From Surviving to Thriving: A report from the BAME Nursing and Midwifery Workshop on 14th June 2019

14th June 2019
Wolverhampton Racecourse
#NursingNowEngland #FutureMidwifery #teamCNO

“The NHS workforce as a whole is now more diverse than at any time in its 70 year history, yet at
the most senior levels, the leadership of organisations do not reflect the workforce. Evidence shows
that tackling workforce race inequality improves staff experience, patient outcomes and
organisational efficiency. Our staff should look at their leaders and see themselves represented,
and our patients deserve the same. We know that when we support black and minority ethnic
(BME) staff to rise through our organisations and take leadership positions, everybody benefits”
The Model Employer January 2019
https://www.england.nhs.uk/wp-content/uploads/2019/01/wres-leadership-strategy.pdf
Nursing and Midwifery professions are attracting increasingly more people of Black and Asian
Minority Ethnic (BAME) heritage that at any previous time. There are however significantly fewer
BAME staff in senior leadership roles, increased attrition during training and high number about to
retire from the profession.
Nursing Now England has commissioned NHS Horizons to deliver an Accelerated Design Event to
identify the issues and solutions for transforming perceptions of nursing and midwifery.
The background

A representative design group worked together to
co-create the day and identified the following three
aims:
To:
● Identify a key piece of work that Nursing
Now England can contribute to the
recruitment and retention of BAME nurses
and midwives
● Design a 30 Day Challenge
● Review #WeAreTheNHS resources for all
Ambassadors to go into schools and talk
confidently about the opportunities for BAME
nurses and midwives
The aims for the day

Report compiled by Leigh Kendall, Zarah Mowhabuth,
Camilla Gauge and Bev Matthews NHS Horizons

This is not your usual conference or workshop, it is a specially
designed process which enables a depth and quality of output
that would usually be unachievable in such a short timeframe...
• Have faith in the process
• Take collective responsibility for completing the task on time
• Be fully present for yourself and for others
• Collaborate, support and constructively challenge others
• Put yourself in other people’s shoes
• Bring and voice your own perspective – that is why you are
here!
Delegates were asked to

Nurses and midwives: meeting the challenge of providing health care for
everyone, everywhere
Paul Vaughan RN MSc, Head of Nursing Now England, NHS England and NHS Improvement
Paul Vaughan, Head of Nursing Now England
introduced the day and set out some of the
challenges faced in the recruitment and retention
of Nurses and Midwives.
We need to engage students and young people and encourage them to
join the profession. There are many misperceptions that need to be
overcome in order to make our youth happy and excited to be part of
this profession. Engagement has to be from students - to the current
workforce and return to practice - and the key influencers (i.e.
public/media/politicians).
2020 is the year of the Nurse and Midwife, we have to invest the time in
changing the perceptions and showcasing the occupation. There are
many ways to get involved such as becoming an ambassador, or being
part of events such as the Nightingale Challenge.
There are many misconceptions e.g. lack of pay. Until we change the
perception that people have of Nursing and Midwifery and the value of
the professions, pay will not be changed. Politicians and public need to
see the value of Nurses and Midwives. What can we do differently?
(that’s the real challenge that we have). How do we get the public to
understand what we do and engage with us to what matters to them to
make a difference. Today is about identifying some ways forward,
including how we use technology to engage with people differently.
Here is the link to Paul’s complete slidedeck:
https://www.slideshare.net/HorizonsCIC/from-surviving-to-thriving-paul-
vaughan/HorizonsCIC/from-surviving-to-thriving-paul-vaughan

Recognising our individual and collective contribution:
Pick two cards
1. Looking back: One card that captures your
experiences of the past that you are
bringing into the room today
1. Looking forward: One card that describes
the potential changes for the future that you
would like to see

Dorothy spoke about her two
cards: ‘See within around
and beneath’. She stated
that she is usually looking for
people who can have
multiple views of the world
and who are very inquisitive
– when she is being recruited
she’s assessing her own fit
within their team as well as
them looking at their fit with
her. From her perspective
exploring new worlds –
looking and exploring new
ways of looking at nursing
through social media and
new technology

Yvonne Coghill CBE OBE FRCN (Hon) Fellow KCL
Director - WRES Implementation Team
https://www.slideshare.net/HorizonsCIC/from-surviving-to-thriving-yvonne-coghill
Graham Woodham
Head of Regulated Workforce, Skills for Care
https://www.slideshare.net/HorizonsCIC/from-surviving-to-thriving-graham-woodham
Kaushika Patel
Project Director: Freedom to Achieve, Interim Pro Vice
Chancellor/Dean, De Montfort University
https://www.slideshare.net/HorizonsCIC/from-surviving-to-thriving-kaushika-patel
Ying Butt
Associate Director of Nursing, Royal College of Nursing & member of
Chief Nursing Officer BME Forum
https://www.slideshare.net/HorizonsCIC/from-surviving-to-thriving-ying-butt
Highlights from the speakers slides follow and complete
presentations and be found in the the links under their names above
The evidence base was presented by the
following speakers:

My life and the NHS
Yvonne Coghill CBE OBE FRCN (Hon)
Fellow KCL
Director - WRES Implementation Team
@Yvonnecoghill1
From surviving to thriving
Yvonne shared her life experiences of her
mum being part of the windrush generation
who travelled by boat from Guyana to
become a Nurse in Bristol (picture shown
below)
Clifton Wood Crescent
She explained how different things were when she was
growing up. Saying that racial terminology and being racist
was socially acceptable. She then explained that though
things are different now that doesn’t necessarily mean it is
better. Though we are no longer allowed to use racial terms,
discrimination appears in different ways.

A bit about me
African Caribbean Play
Friends Nurse
Family
My Journey in the NHS
Staff Nurse
Ward sister
Health Visitor
Locality Manager
Primary care development manager
Head of Primary care services
Primary Care Lead (London)
Private Secretary Professional officer DH
National Lead, BT
Senior Programme Lead
HSJ Top 50 Inspirational woman
HSJ top 50 BME pioneer (2 years)
Nursing Times 50 top nurse
HSJ Top 100 most influential people
OBE, CBE
FRCN, Fellow KCL
Deputy president of the RCN
Workforce Race Equality Standard
“The work I am doing now is
about my values and what I
believe in.”

“I had reached a real low, I had applied for 5 different
director level positions and been rejected. No one
considered that I had worked extremely hard to achieve
what I had yet I still wasn’t good enough for the higher
position roles.
My self esteem was very low and I wanted to leave the
NHS. I did not know that I had actually got a reputation for
applying for a lot of jobs and not being ready for them.
This became frustrating for me and it made me angry
which meant I was feeding into the “angry black woman”
stereotype.
At this point someone suggested that I looked into being
mentored by Sir Nigel Crisp. This was the start of me
regaining my self esteem. Sir Nigel made me realise I was
a worthwhile human being, he trusted me and allowed me
to use my abilities to build my portfolio in terms of the
experiences I had.
One thing I learned about being successful is that you
need people behind you, caring for you. It’s hard to
succeed without a helping hand.

• 1.4 million people work in the NHS
• 77% are women
• 20% staff from BME backgrounds
• 21% Nurses and Midwives (qualified and
unqualified) rising to more than 50% in
London
There is still work to do in the NHS
But…
• 7 BME CEOs (from ~231 Trusts)
• 9 Chairs
• 9 (plus 1 interim) Directors of Nursing
• Fewer than 6% very senior managers from
BME backgrounds
• 7% BME board representation
While things are improving for some women in the NHS, BME
women are still lagging behind.
Yvonne explained that 20% of the workforce is from a BAME background and in order to attract more
people into the profession they must see a ladder and progression in the system. Without motivation,
it’s hard to get high quality care and a workforce that believes in itself. It’s important to understand that
when we speak about race equality it’s not only about career progression but also about saving lives
and saving money.

