Career inequalities: ‘This can’t be ignored’

‘I’m a person of colour with a passion and vision for equality,” says Ruby Lopez. “In my trust, more than 40% of band 5 nurses are from a Black or minority ethnic background, yet these staff are significantly under-represented in the most senior roles. This can’t be ignored.”

It’s an issue felt by many nursing staff. Earlier this year, shocking results from a UK-wide RCN employment survey found White nurses are twice as likely to get promoted than Black and Asian staff.

Across the NHS, it’s a similar picture. NHS Workforce Race Equality Standard (WRES) data has shown a steady and disproportionate increase in the number of staff from minority ethnic backgrounds not getting promotions, not being able to access non-mandatory training, not getting shortlisted or being successful in interviews. 

Ruby’s helping to make changes. At Cambridge University Hospitals Trust, where she works, she’s determined to transform the career prospects of minority ethnic nursing staff. 

I wanted to help staff focus on how to overcome challenges as a person from a different background

As a first step, Ruby, who’s an RCN learning rep and cultural ambassador, organised a career development webinar, with support from trust leaders, the Equality Diversity and Inclusion Team, senior nurses and the hospital’s Black and Minority Ethnic Network. The webinar set out to provide practical information for staff in her division. 

“I had to make staff aware of the development opportunities already being offered and signpost them to other career resources,” Ruby says. “People have since told me they had no idea these things existed. Our staff are busy, tired and stressed, they just hadn’t had time to look.”  

Ruby was also keen to build confidence. 

“I wanted to help staff focus on how to overcome challenges as a person from a different background. We included a session on the lived experiences of two staff who are working in senior roles at bands 7 and 8b. What they said was powerful and really hit home. They’d faced challenges getting where they are now, but they inspired those attending to pursue what they previously perceived as impossible in terms of career progression and development.”

The webinar covered other issues, including inequality and inequity of access and opportunity, capacity and staffing challenges, funding constraints, practical advice on appraisals, networking, mentoring, interviews and completing applications.

A positive impact 

Just a few weeks after the webinar, after seeking support for application writing and interview prep, several staff have been promoted and one has secured a place on an advanced practitioner course.

Following the success of one session, Ruby’s now rolling out the event across the trust. “This is only one project, one step towards opening many opportunities for our staff from minority ethnic backgrounds. I’m confident that with the support of trust leaders, this can be transformative.”

Ruby approaches her mission with lived experience, after spending 18 years in the trust and getting her band 7 role as a senior sister five years ago.

You know what you need to do so be vocal about it

Now, she’s contemplative: “Continuing professional development isn’t just about sitting in a classroom. It’s about reflecting on situations, and using them as a learning tool,” Ruby says.

“I tell people to be confident. You can attain your goals, but you need perseverance, hard work, motivation and an awareness of what you want from your career. You know what you need to do so be vocal about it. The initiative must come from you.”

• Know what’s out there. You’re not confined to what your employer can offer. Ask your RCN rep or learning lead if you don’t know where to start.
• Use RCN resources. Check the RCN website for upcoming events and take a look at the RCN resources on applying for jobs, writing CVs and interview preparation.
• Get involved. Engage with staff networks and equality priorities while building peer support through professional forums and networks. Use social media responsibly to help achieve your networking goals.
• Take personal responsibility for your appraisal and revalidation. These aren’t tick-box exercises, they’re part of your professional portfolio, which is an ongoing process. Always follow up if you’re not getting what you need and want. 
• Learn and practise self-care. You can’t look after patients if you don’t look after yourself. Learn to love and respect yourself and your role. Although it’s hard, we need to learn to put on our own oxygen masks first before we can help others.

Employers are responsible for creating equality of access to CPD for staff, and for opportunity to explore career progression. Read more in the Workforce Race Equality Standard 2021. 

New funding available  

Applications are open for a new programme of education grants to support minority ethnic nursing and midwifery staff to undertake training and develop their skills.

The RCN Foundation Olufunke Adeyeye education grant has been made possible thanks to the generosity of Olufunke’s family. She was a life-long nurse and midwife, with a varied career spanning more than 50 years, who died in 2020. 

Her family say: "Olafunke was a single parent who believed that anyone fortunate enough to have a good education and career can dare to aspire and over-achieve, despite life’s challenges.

"In her character she was a true nurse – she would never ignore an opportunity to care for and support anyone in need."

Find out more and apply today.