Media Statement - Becoming an anti-racist organisation
Bill McCarthy, Chair of Greater Manchester Mental Health NHS Foundation Trust said,
“Following concerns raised in relation to culture, care and treatment, and discriminatory practice, including racism and a fear of speaking up at Greater Manchester Mental Health NHS Foundation Trust’s (GMMH) North Manchester inpatient unit, Park House, a responsive review was commissioned. One of the key questions to answer included: “Is there a culture in which unacceptable behaviours are challenged and addressed including discriminatory behaviour and practice, specifically racial discrimination?”
“We are thankful to our many staff that shared their insight and personal experiences. We do not underestimate how difficult and potentially traumatic this process can be.
“It is clear that our ethnically diverse staff have experienced inequalities in the form of racism. We recognise that racism is not only based on individual bias but is also present within cultural and social structures and systems and within institutions. The fact that these inequalities have continued at our organisation is unacceptable, and for that we are truly sorry.
“As part of our work towards becoming an anti-racist organisation we have been working with NHS England and NHS Improvement supporting the development of the Patient Carers Race Equity Framework (PCREF). In testing our approach, we have chosen to implement the framework through our Advancing Equity and Inclusion Strategy 2022-25.
“To further support this we will establish an Anti-Racism Steering Group and continue to work in partnership with our Black Asian and Minority Ethnic Staff Network and members of our ethnically diverse community to co-produce our anti-racism action plan that will set out the actions required to roll out the PCREF across the organisation and help us drive forward improvements in our Workforce Race Equality Standard (WRES).”
Fran Fenton the Chair of GMMH’s Black Asian Minority Ethnic Staff Network said, “This review focussed on Park House; however, we know that people in other areas report the same experiences, and these reports are supported by the information produced for our WRES. I am pleased that the Trust has listened to the staff at Park House and acknowledged their experiences. The anti-racism statement is powerful, but it is only a statement now we must move forward and make the change happen.
“It is essential that any action we take, not only directly supports those at Park House but also supports our commitment to all those people that work and train at our organisation. As an employer, service provider and educator we will strive to make every effort to understand and influence the wider system and societal factors impacting on mental health racial inequalities.”
Professor Dawn Edge Professor of Mental Health and Inclusivity and Director of the Equality, Diversity and Inclusion Research Unit at GMMH commented, “We know that a psychologically safe work environment that is diverse and representative of the communities it serves is essential if we are going to address mental and physical health inequalities within our communities. As one of the Directors of the Trust’s Equality Diversity and Inclusion Research Unit (EDI-RU), I welcome this timely statement on anti-racism. As research lead supporting the implementation of the Trust’s NHS PCREF, I look forward to building on the innovative work we’re doing in partnership with our communities and Voluntary Sector partners. For example, the ICB’s Culturally Appropriate Services Fund (CASF), and co-creating a work environment that feels safe and is fit for purpose. It is absolutely essential that we work together with all our staff to create a fairer, more open and equitable organisation.
Background
The review:
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The review focused on listening to and hearing the lived experiences of people who work at Park House. This feedback has been set in the wider context of the information collated through our Workplace Race Equality Standard (WRES).
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The review found that the structures and culture at Park House have meant that those ethnically diverse staff who engaged in discussions have:
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Felt they have experienced fewer opportunities in relation to career progression resulting in a lack of representation in senior leadership roles.
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Felt unsafe due to racial abuse from patients and that abuse has not been dealt with effectively resulting in loss of faith in the system.
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Felt they experienced disproportionate disciplinary action at higher rates compared to their white counterparts.
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Felt unable to raise concerns for fear of no action being taken or fear of retribution.
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Felt generally excluded and unwelcome which has led to a perception of divisions between wards.
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This review focussed on Park House, however through previous engagement with our Black Asian Minority Ethnic Staff Network, we are aware that these experiences are reflective in other parts of the organisation, and this is further supported by the information produced for our Workforce Race Equality Standard (WRES).
To read our commitment to becoming an anti-racist organisation, please click here.
To read more about action we are working to become an anti-racist organisation please visit our Equality, Diversity and Inclusion web page.
