Category: Tools & documents

  • 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.

  • 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!