Percentage of nurses, midwives and health visitors by AfC bands
and ethnicity, 2018
BME nurses are under-represented
in senior pay bands.
Ethnicity of NHS staff in London
trusts by AfC bands – 2017
(Data source - National ESR)

1
5
“Nothing is more unequal than the equal treatment of unequal people”
- Thomas Jefferson 1743 - 1826
“Those of BAME heritage need to work twice as hard to get half as far. In
the NHS at the moment we have the best opportunity with the new chief
of people to do things differently.
The new people plan has inclusion and diversity built into it and I am
going to be working with colleagues in London, spreading across the
country, to ensure that new recruitment positions can help BAME people
to move to more senior levels.
We have a chance now to make a difference to everybody, every person
and member of staff should be given the opportunity to work to their full
abilities to make the difference that the NHS needs.”

Yvonne's Top Ten tips for success
❖ Know who you are and understand the impact you
have on others, this is essential for being able to
influence people from all backgrounds
❖ Treat people as you would expect to be treated
yourself, respect, dignity and civility cost nothing and
the rewards for this behaviour to others are great
❖ Have fun and be fun, life is short and needs to be
enjoyable as well as hard work, laughing a lot keeps
you looking and feeling young.
❖ Have your family and friends around you as much as
possible, they sustain and nurture you and enable
you to be of your best in the workplace
❖ Be forgiving and do not hold onto old grudges or try
to get revenge on your perceived enemies, this takes
energy that can best be used delivering on your
objectives or your goals
16
❖ Look after your body you only have one, do not abuse
it with too much of anything, food, drink, drugs. Keep it
clean and healthy, appreciate and value it
❖ Find ways of really relaxing, walking, music, baking,
whatever it takes
❖ Seek to find a role that you absolutely love. If you are
passionate about your work, you don’t have to work a
day in your life
❖ Be humble and remember those that are less fortunate
than you, in the workplace these might be people that
are in lower positions than you and in life generally
give gratitude and thanks for what you have and
acknowledge that some people have less
❖ Share your wisdom and your experiences, help others
learn from your experience so they too can be the best
that they can be

Graham Woodham
Head of Regulated Workforce,
Skills for Care
@gkwoodham

This chart is showing the population aged 65 and above by smaller
age groups
The older the age group, the greater the increase by 2035. The
number of people aged 65 to 69 are projected to increase by around a
quarter, those aged 90 and over are projected to more than double
Registered nurse vacancy rate, 2012 to 2017
▪ In 2017/18 the estimated vacancy rate was
12.3%, equivalent to around 5,100 vacant
posts at any given time
▪ The vacancy rate has risen threefold since
2012/13 when the rate was 4.1%

Freedom to Achieve
Closing the BAME Attainment Gap
Kaushika Patel
Project Director: Freedom to Achieve
Interim Pro Vice Chancellor/Dean - Health and Life Sciences
• Nursing and Midwifery professions are attracting
increasingly more people from BAME heritage than at
any previous time.
• There are however significantly fewer BAME staff in
senior leadership roles, increased attrition during
training and a high number about to retire from the
profession.
• Our staff should look at their leaders and see
themselves represented, and our patients deserve the
same.
• We know that when we support black and minority
ethnic (BME) staff to rise through our organisations and
take leadership positions, everybody benefits” (The
Model Employer January 2019)
@KaushikaPatel1

The Attainment Gap
• The attainment gap – HE’s best kept secret
• Statistically Black, Asian & Minority Ethnic
(BAME) students are less likely to achieve a
good honours degree than their white
counterparts
• The attainment gap is a national issue,
prevalent at all UK universities
• Figures suggest the national attainment gap
is at 15.6% (HESA, 2015/16)
@KaushikaPatel1

National Date
• The attainment gap – Higher Education’s best kept secret
• Statistically Black, Asian & Minority Ethnic (BAME) students are less likely to achieve good
honours degree than their white counterparts
• The attainment gap is a national issue, prevalent at all UK universities
• Figures suggest the national attainment gap is at 15.6% (HESA, 2015/16)

