Category: Resources

  • Co-produced recommendations for London addressing structural racism as a driver of health inequalities

    Co-produced recommendations for London addressing structural racism as a driver of health inequalities

    The Race Equality Foundation has facilitated the co-development of recommendations to address structural racism in London. The recommendations were informed by the Institute of Health Equity evidence review on Structural Racism, Ethnicity and Health Inequalities in London.

    The co-production process has involved work with voluntary and community sector, people with lived experience, and statutory partners (London Councils, NHS, Public Health and GLA group). This work demonstrated the importance of co-production approaches with communities. This is a key learning point from the COVID pandemic and core to approaches on tackling structural racism.

    Using the World Health Organization’s conceptual framework, recommendations were developed through a life course approach. This method pinpoints ‘key opportunities for minimising risk factors and enhancing protective factors through evidence-based interventions at key life stages, from preconception to early years and adolescence, working age, and into older age’. The framework has been applied across four key stages:

    • Starting well
    • Living well
    • Recovering well
    • Ageing well

    Read Co-Produced Recommendations

    Supporting Information for Recommendations

    On Monday 30th June, the Race Equality Foundation hosted a webinar launching the co-produced recommendations, alongside partners from Greater London Authority, Institute of Health Equity, ADPHL London and Design Working group.

    Watch the full webinar below:

    Speakers include:

    Jabeer Butt, CEO, Race Equality Foundation

    Karen Steadman, Senior Manager Health Inequalities, Greater London Authority

    Dr Jessica Allen, Deputy Director, Institute of Health Equity

    Tracey Bignall, Director of Policy and Engagement Race Equality Foundation

    Tumu Johnson, Design Working Group

    Safia Marcano, ADPHL ADPH London Programme Manager, Tackling Racism and Inequality Programme

  • REMI Implementation Infographic: Quarterly updates and progress

    Our new quarterly infographic provides a snapshot of how London’s health organisations are adopting and implementing the Race Equity Maturity Index (REMI). Developed by the Race Equality Foundation, REMI is a tool designed to support
    health bodies in assessing and advancing their racial equity practices. .

    While initially created to report to our funders, this work also reflects our broader commitment to transparency, shared learning, and system-wide change. By combining data on downloads, implementation status, and reach across the sector, the infographic offers a clear, visual picture of progress and highlights areas for growth.

    View REMI Implementation Infographic

  • Racial health inequalities across London: A summary of the evidence

    Racial health inequalities across London: A summary of the evidence

    Racial health inequalities persist as a significant concern across the UK, with ethnic minoritised communities experiencing disproportionately poorer health outcomes compared to their white counterparts. For instance, Black women are three times more likely to die during pregnancy and childbirth compared to white women. A recent study has found that repeated exposure to racism leads to increased disadvantage and poorer health outcomes throughout life. Despite being one of the UK’s most diverse cities, London is no exception to this rule.

    In London, structural racism continues to affect the health of ethnic minoritised communities. For example, individuals from South Asian backgrounds have been found to have lower participation rates in cancer screening programmes, resulting in delayed diagnoses and poorer outcomes. People from ethnic minoritised groups, who were also born in the UK, suffer the negative repercussions of structural racism too – with the increasing rate of poor health directly correlating with the length of residence in the UK. 

    While racial health inequalities are a recognised issue in London, there is still very little research that looks clearly at health inequalities in London through the lens of race. As a result, the information in this resource has been brought together from different places, including national health reports, local council and borough documents, and forward planning reports from Integrated Care Boards (ICBs). Together, they help show a wider picture of the inequalities faced by different racial and ethnic groups in London.

    Racial health inequalities in London by disease:

    1. Maternity 
    1. Infectious disease
    1. Diabetes
    1. Cardiovascular disease
    • In Tower Hamlets, there is a high correlation between unemployment and coronary heart disease (CHD), which is most prevalent in the Bangladeshi population. Microsoft Word – CHD JSNA Factsheet
    1. Respiratory disease
    1. Obesity
    1. Mental Health 

    Structural racism and socioeconomic inequalities contribute to higher rates of mental health issues among ethnic minoritised groups.

