Anti-Racism Team
Foster meaningful conversations on anti-racism within healthcare innovation teams, promoting understanding and actionable change. Utilize discussion templates, resources, and guiding questions to explore the impact of race on workplace dynamics and foster a supportive, inclusive environment for all team members.
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Anti-Racism Team Discussion Template Health Innovation Network @HINSouthLondon healthinnovationnetwork.com
Starting the conversation Conversations like this around anti-racism can be liberating and help to connect people as we explore lived experience, understand context of race whilst committing to work towards improving this together. There is a useful guide that CIPD have developed: https://www.cipd.org/uk/knowledge/guides/conversations-race- work/#gref and we have also shared some of our learning over the next few slides around having a conversation at work. Find some examples of race and its impact on the work your team does Eg: relating to your clinical theme area, this could be the use of pulse oximeters and dark skin 2 Share clips, extracts of documents or ask team to watch a short video etc. These do not need to be very long and could be a few paragraphs, or a picture and a quote. Share these across people in the team so that people have a range of examples between them. Provide data of the impact of racial inequality in the industry of your organisation (public health, housing, people development, environment, education).
Starting the conversation Give yourself enough time and do not rush the discussion. Perhaps in the next session: Consider what your team s audacious goal for anti-racism might be something that by committing to this goal, this would make a real and tangible difference in our work Relate your discussion to the values your organisation holds. Let the values you obtain as an organisation, underpin the conversations on this important theme. Remind the team of these values. 3 Note on psychological safety: Consider who will be in the room and who is in your team. You may or may not have people in your team who have had experience of these or similar, inter-related areas. People with lived experience may wish to share the insights from their own life but should be under absolutely no expectation or pressure to do so. Facilitators should arrange a debrief amongst themselves and consider what went well, and what the priorities are for the next session.
Discussion What? a) What did you notice? b) What facts or observations stood out? So what? What did you hear? a) Why is this important? b) What patterns or conclusions are emerging? 4 Now what? a) What actions make sense? b) What should our team or organisations goal be for becoming anti-racist? Work through the discussion questions one by one. Take 2 mins alone to think about these questions, 10 mins as a group for all questions to share and feedback.
Examples of Ground Rules can be found on the next slide. You can also invite team members to contribute more rules that may not be displayed. 5
Ground Rules Respect space and time Individual experience and perspective Exercise compassion and humility Multiple learning journeys, therefore respect where everyone is coming from Acknowledge fear, uncertainty and discomfort Suspend your judgement Look after yourself 6 What s shared here, stays here, what s learnt here, leaves here.
NHS East of England Experiences of Racism/ Anti-Racism Strategy 7 https://www.youtube.com/watch?v=FHaoBWPuSU0
Next Steps 1. What is our team already doing well? 2. Where in our work do we see racial inequity or the risk of it? What more do we need to do to learn about where the gaps are? 8 3. What concerns and needs to we have as team about addressing anti-racism through our work? 4. What should our team s audacious goal be for becoming anti-racist?
Top Tips Engage with external expertise Work together partnership between global majority and white people Create a psychologically safe environment Positive enquiry and mechanisms for complex and problematic issues Don t underestimate the resource required Link to organisation values and strategy is this everyone s business? 9
A reminder that this is a journey, and it cant be solved so easily, but the idea is to transition out of fear into learning, growth and transformational zone. Anti-Racism Journey: From I to We Where is your organization now? Where do you want to be? What might get in the way?
