellbeing Project), set up by Leeds Health and Care Academy and Leeds One Workforce, comprising Leeds City Council, Leeds Teaching Hospital NHS Trust, Leeds Community Healthcare NHS Trust, Leeds and York Partnership NHS Foundation Trust, and NHS Leeds Clinical Commissioning Group, and third sector organisations (West Yorkshire Mental Health & Wellbeing Hub, Forum Central, Touchstone Leeds). The project aims to develop a realistic plan and affect organisational change to improve the work environment for the health and social care workforce in the Leeds region. Prof Song is a member of the "Person-Centered Compassionate Leadership" sub-group, which focuses on transforming leadership practices and HRM practices. Professor Song uses this form to advocate on the behalf of minority ethnic staff. Dr Irnazarow is a coordinator of the 'Improving Accessibility' sub-group. The sub-group works to improve access to mental health/wellbeing offered across the health and social care workforce in the Leeds region. Dr Irnazarow chairs regular bi-monthly meetings of the sub-group. |
| Collaborator Contribution | The community of practice is run and coordinated by Leeds Health and Care Academy and Leeds One Workforce. |
| Impact | Through their involvement, Prof Song and Dr Irnazarow raise the profile of their research project and ensure that the generated knowledge directly informs the proposed initiatives and shapes the agenda to focus on staff from minority ethnic communities. |
| Start Year | 2021 |
| Description | "Ideas in practice" workshop |
| Form Of Engagement Activity | Participation in an activity, workshop or similar |
| Part Of Official Scheme? | No |
| Geographic Reach | National |
| Primary Audience | Professional Practitioners |
| Results and Impact | The preliminary findings have informed an 'Ideas in Practice' workshop organised on 20th May 2021 'Beyond the pandemic: improving the wellbeing of minority ethnic NHS staff'. The webinar was attended by 30+ professionals and clinical staff across several local and national NHS organizations. There were questions and discussions afterwards. Several attendees asked for the recording of the workshop to share in their own networks. |
| Year(s) Of Engagement Activity | 2021 |
| URL | https://business.leeds.ac.uk/dir-record/research-blog/1871/transforming-the-support-offered-to-healt... |
| Description | A blog post on the Leeds University Business School Research and Innovation Blog "How to help healthcare workers from BAME backgrounds during the pandemic" |
| Form Of Engagement Activity | Engagement focused website, blog or social media channel |
| Part Of Official Scheme? | No |
| Geographic Reach | National |
| Primary Audience | Professional Practitioners |
| Results and Impact | The aim of the blog post was to summarise and disseminate perliminary research findings. |
| Year(s) Of Engagement Activity | 2022 |
| URL | https://business.leeds.ac.uk/research-wbrc/dir-record/research-blog/1960/how-to-help-healthcare-work... |
| Description | Blogpost "Transforming the support offered to healthcare workers from ethnically diverse communities" |
| Form Of Engagement Activity | Engagement focused website, blog or social media channel |
| Part Of Official Scheme? | No |
| Geographic Reach | National |
| Primary Audience | Industry/Business |
| Results and Impact | A blog post for the Leeds University Business School "Research and Innovation Blog", the blog post described and summarised discussions held during an 'Ideas in Practice' webinar - "Beyond the pandemic: improving the wellbeing of minority ethnic NHS staff" - that took place on 20 May 2021. The blog post covered the challenges and opportunities inherent in supporting ethnic minority NHS staff throughout the pandemic and beyond. The webinar was open to Leeds University Business School and NHS colleagues and partners, and it included a line-up of speakers representing the NHS and University of Leeds academics. |
| Year(s) Of Engagement Activity | 2021 |
| URL | https://business.leeds.ac.uk/dir-record/research-blog/1871/transforming-the-support-offered-to-healt... |
| Description | Conference presentation |
| Form Of Engagement Activity | A talk or presentation |
| Part Of Official Scheme? | No |
| Geographic Reach | International |
| Primary Audience | Other audiences |
| Results and Impact | Presentation at the 2022 ABCP Annual Conference: Social Science and Humanities, 1st July 2022 "Human Resource Management Practices and NHS Ethnic Minorities Colleagues Wellbeing" Dr Ahmed Mostafa, Professor Lynda Jiwen Song, Dr Aleksandra Irnazarow and Dr Sonya Lin, University of Leeds, UK |
| Year(s) Of Engagement Activity | 2022 |
| Description | Intervention Workshop Friday 17th March 2023 |
| Form Of Engagement Activity | Participation in an activity, workshop or similar |
| Part Of Official Scheme? | No |
| Geographic Reach | National |
| Primary Audience | Professional Practitioners |
