The myth of meritocracy for women of colour in the workplace 

Facilitator(s):

• Janine La Rosa, Chief People Officer, Barking, Havering and Redbridge University Hospitals NHS Trust
• Valerie Richards, Senior Implementation Manager, Equality and Inclusion, Workforce, NHSE London
• Other Equality and Inclusion Team members

Session Outline:

The London Workforce Equality and Inclusion Team will showcased resources that are available to the audience that give opportunities of self- improvement, management and leadership improvement in the areas of

1. addressing inequality (WRES Experts Programme)
2. inclusive leadership (Core Managers Programme)
3. modernising Human Resources processes

We also heard personal testimonies from women who have taken part in the programmes.

You can download a copy the presentation here:

Facilitator(s):

• Cheryl Samuels
• Bernadette Thompson OBE

This session highlighted the inequalities in terms of career progression in our chosen professions, workplaces and society and the impact that has on people from global majority backgrounds. The session challenged, encouraged and aimed to empower colleagues to take control of your career aspirations and make them a reality.

The session highlighted the social movement #InclusiveHR and the actions being taken in terms of effective career conversations.  BARTS NHS Trust will share the actions they have taken within HR and the wider organisation to redress the inequalities in career progression.

You can download a copy the presentation here:

Facilitator(s):

• Beverley Powell

Due to the content of this session the facilitator Beverley Powell had adopted a trauma informed approach.

Aims and Objectives:

1. Demonstrate critical and in depth understanding of the concept of the Imposter Syndrome.
2. To critically evaluate the connections between historical events and current social issues and their impact on WoC today.
3. To develop a critical and in depth understanding of Internal racism and oppression and its impact.
4. To develop an appreciation of the causes and consequences of Imposter syndrome, power and privilege and its impact on WoC who lead and manage within a complex system.

Outcomes:

1. Participant were able to recognise Imposter syndrome.
2. Through the use of critical thinking methodology, participants will be able to recognise and “call themselves out” on unhelpful thinking styles.
3. Participants came away from the session with a renewed commitment to self.
4. Participants were able to discuss the consequences of the perceived differences and experiences of WoC combined with power and privilege and career progression and how the WoC experiencing Imposter Syndrome operate from a deficit model.

You can download a copy the presentation here: