Inclusive Environments: Designing a Framework for Environmental Justice (Final Report)

This research builds on the report and recommendations of the Cheshire and Warrington Sustainable and Inclusive Growth Commission (SIGC) (2022) (Sustainable and Inclusive Growth Commission, 2022). It seeks to develop an inter-disciplinary Environmental Justice Framework (the Framework) for use by public and private sector decision makers. This aims to ensure inclusivity and environmental justice is mainstreamed throughout the development, implementation, and monitoring of environmental sustainability (ES) policy and actions introduced across the subregion of Cheshire and Warrington. This Framework will seek to reduce inequalities in ES development and implementation and ensure that ES measures are built on inclusive foundations of environmental justice to ensure equity, efficacy, and impact. This research builds upon existing strengths and sub-regional work and addresses identified challenges. It brings together partners from industry, local government, community and voluntary sector, academia, and communities (particularly, marginalised voices)

Inclusive Environments: Environmental Justice Framework

Over the last few decades, there has been an increasing focus on ensuring that organisations (both public and private) seek to ensure that decision making around environmental challenges and sustainability is carried out in accordance with an ‘environmental justice’ approach. Based on research carried out over an 18 month period this document provides a suggested Environmental Justice Framework for environmental sustainability decision making by public and private bodies underpinned by principles of co-production

“Raising the curtain on the equality theatre”: A study of recruitment to first healthcare job post-qualification in the UK National Health Service

Background UK equality law and National Health Service (NHS) policy requires racial equality in job appointments and career opportunities. However, recent national workforce race equality standard (WRES) data show that nearly all NHS organisations in the UK are failing to appoint ethnically diverse candidates with equivalent training and qualifications as their white counterparts. This is problematic because workforce diversity is associated with improved patient outcomes and other benefits for staff and organisations. Aim To better understand the reasons behind underrepresentation of ethnically diverse candidates in first NHS healthcare jobs post-qualification and to identify any structural or systemic barriers to employment for such groups. Methods The study was informed by critical theory and the authors’ interdisciplinary perspectives as educators and researchers in the healthcare professions. Data collected from semi-structured face-to-face interviews with 12 nurse and physiotherapy recruiting managers from two NHS trusts in London were analysed using a healthcare workforce equity and diversity conceptual lens we developed from the literature. Using this lens, we devised questions to examine six dimensions of equity and diversity in the interview data from recruiting managers. Results Recruiting managers said they valued the benefits of an ethnically diverse workforce for patients and their unit/organisation. However, their adherence to organisational policies for recruitment and selection, which emphasise objectivity and standardisation, acted as constraints to recognising ethnicity as an important issue in recruitment and workforce diversity. Some recruiting managers sense that there are barriers for ethnically diverse candidates but lacked information about workforce diversity, systems for monitoring recruitment, or ways to engage with staff or candidates to talk about these issues. Without this information there was no apparent problem or reason to try alternative approaches. Conclusion These accounts from 12 recruiting managers give a ‘backstage’ view into the reasons behind ethnic inequalities in recruitment to first healthcare job in the UK NHS. Adherence to recruitment and selection policies, which aim to support equality through standardisation and anonymisation, appear to be limiting workforce diversity and creating barriers for ethnically diverse candidates to attain the jobs that they are trained and qualified for. The Healthcare Workforce Equity + Diversity Lens we have developed can help to ‘raise the curtain on the equality theatre’ and inform more inclusive approaches to recruitment such as contextualised recruitment or effective allyship between employers and universities

Mass transfer in eccentric binaries: the new Oil-on-Water SPH technique

To measure the onset of mass transfer in eccentric binaries we have developed a two-phase SPH technique. Mass transfer is important in the evolution of close binaries, and a key issue is to determine the separation at which mass transfer begins. The circular case is well understood and can be treated through the use of the Roche formalism. To treat the eccentric case we use a newly-developed two phase system. The body of the donor star is made up from high-mass "water" particles, whilst the atmosphere is modelled with low-mass "oil" particles. Both sets of particles take part fully in SPH interactions. To test the technique we model circular mass-transfer binaries containing a 0.6 Msun donor star and a 1 Msun white dwarf; such binaries are thought to form cataclysmic variable (CV) systems. We find that we can reproduce a reasonable CV mass-transfer rate, and that our extended atmosphere gives a separation that is too large by aproximately 16%, although its pressure scale height is considerably exaggerated. We use the technique to measure the semi-major axis required for the onset of mass transfer in binaries with a mass ratio of q=0.6 and a range of eccentricities. Comparing to the value obtained by considering the instantaneous Roche lobe at pericentre we find that the radius of the star required for mass transfer to begin decreases systematically with increasing eccentricity.Comment: 9 pages, 8 figures, accepted by MNRA