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• W4306649315 abstract "In 2018, Shera Chok was at a UK conference for NHS digital leaders when she noticed something striking about the attendees—very few were women from ethnic minorities. “I remember sitting there in the morning and looking around the hall and no one looked like me”, recalls Chok, interim Chief Medical Officer at NHS Digital. According to NHS and UK Government data from 2021, 77% of 1·3 million NHS staff are women and 22% are from non-White ethnic groups. “So you have people from all over the world working in the health service but if you look at the people leading the digital agenda, it's not diverse at all”, Chok points out. Rather than ignore what she saw, she decided to do something about it. This determination resulted in Chok cofounding the Shuri Network in 2019, the first NHS and care network of women from minority ethnic groups in digital health. Her cofounder, Sarah Amani, became the first Black female Chief Clinical Information Officer in the UK more than a decade ago. The Shuri Network intends to increase visibility of women from ethnic minorities and provide a national platform to share womens' contributions to digital innovation and patient care by offering fellowships, shadowing opportunities, and bursaries to support professional development, and challenging the NHS to reduce discrimination and increase diverse representation at senior levels. The name comes from the Shuri character in the 2018 Black Panther film who is responsible for her country's technological success. “We thought she would be a great role model”, explains Chok. The Shuri Network is one of a few innovative UK digital initiatives taking on issues of racial and ethnic inequality in the workforce or within the population. Other major developments emerged during the COVID-19 pandemic and after the global anti-racism awakening of 2020. As the UK celebrates 2022 Black History Month this October, with the theme of Sharing Journeys, the work of these digital endeavours might provide inspiration for other health organisations. For the Shuri Network, membership is free and open to women from minority ethnic groups in digital health and allies who support the network's aims. Those aims are to improve safety; help the health and care system deliver the digital transformation that the public, patients, and staff deserve; and increase diversity and inclusion in health technology. On improving safety, Chok explains data have shown that the wellbeing of staff improves when they feel valued, listened to, and have career progression and when staff feel happy and valued, they provide better patient care. “So, it's a no-brainer. Inclusion and diversity is absolutely connected to patient outcomes and safety”, she comments. As for the Shuri Network's other aims related to fair digital transformation in the NHS and workforce diversity, Chok explains “We know that there is bias in algorithms and bias in the current health-care system that leads to adverse outcomes for some groups like people from different backgrounds and ethnic minorities. We don't want to replicate that in technology as we develop tech products. We need a diverse digital workforce who can represent the views of the wider population and the wider workforce.” Health Data Research UK (HDR UK), a national institute for health data science, and the UK Health Data Research Alliance are also focused on improving workforce diversity having launched the Black Internship Programme for early career data scientists in 2021 in partnership with the 10 000 Black Interns initiative. This programme aims to address under-representation of Black people in the health data science community and provide participants with the experience needed to develop a career in science, technology, engineering, and mathematics. Interns gain practical experience by doing health data projects in a host organisation. David Seymour, Director of Infrastructure and Services at HDR UK, says that to achieve the full potential of health data research “we need a diverse and representative workforce, one that reflects the society it serves, and one that recruits and nurtures talented people from every background and every part of the UK and beyond. Our Black Internship Programme is showing the way forward, giving talented and motivated people the real-life health data science experience that can help them thrive in this rapidly advancing sector.” 48 interns participated in the programme in 2021 and 80 in 2022, hosted by organisations such as Genomics England, the Big Data Institute, and the Office for National Statistics. For Dona Reddiar, manager of the programme, the best part of the internship programme has been directly seeing the impact on the interns. “They have been visibly gaining confidence and developing their data skills this summer—we've seen them competing in a technical challenge, presenting their findings on topics from COVID-19 to cardiovascular disease and diabetes, and asking questions from current health data scientists in the field—all in addition to their 8-week health data projects”, she tells The Lancet Digital Health. Interns speak highly of the programme too. Temi Ibitoye, a PhD student at the University of Edinburgh in UK, was a 2020 intern who worked in the NHS National Service Scotland business intelligence unit on a project generating synthetic data versions of patient data and evaluating available synthetic data generation tools. “Synthetic data generation is critical in health data research because often there are challenges with accessing patient health data due to information governance”, she explains to The Lancet Digital Health. Ibitoye has gained professional skills from participating in the Black Internship Programme but her personal development has been just as valuable. “On a personal level, I have learned a lot about myself in terms of my dedication and passion for health data”, she says. “Most importantly, I have learned that I am more than capable of excelling in this field. For a long time, I always thought that I was not good enough to be working in this sector—I realise now that this is far from the truth.” The Shuri Network is also having a positive impact on women from ethnic minorities interested in digital health, growing from a team of nine before the pandemic to more than 2200 members across the country. “There's a lot of interest in digital careers amongst women who previously never thought it possible. We have awarded bursaries to about 50 women. We've created digital fellowships with NHS England for nearly 60 nurses and midwives in the NHS to help them progress and to give them coaching and support. And we've created 70 online shadowing opportunities to create connections and to give people insights into digital careers because there are 1000s of digital job titles and that is quite baffling. We want to demystify what these job titles mean and our programmes have led to real change”, Chok says. She also highlights that the Shuri Network recorded ten podcasts to help women from ethnic minorities hear from digital leaders about what their jobs involve, the required training, and what steps should be taken towards similar careers. The Shuri Network's success has been acknowledged with four national awards of recognition in the past 3 years, including the HSJ NHS Race Equality Award in 2021. Another UK initiative is focusing on racial health inequalities. The UK NHS Race and Health Observatory was formally established in April 2021, to identify and tackle ethnic inequalities in health and care through research and policy recommendations. One of the workstreams is “Innovating for all”, which focuses on ensuring that technologies and data collection systems are designed to help reduce ethnic health inequalities. The views of patients, clinicians, community groups, and academics helped to decide the focus of this workstream. “There was concern about rapid adoption of new digital health technologies, which might actually worsen ethnic and racial inequalities”, Owen Chinembiri, Senior Implementation Lead responsible for the digital workstream, recalls about the discussions. “People were really worried about developments such as AI” and “how AI decision-making accounts for ethnicity”, he explains. The aims of the “Innovating for all” workstream are to identify areas in which digital innovations can negatively affect ethnic minorities, come up with mitigations, and work out how to use digital innovation to actively reduce inequalities. Progress so far includes a paper with the Nuffield Trust on improving ethnicity coding in NHS datasets, a study on the usage of NHS apps by race and ethnicity, and research on the use of equality impact assessments in the health service. A major project currently is the development of an interactive digital platform on ethnic health inequalities, scheduled to be rolled out in 2023, that will feature disaggregated data and examples of good practice at tackling inequalities across key priorities, such as maternity services. In just a few years, the NHS Race and Health Observatory made progress towards tackling racial and ethnic health disparities; whereas the Shuri Network and HDR UK Black Internship Programme are boosting opportunities for workforce diversity in digital health and health data science. Long-term work is needed to achieve and sustain progress in these areas. Engaging patients from racial minorities and independent assessments of the impact of these digital endeavours are key. But for health organisations looking for role models to address racial inequalities this Black History Month and beyond, these digital initiatives could be a good place to start." @default.
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• W4306649315 title "UK digital health initiatives tackle racial inequality" @default.
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