Designing human resource management practices to improve the wellbeing of healthcare workers from BAME backgrounds in the context of COVID-19.

COVID-19对黑人、亚裔和少数民族（BAME）背景的医护人员造成了不成比例的影响。由于NHS依赖多元化的劳动力，因此减轻疫情对BAME员工福祉的影响至关重要，从而减轻对服务提供和劳动力规划的长期影响。一个目前的障碍，以实现这一成功是一个缺乏了解的医疗机构之间如何设计文化上适当的和包容性的人力资源管理（HRM）的做法，确保BAME员工感到重视和supported.This 18个月长的研究建议，以解决这一挑战，通过协调调查，后续访谈，并与三个NHS组织的合作伙伴关系的一系列研讨会。伙伴组织将提供与其BAME/多样性网络的联系，并促进直接或通过职业介绍所招聘BAME工作人员，对各级BAME工作人员的调查将调查工作人员对组织支持的看法，估计其对福祉的影响，并确定需要的领域。对BAME员工进行有针对性的访谈，将提供关于COVID-19对BAME人才管道的关键经验和影响的独特见解。最后，一系列的研讨会将参与NHS管理人员，BAME网络，并在共同制作人力资源管理的做法，目标BAME工作人员的福祉，进步和保留工会。该项目将导致制定一套人力资源管理实践和政策建议，以改变对BAME员工的组织支持。组织利益相关者和研究团队还将共同制作培训框架和教育资源，以提高对BAME观点和以福祉为导向的人力资源管理实践的认识。这些将通过伙伴组织进行试点，并纳入最终交付成果。

COVID-19 has disproportionately affected healthcare staff from black, Asian, and minority ethnic (BAME) backgrounds. As the NHS is reliant on a diverse workforce, it is crucial to mitigate the impact of the pandemic on the wellbeing of BAME staff and thereby alleviate longer-term effects on service delivery and workforce planning. A current obstacle to achieving this successfully is a lack of understanding among healthcare organisations of how to design culturally appropriate and inclusive human resource management (HRM) practices that ensure BAME employees feel valued and supported.This 18 - month long study proposes to address this challenge by coordinating a survey, follow-up interviews, and a series of workshops in partnership with three NHS organisations. The partner organisations will provide links with their BAME/diversity networks and facilitate the recruitment of BAME staff employed directly and via employment agencies.Surveys of BAME staff at all levels will investigate staff perceptions of organisational support, estimate their effects on wellbeing and identify areas of need. Targeted interviews with BAME staff will provide unique insights into critical experiences and impacts of COVID-19 on the BAME talent pipeline. Finally, a series of workshops will engage NHS managers, BAME networks, and trade unions in co-producing HRM practices that target BAME staff wellbeing, progression, and retention. The project will lead to the development of a set of HRM practices and policy recommendations to transform organisational support for BAME employees. Organisational stakeholders and the research team will also co-produce a training framework and educational resources to raise awareness of BAME perspectives and wellbeing-oriented HRM practices. These will be piloted through the partner organisations and integrated into final deliverables.