Equity, Diversity and Belonging

In response, we took steps to develop a strategic approach to gain a better understanding and awareness of our previous failings across these areas. We also wanted to clearly signal that we stand as an anti-racist organisation and profession.

Black Lives Matter (#BLM)

The Black Lives Matter Movement accelerated following the murder of George Floyd in the USA in May 2020 and in recognition that Covid-19 had a disproportionate impact on Black, Asian and minority ethnic frontline staff and communities.

Listening Events

Throughout June and July, a series of individual and group listening events were conducted with Black, Asian and minority ethnic members by the trade union organiser who works with the CSP Diversity Networks, the director of employment relations and union services (ERUS),the chief executive and chair of Council.

Equity, Diversity and Belonging

Issues of race and equality come to the fore in almost every area of life in 2020, as a result of the murder of George Floyd in the USA in May and as the disproportionate impact of Covid-19 became clear Through these listening exercises we were able to identify clear objectives for change and, through an iterative process, we were able to confirm these objectives with both Black, Asian and minority ethnic members and staff.

Changes we have made

Following these listening events, the CSP initiated changes across a broad sweep of areas, including leadership and governance; external engagement; working with members on visible representation and specific measures for staff. Leadership and governance.

• We co-opted a member of the Black, Asian and minority ethnic (BAME) Network on to both Council and the ARC Agenda Committee
• We initiated ongoing meetings with all of the CSP diversity networks to discuss governance and Council elections, support for students, mentoring and coaching
• We reserved 20% of places on the CSP Leadership Development programme for Black, Asian and minority ethnic members

External influencing

• We met with the CEO of the Healthcare and Care Professions Council (HCPC) to discuss equity, diversity and belonging issues facing the profession and our concerns about the disproportionate number of Black, Asian and minority ethnic members referred to the HCPC for fitness to practice concerns 
• We also requested that the HCPC collect ethnicity data on registrants, which it has not done historically.
• The HCPC is now reviewing its equity, diversity and inclusion strategy and has allocated significant resources to deliver this work.
• We raised through the Social Partnership Forum in England the disproportionate impact that Covid-19 was having on Black, Asian and minority ethnic NHS staff and communities.
• We called for all UK chief allied health profession officers to collaborate on their equity, diversity and belonging work, so as to ensure more consistent data collection.
• We met with the all leads of the AHP Federation to discuss related issues facing all of the professions .

Staff engagement

• Black, Asian and minority ethnic CSP staff were invited to share their experiences of working at the CSP in a series of meetings with wider staff.
• We organised a succession of workshops for all CSP staff – as well as additional sessions for Council members – led by Stephanie Nixon (department of physical therapy, University of Toronto) who has extensive experience on matters of race within the physiotherapy profession.
• We introduced mandatory recruitment training for CSP staff with a focus on equity, diversity and belonging.

Visible representation

• We produced a ‘Black History Month’ themed issue of Frontline.
• We promoted membership of the BAME Network, which saw its membership rise from 717 to 881 during June and July 2020.
• We developed virtual stewards’ training to tackle racism in the workplace and to aid broader understanding of anti-racism
• We produced a series of short films highlighting the stories of Black, Asian and minority ethnic individuals in support worker roles.