I’m delighted to introduce myself as the Vice Chair of the Equity, Diversity, and Inclusion (EDI) Committee at the RCN. Stepping into this role is both an honour and a responsibility that I hold with immense pride. The EDI Committee is a space to challenge but also provide support as the RCN continues to embed the principles of EDI into the College’s ways of working. I am deeply committed to fostering an inclusive and equitable environment here that resonates for all of you, as RCN members.
The RCN launched its EDI strategy in May 2024, with the newly formed RCN EDI Committee first meeting later in the summer. Since then, we have been working hard to establish a firm foundation for the delivery of the EDI strategy. Committee members are drawn from other RCN committees and are committed to confronting inequality and designing more equitable structures and systems. The Committee also works with external advisors like me, who have a strong background in all aspects of EDI work. The committee has been focussed on its role to provide high challenge, scrutiny and accountability to the strategy action plan during its design through a robust project management process during 2024, whilst also ensuring it is a supportive mechanism to enable the RCN to bring the strategy into meaningful impactful action for change.
Together, we are richer in our understanding of how to create change and, more importantly, we understand what needs to happen to sustain it. Our goal is to embed EDI into the fabric of the RCN.
And in my first few months working with the College, I am pleased to see there is passion for change. Since the RCN launched its strategy, the College has taken steps to ensure our members are getting the support they need to create more equitable workplaces, including launching two new resources. The ‘Let’s Talk… Inclusion’ toolkit helps nursing staff to develop their own leadership and accountability in creating inclusive workplace cultures, while the ‘Taking Time to Talk’ race equity resource, which was co-designed with NHS England, offers guidance to help members personally advance race equity for themselves and their teams.
Having conversations about equity and diversity can feel challenging at first but resources like this give people confidence to have the difficult conversations that are needed.
I was also pleased to see EDI as the theme for the RCN’s annual Nursing Support Workers’ Day in November. The nursing support workforce comes from many different backgrounds - something that we know strengthens and enriches the care they provide right across the health and care sector. This year, the College spotlighted nursing support workers who are internationally educated and showed the many different people who make up this vital workforce.
And as we begin a new year, the Committee will work across the College to continue to weave and cement EDI into both our strategic and operational activity. We will work with RCN Council to integrate the principles of EDI into governance, leadership, and daily practices. By addressing inequities, fostering inclusion, amplifying diverse voices, and challenging racism in all its forms, we aim to create an environment where every member feels valued, represented, and heard.
My own journey to this role has been shaped by a combination of personal experiences and a career dedicated to equity and inclusion. As a British Pakistani Muslim, married to a Black African Christian man, and a mother to two mixed-race daughters, I carry with me a rich and multifaceted identity. This lived experience has helped me understand the unique challenges faced by those navigating intersectional identities, whether related to race, faith, gender, disability, socio-economic status, or sexual orientation. It has deepened my commitment to creating environments where everyone feels seen, valued, and included.
Professionally, I bring 15 years of experience within the NHS, spanning HR, employee relations, business partnering, organisational development, and wellbeing. Early in my career, my legal training taught me a powerful lesson: people matter more than the letter of the law. This principle has guided me ever since.
Throughout my career, I have had the privilege of leading initiatives aimed at addressing systemic discrimination and fostering inclusion for all. These efforts have been about more than addressing surface-level issues - they have focused on dismantling systemic inequalities and ensuring that everyone, regardless of their background or circumstances, can thrive.
In health care, systemic discrimination has far-reaching consequences. It impacts access to care, workforce wellbeing, and the overall trust in our systems. The voices of those who are marginalised and face barriers must be amplified and centred in decision-making. The RCN EDI Committee will use our collective power to raise these voices.
I am immensely proud to hold this role and work alongside you, the RCN’s members, as well as staff and leadership to champion these values. I look forward to connecting with and meeting as many of you as possible during my tenure, learning from your experiences, and collaborating to bring our shared vision to life.
Thank you for welcoming me to this community and please do reach out and say hello.
The RCN launched its EDI strategy in May 2024, with the newly formed RCN EDI Committee first meeting later in the summer. Since then, we have been working hard to establish a firm foundation for the delivery of the EDI strategy. Committee members are drawn from other RCN committees and are committed to confronting inequality and designing more equitable structures and systems. The Committee also works with external advisors like me, who have a strong background in all aspects of EDI work. The committee has been focussed on its role to provide high challenge, scrutiny and accountability to the strategy action plan during its design through a robust project management process during 2024, whilst also ensuring it is a supportive mechanism to enable the RCN to bring the strategy into meaningful impactful action for change.
Together, we are richer in our understanding of how to create change and, more importantly, we understand what needs to happen to sustain it. Our goal is to embed EDI into the fabric of the RCN.
And in my first few months working with the College, I am pleased to see there is passion for change. Since the RCN launched its strategy, the College has taken steps to ensure our members are getting the support they need to create more equitable workplaces, including launching two new resources. The ‘Let’s Talk… Inclusion’ toolkit helps nursing staff to develop their own leadership and accountability in creating inclusive workplace cultures, while the ‘Taking Time to Talk’ race equity resource, which was co-designed with NHS England, offers guidance to help members personally advance race equity for themselves and their teams.
Having conversations about equity and diversity can feel challenging at first but resources like this give people confidence to have the difficult conversations that are needed.
I was also pleased to see EDI as the theme for the RCN’s annual Nursing Support Workers’ Day in November. The nursing support workforce comes from many different backgrounds - something that we know strengthens and enriches the care they provide right across the health and care sector. This year, the College spotlighted nursing support workers who are internationally educated and showed the many different people who make up this vital workforce.
And as we begin a new year, the Committee will work across the College to continue to weave and cement EDI into both our strategic and operational activity. We will work with RCN Council to integrate the principles of EDI into governance, leadership, and daily practices. By addressing inequities, fostering inclusion, amplifying diverse voices, and challenging racism in all its forms, we aim to create an environment where every member feels valued, represented, and heard.
My own journey to this role has been shaped by a combination of personal experiences and a career dedicated to equity and inclusion. As a British Pakistani Muslim, married to a Black African Christian man, and a mother to two mixed-race daughters, I carry with me a rich and multifaceted identity. This lived experience has helped me understand the unique challenges faced by those navigating intersectional identities, whether related to race, faith, gender, disability, socio-economic status, or sexual orientation. It has deepened my commitment to creating environments where everyone feels seen, valued, and included.
Professionally, I bring 15 years of experience within the NHS, spanning HR, employee relations, business partnering, organisational development, and wellbeing. Early in my career, my legal training taught me a powerful lesson: people matter more than the letter of the law. This principle has guided me ever since.
Throughout my career, I have had the privilege of leading initiatives aimed at addressing systemic discrimination and fostering inclusion for all. These efforts have been about more than addressing surface-level issues - they have focused on dismantling systemic inequalities and ensuring that everyone, regardless of their background or circumstances, can thrive.
In health care, systemic discrimination has far-reaching consequences. It impacts access to care, workforce wellbeing, and the overall trust in our systems. The voices of those who are marginalised and face barriers must be amplified and centred in decision-making. The RCN EDI Committee will use our collective power to raise these voices.
I am immensely proud to hold this role and work alongside you, the RCN’s members, as well as staff and leadership to champion these values. I look forward to connecting with and meeting as many of you as possible during my tenure, learning from your experiences, and collaborating to bring our shared vision to life.
Thank you for welcoming me to this community and please do reach out and say hello.
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