Objective

To design and launch a user-friendly, sustainable care package (bundle) aimed at addressing racism within the NHS workforce. The project aligns with the moral and practical imperative of fostering an equitable, inclusive workplace while addressing the economic cost of workplace bullying and harassment, estimated at £2.281 billion annually.

Design

The project follows a care bundle approach, a methodology combining evidence-based interventions to achieve significant improvements in workplace equity and inclusion. The design incorporates a range of resources tailored for various healthcare roles, from board-level directors to frontline clinicians, ensuring accessibility and relevance to a diverse audience.

Method

Literature Review and Survey: Comprehensive reviews of antiracism interventions and a survey of RCOG members identified gaps and areas of need. Collaborative Development: An open call for doctors interested in shaping the care package resulted in the selection of 15 participants. They engaged with managers, service leads, and colleagues to identify and evaluate

resources. Stakeholder Engagement: Events at RCOG facilitated discussions with key stakeholders, ensuring the care package aligns with organizational goals and healthcare outcomes. Resource Curation: The care package integrates training materials, workshops, and educational tools aimed at self-advocacy, conflict resolution, and addressing stereotypes.

Results

The package was divided into five domains : Anti Racism Leadership - Change start of the top of an organisation , Creating and supporting Equitable Teams, Support - Fostering a sense of belonging , Empowerment – People have a voice and feel listened to , Psychological safety at work - Ensure psychological safety by keeping spaces free from negative behaviours. The care package then has been finalized and in the process of being transformed into an e-learning platform, enabling scalable and sustainable access for NHS staff. Stakeholder feedback has been positive, highlighting the anticipated impact on reducing workplace racism, fostering a culture of inclusivity, and improving staff well-being.

Conclusion

The success of this initiative underscores the importance of collaboration with multidisciplinary teams and key stakeholders in addressing systemic racism. Moving forward, the next steps include piloting the care package, rigorous evaluation of its impact, and securing funding for Phase 3 to ensure long- term sustainability and alignment with healthcare outcomes. This project demonstrates the potential for targeted, evidence-based interventions to create lasting cultural change within the NHS.