Today (10th April 2019) I attended a round table event on developing practical approaches to improve workforce race equality in social care. The event was held by Skills for Care and led by Karen Linde from the Centre for Citizenship and Community and Roger Kline from Middlesex University Business School and chaired by Skills for Care’s interim CEO Andy Tilden. The workshop was convened in anticipation of research carried out by Roger and Karen on race inequalities within the workforce. It looked at tackling inequalities such as unconscious bias (aka racism) and lack of representation of certain ethnic groups in higher positions.
Initially, whilst I was inspired by being given an opportunity to provide feedback on an important piece of work, I was also worried about being amongst like-minded people and effectively preaching to the converted. However, Skills for Care pulled together a fantastically inspirational group of men and women from various ethnic backgrounds. My biggest regret was that the whole thing wasn’t filmed! (maybe next time?).
One of the most inspiring parts of the session was when Tricia Pereira, Pam Rowe and Sharon Jennings were given the floor. These inspirational women chose a different approach to presenting by holding a discussion about the issues they face and potential solutions. They left a spare seat next to them for members of the audience to join the conversation at any point. So simple, so effective. An exemplary way of showing the power of diversity of thought, practice and perspective.
There has been a nudge (rather than a push) on equalities promotion in health and social care in recent years. Skills for Care have found there is a lack of representative diversity in management and therefore launch their Moving Up programme . The Care Quality Commission, through Equally Outstanding, has provided a live equalities document, which is regularly updated with good practice. It also reminds us of the human rights status of equality – well worth tagging to your favourites. Within the NHS (which I am less familiar with) there is the WRES or Workforce Race Equality Standard. I learnt today that the Health Minister Stephen Barclay announced in 2018 that BAME (Black, Asian and Minority Ethnic)representation in senior leadership in NHS should match that across the rest of the NHS by 2028.
A huge task. So, how?
Some key issues raised by many reports and largely echoed in today’s forum include:
One of the things we at Manor Community have been promoting in care is the concept of co-production. Co-production is often misapplied or misunderstood, but is helpfully promoted by TLAP and SCIE. There is a growing body of literature on co-production. I have listed those I find most helpful at the end of this blog.
Essentially, co-production should involve co-examination of the issues faced, co-creating/co-designing solutions and co-producing what the future should look like. Rather than people from diverse ethnic backgrounds having policies, research and solutions ‘about’
them done ‘to’
them, they
instead create the narrative, design the solution
and support others through the process. This bottom up approach is similar to the ‘nothing about us, without us’
mantra of the disabled people’s movement. The idea of co-production is hugely applicable in other situations and especially during the discussion around solutions for race inequalities.
As a start, potentially something like this:
Essentially, any change must be led by those affected by it and most roads lead to co-production!
NEF, 2005. Co-production: A Manifesto for Growing the Core Economy, London: New Economics Foundation.
NHS, Co-production model
Think Local Act Personal (TLAP), co-production ladder. Its really helpful. Most do co-production in the middle of the ladder, we need to aim for the top.
Durose, C. & Richardson, L., 2016. Designing Public Policy For Co-Production: Theory, practice and change [ebook]. 1 ed. s.l.:Policy Press Scholarship Online. - (My favourite, but I can't find a freely accessible version. It covers how to put co-production into policy, first few chapters very useful - google scholar has the first few pages)
Vennik, F., Bovenkamp, H., Putters, K. & Grit, K., 2016. Co-production in healthcare rhetoric and practice.
International Review of Administrative Sciences, 82(1), pp. 150-168. - available here
Manning, J. et al.,
2015. Our Care through Our Eyes’: a mixed methods, evaluative study of a
service user co-produced education programme to improve inpatient care of
children and young people admitted following self-harm. BMJ Open, 5(12),
p. p.e009680.
Thomas-Hughes, H., 2018. Ethical ‘mess’ in co-produced
research: reflections from a U.K.-based case study.
International Journal of
Social Research Methodology, 22(2), pp. 231-242 - whilst it focuses on co-produced research, it is a reminder that co-production is difficult (possibly because it is a new concept) and requires resources
My name is Kanika Akinshegun.
I started at Manor Community In Jan 2025 as a HR & Recruitment Co-ordinator. I have been in recruitment for over 5 years, and I really enjoy engaging with people and helping them to make their next career choice. Often the candidate experience shapes the way a company is perceived, and I always work hard to ensure the first experience someone gets is a positive one. My aim at Manor Community is to ensure we employ the best people for our services, where caring comes naturally to them, in turn making the best experience for our clients.
Going forward I plan on working towards attending relevant recruitment events, with amazing merchandise, ensuring the recruitment is streamlined, cost effective and we plan to ensure we have the right people in place at the right time!
Outside of recruitment I have an 8-year-old son, and a cat called Sonic. I love art and paint on canvases using oil paints as a way of relaxing. I love working out and enjoy making up new workout routines to release those endorphins.
The best kind of recruitment is word of mouth so if you know anyone you can refer to me, please let me know!
Today, our residents were in for a special treat when a little puppy named Teddy paid us a visit! With his soft fur, big eyes, and wagging tail, Teddy quickly won the hearts of everyone in the room, bringing a wave of joy and comfort to our residents.
For many of our residents, it’s been a while since they’ve had the company of a furry friend, and Teddy’s playful energy was a breath of fresh air. As he trotted around, curious and excited, many of our residents couldn't help but smile and reach out to pet him. The simple act of stroking his soft fur seemed to lift their spirits and spark memories of their own beloved pets from years ago.
What seems like an age ago now I first got interested in working in the social care sector working with adults with learning difficulties in the land-based industry. Right from the start I could see the benefits this sector has mainly, obviously to the individuals using a service – improving knowledge, confidence and having a purpose to get up for. After many courses/qualifications and throughout the decades I pursued this sector, again working with adults and young people in different settings including residential and supported living, not only in the land-based sector but supporting people in their communities.
Fast track to the present day and Manor Community. I have been working for Manor for roughly seven years, with a slight hiatus after four years, believe me the grass isn’t always greener. Today my passion for helping people with learning difficulties and mental health issues remains the same, albeit there have been some knocks and falls but after self-reflection and kind words of encouragement you get up and carry on.
Presently at Manor I have progressed through the ranks as a senior. I was thrilled to get the role as it shows that I’m valued within the company. No two days of my working week are the same, I could be completing audits or assisting colleagues with their work one day, to supporting individuals for appointments and social scenarios or pulling my hair out trying to get through bureaucratic (external agencies) red tape ensuring individuals are treated as equals. Occasionally I go home frustrated, but more often I go home satisfied I have made a positive difference to someone’s day.
Continuing our feedback series, we are delighted to shine a well-deserved spotlight on the incredible care workers who make Manor a truly special place. At Manor, we believe that every member of our team plays a vital role in creating a supportive and nurturing environment for our residents. Our care workers are at the heart of this effort, working tirelessly day and night with unwavering dedication, compassion, and skill. They go beyond just providing care—they build relationships, offer comfort, and ensure that each resident feels valued, respected, and safe. Their efforts create a warm and welcoming atmosphere where families can feel at ease, knowing their loved ones are in the best possible hands.
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