How to speak up and get help

In line with the NMC Code, we all have a duty to identify, challenge and report any exclusionary practices and behaviours.

It's important to know the best practice for discussing, exploring and challenging racism safely and effectively, and how you can ensure you and your colleagues have the right support in place.

Find out more about how to speak up and get help below.

Your employer is legally bound to protect you from unlawful discrimination, harassment and victimisation on the grounds of race.¹ You should speak up if you feel you or your colleagues have been unlawfully discriminated against.

If you witness or experience racism, we encourage you to challenge it. The NMC Code states that you should feel able to engage with anyone who is displaying discriminatory or racist behaviours, regardless of their position or seniority.²

Try to address your concerns informally first. Speak directly to your line manager or begin a 'question and answer' process. This usually involves communicating the discriminatory incident to your employer and asking questions about the event. For more information, check out Acas's guidance on questioning your employer.³

If you're not satisfied with the outcome, there are also formal pathways you can follow to ensure your employer addresses your concerns. If racist or discriminatory behaviour is affecting you personally and you have not been able to resolve it informally, you can raise a formal grievance with your organisation. For more information, consult your organisational policy or our outline of the grievance process.⁴

Your organisation may have a Cultural Ambassador Programme. Cultural Ambassadors can sit on decision-making panels for grievance and disciplinary processes involving Global Majority staff. Their role is to identify and explore conscious and unconscious biases that may lead to Global Majority staff being treated less favourably. If you're from the Global Majority at an eligible organisation and have not been appointed a Cultural Ambassador, you can request the presence of one in your grievance or disciplinary process.

For more information or to get started with this process, contact the Cultural Ambassador team at ca@rcn.org.uk.

Your organisation should have one of the following policies:

• speak up
• whistleblowing
• Freedom to Speak 

If you're concerned about your wellbeing, or the wellbeing of patients or colleagues, use the policy at your workplace to find information about how to raise your concern safely. You can also contact your country's NHS, a trade union or accredited RCN representative

Helplines such as Speak Up Direct or Protect also offer guidance on the speaking up process.⁵

• Talk to colleagues with whom you feel safe. If you have been subject to a racist incident, or have witnessed one, it may help to discuss what next steps your employer must take to address the issue
• Keep a diary of any racist incidents you have been subject to or witnessed, so you have a written record of what has happened and how it's affecting you and your colleagues

There are many initiatives and groups within the NHS dedicated to advancing race equity. If you have an Equity, Diversity and Inclusion lead at your workplace, reach out to them and let them know that you would like to get involved.

Some trusts run race equity support networks dedicated to providing a space for people from the Global Majority to share stories and help each other. If you're unsure about whether initiatives like this exist in your trust, or you work in an independent health or social care setting, speak to your line manager about opportunities to get involved.

Next section: