The Queen’s Nursing Institute (QNI) has announced that it is carrying out a Race and Inclusivity review. The internal review is being chaired by QNI Trustee Ami David MBE, assisted by the Chief Executive and with the participation of other members of staff.

It is anticipated that the internal review will act as a means of assurance and benchmark. It is also acknowledged that greater diversity in an organisation leads to greater diversity of thought which can, in turn, generate innovative approaches to achieving organisational success.

The Queen’s Nursing Institute is committed to embrace the diversity agenda and wishes to adopt an inclusivity approach that truly responds to the increasingly diverse nurse groups in the UK.  The turmoil for nurses involved in the coronavirus pandemic and the Black Lives Matter movement nationally and internationally offer a further impetus for a review of structure, culture and process within the organisation, with a particular focus on race and discrimination.

Dr Crystal Oldman CBE, QNI Chief Executive

Within the NHS, the Workforce Race Equality Standard (WRES) has since 2014 been a requirement to ensure that employees from black and minority backgrounds have equal access to career opportunities and receive fair treatment in the workplace. Evidence shows that a motivated, included and valued workforce helps to deliver high quality patient care, increased patient satisfaction and better patient safety.

It follows that independent organisations associated with the NHS, such as the QNI, would benefit by examining and closing any gaps in service provision and making improvements in operational processes. A holistic approach to identifying these gaps should strive for a dual focus on operational interventions and cultural transformation. To this end, the Chief Executive of the QNI has brought together a small task group to agree the review focus, define parameters and identify measurable race inclusion indicators.

The review will be designed to provide an overview of the key issues and provide a stimulus to further ongoing work. Such initial frameworks and measures on race and inclusivity will offer a situational view of the key issues affecting the work of the QNI and importantly offer a spring board for future evaluation and measurement of progress in this vital area.

It is proposed to finalise the report by the end of August 2020 with a view to submitting it for consideration at the charity’s September Council meeting.

ENDS

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