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Course Rationale

Why This Learning–Evidence–Governance System Exists

Racial disparities in mental health care remain a persistent challenge within the NHS. Evidence consistently demonstrates that Black, Asian, and Minority Ethnic patients experience higher rates of compulsory detention, restraint, and seclusion, while reporting lower satisfaction with care and poorer therapeutic outcomes. The Patient and Carer Race Equality Framework (PCREF) mandates action to address these inequities.

This learning–evidence–governance system moves beyond compliance-based approaches to create lasting cultural transformation. Rooted in the Phoenix Cultural Liberation methodology co-designed and developed by Edward K. Neequaye MSc and Dr. Jacqui Dyer MBE at Oxytocin-Learning Ltd, this system equips healthcare leaders, managers, and practitioners with the reflective capacity, practical tools, and collective commitment needed to create genuinely anti-racist healthcare environments where all patients can heal with dignity.

Evidence Base

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PCREF Data: Black patients are 4x more likely to be detained under the Mental Health Act and 10x more likely to receive Community Treatment Orders than white patients.
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Research Foundation: Built on race equity frameworks, trauma-informed care principles, Ubuntu philosophy, and liberation psychology.
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NHS Long Term Plan: Directly supports workforce race equality objectives and addresses priorities identified in the NHS People Plan.
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Community Voice: Developed in partnership with communities affected by racial inequities in healthcare, centering lived experience as expertise.
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System Aims

The Phoenix Rising system aims to transform healthcare leadership practice through deep personal reflection, practical skill development, and collective commitment to racial equity.

1
Develop Critical Consciousness
Enable participants to recognise how systemic racism operates within healthcare systems and within their own practice, moving from unconscious complicity to conscious action.
2
Build Reflective Capacity
Equip leaders with practical frameworks (CREP-D²™, Phoenix Pause) for ongoing self-reflection and culturally responsive decision-making in real-time clinical situations.
3
Transform Leadership Practice
Develop specific competencies for creating psychologically safe, culturally affirming ward environments that improve outcomes for racialised patients and communities.
4
Foster Collective Liberation
Build networks of committed practitioners who sustain anti-racist practice beyond individual learning experiences, creating lasting cultural change within organisations.
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Learning Objectives

Upon successful completion of this system, participants will be able to demonstrate competency across four domains: Knowledge, Reflection, Practice, and Leadership.

Code
Learning Outcome
Bloom's Level
K1
Explain how systemic racism manifests in mental health care settings, including disparities in detention, restraint, and treatment outcomes.
Comprehension
K2
Describe the key components and evidence base of the Patient and Carer Race Equality Framework (PCREF).
Knowledge
K3
Identify how inherited cultural scripts and unconscious patterns influence clinical decision-making and team dynamics.
Analysis
K4
Articulate the relationship between dignity preservation, cultural safety, and clinical outcomes.
Comprehension
K5
Explain Ubuntu philosophy and its application to healthcare leadership and collective healing.
Comprehension
K6
Describe how power dynamics operate within clinical teams and how they impact patient care.
Analysis
R1
Apply the CREP-D² framework to analyse personal responses to clinical scenarios involving racial dynamics.
Application
R2
Critically examine personal inherited scripts about race, culture, and clinical practice.
Analysis
R3
Evaluate emotional responses to racial discomfort as data for growth rather than threats to be avoided.
Evaluation
R4
Recognise and interrupt patterns of defensive responding when racism is named or challenged.
Application
R5
Synthesise multiple perspectives (patient, family, community, staff) to inform equitable care decisions.
Synthesis
R6
Demonstrate ongoing commitment to personal transformation through documented reflective practice.
Evaluation
P1
Implement the Phoenix Pause technique in real-time clinical situations to interrupt automatic responses.
Application
P2
Apply dignity preservation practices consistently across all patient interactions.
Application
P3
Integrate cultural practices and community wisdom into care planning and therapeutic interventions.
Synthesis
P4
Rewrite institutional scripts and language that perpetuate harm towards more dignity-centred alternatives.
Synthesis
P5
Facilitate difficult conversations about race with colleagues in ways that create learning rather than defensiveness.
Application
P6
Design and implement at least one specific practice change to address racial inequity within their clinical area.
Synthesis
L1
Model anti-racist leadership behaviours that create psychological safety for staff and patients to name racial harm.
Application
L2
Redistribute power within team structures to amplify voices of those most affected by inequity.
Application
L3
Build coalitions with colleagues, patients, and community members to sustain collective liberation work.
Synthesis
L4
Evaluate and challenge organisational policies and processes that perpetuate racial inequity.
Evaluation
L5
Develop and commit to a personal Liberators' Covenant outlining ongoing anti-racist practice commitments.
Synthesis
L6
Mentor and support colleagues in developing their own anti-racist practice, scaling liberation beyond individual transformation.
Evaluation
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System Structure

The system consists of 8 sequential modules, each building on previous learning. Total estimated learning time: 16 hours (including reflection and practice activities).

