Race and Ethnicity Awareness Seminars

Valdirene Ruston made a brilliant presentation on moving beyond stereotypes and removing race and ethnicity from being just a tick box on forms and applications. I have learnt that race was constructed by the West as a tool for subjugation and discrimination. Most identities we proudly boast about are created by humans: African, Nigerian, Southern Kaduna, Igbo, Hausa, English etc. Here are my take aways from the session: 1. Focus on Individuality: Encourage people to see beyond preconceived notions based on race or ethnicity. Emphasize the uniqueness of each person, their experiences, talents, and aspirations, rather than categorizing them solely by racial or ethnic labels. I have stopped responding to conversations that essentialise people. 2. Promote Cultural Understanding: Instead of reducing individuals to checkboxes, promote genuine cultural understanding and appreciation. Encourage people to learn about different cultures, histories, and traditions to foster empathy and respect for diversity. 3. Emphasize Common Humanity: Highlight the shared aspects of humanity that unite us all, regardless of race or ethnicity. Focus on values like kindness, compassion, and respect that transcend cultural differences and connect people on a fundamental level. 4. Celebrate Diversity: Shift the narrative from merely acknowledging diversity to actively celebrating it. Create spaces and initiatives that showcase the richness of different cultures, languages, and traditions, promoting a sense of pride and belonging among individuals from all backgrounds. 5. Encourage Dialogue: Facilitate open and honest conversations about race and ethnicity without resorting to stereotypes. Encourage individuals to share their personal stories, challenges, and triumphs to foster understanding, empathy, and connection. 6. Educate Against Bias: Provide education and resources to combat unconscious bias and stereotypes. Encourage critical thinking and reflection to challenge assumptions based on race or ethnicity, promoting a more nuanced and informed perspective. 7. Support Intersectionality: Recognize that individuals have complex identities shaped by multiple factors, including race, ethnicity, gender, sexuality, and more. Embrace the concept of intersectionality to understand and address the unique experiences and challenges faced by individuals with intersecting identities. 8. Advocate for Inclusive Policies: Advocate for policies and practices that promote inclusivity and equality for all, regardless of race or ethnicity. Work towards creating environments where diversity is not just tolerated but actively embraced and integrated into all aspects of society. By going beyond stereotypes and reframing the way we think and talk about race and ethnicity, we can contribute to building a more understanding, empathetic, and inclusive world where individuals are seen for who they truly are, beyond the confines of checkboxes and labels.

The Hidden Impact on Aboriginal Staff Delivering Cultural Awareness Training in Hospitals Cultural awareness training has become a cornerstone in building safer and more inclusive hospitals for Aboriginal and Torres Strait Islander patients and families. On the surface, it may look like a professional development session. But for those of us delivering this training, it is far more than that. When Aboriginal staff step into this role, we are often asked to share not only knowledge, but pieces of ourselves. We bring lived experience, community perspective, and cultural insight into spaces where health systems have historically failed our people. That is powerful work — but it is also deeply personal. The reality is that cultural awareness training can take an emotional toll. To explain histories of colonisation, racism, and intergenerational trauma isn’t simply an intellectual exercise. It often means reliving painful stories and navigating difficult questions. When participants are engaged, respectful, and genuinely open to learning, the experience can feel rewarding — like we are planting seeds of change. But when we encounter resistance, defensiveness, or dismissive attitudes, the burden is magnified. It can feel as though we are being asked, yet again, to prove our identity or justify our people’s experiences. This is why hospitals must go beyond “tick-box” training. Cultural education should not be seen as a one-off compliance requirement, but as part of the organisation’s ongoing journey towards cultural safety. That also means recognising the cultural load carried by Aboriginal staff. Delivering training is not just another task — it is cultural labour. It deserves resourcing, respect, and acknowledgment on par with clinical expertise. Practical supports make a real difference. Structured debriefing after sessions, recognition in workload planning, investment in Aboriginal-led program design, and visible organisational commitment to embedding change all help ease the weight carried by Aboriginal staff. True cultural safety in healthcare is not achieved in a single training session. It is created when hospitals embed Aboriginal voices in leadership, policy, and practice. It is built when cultural awareness moves from being “extra” to being “essential.” As Aboriginal staff, we step into this work because we want better for our patients, our families, and our communities. But lasting change will only come when hospitals walk beside us — not rely solely on us — to create culturally safe spaces for all. To health leaders: reflect on how your organisation values, resources, and supports cultural awareness work. Ask yourself — are you sharing the responsibility, or are you leaving the weight to be carried by Aboriginal staff alone? #CulturalSafety #AboriginalHealth #Leadership #Hospitals #SelfDetermination #ClosingTheGap

This week, I concluded a series of facilitated sessions on developing racially inclusive practices for Leaders and Managers of Student Services Departments at King's College London. We embarked on really energizing sessions and asked some difficult questions along the way. I wanted to share some key takeaway questions that I think we should all be asking: 1. What's been the progress of Anti-racist action plans created in 2020? If some areas have seen little to no change, why did action stall? 2. How are we considering what racialized students need when they are away from us on placements/study abroad? (Especially in locations & environments where they may be more likely to experience racism) 3. Do staff know what to do if a student (or another staff member) had a concern or complaint of racism or microaggressive acts? (Initial guidance, explanations of report & support processes and the implications of each option) 4. How are our services being engaged with by differential characteristics? Are there any patterns/trends? What do we deem success looking like in this area? 5. How can we use our individual positional power and structural advantage to give a voice to those who are not in the room? And so much more... A reminder that we can be proactive rather than reactive in our efforts towards equity and inclusion.