Key Themes
Relationships
• Role Models
• Improved
communications
• Student
integration
Teaching
and
Learning
• Cultural examples in
lectures
• Learning resources
cultural diversity
Community
• Importance of
Belonging
• Cultural inclusivity
• Campus
development
• Student societies
Development
• Culturally
relevant
support
• Academic skills
Employability
• Practical
experience
• Specialised
career advice
• Placements
Exclusion
• Sense of not
belonging due
to…
• Perception of
inherent White
culture
Key themes identified through
collaboration conversations
between staff and students

Chief Nursing Officer’s Black and Minority Ethnic Strategic Advisory Group
Galvanising the Network
Ying Butt
Associate Director of Nursing, Royal College of Nursing
“My garden is full of different hostas, but each of my hostas are
different and having a variety of them makes my garden more
beautiful.
Similarly, having a diverse workforce makes for great change and
great outcomes. If one of my hostas gets an infection I often try
organic methods to cure it. However, if that doesn’t work I have to
use harsher methods - similarly we cannot expect to experience
change if we are using the same methods in the workforce again
and again.
BAME staff members need to be supported after having negative
experiences. BAME nurses can & will be flexible, demonstrating
their intellectual capacity to stand out from the crowd and lead the
delivery our health & social care system needs.
Just maybe the evidence will speak for itself and the deliberate
actions to strengthen BAME leadership will not be met with
resistance.”

Reflecting on the Evidence
Delegates were invited to spend a few
minutes reflecting on their individual
responses to the presentations and to then:
A. Share their thoughts and feelings
B. Think about ideas, offers and
suggestions the presentations sparked
and write them on individual post-it notes
a. Reflect with their table on any
similarities or contrasting
ideas, exploring how they
develop and whether the
conversation changes their
original thoughts or
suggestions
b. Map the ideas, offers and
suggestions onto a template,
asking themselves if the
empty spaces are important,
and if so, can they collectively
fill them
Current work
What work are you
currently involved with on
this topic?
Is there work outside of
health and care that we can
learn from?
Looking at your
organisation
What more could your
organisation do to
support this agenda?
Thinking the
unthinkable
What can be done that
hasn’t been considered
before?
Where are the
innovation gaps?
Move your ideas to this poster where you think they fit best
Are the empty spaces on the template important?
Can you fill them?

Task A generated
this “Wordle”
which is created
from the reactions
to presentations

Delegates were bursting with conversation and ideas

Task B
produced
these:
Delegates on each
table worked together
to share and map their
reflections on the
presentations into
three areas:
● Current work
● Looking At Your
Organisation
● Thinking The
Unthinkable

Current work
Developing BAME leaders
• Leaders course accessible to all bands
• Equality, Diversity & Inclusion groups
• Work with care homes to develop
partnerships for improving skills
• Inclusion activities e.g. B’ham Pride
• Invite BAME speakers
• Celebrate Black History Month
• Cross sector BAME forums
• “Make it happen” tea trolley
• “Making it Right” programme: support
BAME staff b5-7 into senior positions
• Listening into Action events
• BAME leadership programme “Moving
up” & “Ready Now”
Mentorship for all
• Being an informal BAME mentor
• Leadership courses
• Mary Seacole Award & FONS
• Apprenticeship schemes
• Reverse mentor schemes
• Role models – providing sponsorship
• Social media training
• Leading by example
• BAME lead employed from within
existing workforce
• Support lead overseas nurses (pastoral
& transition needs)
• Trust Guardians established
• Inclusive visual representations
Workforce Race Equality Standard:
• BAME Networks established
• Explore other industries eg banking,
retail
• Recruitment strategies: anonymous
shortlisting, diverse interview panels
and inclusive retention programmes
• Research into lived experience of
BAME nurses
• WRES leads established
• WRES Expert programme in place
• Unconscious bias training for managers
collating WRES data
• Equality, Diversity & Inclusion
groups
Examples to look at:
● NUH NHS Foundation Trust
● University of Nottingham Students
● International examples eg USA
● De Montfort Attainment Gap
● Ambulance Service Project D
● Birmingham Womens & Childrens
Visual representation project
Outreach work:
• School children in challenged
socioeconomic categories
• INSIGHT Schools & Higher Education
• Close working with University Deans
• BAME staff development programme
• Links with existing community work
Suggested Partners:
• Local Government Association
• Schools, Higher Education
• Commercial sector
• Global “II MHC” racialised groups
• Organisational development teams
• Professional bodies: RCN, RCM,
UNITE, UNISON