1
The Phoenix Awakening 2 hours
Outcomes: K1, K2, R1, P1 — Introduction to systemic racism in healthcare, Phoenix Pause technique, CREP-D² framework foundation.
2
Inherited Scripts of Oppression 2 hours
Outcomes: K3, R2, R4, P4 — Script archaeology, recognising inherited patterns, rewriting harmful narratives.
3
Courage to Feel 2 hours
Outcomes: R3, R4, P5 — Emotional intelligence in racial dynamics, discomfort as data, honouring feelings.
4
Power, Secrets, Speaking Truth 2 hours
Outcomes: K6, L1, L2, P5 — Power dynamics, psychological safety, redistributing voice and influence.
5
Rewriting the Rules 2 hours
Outcomes: R5, P4, P6, L4 — System mapping, role reversal, policy challenge, CREP-D² mastery.
6
Community as Medicine 2 hours
Outcomes: K4, K5, P2, P3 — Ubuntu philosophy, dignity preservation, cultural integration in care.
7
Liberation as Collective Practice 2 hours
Outcomes: L3, L6, P6 — Movement building, coalition formation, scaling liberation beyond individual change.
8
The Liberators' Covenant 2 hours
Outcomes: R6, L5, L6 — Covenant ceremony, personal vows, ongoing commitment documentation.
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Assessment Strategy

Competency is assessed through multiple methods to ensure both knowledge acquisition and practical application. All assessments are criterion-referenced against the stated learning outcomes.

📊 Pre-System Assessment

  • Baseline self-assessment across 4 competency domains
  • 11 questions mapping to programme outcomes
  • Establishes starting point for growth measurement
  • Results stored for comparison with post-assessment

📝 Formative Reflection

  • Written reflections at the end of each module
  • CREP-D² framework application exercises
  • Personal commitment statements and action plans
  • Practice scenario responses demonstrating skill application

📈 Post-System Assessment

  • Repeated self-assessment using identical questions
  • Quantitative measurement of competency growth
  • Domain-specific scoring with visual progress display
  • Comparison against pre-programme baseline

📜 Liberators' Covenant

  • Personal vow document capturing ongoing commitments
  • Specific 48-hour action plan for immediate application
  • Release-Receive-Rise transformation documentation
  • Forms basis for ongoing reflective practice
NHS Evidence Framework

Five Evidence Categories

Phoenix Rising generates evidence across the five categories that NHS governance structures use to assess service quality and accountability:

Finance

Reducing cost of harm, litigation, and workforce turnover linked to racial inequity in care

Quality Improvement

Using disparity data as an operational signal for targeted service redesign and practice amendment

How NHS Organisations Are Applying Similar Principles
Nottinghamshire Healthcare NHS Foundation Trust

Long-term reciprocal learning partnerships, safe reflection space, optional check-ins, senior leader participation, and formal evaluation.

Coventry and Warwickshire Partnership NHS Trust

Structured model: intelligence gathering, analysis, problem definition, co-designed solutions, review, measurement, and assurance.

South London and Maudsley NHS Foundation Trust

Co-designed PCREF governance, developmental evaluation, annual reporting, ethnicity-filtered dashboards, and stronger accountability structures.

Safety

Detecting racialised harm in clinical decision-making, documentation, and intervention thresholds

Community Trust & Engagement

Rebuilding confidence between racialised communities and the services designed to serve them

Workforce Recruitment & Retention

Creating conditions where diverse staff are not only recruited but psychologically safe, supported, and retained

These categories are not aspirational. They are the operational domains through which Phoenix Rising evidence can be presented to boards, ICS leadership, and regulatory bodies.

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Target Audience

Who Is This System For?

This system is designed for healthcare leaders, managers, and practitioners in leadership roles who are responsible for creating safe, equitable care environments. While originally developed within mental health settings, the system serves healthcare leaders, managers, and practitioners settings, the content is applicable to leaders across healthcare disciplines.

Healthcare Leaders Clinical Leads Modern Matrons Service Managers Practice Development Nurses Clinical Nurse Specialists Consultant Psychiatrists Allied Health Professionals PCREF Implementation Leads EDI Practitioners

Click any role to learn more about it.

Prerequisites

There are no formal prerequisites for this system. However, participants will benefit most if they:

  • Hold or aspire to a leadership role within healthcare settings
  • Have regular contact with patients, families, and clinical teams
  • Are committed to engaging honestly with challenging material about race and power
  • Are willing to apply learning in their practice between sessions
  • Can commit to the full 16-hour system duration
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Professional Standards Alignment

This system aligns with professional standards and regulatory frameworks across multiple healthcare disciplines.

Nursing & Midwifery Council
1.11.42.14.28.58.620.3

The Code: Treat people as individuals, recognise diversity, take account of individual needs, act as an advocate.

General Medical Council
Domain 1Domain 3Domain 4

Good Medical Practice: Knowledge, skills, performance; Communication, partnership; Maintaining trust.

Health & Care Professions Council
12569

Standards of Proficiency: Practise safely and effectively within scope; Diversity and equality.

Care Quality Commission
SafeCaringResponsiveWell-led

Key lines of enquiry around person-centred care, dignity, equality, and leadership culture.

Patient Carer Race Equality Framework
All Domains

Direct alignment with PCREF requirements for workforce development and cultural safety.

NHS People Plan
EDIWRESCulture

Supports workforce race equality objectives and compassionate leadership development.

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CPD Credits & Certification

⏱️ Learning Hours

  • 16 CPD hours total learning time
  • 8 modules × 2 hours per module
  • Includes structured reflection activities
  • Self-directed learning between modules

📜 Certification

  • Certificate of Completion upon graduation
  • Includes competency scores across 4 domains
  • Personal growth metrics from pre/post assessment
  • Suitable for professional portfolio evidence

Ready to Begin Your Transformation?

Join the community of healthcare leaders committed to creating genuinely anti-racist care environments.

Begin the Journey