An Evaluation of the Implementation of Co-produced Strategies for Inclusion of Newly Qualified Physiotherapists from Racially Minoritized Backgrounds in a Large, Urban NHS Trust, UK.

Evidence for inclusion strategies in the workplace is limited. In our previous research we identified challenges for newly qualified racially minoritized physiotherapy staff within a large UK urban NHS Trust. In this study we evaluated the impact of strategies co-created to facilitate their inclusion. A process and outcomes evaluation approach was used with our previous work to co-create and implement inclusion strategies. Mixed methods of data collection included a staff survey, workplace guidelines, proforma usage, and interviews with key protagonists which were informed by a theory of change. Six months after the project was implemented, we found that newly qualified staff responded more positively to statements about feeling included. There was little improvement in socializing or connecting on a personal level with colleagues, despite a greater variety and frequency of social events. Even though participants were unchanged in their perception of space for inclusive conversations, more agreed they were able to converse about race albeit with ambivalence about whether action would be taken. We noted a small increase in proportions of newly qualified staff feeling vulnerable and unable to bring their authentic self to work. This study implemented a proactive co-design approach for inclusion in physiotherapy with partial success. The findings at 6-months show some change in raising awareness, fostering dialogue and improving perceptions. However, a limitation of the process employed is that it may have surfaced deeper racial and intersectional tensions that require sustained and complex local and organizational action, which is an ongoing and iterative endeavor.