Health Equity Action Plan 2026 to 2027

Objective

Embed anti-racist values and practice across the entire LMWS system.

Goals

1. 1. To uphold and promote principles of anti-racism by:
      • Challenging racism and racist incidents in LMWS.
      • Listening to and addressing experiences of racism and discrimination in the workplace and outside the workplace.
      • Prioritising training around anti-racism and cultural competency.
      • Critically assessing our knowledgebase and biases.
      • Promoting racial equality service-wide.
      • Reviewing anti-racist work to determine whether the desired impact is being achieved.
   2. Create system-wide alignment on anti-racism efforts, ensuring consistency for staff and service users.
   3. Ensure Cultural Competence training is offered to all LMWS staff.
   4. Enable and create safe spaces for staff to discuss anti-racist practice and lived experience of racism.

Objective

Ensure equitable access to services for all communities.

Goals

1. 1. Ensure outreach and engagement work is a service-wide responsibility.
   2. Expand culturally adapted therapy offerings to meet the cultural needs of our diverse population, with a specific focus on our target under-represented groups.
   3. Ensure decision-making is informed by data.
   4. Continue to monitor GP registrations data (17+) to ensure we are working actively to include those less likely to refer into LMWS. Key demographics identified: Pakistani, Black African, Black Caribbean, Eastern European, Chinese communities, men, over 65s.
   5. Increase staff confidence and ability to work with interpreters to improve accessibility of the LMWS service.
   6. Improve accessibility and effectiveness of LMWS for asylum seekers and refugees.
   7. Continue commitment to upskilling and training for LMWS staff, with a particular focus on protected characteristics.

Objective

Diversify the workforce, ensure equitable career progression, and protect staff wellbeing.

Goals

1. Promote staff networks to ensure there are safe spaces for staff members to seek peer support.
2. Review and refresh all LMWS champion groups to ensure clarity of purpose, active leadership, and full membership, while increasing staff awareness and engagement with their work.
3. Continue to produce reports based on workforce data.

Goals

1. Build relationships with other public and third sector organisations to improve awareness, collaboration, and efficiency, particularly those working directly with under-represented communities.
2. Strengthen relationships with other Health Equity professionals such as the Inclusion Team at LYPFT and health equity lead in LCH to share learning and resources.

Objective

Embed co-production in decision-making, design and delivery of services.

Goals

1. Increase involvement of the Co-production Network in projects and decision-making across the service.
2. Increase Co-production membership with a focus on making the network as representative as possible.