Case study - Incorporating DEI at CNWL - for Global Diversity Practice
CNWL, one of the largest NHS trusts in the UK, provides healthcare in London, Milton Keynes, and parts of Kent, Surrey, and Hampshire. With a vast and diverse patient population and workforce, they saw the need to incorporate DEI principles into their organisational structure. The goal was to improve leadership diversity, address racial disparities, and promote equitable career progression opportunities for underrepresented groups.
To achieve this intended outcome, CNWL NHS partnered with Global Diversity Practice (GDP) to develop a strategic DEI initiative that could promote equity, diversity, and inclusion in its operations.
Key Deliverables
Conducted A Race Audit
GDP started by conducting a race audit that included evaluations to gather data on underrepresented groups in relation to career paths, appraisals, and promotions, and analysing CNWL NHS policies, practices, and procedures. The audit was a key component of the DEI strategy, designed to identify and address systemic bias and discrimination within the workplace, identify racial disparities within the organisation, and provide actionable recommendations to address them.
Reviewed and Analysed NHS Diversity Data
GDP conducted a comprehensive review of CNWL NHS’s workforce data, focusing on diversity dimensions such as race, age, and disability. The analysis highlighted “hotspot” areas where diversity was lacking or disparities in career progression existed.
Provided Strategic Recommendations and Action Plan
Based on the findings from the audit, GDP developed a set of strategic recommendations to address the identified disparities. These recommendations, which aligned with the NHS Workforce Race Equality Standard (WRES), focused on improving recruitment, retention, and progression for underrepresented groups. GDP also developed an action plan to guide CNWL NHS in addressing the identified issues, including targeted initiatives to improve diversity in leadership roles, promote equitable opportunities, and enhance inclusivity within the organisation.
Developed a Strategy to Address Areas of Improvement
GDP created an action plan to guide CNWL NHS in addressing the identified issues. This plan included targeted initiatives to improve diversity in leadership roles, promote equitable opportunities, and enhance inclusivity within the organisation.
Development of the Active Sponsorship Programme
GDP also designed an Active Sponsorship Programme to provide underrepresented staff with opportunities to connect with senior leaders (sponsors) who could support their professional development and career progression.
Created Principles, Framework, and Application Process
GDP began by defining the guiding principles and framework of the programme. This included establishing the purpose of the sponsorship programme, setting clear expectations, and outlining the application processes for both sponsors and sponsees.
Facilitated Ideation Workshops with NHS Colleagues
Ideation workshops were organised to ensure the programme was collaborative and aligned with the client’s goals. These workshops involved key stakeholders, including senior leaders and staff, who all contributed to co-creating the programme structure and objectives. These interactive sessions provided a platform to strengthen sponsorship relationships and improve diversity in leadership.
Implemented a Matching Process
GDP developed a structured matching process to pair sponsors with sponsees based on professional goals, interests, and leadership development needs. The goal was to ensure meaningful connections that fostered career growth for underrepresented staff.
Established Check-in Mechanisms
GDP introduced regular check-ins to monitor the progress of the sponsorship relationships. These check-ins allowed both sponsors and sponsees to identify challenges, celebrate successes, and provide valuable feedback on the programme.
Co-developed an Evaluation Framework
An evaluation framework was co-developed to assess the impact of the Active Sponsorship Programme. This framework tracked vital success measures, including the career progression of sponsees and the overall effectiveness of the sponsorship relationships.
Impact
GDP was able to achieve specific outcomes that included:
1. Enhanced Leadership Diversity
The Active Sponsorship Programme has been a resounding success, effectively connecting underrepresented staff with senior leaders and providing them with the support and guidance needed to progress in their careers. Early feedback shows that sponsees feel more confident and better equipped to navigate leadership roles within CNWL, instilling a sense of optimism about the future of leadership diversity.
2. Increased Awareness and Action on DEI Issues
The Race Audit has significantly deepened awareness of racial disparities within the client’s workforce. As a result, the organisation is now taking meaningful steps to address these issues through targeted recruitment and retention strategies, improved career progression opportunities, and education-based promotion of DEI. This proactive approach should reassure stakeholders about CNWL NHS’s commitment to addressing disparities.
3. Long-term Sustainable DEI Practices
Both the Active Sponsorship Programme and the Race Audit have not only made an immediate impact but also laid the foundation for sustainable DEI practices at CNWL NHS. These initiatives serve as a model for other NHS trusts, demonstrating how DEI can be well-integrated into an organisation’s structure to create an impactful and lasting change. This aims to instill confidence in stakeholders about the long-term impact of these initiatives.
Our client appreciated our collaborative approach and ability to facilitate ideation sessions, co-create solutions, and tailor the initiatives to their unique organisational needs. They said:
“We truly appreciated the facilitation of workshops and the collaborative approach to co-producing our Active Sponsorship Programme. The process was incredibly helpful in developing a programme that aligns with our diversity goals. The Race Audit has provided us with critical insights, and we are grateful for the strategic recommendations that will guide our future DEI initiatives.”
To conclude, the incorporation of Diversity, Equity, and Inclusion into CNWL NHS’s system has made a significant impact on the culture of the organisation and leadership diversity. The client is now taking concrete steps toward creating a more inclusive and equitable workplace for all employees. As they continue to implement these initiatives, they are far better positioned to foster an environment where diversity is celebrated, equity is prioritised, and employees from all around the world feel more included.