Looking at your organisation
Developing BAME leaders:
• Learn from from other organisations
• Create a BAME network
• Sponsorship by senior leaders
• Commit to Nightingale challenge
• Create a lead to go into schools
• Senior leaders to create a listening
environment
• Bridge the gap between senior and
junior nurses
• Make positive change in terms of
equal access to jobs and courses
• Establish Equality, Diversity and
Inclusion lead
• Challenge assumptions based on
stereotypes
• Build preceptorship, career
aspirations & BAME specific
mentoring into education
programmes
• Workshop for b5&6 networks
Mentorship for all:
• Interview coaching for candidates
where English is not their first
language
• Establish a BAME talent strategy
• Showcase and celebration of
success
• Take time to really understand
different cultures
• Deliver unconscious bias training
and cultural safety
• Run career clinics
• Images & role models to be visible
at all levels
Clinical:
• How are we teaching to reflect
BAME patient demographic e.g.
bruising?
• Create a BAME group to support
the diverse population within
organisation, led by senior leader
• Equal inclusion of BAME staff in
talent spotting/succession planning
• Understand and acknowledge
BAME challenges
• Proactive support promotion
opportunities
• Valuing different cultures
• Have an Equality, Diversity and
Inclusion Senior Team
• Meaningful cultural compliance
• Better understanding of local data
and understanding the right
questions to ask of it eg Number of
registered nurses by salary
pay/scale
• Stop ticking boxes and take action
Examples to look at:
● Nottingham University Hospital
BAME activities
● Florence Nightingale leadership
project
Outreach work:
• Endorse the Ambassador role for
schools engagement programme
• Target schools and find out why
BAME groups don’t apply for roles
Suggested Partners:
• Work collaboratively with ICS
partners in the community
• Consider opportunities for Return to
Practice recruitment

Think the unthinkable
Developing BAME leaders:
• BAME representation on
recruitment panels
• Mandatory Proportional
representation (American model)
• Be open and supportive of BAME
staff
• Identify under-represented groups
• Enhance opportunity and
assumption of success to all b5
nurses
• Proactively intervene with
disengaging students
• Communicate the message that
work settings are inclusive
• Remove unconscious bias from
recruitment
Mentorship for all:
• Have a system for recognising
supportive non-BAME colleagues
• More visibility of BAME role models
across mental health, social care
and adult & children nursing as
relevant to regional and local areas
• Create consistency in approaches
• Promotion of BAME leadership and
management programmes
• Integrate non-BAME colleagues in
BAME projects
• Hold DON’s to account
• Acknowledge there is a problem
and ask the BAME community how
to solve it
• Re-look at policies and campaigns
• Support employers and family to be
ambassadors
• Have the difficult conversations
• Board level mentorship
• Visible leadership and secondments
• Any trust with poor WRES should
not be allowed to recruit from
overseas before demonstrating
improvement for BAME staff in post
• Follow up why trust/university
places are rejected or were
unsuccessful. Feedback to the
recruitment and marketing team
• Talk to agency nurses-why don’t
they want to work at organisation
Examples to consider:
● Referring nurses or other staff to
“working well” wellbeing service
● Recruitment panel representation
● Mandatory training for all staff on
BAME inclusivity in recruitment and
promotions. Identify learning points,
cultural influences & language skills
Outreach work:
• Update policies for careers advisors
NHS, schools, colleges, universities
• Mentoring young people before they
leave school
• Include Allied Health Practitioners in
general practice
Suggested Partners:
• RCN BAME Forum
• Chief Nursing Officer BAME Forum
• Educating the BAME community
• Link to other organisations e.g. guns
& gangs

