PURPOSE:
Key reports highlight the impact of organisational culture on safety, outcomes and experience in maternity services in the UK. The CGT programme was commissioned by NHS England and developed to address structural, systemic and interpersonal inequalities within maternity services in the NHS in England by promoting inclusive leadership and equitable career progression. 185 midwifery participants supported by 6 regions in England engaged in a bespoke reverse mentoring and sponsorship intervention. The thematic qualitative data analysis from the participant feedback and recurring themes and sentiments shared by participants will be explored.

DISCUSSION:
The findings underscore the positive impact of the programme on participants’ personal and professional development. The use of meaningful relationship building and development of behavioural tools to influence positive cultural change and the deconstruction of deeply held beliefs and mental models to create psychological safety. The feedback aligns with the programme’s objectives of addressing systemic inequalities and enhancing inclusive leadership within maternity and neonatal services in England

EVIDENCE WHERE RELEVANT:
Methodology Integrated thematic analysis was employed and the qualitative data were extracted from the participant feedback, which contained reflections about the overall value and impact of the relationship interventions. The data were coded and categorised into themes based on recurring patterns and sentiments. The process followed Braun and Clarke’s six-phase framework (2006). Findings The thematic analysis revealed several key themes: Support and empowerment Personal growth and confidence to lead Cultural understanding and inclusive leadership Safe and respectful communication Mentorship, allyship and commitment to psychological safety.

KEY MESSAGE:
These findings highlight the importance of such initiatives in driving cultural transformation and equity within maternity services. This programme model enables culture change to happen at both a personal level and can be replicated at scale to continue to address systemic inequalities and promoting inclusive leadership across the NHS. Poster session 3 (Group B)