    • In 2021, the percentage of residents in Lambeth who rate things they do in their life as worthwhile (positive – scores 9–10) was significantly lower amongst Black, Asian, and Multi-Ethnic residents in comparison to white British residents (55% and 74%, respectively). State of the Borough 2022
    • In 2022, London had the largest unemployment rate difference between white people (8%) and people from the Pakistani and Bangladeshi ethnic group (5%). Unemployment – GOV.UK Ethnicity facts and figures
    • Black people (self-identified and officer-observed) are stop and searched 5.5 times more often than white people. The rate is 1.4 times higher for Asians (self-identified) compared to their white counterparts. (Why) do Londoners back stop and search? – StopWatch
    1. Cancer 
    • In Southwest London, those who identify as Black or Asian, with an existing long-term condition, or from the LGBTQI+ community are less likely to come forward with cancer symptoms within 3 months. SWLICBJFP_June2023Final.pdf

    If you are aware of any additional statistics, research, or localised insights that highlight racial health inequalities in London, we encourage you to share them with the Collaboration. Your contributions will help strengthen this resource and support a more accurate, inclusive understanding of the issues at hand.

  • Core Managers Training Programme

    Core Managers Training Programme

    The Core Managers Training Programme is an inclusive leadership course designed to benefit any manager or supervisor working in health or social care in London.

    Originally created by the NHS London Workforce Equality and Inclusion team, the programme consists of online, self-directed training which can be completed flexibly.

    Across six courses, managers on the programme can develop their skills and confidence leading diverse teams in an equitable, inclusive and compassionate way:

    • Inclusive leadership – covering the basics of Equality, Diversity and Inclusion (EDI), the importance of inclusive leadership, and learning and applying inclusive leadership strategies
    • Creating a psychological contract – introducing the concept of psychological contracts and introducing them in the workplace
    • Noticing and challenging microaggressions – identifying microaggressions and their consequences for teams and individuals, and developing a toolkit to respond to these issues
    • Effective allyship – learning how to support and champion marginalised groups
    • Increasing disability positivity – exploring the legal concept of disability, challenging outdated models of disabilities and understanding the vital role of the line manager in supporting colleagues with disabilities
    • Leading inclusivity: LGBTQIA+ essentials – understand the history of the LGBTQIA+ movement, reflect on intersectionality and use this knowledge to foster inclusivity at work and drive social change

    Each of the course is available free to anyone working in an NHS, public health or social care role. You can apply on the NHS Leadership Academy website.

  • Advancing anti–racism in health and care: introduction to the Race Equity Maturity Index (REMI)

    Advancing anti–racism in health and care: introduction to the Race Equity Maturity Index (REMI)

    It is well evidenced that racism has a detrimental effect on individuals physical and mental health. This experience is further compounded where systemic or institutional racism occurs resulting in discrimination through societal systems, practices, and policies which produce and perpetuate inequities for racial minorities. How can we mobilise anti-racist practice to reduce racial health inequalities in the health and care sector?

    Race Equity Maturity Index

    The Race Equity Maturity Index is a tool developed by London Anti-Racism Collaboration for Health (LARCH) to support organisations in progressing race equity by enabling the tracking and improvement of race maturity levels. The index supports organisations in the actions they take to embed anti-racist practice. The REMI therefore complements the current equality, diversity and inclusion assessments and initiatives that health and care organisations are committed to.

    Session details

    In November 2024, representatives from across the health and care sector joined us for a two-hour learning and engagement event to learn how to assess and manage change to address racial inequities within and beyond your organisation.