The World Cafe
Participants:
• Pick a topic that interests you
• Visit that table and contribute your views, hopes
and ambition with colleagues for 15 minutes
• Pick a second topic that interests you and spend
15 minutes building on the previous conversation
Host:
• Set out the context to your first group in 5 mins
• Stimulate, contribute and offer clarification to the
conversation for the next 8 minutes
• Sum up the key points in the last 2 mins
• Repeat for second round, setting out context and
previous conversation in 5 mins
Writer:
• Capture the conversation, highlighting frequently
heard phrases or words
Table Topics for BAME World Cafe
1 Using the BAME student attainment gap
toolkit to close the BAME Nursing
progression gap
2 The Cultural Ambassadors Project
3 Looking after Students and Newly
Registered Nurses and Midwives
4 Recognising the responsibilities and
contribution of registered nurses within
social care
5 Reviewing the resources for Schools
6 Gathering the career momentum of BAME
nurses and midwives participating in Mary
Seacole initiatives
7 Galvanising the power of regional networks
8 Tools to unleash the power of the crowd
9 Influencing through social media
A World cafe is an improvement approach which
creates a living network of collaborative dialogue
around questions that matter and are relevant to the
topic

World cafe
stations enabled
stimulating
conversation
about each of
the topics

Table Summary of key points from World Cafe 1 of 5
1 Using the BAME student attainment gap toolkit to close the BAME Nursing progression gap
Key areas of discussion focused on whether you identify with the environment you work in. And if not, what needs to
be considered to change it and how can this be replicated wider in an organisation or health and care system. Some
solutions include:
• Making role models visible: this must be around values and behaviours as well as photos in prominent places
• Genuine co-creation of solutions: making data available at organisational level and considering the evidence
• Having an Equality, Diversity and Inclusion lead to ask the difficult questions and challenge beahviours
• Organisations being held to account for findings from questionaires
2 The Cultural Ambassadors Project
The Cultural Ambassador project aims to:
• Address concerns about the over-representation of BAME staff in disciplinary cases at work and ensure they are
treated fairly.
• Equipped the voluntary Cultural Ambassadors with the knowledge and remit to identify and challenge
discrimination and cultural bias that they observe in disciplinary proceedings against BME staff
• Decrease in level of sanctions applied.
Cultural Ambassadors are supported via action learning and have seen increased staff experience scores for BAME
staff (national staff survey).
For successful implementation there needs to be:
• Organisational ownership to support plans
• A staff volunteer to be the ambassador
• Support for Ambassador to participate in investigative meetings/hearings
• Willingness to address performance and put into processes to ensure sustainable change
More information here: https://www.socialpartnershipforum.org/case-studies/cultural-ambassadors-project-
birmingham-and-solihull-mental-health-nhs-foundation-trust-royal-college-of-nursing/

3 Looking after Students and Newly Registered Nurses and Midwives
To ensure a safe transition from being a student to a Registered Nurse requires:
• Good mentors: They need to have the skills and experience to guide a supportive and successful transition,
including opportunities for reverse mentoring
The mentors should be inspirational role models who:
• Recommend the profession to others
• Build positive perceptions within their communities
• Are in supported roles and management positions
• Are stepping up in leadership
• Share information and opportunities for students and NRN to consider applying for awards, including
developing their skills to apply for grants and reviews
4 Recognising the responsibilities and contribution of registered nurses within social care
Registered Nurses in social settings:
• Contribute to reducing delayed discharges
• Often “over simplify” their challenging roles, working across life cycles and a range of different disciplines
• Welcome the opportunities to rotate roles
• Need to promote the range of opportunities across nurse roles
• Risk manage the challenge of inconsistent resourcing of different parts of health/care system
• Work in differing systems, which need consolidating - where information is shared and people join - the - dots

5 Reviewing the resources for Schools
Opportunities to be considered for Ambassadors to engage or prompt nursing and midwifery:
Places:
• Open days at colleges, career fairs and tapping into 999 career events
• Places of worship
• Youth clubs and community centres
• Asian Mela Eid days
Additions to the Resources Pack:
• Infographics with key statistics included in resources eg BME /Male/Female
• Role model and narratives of different groups of nursing and midwifery
• More inclusive photos (of ambassadors)
• Smaller group work activity for students of BAME heritage
People to Influence:
• Parents of BAME heritage
• Ambassadors to tell their story in their own former school and college and Bilingual Ambassadors
• Work Experience opportunities: encouraging hospital and other institutions (out of hospital) to have students
• Youth workers/ those with knowledge of teen culture
• Apprenticeship schemes