| Results and Impact | Black, Asian and Minority Ethnic wellbeing workshop 17th March 2023 Our goal is to promote policy changes related to HRM practices and to (jointly with industry) work towards developing an inclusive working environment for ethnic minority employees in the public sector ESRC-sponsored Research Project Designing HRM practices (March 21- Sept 22) explored the impact of HRM practices on the wellbeing of NHS minority workers. Data collected throughout the project included 700+ survey responses and 60 interviews across two large hospital trusts. The data analysis from the project is ongoing. As a part of the analysis and findings, we identified a need for targeted interventions within NHS Trusts: A targeted cultural intelligence intervention, aimed at middle managers A reciprocal mentoring intervention to help minority staff progress to leadership positions To agree on and formally launch an intervention in interested NHS organisations we are organising a series of stakeholder workshops. The first in the series of workshops take place on Friday 17th March, discussing our proposed HR interventions to improve BME well-being in the NHS. The workshop will be attended by NHS HR and staff development professionals across several NHS Trusts, in the Yorkshire area and beyond. The workshop will discuss 2 interventions: Cultural intelligence training Reciprocal mentoring |
| Year(s) Of Engagement Activity | 2023 |
| Description | Presentation to BME Staff Network Core Group meeting at a partner NHS organisation |
| Form Of Engagement Activity | A talk or presentation |
| Part Of Official Scheme? | No |
| Geographic Reach | Local |
| Primary Audience | Professional Practitioners |
| Results and Impact | Presentation to the BME Staff Network Core Group meeting (February 2021). Sparked lively debate and interest in the research. This has led to the network granting support and resources to the research team, and getting network members involved. |
| Year(s) Of Engagement Activity | 2021 |
| Description | Presentation to senior regional professionals in health/social care sector |
| Form Of Engagement Activity | A talk or presentation |
| Part Of Official Scheme? | No |
| Geographic Reach | Regional |
| Primary Audience | Professional Practitioners |
| Results and Impact | Presentation to the 'Mental Health & Wellbeing Project, a community of practice comprising mental health and wellbeing professionals across Leeds health and social care workforce, Leeds City Council, and third sector organizations. Presentation and discussion led to more connections and more organisations asking us to share research findings to improve their planned or ongoing projects and activities in the area of staff wellbeing/engagement (22nd September 2021). |
| Year(s) Of Engagement Activity | 2021 |
| Description | Presentation to the BME Staff Network meeting in partner NHS organisation |
| Form Of Engagement Activity | A talk or presentation |
| Part Of Official Scheme? | No |
| Geographic Reach | Local |
| Primary Audience | Professional Practitioners |
| Results and Impact | Presentation of preliminary findings to the BME Staff Network meeting in partner NHS organisation. This was a "general" network meeting comprising network members. Presentation led to discussions and participants sharing their own experiences. This was followed by participants promoting our research and getting involved as volunteers (16th November 2021). |
| Year(s) Of Engagement Activity | 2021 |
| Description | Results Dissemination Workshop 22 September 2022 |
| Form Of Engagement Activity | Participation in an activity, workshop or similar |
| Part Of Official Scheme? | No |
| Geographic Reach | National |
| Primary Audience | Professional Practitioners |
| Results and Impact | The closing workshop for this project, the "Results Dissemination Workshop" took place on 22nd September 2022, from 10 am to 3 pm, at Weetwood Hall in Leeds. It was a hybrid event. During the workshop, the team presented preliminary research findings to a wide professional audience comprising stakeholders from NHS organisations who partnered in this research, minority ethnic staff, and guests from other organisations. The aim of the workshop was to celebrate the completion of the research, present research findings, and promote conversations between NHS professionals and the research team around identifying potential routes for impact. |
| Year(s) Of Engagement Activity | 2022 |
| Description | Stakeholder presentation |
| Form Of Engagement Activity | A talk or presentation |
| Part Of Official Scheme? | No |
| Geographic Reach | Local |
| Primary Audience | Professional Practitioners |
| Results and Impact | Presentation and discussion at the "Health and Wellbeing Committee" meeting in partner NHS organisation. Questions and discussion afterward. Sparked interest in the research and its findings, and requests to connect and work with new, senior health and wellbeing professionals. |
| Year(s) Of Engagement Activity | 2021 |