大象传媒

Championing diversity in nursing leadership

Lucy Gillespie, National Professional Lead for Nursing at 大象传媒, discusses how we can push for more equitable nursing leadership.

Our data tells us that 48% of registered nurses working in adult social care are from Black, Asian or minoritised ethnic communities. But we also know that only 20% of people managing services are from Black, Asian or minoritised ethnic communities, according to our latest The state of the adult social care sector and workforce in England report, suggesting an ongoing imbalance in representation.

Reinforcing this picture of imbalance is my experience working in my role here at 大象传媒, where the representation of diversity in strategic leadership roles across the social care sector connecting on regional and national levels is sparse to say the least. Whilst we know this is an issue across the sector and indeed the system, I feel that the rich representation in nursing in the social care sector should be reflected across the partners working on and in our nursing networks and communities.

We know from research that diversity in the workforce generally means better outcomes for the team and for people drawing on care and support. If we have representation of diversity, the work and resources we produce will be more inclusive, more culturally informed and has better potential to add meaning and impact. Work that has under or no representation risks missing the mark and limiting its reach.

There is some great work happening in the sector to support those being recruited internationally, many of whom come with valuable experience and sometimes a nursing qualification. However, we also hear in the media about the mistreatment of these new recruits and abuse of power leading to people being treated unfairly. It is difficult to imagine a situation where individuals are invited to contribute to the UK’s social care sector, only to receive inadequate support as they adjust to a new life and different circumstances.

In my nursing work I’ve always experienced teams rich with diversity of culture, though less so of gender, with very few men in nursing roles. As I’ve progressed though my career diversity has lessened, a stark sign of the lack of equitable opportunities. I know the nurses I’ve worked with haven’t had the same opportunities or in lots of cases have given up trying to climb the ladder because of many experiences of rejection. Familiar phrases, perhaps too many: “you were so close, just not quite ready”; “they had a bit more experience”; “they will fit better in the role”.

So, what does change look like? Being an ally is one way to help. Speaking about the challenge and the opportunity to raise people’s awareness I hope will help people feel able to step forward and encourage more allyship across the sector to support more global majority nurses into senior roles.

Ensuring visibility, we should use imagery that reflects our diversity and championing those people who have made it into leadership roles. I have been often told “I need to see someone like me”. However, I’m mindful that championing and increasing that visibility does not place the burden for change solely on their shoulders.

I know from experience that recruiting internationally needs a multi-faceted approach with a strong pastoral programme of support led by people who understand the opportunities and challenges people face in coming to practice in health and care settings in the UK. This is why we’ve been working to develop a Nurse leadership programme for internationally educated registered nurses.

In February, we’re working with the Queens Nursing Institute (QNI) to deliver developing recommendations to support nurses from Black, Asian and minority ethnic communities into leadership roles in social care and in particular where they can influence strategically. If you’re interested in contributing to this, you can . Registrations close at midday, 6 February.

I look back and consider myself an ally, I have championed and supported my colleagues as they have me, but there is always more we can do to see change to encourage more representation of diversity in nursing leadership in the sector and in the nursing profession.

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