RCN stewards Bev and Olga are co-chairs of their trust’s BAME staff network. They explain how they’re making sure recent conversations about racism and equality lead to positive change
With research showing people from black, Asian and minority ethnic (BAME) backgrounds are at higher risk from COVID-19, BAME staff networks have offered crucial support to nursing staff during the pandemic.
Matron Bev Baker and endoscopic nurse Olga Leach-Walters integrated their respective BAME staff networks when their trusts merged to form University Hospitals Birmingham NHS Foundation Trust in 2017. Now, in one of the UK’s largest trusts, they are there to support approximately 8,000 colleagues from BAME backgrounds.
A place to be heard
“My role as an RCN steward correlates with the work that I’m doing with the network and on equality, equity and diversity,” says Bev.
“It doesn’t matter what someone’s background is, or whatever kind of protected characteristic they have, we need to be kind and fair to staff.”
Olga, who is also vice chair of the region’s NHS Workforce Race Equality Standard (WRES) group, says: “I’m very passionate about the RCN, because that’s where I found my voice.
“Similarly, the network offers our staff a place to be heard and a place of safety.
“Educating, listening and challenging issues as a group is less daunting than doing it as an individual. This is not a one-man band, and no-one is alone.”
Making progress
The network organises monthly meetings which are now virtual, allowing more people to attend to voice their concerns on issues such as speaking up, career progression and staff wellbeing.
“The pandemic has united us,” says Bev. “Once upon a time, there would be five or six people coming to sit in the meeting room, because not many people can spare the time to leave their areas.
“But during COVID-19, we held two wellbeing webinars which more than 500 people attended over the two sessions. To me, that was absolutely phenomenal.”
Bev and Olga say that over the course of this year, the pandemic has pushed everyone in their trust to be more open to talking about equality.
Now Bev and Olga have bi-monthly meetings with the trust’s chief executive officer and have helped set up a fairness taskforce. This allows staff to engage in reciprocal mentoring, where individuals in protected characteristic groups work alongside senior leaders.
Bev explains: “It’s a two-way process. It’s about seeing a day-in-the-life which exposes how minorities feel working for this organisation, how they feel as a black or Asian person in their role, and getting the opportunity to speak to somebody they would rarely interact with.”
We know racism is happening. It’s staring you right in the face, but it’s a taboo to speak about it. We’ve broken that taboo now.
Time to speak up
The events of last summer, when thousands of protestors took to the streets following the death of George Floyd, a black man killed by police officers in the US, sparked a wider discussion among network members.
“People felt as if this was the time to come out and talk about their experiences,” says Olga.
Bev and Olga encouraged and facilitated conversations with senior management about race, equality and the most pressing issues for BAME staff.
“Before, people didn’t want to rock the boat,” Bev says. “The Black Lives Matter protests were a huge wake-up call for black people, and that happened at the same time as COVID-19.
“We know racism is happening. It’s staring you right in the face, but it’s a taboo to speak about it. We’ve broken that taboo now.”
Vaccine hesitancy
Recent surveys have shown there is a high rate of vaccine hesitancy in several groups, including BAME communities, and Bev and Olga feel that they are well-placed in their network and RCN roles to support staff and tackle misinformation.
They both took part in promotional videos for their trust, and Bev shared her experience of contracting COVID-19 and encouraging people to get vaccinated.
“We’re doing a lot of work in the community by reaching out to churches and trying to promote vaccination, as well as eradicate some of the myths that are out there,” adds Bev.
When Olga had her vaccine, she communicated her experience with her community by giving interviews to the media: “I felt that when all the mistrust was being spoken about, we needed black leaders to come forward.”
She adds that education and building back trust in public institutions is key, as well as leading by example.
Looking to the future
While there is more work to be done to eradicate inequality, both Olga and Bev are proud of their achievements.
Bev says: “I feel really proud of being able to be proactive in supporting members and other colleagues.
“It’s really important for me, as a manager, to have that opportunity and responsibility, to be a role model and create a positive environment for staff to work in. It’s a huge responsibility and I don’t take it lightly.”
Reflecting on her various roles in which she supports colleagues, Olga says: “Without the RCN, I could never have achieved this much with the BAME network, because their aims overlap. My role in the trust helps me with my RCN steward role in turn.”
More information
Our advice guide on vaccination has links to some useful resources that promote and encourage COVID-19 vaccination, including University Hospitals Birmingham NHS Foundation Trust’s videos featuring Bev and Olga.
