Richard Griffin MBE is Visiting Senior Research Fellow, King’s Business School. (869 words)
Back in 2010 I produced a paper for the Department of Health with the snappy title of Widening Participation Into Pre-registration Nursing Degree Programmes. Nursing was becoming an all degree profession and there was a concern at the time that this might narrow the pool of future recruits as vocational routes were closed. The document mapped pathways up to and into pre-registration degrees for existing support staff, including via the then current version of apprenticeships. It also set out the wider benefits of a “Grow Your Own” (GYO) approach to workforce development and recruitment. These included, not only securing future labour supply, but also helping ensure that the NHS workforce better reflected its local population, supporting diversity and reducing turnover.
Fast forward a decade and I’m having a conversation with an NHS Trust who had hoped to recruit from their existing support staff on to a degree apprenticeship. There is no shortage of candidates, but it appears the step up from support role to a pre-registration degree is too large for staff and the Trust is unable to recruit. The 2010 paper, which I repeated for Camilla Cavendish’s review three years later, made the point that GYO needs to be “end-to-end”, starting even before employment begins and delivering investment in the formal education of support staff at every level, creating clear pathways to mobilise what we called back then, the NHS “skills escalator”. GYO seeks to create progression steps creating horizontal and verticals career routes, avoiding the “gap” problem experienced by the Trust I was talking to. Continue reading
Ian Kessler, Stephen Bach, Richard Griffin and Damian Grimshaw introduce their new paper, Fair care work. A post Covid-19 agenda for integrated employment relations in health and social care, published yesterday by King’s Business School. Lead author, Professor Kessler, is Deputy Director of the NIHR Policy Research Unit in Health and Social Care Workforce. (908 words)
The courage and sacrifice of the health and social care workforce have emblazoned themselves on the national consciousness as the challenge of COVID-19 continues. While classified as ‘key workers’, along with other occupations essential to the community in times of crisis, the distinctive contribution of frontline care workers, reflected in their direct and relentless engagement with the virus, has until recently been reflected in the Thursday night applause reserved for them. This public applause sits uneasily, however, with the treatment of over two million health and social care employees, mostly women, often from black and minority ethnic backgrounds, typically in undervalued, relatively low paid and insecure employment. In a new paper, we seek to kick start a policy debate on the development of fair care work, to stimulate discussion on a refreshed employment relations (ER) agenda which acknowledges and reflects the worth of care workers to our individual and communal well-being. Continue reading
Caroline Green, who is NIHR ARC South London Post-Doctoral Fellow, reflects on the lives of prominent women figures in the health and social care context in South London. (838 words)
International Women’s Day is an annual celebration of the achievements of women and a day to put special emphasis on raising awareness of gender bias and taking action for gender equality. Women contribute significantly to England’s health and adult social care. The adult social care workforce is dominated by women, with 83% of the workforce being female. In 2017, 77% of NHS health workers were women. However, beyond “holding up” England’s health and social care system, women have revolutionized it at many points in time. This blog post looks back at some significant female figures in South London, who have shaped health and social care either directly or indirectly. This list is of course not exhaustive. Countless women with a diversity of backgrounds are driving today’s health and social care provision in South London and have done so for many years. Yet, the stories of the women below offer an indication of the rich female history of health and social care in this part of London:
Florence Nightingale (1820-1910)
Florence Nightingale is widely considered the founder of modern nursing and a social reformer of health and social care. She first gained prominence as a manager and trainer of nurses during the Crimean War, looking after wounded soldiers. In 1860, she established the nursing school at St Thomas’ Hospital in London, the first secular nursing school in the world, and now part of King’s College London. Many say that Nightingale here laid the foundation of professional nursing, with the International Nurses Day celebrated annually on her birthday. Nightingale’s social justice work extended to the abolition of prostitution laws, advocating for hunger relief in India and expanding acceptable forms of female participation in the workforce. Continue reading
Richard Griffin MBE,Visiting Senior Research Fellow, King’s Business School, today begins a series of guest posts on the healthcare workforce. He argues that, in the face of the widely acknowledged problem of shortages in this workforce, we should turn to current NHS support staff for part of the solution. (477 words)
Workforce is the biggest challenge facing the NHS. Not only is it short of 50,000 nurses, it also needs more podiatrists, midwives, radiographers and a host of other occupations. Total vacancies are approaching 110,000.
Whilst the government is committed to addressing this shortfall, a key question is – where will all those extra nurses, podiatrists, midwives and radiographers come from? Continue reading
Stephen Martineau was at a day conference last week focusing on a new national workforce plan and proposals to introduce AMHP service standards as well as changes to the AMHP competencies. (1,030 words)
Recent empirical research at this Unit on the Approved Mental Health Professional (AMHP) workforce has focused on why so few in the eligible health professions are taking up the role. AMHPs are responsible for organising and undertaking assessments under the Mental Health Act 1983 (MHA) and, where statutory criteria are met, authorising detention under the Act. Traditionally a social worker role (they were formerly known as Approved Social Workers), it has been open to occupational therapists, learning disability and mental health nurses, and psychologists since November 2008. But about a decade since these professionals were enabled to become AMHPs, they still only make up around 5% of the AMHP workforce. Continue reading
How can the new Nursing Associates help resolve some of the workforce recruitment and retention problems in health and social care? A new King’s College London-led study is finding out the answers to this question and it will also be seeking the views and experiences of patients and people using care services of these new staff. The study, funded by the National Institute for Health Research (NIHR) at the NIHR Policy Research Unit in Health and Social Care Workforce, will be the first to gather information, statistics and experiences of the new Nursing Associates in practice and from people supporting them. Continue reading
Jo Moriarty, Senior Research Fellow at the NIHR Health & Social Care Workforce Research Unit, King’s College London introduces the new hospital social work report, which she wrote with Dr Nicole Steils and Prof Jill Manthorpe. World Social Work Day is on 19 March 2019 #WSWD2019 is the official hashtag. (602 words)
The theme for next week’s World Social Work Day is ‘promoting the importance of human relationships.’ In preparation for this we are launching our report into hospital social work, which was funded by the National Institute for Health Research Policy Research Programme at the request of the Chief Social Worker for Adults, Lyn Romeo. Lyn has also kindly written the report’s foreword.
The origins of hospital social work lie in the decision made by the Royal Free Hospital in 1895 to appoint Mary Stewart as the first ‘lady almoner’. Her role was to interview people to decide who would be eligible for the free medical treatment that the hospital provided. Other hospitals soon followed this example and by 1948, the Institute of Almoners had over 1000 active members. Written in the style of the time, Flora Beck’s textbook for almoners noted that their two key tasks were:
… to determine whether social problems are likely to have a bearing on the patient’s illness. The second is to make the patient feel that here is a person with whom he could, if necessary, discuss his personal difficulties; someone to whom he need not mind admitting any trivial misunderstanding which had been bothering him, and to whom he could reveal serious and confidential problems without embarrassment.[2, cited in 3] Continue reading
Jess Harris is Research Fellow at the Social Care Workforce Research Unit, King’s College London. She led the Cameos of Care Homes project. (616 words)
Six ‘Vanguard’ areas across England have been developing approaches to enable care homes to better support the increasingly complex health needs of their residents. These six, focusing on ‘Enhanced Health in Care Homes’, were among 50 Vanguard pilot areas (2015 to 2018) tasked with developing models of care that can be sustained and replicated across England, helping the health and social care system tackle financial pressures and rising demands.
A recent National Audit Office (NAO) report has examined the Vanguards’ impact so far, in terms of value for money, and concluded: ‘there are early signs of a positive impact on emergency admissions’. However, at this early stage it cautions that ‘the longterm impact and sustainability of Vanguards is still not proven’. (page 47)
Staff members taking part in ‘Cameos of Care Homes’
Martin Stevens is Senior Research Fellow at the Social Care Workforce Research Unit at the Policy Institute at King’s. (1,593 words)
A new report from the Centre for Workforce Intelligence: Forecasting the Adult Social Care Workforce to 2035 was launched at an event on the 27 July. This report asks some key questions and offers some possible answers. What will social care look like in 2035? Who will be doing the work? How many people will be needed to keep care and support services going? Social care seems to like such forecasts, a previous report by Skills for Care in 2011 estimated that the number of jobs in the adult social care sector would need to grow from around 1.6 million in 2010, to 2.8 million in 2025 in order to meet projected demand for social care support. Only last year the Centre for Workforce Intelligence (2015) forecasted a 33 per cent growth in demand by 2030. Continue reading