In 2022, the Trust embarked on a groundbreaking initiative to advocate for equality, diversity, and inclusion (EDI) within clinical research delivery. This initiative aligns with the Trust’s larger mission to become an anti-racist and anti-discriminatory organization. Scott Mullaney, the divisional research manager for medicine & integrated care, and Louise Young, the lead research nurse for neurosciences, elaborate on the group’s workstreams, achievements, and future aspirations.
Formation and Objectives of the EDI Research Champions Group
Establishing the Group
The EDI Research Champions Group was formed in September 2022 with the objective of providing strategic direction and leadership for EDI-centered projects and initiatives in clinical research delivery. This initiative is part of the Trust’s broader efforts to foster a truly fair and inclusive environment. The group was influenced by ongoing EDI projects managed by the NIHR North West Regional Research Delivery Network, now referred to as the North London Regional Research Delivery Network (RRDN). The purpose of RRDN is to assist researchers in conducting more studies and recruiting a greater number of participants, thereby enriching the integrity and efficacy of clinical research.
The foundation of the EDI Research Champions Group marked a significant milestone in the Trust’s journey toward inclusiveness. By bringing together a network of dedicated professionals, the group was able to create a comprehensive approach to implementing EDI principles in clinical research. The group’s overarching goal was to ensure that clinical research practices within the Trust represent and respect the diversity of the communities they serve. This approach included an extensive assessment of existing protocols and the establishment of new strategies aimed at promoting EDI across all stages of clinical research.
Leadership and Membership
The group is spearheaded by Dr. Helen Jones, the lead nurse for the clinical research workforce, and comprises over 30 members who convene bi-monthly to review progress over three main workstreams: raising awareness of EDI, EDI and research participation, and EDI and the clinical research workforce. Each member brings a unique set of skills and perspectives, fostering a collaborative environment that drives the group’s mission forward. The leadership of Dr. Jones has been instrumental in ensuring that the group’s initiatives are both impactful and sustainable.
By meeting bi-monthly, the group maintains a dynamic and responsive approach to their objectives, allowing for continuous evaluation and adaptation of their strategies. This regularity ensures that progress is closely monitored, and any challenges or barriers are swiftly addressed. The diverse composition of the group, representing various disciplines within clinical research, enhances the richness of the discussions and the effectiveness of the implemented initiatives. Together, they work towards a common goal of establishing a research environment that is equitable, inclusive, and reflective of the diverse population they serve.
Raising Awareness of EDI
Increasing Visibility
The first workstream focuses on increasing the visibility of ongoing research within the Trust and in partnership with external entities. It seeks to create opportunities for staff and patients to get involved in research. By highlighting the importance of EDI in clinical research, the group aims to foster a culture of inclusivity and awareness. This involves showcasing the Trust’s commitment to EDI through various channels, including internal communications, newsletters, and social media platforms. By doing so, the group ensures that the principles of EDI are not only understood but actively embraced by all stakeholders.
Another key aspect of raising awareness is the identification and promotion of role models within the clinical research community who exemplify EDI values. These individuals can serve as ambassadors, sharing their experiences and advocating for inclusive practices. Their stories can inspire others and demonstrate the tangible benefits of embracing diversity in research. Furthermore, the group collaborates with external organizations to amplify their message and reach a broader audience. This collaborative approach leverages collective expertise and resources to create a more inclusive research environment.
Engagement Opportunities
Creating engagement opportunities for both staff and patients is crucial. The group works to ensure that everyone has access to information about ongoing research projects and understands how they can contribute. This involves organizing events, workshops, and informational sessions to promote EDI in clinical research. By providing these platforms for engagement, the group facilitates open dialogue and encourages active participation from all members of the research community. These initiatives not only raise awareness of EDI but also help to build a supportive and inclusive research culture.
One of the strategies employed by the group is to integrate EDI principles into existing research activities and forums. This approach ensures that EDI is not viewed as a separate or additional task but as an integral part of the research process. For example, EDI considerations are incorporated into the design and implementation of research studies, ensuring that they are accessible and relevant to diverse populations. Additionally, the group provides training and resources to support researchers in applying EDI principles in their work. By embedding EDI into the fabric of clinical research, the group aims to create a lasting and meaningful impact.