6 Gathering the career momentum of BAME nurses and midwives participating in Mary
Seacole initiatives
People who have completed Mary Seacole awards or any other awards to:
• Publish paper where it can be read & inspire others
• Use social media to spread the word
• Create networking circles & opportunities for sponsorships
• Ensure the work is embedded into the culture of the NHS
• Be an advocate for this type of work - Learning From experiences (Mary Seacole life)
• Breakdown elements of Mary Seacole’s character. Share what can be taken forward from her experiences?
• Generate exposure! Make sure more know about the opportunities
• Showcase and change the narrative through storytelling
• Share inspirational stories including using and bibliographies of life
• Become a mentor
• Spread the word beyond BAME community & outside of nursing and midwifery
• Have a Power Hour - to develop yourself, recognise talents and generate empowerment for all
• Create a network for those who have completed the awards to connect, learn and share ideas and solutions
• .... rolled out, spread & BAM!

7 Galvanising the power of regional networks
The regional BAME networks are key for driving change. They should:
• Harness people from all backgrounds not just BAME - include everyone
• Hold more inclusive events some leadership courses are restricting networking because it’s for BAME only
• Recognise that education is key for everyone : International/ trust staff
• Gather more staff stories: How does it feel, what are the basics, tool kits for all to use
• Offer Compassionate Leadership training. How to influence from the bottom- come talk to the organiser, strategy
not coming down, middle management work, education awareness
• Widen their social media presence: Group unaware of Twitter, meetings or conferences. Considering a website
8 Tools to unleash the power of the crowd
Attendees received a Masterclass from Horizons team Liberating Structures expert Zoe Lord and had the
opportunity to test out new tools and approaches: www.liberatingstructures.com/ls-menu
9 Influencing through social media
Attendees received a Masterclass from Horizons team Social Influence programme lead Leigh Kendall and had the
opportunity to develop their social media presence: https://nhshorizons.passle.net/post/102ff61/whats-your-return-on-
social-media-influence

Would you recommend nursing?
• Struggle
• Moral reward
• Longevity
• Opportunity
• Pay
• Role

Our unconference:
Four principles and a law
The Principles:
1. Whoever comes are the right people
2. Whatever happens is the only thing that could
have happened.
3. When it starts is the right time
4. When it's over it's over
The Law is known as the Law of Two Feet:
"If you find yourself in a situation where you are not
contributing or learning, move somewhere where you
can."
1. Why is this
important?
2. What are the
challenges?
3. What are the
opportunities?
4. How will we make
progress?
Our big idea:
Topic:
Table:

The Fundamental Law of Unconferencing
Source of image: www.citynet.com
The sum of the
expertise of the people
in the audience is
greater than the sum of
expertise of the people
on stage
Dave Winer
“
“
#NursingNowEngland #FutureMidwifery #teamCNO#NursingNowEngland #FutureMidwifery #teamCNO

Crowdsourcing: Instructions & Steps
1. Write down your top idea on an index card.
2. Try to include a first step if one comes to mind.
3. Pass cards around while milling (idea facing up)
4. Rate each card:
1 = I like it, but not going to make it happen
5 = Yes, and I’m in!
5. Decide before looking at other scores. Put your
rating on the back of the card
6. After Five rounds, total scores and the top 12
are developed
Question:
What is your one big idea for
positively influencing the
recruitment and retention of nurses
and midwives from BAME
communities?
Liberating Structures
www.liberatingstructures.com/ls-menu

Lively unconference
conversations in progress!

