In an effort to enhance diversity within the IPS workforce, Tahmeena Mumtaz (Service Development Lead) and Vicky Harris (Employment and Recovery Programme Manager) from the IPS team at Black Country Healthcare NHS Foundation Trust embarked on a journey to attract a more varied pool of talent, particularly focusing on engaging with BAME (Black, Asian, and Minority Ethnic) communities. Tahmeena and Vicky successfully implemented strategies to broaden their reach when advertising vacancies, engaged with local communities and ensure inclusivity in recruitment practices within the IPS team. These efforts aimed to better support the diverse needs of the local community.

Engagement Strategies:

  1. Community Outreach: Recognising the importance of reaching beyond traditional recruitment platforms, they engaged with local community organisations that serve BAME and ethnic minority groups. This involved collaborating with a diverse range of organisations such as faith groups, women’s centres, and support services like Walsall Black Sisters Collective and Black Country Women’s Aid. Through direct engagement, they not only promoted a career within Black Country NHS Foundation Trust, but they also gained insights into the unique needs and challenges faced by diverse communities, which facilitated the development of the personalised approach offered through IPS to address cultural, linguistic and social barriers, ultimately enhancing the effectiveness of IPS interventions.
  2. Partnerships and Networks: The Trust forged partnerships with approximately 10 organisations catering to BAME and ethnic minority communities. Additionally, establishing steering groups in different local areas facilitated direct engagement with service users, enabling tailored recruitment efforts that addressed cultural and linguistic barriers effectively. Ultimately, this broke down barriers to accessing IPS as members of the community were more comfortable engaging with mental health services.
  3. Inclusive Sessions and Workshops: IPS Grow organised workshops and sessions focusing on Equality, Diversity, and Inclusion (EDI), which the Trust supported to deliver to educate operational teams within IPS on engaging with diverse communities. These sessions emphasized language sensitivity and cultural competence, ensuring that recruitment practices were inclusive and accessible. In addition to this, the Trust also delivered various workshops to the wider workforce on Race equality, and IPS staff participated in EDI groups.

Recruitment Strategies:

  1. Targeted Approach: Rather than relying solely on mainstream job platforms like NHS Jobs, the Trust adopted a targeted approach by directly engaging with community organisations and faith leaders. This approach aimed to reach individuals who might not typically access traditional job platforms.
  2. Promotion of Lived Experience: Recognising the value of lived experience in service provision, the IPS service actively recruited individuals from diverse backgrounds, including those with personal experiences relevant to mental health services. This strategy not only enhanced representation within the workforce but also contributed to more culturally sensitive and responsive service delivery.

Impact and Results:

  • By actively engaging with diverse communities and recruiting individuals with lived experience, the Trust built strong rapport and trust with clients. Clients from similar backgrounds felt understood and supported, leading to stronger relationships and improved outcomes in IPS service delivery.
  • Diversity Metrics: The Trust monitored and evaluated the impact of its diversification efforts through pre- and post-project statistics. This included tracking demographic representation within the workforce and assessing the effectiveness of recruitment strategies in reaching diverse communities.
  • Enhanced Access to Services: By diversifying its workforce, the Trust aimed to address barriers to accessing mental health services, particularly among communities with cultural or language-related concerns. This inclusive approach aligned with the Trust’s broader mission of breaking down barriers and reducing the stigma associated with accessing healthcare services.

The quality of the IPS service has been enhanced through fostering strong community links.

Conclusion: Through proactive engagement with diverse communities, targeted recruitment strategies, and a commitment to inclusivity, the Black Country NHS Foundation Trust successfully diversified its IPS workforce. By leveraging partnerships, promoting lived experience, and prioritising cultural sensitivity, the Trust not only enhanced representation within its workforce but also improved access to mental health services for underserved communities. This case study exemplifies best practices in diversifying recruitment efforts within a healthcare setting, ultimately contributing to more inclusive and effective service delivery.