Diversity and inclusion: my journey as an RCN Learning Rep

I am a mental health nurse registered with the Nursing and Midwifery Council of Nigeria and the United Kingdom. I have specialised in treating people dealing with psychological and mental health issues, assisting them in recovering and providing support for their families. I have a strong foundation in advanced management techniques and mental health nursing and a strong background in communication, which I use to establish trusting connections with others. I am patient-centred and have received training in optimal nursing care, safety standards, and documentation needs. I am also competent in treatment delivery and assessment procedures for enhancing patient well-being and boosting recovery.

Before moving from Nigeria to the United Kingdom, one of my professional nursing development areas was assuming leadership positions in research and education in the United Kingdom, establishing and implementing evidence-based practice and clinical nursing practice standards. This seems to be a challenging goal as a member of the Black, Asian, and Minority Ethnic (BAME) communities, given the reported discriminatory activities against BAME populations. I was, nonetheless, committed to following through on one of my development plans by being resilient.

Four months after arriving in the UK, I realised there were many options accessible for employees, made available by my employer. These are prospects that could benefit my growth and have an effect on how I perform as a professional nurse. I decided to take advantage of the possibilities when they arose. I also discovered that the Royal College of Nursing is a union and professional body full of opportunities, and I registered as a member. However, the thought that I may encounter discrimination remains.

A few months later, I decided to attend the 2022 RCN Congress and was supported by my employer. This fuels my passion to learn new things and develop my abilities. To build visions, encourage innovations and collaborations, and more effectively lead projects to completion as they pertain to research and education, I saw the necessity to support colleagues and any organisations I found myself in. To this end, I decided to take up the role of an RCN Learning Representative at my workplace to help members plan and manage their learning and development processes.

My employer and the RCN supported me throughout the training process of becoming a learning representative. There was much to learn, but the support made it more accessible. I completed the training and got recognised officially as a learning representative after one year of joining RCN in October 2023. The senior management team and some ward managers at my workplace are impressed with this development. I continued to receive support from my employer and the RCN in my new role as a learning representative by sharing information, skills, and expertise with new nurses, colleagues, and other healthcare professionals through feedback, mentorship, and professional development support.

In conclusion, the RCN and my employer have promoted an inclusive culture within a diverse workforce. I am using this opportunity to advocate for inclusivity for members of BAME communities to get the best out of them and ensure equality.