The Healthcare Leaders' Fellowship Programme at Imperial College Healthcare NHS Trust represents a groundbreaking initiative to transform leadership diversity within the NHS. Launched in response to a stark underrepresentation of Black, Asian, and minority ethnic (BAME) professionals in senior management roles, this leadership programme addresses a critical need for equity in career progression.
Despite BAME staff comprising 65% of the workforce, their presence in leadership positions remained conspicuously low, a product of systemic barriers limiting their advancement. This initiative, delivered in partnership with Corndel and the Imperial College Business School, leverages expert-led training and mentorship to equip BAME professionals with the tools needed for ascending to senior roles.
By prioritising inclusivity and equitable growth, the programme aims to reshape the professional landscape for BAME staff by bringing about systemic change and creating a model for the NHS to promote diversity and set a new standard for leadership within healthcare.
Sharon Probets, Head of Learning at Imperial College Healthcare NHS Trust, says, "Our strategic vision is "Better health, for life." For everyone who works at Imperial College Healthcare NHS Trust, that means they have the opportunity to progress their career and fully realise their potential. The healthcare leader's fellowship has been designed to ensure our healthcare professionals who are from a Black, Asian or minority ethnic background are able to access those opportunities."
Jodian Barrett: Levelling the playing field
Jodian Barrett, a dynamic participant in the Healthcare Leaders' Fellowship Programme at Imperial College Healthcare NHS Trust, shares her experiences. Jodian begins by saying, "I don't have a degree, and traditional university learning is not my style. Knowing this programme wasn't like that, I felt I could do it."
Motivated by the lack of representation of BAME professionals, especially females, in senior roles within the NHS, Jodian says: "Imperial NHS noticed BAME people, especially females, are greatly disadvantaged in career progression. BAME people hit a glass ceiling, and it's tough for us to progress into Band 8A."
She is confident that "this programme is changing that and levelling the playing field so we can progress."
The fellowship significantly elevated Jodian's capabilities in strategic thinking and talent management. She elaborates on her growth, saying, "The course is helping me to be more strategic in my thinking. It made me actively think about supporting and activating my team members. I now think, 'Let me teach you how to do the technical piece so you can be impactful in your role, too.' I find myself saying, 'Let me show you how.'
Managing a team of 20, Jodian utilised her new skills to significantly widen her team's professional experiences. "For example, I had an opportunity to review a new product and new equipment that was coming out for the virtual awards, so I took a group of them with me to do it, too, which is something I would never have thought to do," she reflects, highlighting her proactive approach to leadership.
Strategic project removes barriers to patient-nurse relationships
Jodian's strategic project 'Connect' focuses on enhancing patient-care processes by integrating mobile technology, thereby reducing the physical barriers imposed by conventional computer setups.
Jodian's strategic project 'Connect' focuses on enhancing patient-care processes by integrating mobile technology, thereby reducing the physical barriers imposed by conventional computer setups.
Jodian Barrett's participation in the Healthcare Leaders' Fellowship Programme is a powerful testament to its success in breaking down barriers and fostering significant leadership roles for BAME professionals within the NHS. Her story highlights the transformative power of targeted, inclusive leadership development.
Mahmoud Dabo: The make-or-break power of feedback
Mahmoud Dabo, a matron in the maternity division at St Mary's site of the Imperial Healthcare NHS Trust, has experienced a profound transformation in his leadership approach by participating in The Imperial College and Corndel Healthcare Leadership Programme.
The future looks bright
Empowered by his newfound skills and the positive changes within his team, Mahmoud is clear about his future within the NHS: "This programme, my career aspirations are now quite visual to me. I can see where I want to go." His journey through the programme equipped him with essential leadership capabilities. It clarified his professional trajectory, setting a path towards achieving higher leadership roles and continuing to foster an inclusive, high-performing team environment.
His ability to enhance communication and teamwork has not only improved the operational dynamics of his division but has also set a benchmark for leadership practices across the NHS. His case study exemplifies how targeted professional development can substantially improve team cohesion, staff morale, and overall service delivery.
Breaking the glass ceiling at the NHS
The Healthcare Leaders' Fellowship Programme at Imperial College Healthcare NHS Trust exemplifies a progressive stride towards dismantling long-standing barriers and fostering diverse leadership within the NHS. By strategically addressing the underrepresentation of Black, Asian, and minority ethnic professionals in leadership roles, this initiative champions the cause of equity of healthcare leadership through diversity.
The compelling stories of Jodian Barrett and Mahmoud Dabo highlight the programme's transformative impact. Barrett's journey from facing systemic limitations to embracing a leadership role illustrates the programme's efficacy in equipping participants with the skills needed to break through the proverbial glass ceiling. Meanwhile, Dabo’s experience highlights how nuanced professional development, like effective feedback and team integration, can revitalise team dynamics and enhance service delivery, setting a new standard for leadership within the NHS.
The Healthcare Leaders' Fellowship Programme is more than an initiative; it is a path towards a more equitable and diverse NHS senior leadership landscape. It embodies the ethos of 'Better health, for life' by ensuring that every professional, regardless of background, has the opportunity to ascend and contribute effectively.