Unconference outputs

Unconference Big Ideas
• Effective engagement - to create a happy environment to flourish and deliver quality care
• Pathway to senior roles – have a high baseline for promoting BAME staff
• Sponsorship – Every senior nurse to sponsor a nurse or midwife of BAME heritage
• Recruitment panels – Visibility of senior BAME leaders in health and care organisations
• Creating interest for nursing – influencing communities first through families and then schools
• Convince me that you care – staff storyboards. Honest narratives
• Network – Hold a directory of measurable improvements and a diversity improvement barometer
• Potential to grow – Role models to create opportunities and secure Board engagement
• De-mystifying stereotypes – illustrated Ward to Board diversity stories
• BAME leadership programme for recruitment – recruit mentors from all walks of life
• Leadership – more talent spotting
• Coaching/mentoring/sponsorship – use “make every contact count” approach to staff
engagement

‘Consequences’ with Helen Bevan
The conclusion for the day was a game of
‘consequences’
1. Hold a piece of A4 portrait paper up
and fold it into 4 different sections
2. Draw a head on the top section and
add your thoughts on the day. Pass
it to the next person
3. The next person draws the body
and adds their thoughts, the third
draws trousers and adds their
thoughts, and finally the last person
draws the feet and adds next steps
4. By the end of the activity each
piece of paper will contain three
sets of reflections and next steps
from the day’s activities

The
completed
activities!

“Recruitment support
needs to start at the
beginning of your career,
not just the interview
panel”
“Credibility means
being consistent and
following through” “Our staff are jewels and
should be treated as a
rare resource”
“Recruit
mentors from all
walks of life”
Quotes from the day

Thank you for actively tweeting on the day, the image below shows the tweet stats for the day.

There was lots of activity on Twitter, too!

Ambassadors and
Networks
• Visible role models
• Develop BAME network
• Share practice from
other trusts
• Engage with national
stakeholders e.g. NHC
• Showcase and
celebrate success
• Staff/School & HEI/3rd
Sector engagement
• BAME support groups
• Share ideas and
processes
• Myth busting blogs
• Acceptance and
education around
diverse cultural
practices
• Bridge the gap between
senior and junior nurses
Mentorship and
Role models
• Board level
mentorship and
accountability
• Representation on
recruitment panels
• +ve discrimination
• Interview coaching
• BAME talent strategy
• Reverse mentoring
• Collaboration trusts
and universities
• Apprenticeship and
leadership courses
• Profession specific
mentoring & networks
• BAME career clinics
• BAME shared
governance council
• Full time EDI lead role
Keep learning
• Share practice &
data with other
trusts
• Unconscious bias
training
• Collect data on
unsuccessful BAME
applications
• Review policies
• Collect BAME
narratives
• Use WRES data
strategically e.g. link
recruitment
• Interrogate social
care data –
registered nurses by
salary pay/scale
• Identify and target
under represented
minority groups
Keep talking
• Work collaboratively
with acute and
community nursing,
national partners
and AHPs
• Hold constructive
conversations
• Representation on
conference
programmes
• Look at NUH
networking example
• community events
• “Working well”
wellbeing service
• Education
programme on
cultural differences
Next steps

Speakers’ Slides
Paul Vaughan, Head of Nursing Now England
https://www.slideshare.net/HorizonsCIC/from-surviving-to-thriving-paul-
vaughan/HorizonsCIC/from-surviving-to-thriving-paul-vaughan
Yvonne Coghill CBE OBE, Director - WRES Implementation Team
https://www.slideshare.net/HorizonsCIC/from-surviving-to-thriving-yvonne-coghill
Graham Woodham, Director of Regulated Workforce, Skills for Care
https://www.slideshare.net/HorizonsCIC/from-surviving-to-thriving-graham-woodham
Kaushika Patel, Interim Pro Vice Chancellor/Dean, De Montfort University
https://www.slideshare.net/HorizonsCIC/from-surviving-to-thriving-kaushika-patel
Ying Butt, Associate Director of Nursing, Royal College of Nursing
https://www.slideshare.net/HorizonsCIC/from-surviving-to-thriving-ying-butt

From Surviving to Thriving: A report from the BAME Nursing and Midwifery Workshop on 14th June 2019

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