As the lead nurse for the independent health and social care sector for RCN Eastern, I am enthusiastic about fostering workplaces where all nursing staff feel valued, respected and supported. I want all nursing staff to understand the importance of EDI and to empower them to apply this in everyday practice.

EDI is about creating a culture where everyone has an equal chance to thrive. This means we can build stronger teams, deliver better patient care and ensure that every member of nursing staff feels they belong. Understanding EDI also drives our own personal growth.

In May 2024, the RCN launched its first group-wide EDI strategy. 

The strategy provides a roadmap to address these challenges and achieve meaningful change. It emphasises equity as its goal, by designing systems that adapt to meet the needs of every member of nursing staff. It also sees diversity as an asset, tapping into the wealth of perspectives, skills and experiences that diversity brings. And finally, it points to inclusion as the future, building environments where nursing staff feel valued, respected and empowered to contribute fully.

Strong leadership is essential to adopt this framework in the independent sector, alongside a commitment to collaboration. It also demands the courage to address barriers in systems and to foster an open dialogue about inequality and discrimination.

In the independent sector, understanding the difference between equity and equality is key to supporting a diverse workforce. Equality ensures all nursing staff have access to the same opportunities, but equity goes a step further by recognising and addressing individual needs.

To truly embed EDI in the independent health and social care sector, it is essential to consider intersectionality and privilege. Intersectionality highlights the way multiple aspects of a person's identity - such as race, gender, class, age, disability and sexuality - may come together to their advantage or disadvantage.

As an example, a nurse who is male and of an ethnic minority may face different challenges compared to a colleague with different characteristics. By acknowledging these variations in everyday practice, health care organisations can better understand and address the realities that shape everyone’s experience in the workplace.

Privilege also plays a critical role in fostering an inclusive culture. Recognising privilege is not about assigning blame but understanding how structures in society can create advantages for some but not others, no matter whether these advantages are earned or not.

Inclusive language is a key tool as words shape perceptions, influence behaviours and can either empower or alienate individuals. Everyone should feel seen, heard and valued.

Simple things such as replacing gender-specific terms like "chairman" with "chair", or addressing groups as "team" rather than "guys" can make a significant difference in creating a sense of belonging. Being mindful of how we address individuals—using their chosen pronouns or avoiding assumptions based on appearance or background—builds trust and strengthens relationships within diverse nursing teams.

The independent health and social care sector is distinct from larger organisations like the NHS. Nursing staff often work in smaller teams, residential care settings or community-based roles. This can make implementing consistent EDI practices far more challenging. Limited resources, decentralised leadership and varied workplace cultures can lead to disparities in pay, opportunities and professional development, particularly for nursing staff from under-represented groups.

We have a unique opportunity to lead by example in independent health and social care. By embedding EDI into policies, practices and culture within the independent health and social care sector we can attract and retain talented nursing staff, reduce workforce disparities and deliver even better care. Being a member of the RCN provides you with access to specific careers resources designed to help you.

I would especially like to hear from Eastern region independent health and social care members and non-members to look at how we can be effective and work together to advance EDI awareness and change. Could you join our regional catch-up on 25 February which this month is focussing on EDI? Find out more on the website.

I am setting up an RCN Eastern EDI network. If you have questions, ideas or would like to join this network, please send me an email.

Our events page lists learning and collaborating events throughout the year, so please check it out.

I look forward to embracing the change with you.