Questions and answers from the BAME Big Conversation
Below are answers to the questions received during the BAME Big Conversation, which took place on the 6 July with RCOT members.
Why hasn’t RCOT done anything already/in the past? Why has RCOT kept ignoring these BAME issues until now?
We are sorry that it has taken us too long. Although being mindful of equality, diversity and inclusion (EDI), it is true to say that we haven’t addressed this in a significant way that has had true impact. This is why we need to do things differently. For too long, we have, like many organisations, carried out the top level requirements, but now we need to do more and to do things differently. We will work to elicit meaningful change that has lasting and sustained impact.
Why is this only being addressed now by RCOT? I don’t think you could find a whiter, more able bodied, middle class, female dominated profession, so why haven’t you done anything already?
Good question that has no defendable answer, other than to say we are committed to working to change this.
Why are we having this conversation about it?
We acknowledge that there is much pain and hurt felt by our BAME colleagues. Members have asked us to listen and learn from their lived experience. We wanted to provide a space for members to do that so that we could hear their needs.
What actions are RCOT planning/going to take? When will they happen? Is there a budget for change?
We want change that is consistent and persistent, so it needs to be considered change. We have been working on identifying the issues that we need to address and what we, as a professional body can achieve, or where we can best influence. The key point here is working out our locus of control, what we have control over and where we can exert influence. We will be working with members to sense check and refine our ideas and thoughts. The plan will be then finalised and taken to Council for approval in October 2020. We are just about to start our next round of budget setting, so the timing is right for making sure we plan appropriate resource for our activities.
Do you have any plans to change the status quo? Is there a strategy to change things going forward?
Yes, we are keen to ensure we do all we can to increase diversity within the Royal College and its governance structures. This will form an essential part of our strategy.
Can you be clear on what and when changes that can be made before October are?
We will detail these on the EDI section of our website by the end of July.
The BIG question is: Is RCOT really and truthfully ready for change?
Absolutely. But we are aware that this is not an easy or quick process.
How will we see the progress?
We will report progress through our various communications channels and specifically on the EDI section of our website.
What about another Big Conversation to follow up with this work and what will happen to actions, discussions and ideas here today?
There has been a wealth of helpful suggestions and ideas on where attention needs to be focused if we want to impact on the diversity and inclusion within the profession. Suggestions have covered all aspects of the workforce from career choices through to professional practice. All the suggested actions and ideas will be considered and will help to make up the strategy and action plan.
We will look to see how best we can follow up on the actions, initially this is likely to be utilising the EDI-BAME email group.
How do we get transcripts from today?
In order to comply with GDPR, a transcript is not available, as we have not had permission from our members to publish this. We were keen for members to speak freely at the Big Conversation, so did not offer this as an option. A summary of the conversation is available.
Why isn’t there BAME representation on Council/Boards?
There are no BAME leaders on Council, our governing body. As a union, we have to abide by union rules for elected governance posts, but we can do more to promote opportunities and welcome BAME members who are interested in Council or any of our board or branch posts.
Can you tell us who on the board has the lead and responsibility for EDI? Is it written within a job description?
We do not have a specific officer for EDI within RCOT, but as Director of Professional Operations, Karin Bishop is currently co-ordinating our EDI plans. We need to now develop our strategy and this will inform how we proceed with roles and responsibilities.
Why doesn’t RCOT have any BAME leaders?
Currently we do not have any BAME leaders within RCOT. This is one of the areas we will be looking to improve. As well as promoting opportunities to our BAME community, we need to take steps to recruit people from all backgrounds and abilities into the profession and RCOT, as well as considering how we can support people to progress in their careers.
We have very capable BAME occupational therapists. Are they given the opportunity? Is the effort made to ensure they know of those opportunities?
We want to make sure that all BAME occupational therapists are given the opportunity to engage with RCOT in the many roles available. We will use the channels available to us to highlight opportunities within RCOT including social media, our EDI section of our website and our EDI-BAME email group.
Is institutional racism obstructing them from reaching those opportunities?
RCOT undertakes blind recruitment processes for staff recruitment and board positions.
There has also been no mention in this session from RCOT of what its thoughts and position is on the 'COVID 19 - Understanding the impact on BAME Communities' report?
This is a key area of concern for us and all our BAME members. The UK government has published its 'Disparities in the risk and outcomes of COVID-19' report. The death rates of Black men are 3.9 times higher than white men and 3.3 times higher for Black women than white women. RCOT has a dedicated COVID-19 page and a news article on the report on our website
Questions and suggestions about specific actions
There has been a wealth of helpful suggestions and ideas on where attention needs to be focused if we want to impact on the diversity and inclusion within the profession. Suggestions have covered all aspects of the workforce from career choices through to professional practice. All the suggested actions and ideas will be considered and will help to make up the strategy and action plan.
For more information: