Annual conference
Annual conference
Our support workforce is a vital , valued , yet untapped resource
In an RCOT Insights session titled , ‘ Unregistered not unqualified : Valuing and developing our support workforce ’, delegates heard the strong message that our occupational therapy support workforce is a vital , valued , yet untapped resource .
The panel – who all have different experiences of working with or as part of our support workforce – comprised Hannah Spencer ( they / them ), Occupational Therapist , Olufunmilayo ( Olu ) Oludare , Occupational Therapy Apprentice , Professor Richard Griffin , Professor of Healthcare Management at King ’ s Business School , Luke Capon , People Participation and Engagement Lead , AHP Faculty , chaired by Nikki Daniels , RCOT Head of Communities and Connections . Our occupational therapy support workforce is a ‘ skilled , experienced , valued and vital part of our OT community ’, and essential to delivering safe , effective services , Nikki said at the outset of the session .
Hence , she stressed , why it was reinforced in the title of the session that , ‘ although support worker colleagues may not be registered , they most certainly are experienced , skilled and qualified for these important roles .’
RCOT has listened to the stories and experiences of members of our Support Worker Project Advisor Group , Nikki explained . ‘ We want to ensure that RCOT activity is inclusive of and accessible to our support workforce , and the support workers feel they belong as seen members of our professional body ,’ she said .
‘ And we want everyone to understand their role in achieving this vision , in valuing and developing colleagues in support roles ,’ she added .
The panel were asked to talk about their roles and experience , why they feel this conversation is important , what challenges those in support roles face , and ways to overcome these .
On why this conversation is vital , Luke kicked off by pointing out that ‘ for many years , the AHP support workforce has been overshadowed by healthcare support workers ’.
Olu added : ‘ Within the support workforce role , we have a pool of untapped resources … I believe that developing our support workforce will reduce the cost of recruitment . [ By ] upskilling and retraining them in the next five years , we could have a good return on investment .
‘ We have good support workers that have the knowledge , skills and behaviours to be able to help our patients , who are at the centre of our care .’
Professor Griffin wholeheartedly agreed , saying the phrase ‘ untapped is ‘ brilliant ’. He said : ‘ There ’ s a massive shortage of OTs and we know the consequences of that … [ and ] we ’ ve got this fantastic resource that ’ s already in the workplace [ that are ] so critical for patient care and helping registered staff in terms of the roles they do .’
He added that the support workforce is significant , both in terms of its size and the local labour market – potentially making it more diverse .
Hannah added to this saying , ‘ visibility and representation in all kinds of aspects is a vital cue to inclusion ’. They went on : ‘ So for me , having a support workforce focus at RCOT conference is visibility , is Hannah Spencer representation , is a cue towards inclusion and belonging .’
They added : ‘… people need to see and hear possibilities , to see and hear themselves and know that their skills , circumstances , who they are and what they bring , matters and are valued .’
Recognising that while there may be some support workers in the audience , the majority tuning in would be registered , Nikki Daniels Nikki asked the panel what they would say to them about how to value and develop this ‘ untapped potential ’.
Luke responded by saying , in terms of development opportunities and progression , ‘ one of the major gaps is options ’. He urged people to harness the motivation and commitment of their current staff , and to create ‘ an environment where development
Professor Richard Griffin opportunities become commonplace and common practice .’
Still on the topic of career progression , Olu said that results of a scoping exercise within her trust suggests support workers are classified into two groups ; those that are looking for career progression and those that don ’ t .
Olufunmilayo ( Olu ) Oludare
‘ What we are missing is getting it right at the point of recruitment , the organisation must be able to scope the support workforce to really know what is their why ,’ she exclaimed . Their ‘ why ’, she said , is our driving force that helps align it to the organisation ’ s values .
Professor Griffin went on to reflect on the lack of national policies for support worker development , that ’ s led to inconsistent job design , access to education and career progression opportunities .
‘ We can get this right now ,’ he urged . ‘ You ’ re absolutely right , it ’ s not all about everybody wanting to progress , it ’ s about being the best you can at whatever level you ’ re at . And having the opportunities to have a rewarding , satisfying job .’
If we get this right , he concluded , it ’ s a ‘ win-win ’ for everybody . He said : ‘ Australian research has suggested that 11 % -24% of all tasks that registered AHPs , including OTs , currently undertake ( clinical and non-clinical )... could be safely and effectively delegated to support workers ’.
July 2023 OTnews 21