OUR LATEST NEWS
Congratulations to one of our members, Ruby Bhatti, who has dedicated her life to helping Home City and has been awarded an honorary doctorate by University of Bradford.
Ruby Bhatti OBE was given the accolade following decades of "unstinting" work in the city sitting on several boards and trusts alongside hours of pro bono legal work. The 50-year-old has 27 years of legal experience under her belt – 25 of which she has worked in a dizzying array of non-executive directorships in the housing, education, youth and health sectors.
Read more here:
November 5, 2020
The Seacole Group has been quoted by Doreen Lawrence in her latest review into COVID19
November 19, 2020
Yvonne Obuaya won the IoD London & South Director of the Year 2020 award in the category of Social Value and Sustainability Impact
I'm extremely honoured and grateful to have won the IoD London & South Director of the Year 2020 award in the category of Social Value and Sustainability Impact. This is a very important award considering the fierce competition. Also our success is not just measured by financial performance but the sustained health and wellbeing of people in our care. It was good to hear from Dame Esther Rantzen and thank you to the sponsors, judges, the IOD and my colleagues.
September 16, 2020
WEBINAR: RACE - A GLACIAL CONCEPT
The Seacole Group brought their knowledge and unique cultural intelligence to a seminar designed to help NHS boards govern effectively.
The group’s vision is that NHS boards reflect the ethnic diversity of the patients, staff and community they serve and their purpose is to strengthen black and minority ethnic (BAME) NED representation and voice on NHS boards up and down the country.
Sir Simon Stevens, CEO of the NHS, has pledged that 19% of staff will be BAME by 2025. So what can NHS boards do to be more effective?
If you have a person with BAME characteristics who’s a fully paid-up member of your board, their contribution must be valued equally – whether they’re talking about race or any other matter. Diversity is not the same as inclusion – the job’s not done just because you’ve recruited.
Engage with reflective board development in preparation for a diverse board and organisation.
Commit to a progressive plan that is sustainable over the long term and avoids quick fixes.
Set stretching targets with data-driven deep-dives and attention to hotspots at a national level.
Do not ask junior staff to hold senior managers to account – find better strategies.
Offer shadowing and career opportunities to expose BAME staff to nuanced senior level leadership.
The right people with the right experiences and skills need to be appointed in the right positions on boards – the inclusion of people from BAME backgrounds on boards needs to be successful and productive rather than tokenistic.
If your board doesn’t yet measure up in this area, the Seacole Group is there to help with input on plans and advice on recruitment.
Board members were encouraged to really understand the people that contribute to their boards and the impact they have on the organisation
September 12, 2020
The Power of White Allies hosted by Cherron Inko-Tariah (Vice Chair of the Seacole Group)
June 24, 2020
Networks: Walk into your P.O.W.E.R webinar
May 6, 2020
72% OF HEALTHCARE WORKER DEATHS COME FROM BAME BACKGROUNDS
Sky News has found that 72% of health and social care workers who have died after contracting coronavirus are from BAME backgrounds, despite making up only 21% of the workforce. Now 17 black, Asian and minority ethnic non–executive directors in the NHS have written to the Health Secretary offering to assist as an Independent Advisory Group to investigate why.
Apr 22, 2020