Stay & Thrive: Mid Yorkshire Teaching NHS Trust

Overview

In November 2021, the Mid Yorkshire Teaching NHS Trust (MYTT) launched the “Mid Yorkshire Stay & Thrive” (MYS&T) Community of Practice to address the challenges faced by internationally educated nurses (IENs) in navigating the NHS and progressing their careers. Our staff surveys and data indicated that we were not retaining international recruits effectively, and our patients expressed concerns over the continuity and quality of care. The MYS&T model aimed to create an environment where IENs could settle, develop, and achieve their personal goals. This initiative arose from the need to improve our support for international recruits, ensuring their well-being and professional growth, thereby enhancing patient care and reducing recruitment costs.

Objectives

The primary objectives of the Stay & Thrive initiative were:

• To multi-skill and up-skill our MYS&T team to support the unique needs of IENs.
• To create a supportive environment that fosters the personal and professional growth of IENs.
• To improve the retention rate of IENs by creating a sense of belonging and community.
• To ensure IENs are equipped with the necessary tools and support to achieve their career and personal goals within the NHS.

Approach

We began with listening events involving IENs and their colleagues. Key actions included:

• Pre-Arrival Support: Information packs and relocation assistance.
• Welcoming Initiatives: Welcome packs and events.
• Ongoing Support: OSCE support and buddy systems.
• Development Programs: Clinical orientation and CPD sessions.
• Career Support: Job application assistance and interview preparation.
• Community Building: Social support networks through diaspora groups and cultural events.
• Regular meetings, forums and collaborations ensured progress and shared best practices

Results

Our staff retention rate improved dramatically, with 95.7% retention among the 366 IENs recruited in the first three years, compared to an 80% attrition rate over five years two decades ago. Staff feedback highlighted increased job satisfaction and a stronger sense of belonging. We saw a marked improvement in patient care quality, attributed to better staffed and more experienced teams. The initiative also led to financial savings by reducing recruitment costs

Lessons Learnt

Throughout the Stay & Thrive journey, we learned the importance of continuous listening and adaptation. Initial plans evolved as we gained deeper insights into the specific needs of our international recruits. Flexibility in approach and the willingness to incorporate feedback were crucial to our success. Building strong support networks and offering comprehensive pre-arrival and ongoing support proved vital in helping IENs settle and thrive.

Recommendations

Listening to IENs and getting lived-in experience IEN involvement early ensured that the people affected were part of shaping the initiative and kept the IENs engaged. Having a diverse and collaborative approach ensured we could tap into the strengths of team members in various expertise. Do not underestimate the huge impact of the small basic human needs on people’s ability to then cope with a major transition.

Contact Information

Nchima Chulu Mwaba: Pastoral, Career and Cultural Lead for IENs, Professional Development and Education Unit. E-mail: nchima.mwaba@nhs.net

“Even though I’m still pressurised, I feel settled and know that someone somewhere thinks and cares about me. Thank you Nchima, thank you Mid Yorkshire Hospital.”

“I just wanted to extend my heartfelt thanks for your invaluable support. Your thorough guidance and expertise have been incredibly beneficial to me. I truly appreciate your dedication to helping me succeed in my care.”