Understanding the Oliver McGowan Report: What NHS Training Managers Need to Know

Why this matters:
In 2016, Oliver McGowan, an 18-year-old with autism, a mild learning disability, and epilepsy, was admitted to hospital with a seizure. Despite his family’s clear warnings, he was given antipsychotic medication that he had previously reacted badly to. Oliver deteriorated rapidly and died. His death was preventable.

Oliver’s story shone a devastating light on a healthcare system where people with learning disabilities and autism are too often misunderstood, misdiagnosed, and mistreated. In response, The Oliver McGowan Mandatory Training in Learning Disability and Autism was created to ensure that staff across health and care services are better equipped to meet the needs of people like Oliver.

This training is now mandatory by law in England, enshrined in the Health and Care Act 2022. As a Training Manager in the NHS, you play a vital role in embedding this not just into your workforce development strategy—but into the very culture of your organisation.

 

Key Messages of the Oliver McGowan Report

• Lack of understanding = risk of harm. Oliver’s death revealed how inadequate training can lead to fatal outcomes.
• Training must be meaningful. Generic or tokenistic e-learning won’t do. Staff need practical, real-world, role-specific learning.
• Lived experience matters. The voices of people with learning disabilities and autism, and their families, must shape our understanding.
• Organisational culture must evolve. This is more than a box to tick. A cultural transformation is needed to ensure inclusion, safety, and person-centred care.

 

10-Step Guide for NHS Training Managers: What You Need to Do Now

1. Understand the Legal Requirement

The Oliver McGowan training is legally mandated. Any NHS staff member interacting with people with learning disabilities or autism must complete it.

2. Know the Two Tiers

• Tier 1: For staff who require general awareness
• Tier 2: For staff who provide direct care or support

Use the Core Capabilities Framework to identify who needs what.

3. Identify Priority Staff Groups

Start with teams most likely to engage with individuals with learning disabilities and autism (e.g. mental health, A&E, CAMHS, community care, front-line reception).

4. Plan for Rollout

Embed the training into inductions, refresher cycles, and CPD. Use workforce data to prioritise, monitor, and report progress.

5. Choose an Approved Provider

Only use providers accredited by Health Education England, Skills for Care, or aligned with the Oliver McGowan Standardised Training Framework.

6. Involve Lived Experience

Training must be co-delivered by people with lived experience of learning disabilities and autism. Ensure this is part of your chosen programme.

7. Audit Current Training Provision

Evaluate your current offer. Is it aligned? Is it up to date? Replace or update materials that don’t meet the new standards.

8. Upskill Managers and Team Leads

Managers must model inclusive behaviour and understand the cultural change required. Offer briefings to help them lead with confidence.

9. Monitor Completion and Behavioural Change

Track not only uptake, but real-world impact. Are staff communicating differently? Are care experiences improving?

10. Embed Inclusive Culture

True change comes from cultural transformation. Align this work with your wider goals—equality, safeguarding, patient safety, and service quality.

 

Final Thought: It’s About More Than Compliance — It’s About Culture and Lives

Implementing the Oliver McGowan training is not a compliance task—it’s a cultural shift. One that demands attention, empathy, and commitment at every level.

According to LeDeR data from 2022:

• Males with a learning disability die 19 years younger than males in the general population.
• Females die 23 years younger.
• 42% of deaths of people with a learning disability were rated as avoidable, compared to 22% for the general population.
• Autistic adults, on average, die 16 years earlier than non-autistic adults.

These are not just statistics—they’re a call to action. As a training leader, you are in a unique position to drive this change and ensure your organisation not only meets its legal obligations but champions a more inclusive, respectful, and safe culture for all.