    This interactive event included:
    ● A discussion of the organisational benefits of race equity practice
    ● An outline of how the co-produced index was developed
    ● An overview of the Race Equity Maturity Index (REMI) stages of implementation
    ● An outline of the support available to organisations whilst implementing the REMI
    ● A Q&A panel with cross sector representation

    View the session recording:

    Audience Questions and Answers:

    The literature review covers a selection of papers and online articles that discuss the structure, uses and features of maturity indexes. 

    We intend to publish the review in due course.

    The REMI can apply to any size organisation, however if the organisation is very small it may be easier to team up with one or more other organisations to form some sort of support hub.  This can also encourage peer accountability and quality checking throughout the process. 

    For instance, two small organisations within the same sector may wish to partner to formulate a race equity strategy that is usable for both, or to form a race equity working group (stage 2) or they may wish to pool resources for training etc.  Having said this, each organisation must complete their own progress sheet and formulate individual and specific action points at the end of each assessment.

    The REMI can be used by a single department.  As long as there is someone within the department who can oversee the implementation of the REMI.  There are some documents required by the REMI, such as the race equality strategy, which are usually formulated at leadership level, so the department may have to request these documents. If they are not readily available the department can adopt or formulate them in collaboration with external stakeholders, as required by the REMI.

    The ‘being aware’ stage of the REMI does include most of what is mentioned here.  The external industry reports is the only aspect that is not required by REMI but this can be done on then organisations own initiative as an additional activity.

    The REMI toolkit currently does not include a presentation resource. However, you can download the presentation from this session here. We’re also happy to support organisations in raising awareness more broadly within their teams.

    This area has not yet been explored, but we are actively looking to expand the reach of REMI into other sectors, including education. The pace and scope of this expansion will depend on future funding opportunities.

  • Webinars: Support with implementing the REMI

    Webinars: Support with implementing the REMI

    What is the session about?

    Are you looking for guidance on implementing the Race Equity Maturity Index (REMI) in your organisation? Join one of our upcoming drop-in workshop sessions, designed to address your questions and challenges in embedding anti-racist practices.

    These informal, online sessions provide an opportunity to:

    • Gain clarity on using REMI to assess and progress your organisation’s race equity maturity.
    • Discuss implementation challenges with peers.
    • Access tailored advice to support your organisation’s journey toward race equity.

    Race Equity Maturity Index

    The Race Equity Maturity Index is a tool developed by London Anti-Racism Collaboration for Health (LARCH) to support organisations in progressing race equity by enabling the tracking and improvement of race maturity levels. The index supports organisations in the actions they take to embed anti-racist practice.

    The REMI therefore complements the current equality, diversity and inclusion assessments and initiatives that health and care organisations are committed to.

    You can download the Race Equity Maturity Index via a form.

    There are also additional resources on the website to aid in implementing the tool within your organisation.

    View the session recording:

  • Establishing and evaluating an anti-racism programme at the Health Innovation Network South London

    Establishing and evaluating an anti-racism programme at the Health Innovation Network South London

    In the summer of 2020, the Health Innovation Network South London (an NHS organisation in south London supporting change and innovation across the health and care sector) committed to becoming an anti-racist organisation.

    Originally catalysed by discussions within the organisation about race following the murder of George Floyd, the aims of their anti-racism programme were to:

    • Create a psychologically safe environment, increasing staff confidence in having conversations about race and racial inequality;
    • Increase staff confidence in knowing how to speak up and address concerns related to racial inequality and discrimination.

    Between 2020 and 2023, the programme worked with staff to co-design, plan and facilitate a range of staff engagement activities, as well as developing practical tools and guides to help with the implementation of anti-racism. Some of the key activities during the programme included:

    • Establishing team anti-racism champions;
    • Listening events and focus groups for staff to understand current challenges;
    • Organisation-wide and team workshops to inform organisational policy;
    • Training sessions for staff;
    • Hosting of a south London roundtable on anti-racism.

    Many of the tools originally developed during the programme are collected in their Anti-Racism Toolkit and Anti-Racism microsite.