EDI and Research Participation
Equitable Opportunities
The second workstream aims to create equitable opportunities for individuals to participate in research. It closely examines the demographics of recruited participants to ensure they reflect the local population. Gathering examples of successful EDI practices from across the Trust and adapting them for local use is a key strategy. By analyzing participation data, the group can identify gaps and develop targeted interventions to promote inclusivity. This approach ensures that research findings are generalizable and relevant to the entire community, ultimately leading to better health outcomes for all.
To achieve this objective, the group has implemented several initiatives aimed at increasing the diversity of research participants. These include community outreach programs, partnerships with local organizations, and the development of culturally appropriate recruitment materials. By engaging with underrepresented groups and addressing barriers to participation, the group is working to create a more inclusive research environment. Additionally, the group monitors and evaluates the effectiveness of these initiatives, making adjustments as needed to ensure continued progress towards their goals.
Training and Onboarding
Incorporating EDI training into the onboarding framework equips new staff with the knowledge and ability to promote EDI in their roles. This training ensures that all staff members understand the importance of diversity and inclusion in research participation and are prepared to implement these principles in their work. The training program covers various aspects of EDI, including cultural competency, unconscious bias, and inclusive research practices. By providing this foundational knowledge, the group empowers staff to contribute to a more inclusive and equitable research environment.
Moreover, the training program is designed to be comprehensive and ongoing, with regular updates and refresher courses. This ensures that staff remain informed about the latest developments in EDI and are equipped to apply best practices in their work. The group also provides additional resources and support to help staff navigate complex EDI issues and challenges. By fostering a culture of continuous learning and improvement, the group aims to embed EDI principles into the core of clinical research practices. This not only enhances the quality and relevance of research but also promotes trust and engagement among diverse communities.
EDI and the Clinical Research Workforce
Workforce Diversity
The third workstream targets workforce diversity. Ensuring that research delivery teams represent the communities they serve involves using data from staff satisfaction surveys to guide improvements and enhance inclusive recruitment practices. This approach helps to create a more diverse and representative workforce that is better equipped to address the needs and concerns of the population. By analyzing staff satisfaction data, the group can identify areas where diversity and inclusion efforts may be lacking and develop targeted interventions to address these gaps.
Additionally, the group focuses on creating a supportive and inclusive work environment that encourages diversity at all levels. This includes implementing policies and practices that promote equal opportunities for career advancement and professional development. The group also provides mentoring and networking opportunities to support the growth and development of underrepresented staff members. By fostering a culture of inclusivity and respect, the group aims to attract and retain a diverse and talented workforce that can drive innovation and excellence in clinical research.
Inclusive Recruitment Policy
Since 2021, the Trust has mandated staff hiring for roles at band 7 and above to adhere to an inclusive recruitment policy to boost diversity in leadership roles. This policy includes diverse interview panels, representative of gender and the Black, Asian, and Global Majority, and requires the preparation of an outcome letter for the chief executive outlining the selection rationale. This inclusive recruitment approach has been expanded to cover all bands, and the group recruits panelists outside the research team to ensure diverse representation. The policy aims to create a transparent and fair recruitment process that enhances diversity within the organization’s leadership.
By implementing these inclusive recruitment practices, the Trust is taking proactive steps to address disparities and promote equity in the workplace. The use of diverse interview panels helps to mitigate potential biases and ensures that a wide range of perspectives are considered during the selection process. Additionally, the requirement to provide an outcome letter for the chief executive promotes accountability and transparency in hiring decisions. These efforts reflect the Trust’s commitment to building a diverse and inclusive workforce that can effectively serve its diverse patient population and enhance the quality of clinical research.
Sharing the Work Beyond the Trust
International Engagement
In October 2024, the EDI Research Champions Group presented at the International Association of Clinical Research Nurses conference in Washington, DC. The presentation revealed that the group’s efforts are ahead of many global counterparts, a testament to their progress. The conference facilitated learning, exchanging best practices, and establishing international connections. This engagement on a global stage not only highlights the group’s achievements but also underscores the importance of collaboration and knowledge-sharing in advancing EDI in clinical research.
