BAME Big Conversation summary
The following summary is intended to capture the main themes that were discussed at the BAME Big Conversation, which took place on the 6 July with RCOT members. All names have been removed for confidentiality.
RCOT should draw on existing information and good practice
Several contributors noted that there is already a large amount of information publicly available about the lived experiences of BAME (Black, Asian and Minority Ethnic) people, and the ways that discrimination and inequality can be addressed by organisations and within society. It was queried how the Royal College of Occupational Therapists (RCOT) is drawing on this information and participants expressed disappointment that the Royal College was using the discussion to ask questions of members, rather than proactively sharing learning and offering solutions.
Some participants were glad of the opportunity to share their personal perspectives with RCOT, but it was noted that being repeatedly asked to have discussions about discrimination is both tiring and painful for BAME individuals. It was also stated that it is important for people who have not experienced racial discrimination to hear the experiences of those who have, otherwise racism will not be recognised as an important issue. As well as listening to, and learning from members, it was suggested that the Royal College must do more to learn from existing literature, guidance and resources, and draw on examples of good practice displayed by other professional bodies, academic institutions and wider organisations.
RCOT should communicate messages sensitively and effectively
Disappointment and frustration at the timing and content of RCOT’s public messages regarding equality and discrimination was expressed, contributors stating that the concerns raised by BAME members have not been adequately addressed. It was felt that this has impacted on trust in the organisation from BAME members. It was suggested that communications from RCOT should be created by a diverse panel who understand how to communicate sensitively and appropriately with a diverse audience.
It was requested that RCOT publicly communicate the actions that the organisation will take to address racial inequality going forward, alongside a clear timeline for implementation.
RCOT should engage with BAME members sensitively and effectively
Several participants felt that the format of the BAME conversation was not the most effective or appropriate method of engaging with BAME members, stating that it is painful and challenging to share personal experiences and opinions in a large, open forum. It was suggested that RCOT should establish focus groups and working groups with BAME members, to guide the Royal College’s work around equality, diversity and inclusion (EDI) moving forward. Contributors felt strongly that this communication must be open and on-going, in order to be meaningful and avoid tokenism.
RCOT should examine its own structure, culture and practices
It was noted that, while 16% of RCOT staff members are from BAME backgrounds, there are currently no BAME individuals within the RCOT senior leadership team, on the RCOT Council, or sitting on RCOT national boards. All eligible RCOT members are invited to apply for board and council positions when they arise, but it was highlighted that BAME members may experience barriers to applying for these posts that would not be present for white colleagues. It was therefore suggested that RCOT should consider creating board and/or council positions specifically for BAME members, to ensure that diverse representation is present at senior levels of the organisation. It was felt that this would be an important step in ensuring that diversity is a consideration in all areas of RCOT’s work.
Given that the high majority of RCOT staff and all senior staff members are white, it was proposed that RCOT should look inward to ensure that employees of the organisation take responsibility for learning about racial inequality and are aware of, and accountable for, their own biases. RCOT must hold itself to account to ensure that it represents BAME members well, and uses the RCOT platform to amplify the voices of members.
Discrimination is a daily reality for BAME occupational therapists and occupational therapy students
Several participants shared personal experiences of racial discrimination within the workplace and while training – both within university and on practice placements. These experiences included discrimination from colleagues, managers, recruiters, service users and the public. A number of contributors reported that they have had to work significantly harder than white counterparts whilst studying and once qualified, in order to achieve similar outcomes to white colleagues.
Such experiences are a daily occurrence for BAME members, and have significant and unacceptable impacts upon individuals’ confidence, their enjoyment of their work and their ability to achieve and progress within their careers.
BAME members should be better understood and supported while training and in the workplace
A number of contributors identified that they have felt isolated as BAME occupational therapists, and would have benefited from mentorship from a BAME peer at points in their training and career. The importance of being able to speak to a supportive individual who understands the lived experience of being a person of colour was emphasised. It was suggested that RCOT consider how members can have access to BAME mentors, and how BAME role models can be more visible within the profession.
Further to the experiences of discrimination that participants reported whilst on practice placements, it was felt that practice educators need to better understand and support BAME students, and that opportunities need to be created to increase the visibility of BAME individuals as educators.
Members representing universities shared examples of how their institutions are working to challenge inequality and discrimination, and emphasised the importance of BAME and white staff members working collaboratively with students, to critically examine existing practices and co-design solutions that address systemic racism.
More needs to be done to increase diversity within the occupational therapy profession
Given the low percentage of BAME individuals within the profession currently, it was noted that young people from BAME backgrounds may not identify occupational therapy as a career that they would want or feel able to pursue – for example because they are not aware of the profession, or do not see themselves represented within the existing workforce. Participants suggested that RCOT works with primary and secondary schools, as well as universities, to raise the profile of the profession amongst diverse groups. A number of approaches were suggested, including creating careers materials that feature occupational therapists from diverse backgrounds, and engaging with universities to understand and address any barriers that BAME students face when applying for and undertaking occupational therapy courses.
One contributor noted the risk of encouraging more BAME individuals to join the profession while experiences of racial discrimination are still a daily occurrence – as reflected in the experiences shared by other participants. It is necessary to address the culture of the profession, for example by reviewing the professional standards, to ensure that the painful experiences recounted by current BAME occupational therapists are not endured by new members of the profession.
Diversity is more than just race
The purpose of this particular conversation was to explore the experiences and perspectives of BAME members, but there was repeated acknowledgement that racial discrimination is just one aspect of discussions and actions regarding EDI. When considering activities to address EDI, both within RCOT as an organisation and employer, and within the occupational therapy profession more widely, RCOT should take care that all groups who experience discrimination and inequity are fully and appropriately represented, including members of the LGBTQ+ community, and disabled individuals.
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