    In summer 2023, the Health Innovation Network South London commissioned an independent evaluation of the programme. This evaluation found that:

    • The programme led to a lasting change in how staff thought about discrimination and racism;
    • There appeared to be a positive impact in terms of racially equitable recruitment and an increase in staff from Black, Asian and minoritised ethnic groups;
    • The programme had led to greater confidence discussing race and racism in staff;

    The evaluation also explored the impact and experience of the programme on Black, Asian and minoritised ethnic staff at the organisation, noting that the feelings triggered by the work were complex and not universally positive.

    Want to find out more about this work? Contact the Health Innovation Network South London.

  • Co-production: resources to support anti-racist transformation projects

    Co-production: resources to support anti-racist transformation projects

    Working in equal partnership with the people and communities affected by racial health inequalities is essential to create sustainable change and improvement in health and care services and systems.

    Involving people and communities in transformation projects brings a number of benefits, including:

    • Ensuring that projects focus on the underlying cause of a problem rather than simply addressing a symptom;
    • Including the perspectives, creativity and expertise of the people most affected by inequalities;
    • Building trust and relationships with communities who have historically been poorly treated by the health and care system.

    Many health and care organisations also have a statutory requirement to involve people in change projects.

    Co-production resources

    Co-production is the term used to describe the closest form of lived experience partnership, wherein professionals and people with lived experience plan, develop and own projects together.

    “Co-production acknowledges that people with ‘lived experience’ of a particular condition are often best placed to advise on what support and services will make a positive difference to their lives. Done well, co-production helps to ground discussions in reality, and to maintain a person-centred perspective.”

    NHS England

    A growing range of strategies, templates and other resources are becoming available to support co-production, including those with a particular anti-racist focus.

    Below, we have listed some of the resources already being used by members of the Collaboration:

    With thanks to everyone who has shared resources as part of the Collaboration.

    Got a great resource you’d like to share with us? Get in touch!

  • LARCH Learning Event: Hearing Community Voices: Effective Engagement to Reduce Health Inequality

    LARCH Learning Event: Hearing Community Voices: Effective Engagement to Reduce Health Inequality

    Hearing Community Voices: Effective Engagement to Reduce Health Inequality

    Listening to the voices of those for whom services are designed and delivered is not just good practice—it’s essential. True progress requires meaningful engagement with service users, placing co-production approaches at the forefront. This event will equip organisations to move beyond the barriers of engagement, offering actionable solutions for effectively involving Black, Asian, and minoritised ethnic communities in the fight against health inequalities.

    Who is this event for?

    This event is for London based organisations working across health and care, including NHS trusts, CCGs, ICSs, local authorities, adult social care providers, public health teams, community services, charities, and voluntary groups. Whether you work in service design, delivery, or policy, it offers practical strategies to enhance co-production and ensure services meet the needs of Black, Asian, and minoritised ethnic communities.

    What is LARCH?

    The London Anti-Racism Collaboration for Health (LARCH) is a programme of activities to help the health and care sector embed an anti-racist approach to take action to address the inequalities in health that Black, Asian and minoritised ethnic Londoners experience.

    Learn more about the LARCH here: https://anti-racism.london/

    This event is taking place on January 22 at 10.30-12.30 and is the third in a series of events to provide the opportunity for organisations in health and care to explore evidence, share learning, and practice to address health inequalities. Through these events, we aim to foster a network of engaged organisations and individuals and facilitate the collective commitment to embedding anti-racist practices.

    Watch the speaker sessions from the event:

    Community participation and engagement: our current approach and a vision for the future – Rini Jones (NHS Race & Health Observatory)

    From Strategy to Reality: Co-Production for Equality – Keymn Whervin (Directors of Adass Adult Social Services)

    Anti-racism and co-production with communities – Safia Marcano (ADPH London)

    Co-production and allyship with the London Bangladeshi Community – Riyadul Karim (NHS England London)

    Trust: a centrepiece of community engagement – Lucy Morgan (The Health Policy Partnership)