The presentation in Washington served as an opportunity to showcase the innovative approaches and successful initiatives implemented by the EDI Research Champions Group. By sharing their experiences and insights, the group aims to inspire other organizations and encourage the adoption of similar practices worldwide. The conference also provided valuable opportunities for networking and collaboration, enabling the group to build relationships with international counterparts and learn from their experiences. This exchange of ideas and best practices is crucial for driving continuous improvement and innovation in EDI efforts.
Future Aspirations
Following the Washington conference, Dr. Helen Jones submitted a proposal for the group to present at the Research and Development Forum Conference in Manchester in May 2025. The group aspires to establish a benchmark for EDI in research, both locally and internationally, and continues to refine and expand their workstreams. By setting ambitious goals and striving for excellence, the group aims to lead by example and inspire other organizations to prioritize EDI in their research practices. This commitment to continuous improvement and innovation ensures that the group’s efforts remain relevant and impactful.
The proposal for the Manchester conference reflects the group’s dedication to sharing their knowledge and experiences with a wider audience. By participating in these forums, the group hopes to influence policy and practice in the broader research community and contribute to the development of best practices for EDI. The group also plans to conduct further research and evaluation to measure the impact of their initiatives and identify areas for improvement. This data-driven approach ensures that their efforts are effective and evidence-based, ultimately advancing the Trust’s mission to become an anti-racist and anti-discriminatory organization.
Achievements of the EDI Research Champions Group
Addressing Data Gaps
A notable success has been identifying and addressing gaps in capturing participant demographic data. It was discovered that for participants not identifying as Caucasian, ethnicity data defaulted to “not known” or “not stated” due to staff not collecting this information during intake. The group is now focusing on educating staff on the importance of accurate ethnicity data collection. By improving data collection practices, the group aims to ensure that research studies accurately reflect the diversity of the population and address the unique needs and concerns of different demographic groups.
To address this issue, the group has implemented training programs and resources to educate staff on the importance of collecting accurate demographic data. These efforts include revising intake procedures, providing clear guidelines for data collection, and emphasizing the significance of this information in research. Additionally, the group monitors and evaluates data collection practices to identify any ongoing challenges and make necessary adjustments. By prioritizing accurate data collection, the group ensures that research findings are more representative and relevant, ultimately leading to better health outcomes for all.
Standardizing Practices
Another achievement has been recognizing the need to standardize practices across clinical research delivery teams. Language barriers persist as a significant obstacle to research participation. The group plans to use internal interpretation and translation services more effectively to remove these barriers. Different specialties encounter unique linguistic needs, prompting the necessity for standardized practices. By implementing consistent and effective solutions, the group aims to ensure that all participants have access to the information and support they need to engage in research.
The group has taken several steps to address language barriers and promote inclusivity in research participation. These include expanding the availability of interpretation and translation services, providing translated information sheets, and offering face-to-face interpreters when needed. Additionally, the group collaborates with community organizations to better understand and address the linguistic needs of diverse populations. By standardizing these practices, the group ensures that all participants can fully understand and engage in research, regardless of their language background. This approach enhances the inclusivity and relevance of research studies, ultimately benefiting the entire community.
Encouraging Research Advocacy
In 2022, the Trust launched an innovative initiative to promote equality, diversity, and inclusion (EDI) within clinical research delivery. This move is part of the Trust’s broader mission to evolve into an anti-racist and anti-discriminatory organization. Central to this initiative are Scott Mullaney and Louise Young. Scott Mullaney, the divisional research manager for medicine and integrated care, and Louise Young, the lead research nurse for neurosciences, are key figures who provide insights into the group’s various workstreams, notable achievements, and future goals. Their commitment is reshaping the landscape of clinical research by ensuring diverse and inclusive participation, which is vital for comprehensive and equitable healthcare advancements. The initiative also reflects a proactive stance against racism and discrimination, aiming for lasting change. By fostering an environment where equality, diversity, and inclusion are prioritized, the Trust is setting a new standard in clinical research and care, impacting both present and future healthcare practices.
