Source · Select Committees · Public Accounts Committee
Recommendation 28
28
NHSE&I acknowledged that COVID-19 has had a disproportionate impact on Black, Asian and minority ethnic...
Conclusion
NHSE&I acknowledged that COVID-19 has had a disproportionate impact on Black, Asian and minority ethnic (BAME) staff and admitted that there is variability in how well these staff have been supported during the pandemic. In response to our questions 64 Q 40 65 NWF0006 - Royal College of Nursing submission, para 4.3 & 4.5. 66 NWF0006 - Royal College of Nursing submission, para 4.6 67 Q 40 68 Qq 50, 51 & 64 69 Q21; NHS, We are the NHS: People Plan 2020/21 – action for us all, July 2020 70 Qq 9, 11 71 NWF0003 - Unison, para 7; NWF0005 - NHS Employers; NWF0001 - The Council of Deans of Health 72 Qq 86–87 73 NWF0001 - Council of Deans of Health; NWF0005 - NHS Employers. 16 NHS nursing workforce about ensuring there is no adverse impact on the career progression of BAME staff, NHSE&I told us that BAME staff are not automatically redeployed but have been offered a risk assessment to determine how to protect their health. It said that there are a range of measures that can be taken to protect staff, including enhanced infection prevention measures and Personal Protective Equipment, and training for staff working in clinical areas. It told us that, as part of the race equality standard, every trust has a plan for addressing differentials between white and BAME staff, including on career progression. NHSE&I is tracking data on the race equality standard across trusts and minority groups, and individual trusts and employers also have access to relevant data.74 74 Qq 93–96 NHS nursing workforce 17
Government Response
Not Addressed
HM Government
Not Addressed
6. 1 The Government agrees with the Committee’s recommendations. Ta rget implementation date: Spring 2021 6.2 It is important that as a health and care system, the department and NHS continue to assess the potential challenges and impact of COVID-19, including on the recruitment and retention of nurses. 6.3 The impact of COVID-19 will be different on each of the supply routes into the profession and therefore it is appropriate for individual assessments to be undertaken. This work is already underway and will continue to form a key part of the ongoing delivery and monitoring of the 50,000-nursing target and more widely through our continuous work on the People Plan Programme. 6.4 During the initial surge of COVID-19, the NHS introduced a comprehensive package of health and wellbeing support for staff, including confidential support via phone/text, specialist bereavement support, free access to mental health and wellbeing apps, and training and support for line managers. Over 400,000 staff have accessed NHSE&I’s physical and psychological health and wellbeing offer to support them through the COVID-19 response and a quarter of a million visits have been made to the NHS’ dedicated website people.nhs.uk. 6.5 As the COVID-19 pandemic develops and 2020-21 winter approaches, the NHS will continue to review and refine its national health and well-being offer with an emphasis on supporting psychological and physical safety. It is working closely with regional colleagues to develop mental health wellbeing hubs in seven regions. These will provide proactive outreach and access to psychological support for those where there is an identified need.