Breakthrough insights on gathering workforce equality, diversity and inclusion data

In 2023, we were commissioned to work with several national and London bodies on equality, diversity and inclusion (EDI) and the workforce. 

In partnership with the London Public Health Workforce Collaborative, we sought to investigate the characteristics and experiences of health protection practitioners working in the UK Health Security Agency (UKHSA).

To do this, we tested and developed a successful approach to gathering their EDI data, including surveys and focus groups.

This resulted in insights into what we did and how it worked – a new methodology. We also produced a case study on EDI within UKHSA and recommendations for how UKHSA could strengthen its EDI approach, and how the London Public Health Workforce Collaborative could gather data from other public health teams in London.​

• Having a diverse and inclusive workforce not only helps tackle health inequalities but also helps in creating a culture where everyone is valued and respected.
• Our learning has been shared at a national level and the methodology can be replicated by any team that wants to gather more EDI data. 

Supporting London’s maternity workforce

We have run the CapitalMidwife programme on behalf of NHS England’s London Regional Maternity Team since 2018. This brings together staff to design and champion work to make sure London maternity staff are valued, respected, listened to and supported to reach their full potential. This pre-emptively tackles issues that can lead to midwives leaving the workforce.

Working with midwives across London, we have designed and supported implementation of:

• the CapitalMidwife Preceptorship Framework which outlines expected standards for support by maternity trusts to newly qualified midwives. Quality marks are awarded to trusts that achieve the standards
• the CapitalMidwife Fellowship. This provides training in leadership, quality improvement and interview skills for selected band 6 and 7 ethnic minority midwives to support their career progression
• the CapitalMidwife Anti-Racism Framework which gives hospital maternity departments a roadmap for developing an anti-racist culture. It has nine key anti-racist initiatives with awards for achieving different stages of implementation.

We delivered all aspects of this successful work, including coordinating recruitment for and managing the fellowship, coordinating assessments for trusts, and monitoring and evaluating the products. The work won the 2023 Royal College of Midwives Award for Equity and Equality and was shortlisted for two 2023 Health Service Journal Awards.

• Within two years of the Preceptorship Framework being launched, every trust in London had received a quality mark, and the framework was adapted by NHS England and rolled out nationally.
• 43% (13 out of 31) of the first CapitalMidwife Fellows moved into more senior roles and 100% were able to apply what they had learned to their work. As a result a second Fellowship was funded and completed. Discussions are being held with the national NHS maternity team about expanding the Fellowship beyond London.
• 100% of trust staff surveyed about the Anti-Racism Framework said it was having a positive impact in their workplace. Two of the 18 London trusts with maternity services have achieved an award for implementation and 16 are engaged or working towards implementation.