CAHPR aims to build an inclusive and diverse research community for all Allied Health Professionals (AHPs). This includes equitable access to research opportunities to allow each individual research active AHP to excel. Stakeholder membership numbers by professional body are shown in this diagram, demonstrating a need to engage with smaller AHP professions to increase the impact of CAHPR in supporting research for all AHPs.

A survey of CAHPR leadership (CAHPR conference March 2023) showed significant areas to develop in terms of inclusivity and diversity, both of profession and protected characteristics:

• 82% female
• 69% 40–59
• 86% white
• 9% identified as disabled

The membership numbers show that a third of the allied health professionals that make up CAHPR are physiotherapists.

Overall, CAHPR leadership is represented by white, middle-aged females, with a disproportionately large proportion of the leadership being physiotherapists, and based in England. Moving forward CAHPR need to explore ways of developing a truly diverse leadership team and membership base. This includes improving representation from Scotland, Wales, and Northern Ireland, younger AHPs, diversity of race, ethnicity and religion and those with disabilities.

CAHPR needs to ensure it is meeting its legal equality requirements as outlined by the Equality Act (2010). This in turn will improve the quality and relevance of AHP research. Like most research focused organisations and funders CAHPR is on a difficult and challenging path ‘to leave no one behind’.

 

 

As an organisation, CAHPR has a fundamental role in promoting research within all allied health professions and for people from every background. Anita Atwal and Meera Sharma from London South Bank University (LSBU) led an Equality, Diversity and Inclusion (EDI) project called FAIResearch to understand what CAHPR needs to do to fulfil this role. This work was funded by Health Education England (HEE) to consider EDI as it applied to AHP researchers, clinicians, and funders. The project focused on race, with the caveat that EDI for AHPs requires investigation across each protected characteristic in future.

Key findings from 

(This is an executive summary by Dawn Carnes of the FAIResearch project carried out by Atwal and Sharma, 2023)

• CAHPR and its stakeholders need to address inequalities through targeted interventions.
• CAHPR needs to move the EDI conversation from planning to action – with clear milestones.
• CAHPR needs to see itself as an Ally and recognise that ‘playing it safe’ is not an option if it is truly committed to the principles of social justice.

The FAIResearch project team, looked beyond CAHPR and listened to unheard voices from those not engaged with CAHPR. The project team adopted an intersectionality approach, applying a decolonization lens to make recommendations based on the findings especially from conversation cafés with AHP researchers.

The FAIResearch report called for a three-phased approach to move AHP research towards inclusivity with the eventual goal of a decolonised community:

1. Inclusion
2. Renovation
3. Decolonisation

Initial recommendations focused on inclusion and are as follows:

 

Report Recommendations

1. CAHPR community should sponsor AHPs from underrepresented groups throughout their research career and encourage engagement of AHPs from all backgrounds to take up positions of leadership.
2. Research outcomes are dependent on collaboration and sponsorship. This is a critical component of allyship and will require ongoing training.
3. CAHPR should use current evidence that is emerging to redesign systems that are currently in place and or available such as mentorship.
4. A national conversation on whether a research audit would and could identify trusts who are not supporting AHPs.
5. Formation of CAHPR Caucus groups that will be a safe space for AHPs with protected characteristics,
6. Run a campaign focusing on myth busting about CAHPR (it aims to represent all AHPs, not just one profession)
7. There needs to be greater awareness and understanding of allyship in practice and not just as a theoretical model.
8. Positive action such as specific targeting of under-represented groups could make a real difference to improving capacity and capability of research opportunities, including the need for equitable roles beyond the project leads.
9. CAHPR cultural audit to measure and collect data from CAPHR hubs which will lead to the formulation of diversity and inclusion action plans.
10. The creation of an Athena Swan type charter for CAHPR.The Athena Swan charter uses a targeted self-assessment framework to support applicants, departments or institutions identify areas for positive action as well as recognise and share good practice.

Project team: Anita Atwal and Meera Sharma (May 2023). London South Bank University (LSBU). Executive summary by Dawn Carnes.