so far 070921 Nina Jaspal Developing Aspirant Leader Participant Dawn Adamson Executive Sponsor Lorna Jones Modern Matron When Opportunity Knocks Acknowledgment of lack of diversity ID: 1041646
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1. Developing Aspirant Ethnic Minority Nursing Leaders Programme - The Journey so far 07.09.21Nina Jaspal- Developing Aspirant Leader ParticipantDawn Adamson – Executive SponsorLorna Jones – Modern Matron
2. When Opportunity Knocks Acknowledgment of lack of diversityNHS WRES DataNHS long term people planAdvancing Leadership skillsAwarenessBehavioursLeadership styleUnderstanding executive rolesNetworking opportunitiesPotential career progressionMy PurposeRepresent my community Transformational LeadershipEducating future of the NHS through Inclusive Leadership
3. My Journey/ Experience'sLeadership & Management In house Training Discovery ProfileAction Learning Sets6 month Mary Seacole Programme12 Month NHS England Leadership Academy Programme12 Nurses, 10 Midwives Reverse MentoringSelf reflectionExecutive sponsorshipSupportive MatronPower NetworkingExposure CNO Shadow dayAbility to Inspire
4. My Stretch Assignment Empowerment of BAME staff Inclusive cultureIdentifying and developing the training and development needs of international nurses at UHCW. Identifying and analysing training and development needs at UHCW Questionnaire in regards to training and development and wellbeing needs for international nurses. Analysing the data from the questionnaire to seek where changes and improvements are requiredProviding recommendations to improve the experience of international nurses and how UHCW can empower staff further
5. Dr Dawn AdamsonConsultant Cardiologist And Associate Medical Director UHCWNina Jaspal- Developing Aspirant Leader ParticipantDawn Adamson – Executive SponsorLorna Jones – Modern Matron
6. My role as Executive SponsorSupporting Nina in having the confidence to applyIdentifying potential in Nina was not difficultAwareness of her ability and identification of her strengthsEncouraging her participation and offering advice on application formLogistics of managing the course whilst still developing her NHS role as Cardiac Nurse PractitionerOpen door policySupporting opportunitiesNetworking opportunitiesSupporting access to executives / Chief Nurse Unlock career opportunitiesIdentification of Stretch AssignmentImportant to do something which wasn’t just another assignmentKey to involve other staff and to ensure as many as possible benefit from the course
7. My experience of the courseExtension of my leadership role overallI have inclusive leadership styleInsight profile shows me to be an “inspiring motivator”I feel I have always acknowledged that a diverse workforce is a better workforceValue and insights gained from reciprocal mentorshipChallenged my ideas and assumptionsHelped me understand how “weathering” can impact on behaviours Understand discrimination and use my personal experience to support othersOpened eyes on discrimination and how it can affect not just career and performance, but physical and mental well beingPost programme support and the futureCrucial this is the beginning of a journey and partnership for changeAdvocate within the senior leadership team for improving future of BAME staff
8. Lorna JonesCardiology Modern Matron UHCW NHS Trust BME Leadership; Why does it matter ?
9. My profile Signposting BME staff to opportunitiesCoaching BME staff Offer safe space that is psychologically secureBuilt trusting relationshipsRole model with confidence, courage, compassion and care. Champion others e.g. Vaccine projectReverse mentorshipCourage to challenge culture and have difficult conversationsRaise awareness of bias and unconscious biasNetworking with region BME healthcare groups including WRESEnsure EDI are recognised as pivotal to high quality patient outcomes, staff satisfaction, recruitment and retention.
10. The Importance of BME leadership todayIf not now, then when? Raising the talent profile of the BME workforce.Securing influential seats at the top table.To ensure equitable care to all patients.To ensuring diverse representation at all levels.To ensure fair and equitable recruitment.To challenge bias.To support with culture change. To secure upwardly mobile futures for all.
11. Working in partnership – we can all contribute Seek out BME allies – this could be within or outside of the organisationSet up or strengthen personal/group networksShare knowledge and opportunitiesCoaching BuddyingKnow and understand WRES dataRole modellingUtilise strategies from organisations identified as excelling in this area.Supporting BME staff to access personal development opportunities.Reverse mentorshipProactive involvement with local, regional and national networks