In producing an anti-racism statement, we formalise our commitment to anti-racism by outlining clear and transparent intentions that will drive and support lasting, meaningful change across our organisation. We endeavour to learn from others on this journey and be open to feedback on where we can do better. Racism has no place in our organisation, our healthcare and social care system and our world and we remain steadfast in our responsibility to create a fairer, safer and more equitable future for all.

At Transformation Partners in Health and Care (TPHC), we are committed to being antiracist, both within our organisation and in the communities we serve. As leaders in the health and social care system, we recognise the need to dismantle racial barriers and foster equality. We acknowledge the persistent racial disparities in access, experience and outcomes across health and social care, and the responsibility we hold to address them. Our commitment is not just about doing what is morally right; it is crucial for improving patient outcomes and ensuring everyone has access to safe and effective care.

We envision a future where every individual we serve can access equitable, high-quality care, free from racial bias and discrimination. This includes actively reducing disparities, monitoring progress, and embedding equity into how we design, deliver and evaluate our work. Our journey toward anti-racism is one we undertake with seriousness and dedication, and we invite you to hold us accountable as we work towards this goal.

We have taken actions to improve our understanding of what it means to be anti-racist and how we can meaningfully incorporate this among our leadership, across our leadership, our policies, our workforce and our service to the public. We recognise that being anti-racist is a long-term journey and have a range of short and long-term plans to support our ambition.

Our internal work has included establishing an inclusion steering group to develop a safe, diverse and equitable workplace at all levels. We commissioned BRAP to facilitate training to increase the confidence and competence of all staff in anti-racism theory, practice, concepts and frameworks. We are now working to embed this learning into leadership behaviours, decision-making processes and organisational policies. Externally, we are developing an anti-racism framework to use with clients and partners to ensure we adopt an intentional standard of good practice. This framework will support consistent expectations, shared language and measurable standards.

We are committed to reflecting on our anti-racist journey through our intentions. We will publish updates on our progress and be transparent about areas where further work is needed.

For our team: Our Senior Leadership Team see this as a priority and forms part of our corporate Strategy. We commit to creating a safe, diverse and equitable organisation at all levels, where people enjoy coming to work. This includes strengthening psychological safety, ensuring equitable progression pathways, and increasing transparency in how decisions are made. We will regularly evaluate our progress and ensure all staff have opportunities to provide feedback. We will act on what we hear and communicate clearly how feedback informs change. 

For our clients and partners: We commit to supporting our staff to understand ways they can contribute to race equity which they can share with clients and partners to help foster an anti-racist culture. We will provide respectful challenge when necessary, advocating for the global majority. We will be open to learning from those we work with. 

For patients, communities and those we serve: We will use our influence to work towards reducing health inequalities. We work across a variety of organisations that directly impact health outcomes, and we commit to advocating for race equity. 

Hold us to account. Work with us. Drive this forward with us

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