Article Text

Download PDFPDF

P-75 Co-designing an anti-discrimination training programme for palliative and end of life care professionals
  1. Emily Penlington,
  2. Glyn Thomas and
  3. Karon Ornadel
  1. Marie Curie, Hampstead, UK


Background In January 2021, a social worker reported she had experienced religious discrimination from a family member of a patient. A further two recent cases of discrimination against staff had not been recorded or discussed at the weekly incidents meeting. It led to a conversation about how much staff were experiencing discrimination across the London Place without our knowledge. The hospice multidisciplinary team mobilised an anti-discrimination working group to drive change and increase staff support and safety. The working group co-designed a training programme incorporating real life scenarios and actors, to maximise session impact and learning.


  1. To increase London Place staff’s confidence to 80% in challenging discrimination in the workplace by May 2022.

  2. To increase London Place staff’s confidence to 80% in reporting discrimination in the workplace by May 2022.

Methods Utilising quality improvement methodology (Institute for Healthcare Improvement, 1991), the working group designed a survey which gathered baseline data and input from varying London Place staff grades. Responses helped to shape the training programme. A pilot session informed the working group of required adjustments following participant feedback. Seven training sessions were delivered in all via a mixture of face to face and online formats. Pre- and post- surveys were collected from participants to capture time series, quantitative, and qualitative data regarding staff confidence. Thematic and quantitative data analysis performed.

Results Aims of the project are on and exceeding target, overall staff confidence in reporting discrimination has risen to 83% and staff confidence in challenging discriminatory behaviour has risen to 80%. Process measure: number of discrimination incidents reported during training period. Outcome measures: pre- and post- training survey responses.

Conclusion Due to the success of the project, the organisation is adopting the locally developed anti-discrimination training as their standardised national training programme for anti-discrimination. Supporting their goal of becoming an ‘anti-racist’ organisation.

Statistics from

Request Permissions

If you wish to reuse any or all of this article please use the link below which will take you to the Copyright Clearance Center’s RightsLink service. You will be able to get a quick price and instant permission to reuse the content in many different ways.